OPT Transition Of Care Jobs
Transition of Care roles coordinate patient handoffs between hospitals, rehab facilities, and home health settings, making them a natural fit for OPT students with clinical or health administration backgrounds. Your OPT work authorization is accepted by most healthcare systems, and STEM OPT extension may apply if your degree qualifies.
Find OPT Transition Of Care JobsOverview
Showing 5 of 48+ Transition Of Care jobs
See all 48+ Transition Of Care Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Transition Of Care roles.
Get Access To All JobsThe Experienced Advisor Onboarding & Transition Specialist executes a consistent, high-touch, and compliant transition experience for experienced financial advisors, teams, and employees joining or leaving Thrivent Advisor Network (TAN). This role coordinates transition, onboarding, and offboarding activities, manages detailed plans, tracks key milestones and dependencies, and serves as a central point of coordination across the core business, compliance, licensing and registration, operations, technology, TAN leadership, HR, and other internal and external partners. The Specialist supports advisor and employee readiness, practice integration, system and platform accuracy, and successful completion of transition activities through strong project management, communication, and cross-functional coordination.
This can be a remote position within the US.
DUTIES & RESPONSIBILITIES:
Transition Planning & Execution
- Executes a scalable, integration transition framework for individuals to existing teams, full experienced teams and TAN employees, ensuring a consistent, compliant and stakeholder-centered experience firm onboarding, offboarding or completion.
- Develops and maintains detailed transition plans tailored to each advisor or team, including milestones, dependencies, deliverables, risks, and stakeholder accountabilities.
- Coordinates and facilitates transition kickoff meetings to align expectations, confirm timing, clarify roles, and establish accountability across internal and external partners.
- Serves as a central operational liaison among advisors, employees, teams, compliance, licensing and registration, operations, technology, HR, field leadership, and external firms to coordinate transition, onboarding, offboarding and related activities.
- Tracks progress against transition milestones, proactively identifies risks or delays, escalates issues as appropriate, and supports timely resolution.
- Maintains accurate documentation, status updates, reporting, and system information related to advisor transitions, employee onboarding and offboarding, role changes, and team transitions. Coordinates and validates required system and platform updates to ensure employee and team information remains accurate and current.
- Gathers feedback from advisors, employees, teams, and stakeholders throughout the transition, onboarding and offboarding processes and shares insights with leadership to inform process improvements.
- Supports complex transition cases, special projects, add enhancements to transition tools, resources, and workflows, while independently coordinating assigned projects and initiatives through planning, execution, tracking and completion.
Advisor Experience
- Provides responsive, high-quality communication and support throughout the advisor, employee, and/or team transition, onboarding, and/or offboarding processes.
- Helps employees, new advisor adds, or transitioning teams understand transition steps, required actions, timing, and available resources so they can move through transition with confidence and clarity.
- Identifies opportunities to improve the onboarding, off-boarding, or transition experience, reduce friction, and strengthen advisor satisfaction and retention.
- Partners with TAN leadership, relationship management, and other support teams to help ensure a smooth handoff after key transition milestones are complete.
Cross-Functional Collaboration
- Coordinates with compliance, operations, licensing and registration, technology, TAN leadership, and firms to complete transition deliverables such as technology setup, registration, book transfer support, training, and advisor readiness activities.
- Communicates transition status, risks, decisions, and next steps to appropriate internal stakeholders and leaders.
- Connects key stakeholders to the appropriate stages of the transition process to ensure alignment, timely execution, and clear ownership.
- Contributes to continuous improvement efforts that streamline transition workflows, strengthen role clarity, and enhance the advisor and stakeholder experience.
- Models Thrivent’s leadership competencies—Model the Way, Rally the Team, and Deliver Outcomes—through collaboration, accountability, sound judgment, and results orientation.
Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes.
QUALIFICATIONS & SKILLS:
Required:
- Bachelor’s degree in business, human resources, finance, communications, organizational leadership, or a related field required and 3+ years of experience in transition, project coordination, operations, talent acquisition, advisor support, financial services, wealth management, or related business functions or equivalent combination of education and relevant experience.
- Experience managing complex, multi-step processes with multiple stakeholders, dependencies, deadlines, and competing priorities.
- Experience coordinating cross-functional work and influencing outcomes without direct authority.
- Experience delivering strong client, advisor, employee, or customer experiences.
Preferred:
- Financial services, insurance, wealth management, licensing and registration, advisor recruiting, transition, or practice management experience preferred.
- Experience supporting organizational growth initiatives, process improvement efforts, workflow optimization, or business transformation initiatives preferred.
Knowledge & Skills
- Strong project management and organizational skills, with the ability to manage multiple onboarding, offboarding, or transitions simultaneously.
- Ability to create and maintain detailed project plans, track milestones, manage dependencies, and proactively address risks.
- Excellent verbal and written communication skills, with the ability to engage advisors, leaders, and business partners clearly and professionally.
- Strong relationship management and service orientation, with a commitment to delivering a high-touch experience.
- Ability to navigate ambiguity, solve problems, exercise sound judgment, and make timely decisions in a fast-paced environment.
- Ability to coordinate across diverse stakeholder groups and foster collaboration, shared ownership, and accountability.
- Strong attention to detail and ability to follow established policies, procedures, compliance requirements, and operational standards.
- Analytical mindset with the ability to identify trends, recommend improvements, and use data and feedback to inform decisions.
- Proficiency with Microsoft Office tools, including Excel, PowerPoint, Teams, and project management or workflow tools.
- Ability to maintain confidentiality and handle sensitive advisor, candidate, employee, and business information with professionalism.
Preferred:
- Knowledge of advisor transition, onboarding and offboarding, registrations, licensing, broker-dealer operations, RIA or hybrid affiliation models, or wealth management practices.
- Familiarity with financial advisor recruiting, advisor development, practice management, business development, or field operations.
- Experience working in a highly regulated environment requiring adherence to compliance, supervision, and operational requirements.
- Exposure to change management, program implementation, process design, or operational transformation.
- Demonstrated ability to build trusted relationships and serve as a primary point of coordination for advisors, clients, leaders, or business partners.
Pay Transparency
Thrivent’s long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $94,175.00 - $127,413.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.
Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.
The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.
Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.
Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.
The Experienced Advisor Onboarding & Transition Specialist executes a consistent, high-touch, and compliant transition experience for experienced financial advisors, teams, and employees joining or leaving Thrivent Advisor Network (TAN). This role coordinates transition, onboarding, and offboarding activities, manages detailed plans, tracks key milestones and dependencies, and serves as a central point of coordination across the core business, compliance, licensing and registration, operations, technology, TAN leadership, HR, and other internal and external partners. The Specialist supports advisor and employee readiness, practice integration, system and platform accuracy, and successful completion of transition activities through strong project management, communication, and cross-functional coordination.
This can be a remote position within the US.
DUTIES & RESPONSIBILITIES:
Transition Planning & Execution
- Executes a scalable, integration transition framework for individuals to existing teams, full experienced teams and TAN employees, ensuring a consistent, compliant and stakeholder-centered experience firm onboarding, offboarding or completion.
- Develops and maintains detailed transition plans tailored to each advisor or team, including milestones, dependencies, deliverables, risks, and stakeholder accountabilities.
- Coordinates and facilitates transition kickoff meetings to align expectations, confirm timing, clarify roles, and establish accountability across internal and external partners.
- Serves as a central operational liaison among advisors, employees, teams, compliance, licensing and registration, operations, technology, HR, field leadership, and external firms to coordinate transition, onboarding, offboarding and related activities.
- Tracks progress against transition milestones, proactively identifies risks or delays, escalates issues as appropriate, and supports timely resolution.
- Maintains accurate documentation, status updates, reporting, and system information related to advisor transitions, employee onboarding and offboarding, role changes, and team transitions. Coordinates and validates required system and platform updates to ensure employee and team information remains accurate and current.
- Gathers feedback from advisors, employees, teams, and stakeholders throughout the transition, onboarding and offboarding processes and shares insights with leadership to inform process improvements.
- Supports complex transition cases, special projects, add enhancements to transition tools, resources, and workflows, while independently coordinating assigned projects and initiatives through planning, execution, tracking and completion.
Advisor Experience
- Provides responsive, high-quality communication and support throughout the advisor, employee, and/or team transition, onboarding, and/or offboarding processes.
- Helps employees, new advisor adds, or transitioning teams understand transition steps, required actions, timing, and available resources so they can move through transition with confidence and clarity.
- Identifies opportunities to improve the onboarding, off-boarding, or transition experience, reduce friction, and strengthen advisor satisfaction and retention.
- Partners with TAN leadership, relationship management, and other support teams to help ensure a smooth handoff after key transition milestones are complete.
Cross-Functional Collaboration
- Coordinates with compliance, operations, licensing and registration, technology, TAN leadership, and firms to complete transition deliverables such as technology setup, registration, book transfer support, training, and advisor readiness activities.
- Communicates transition status, risks, decisions, and next steps to appropriate internal stakeholders and leaders.
- Connects key stakeholders to the appropriate stages of the transition process to ensure alignment, timely execution, and clear ownership.
- Contributes to continuous improvement efforts that streamline transition workflows, strengthen role clarity, and enhance the advisor and stakeholder experience.
- Models Thrivent’s leadership competencies—Model the Way, Rally the Team, and Deliver Outcomes—through collaboration, accountability, sound judgment, and results orientation.
Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes.
QUALIFICATIONS & SKILLS:
Required:
- Bachelor’s degree in business, human resources, finance, communications, organizational leadership, or a related field required and 3+ years of experience in transition, project coordination, operations, talent acquisition, advisor support, financial services, wealth management, or related business functions or equivalent combination of education and relevant experience.
- Experience managing complex, multi-step processes with multiple stakeholders, dependencies, deadlines, and competing priorities.
- Experience coordinating cross-functional work and influencing outcomes without direct authority.
- Experience delivering strong client, advisor, employee, or customer experiences.
Preferred:
- Financial services, insurance, wealth management, licensing and registration, advisor recruiting, transition, or practice management experience preferred.
- Experience supporting organizational growth initiatives, process improvement efforts, workflow optimization, or business transformation initiatives preferred.
Knowledge & Skills
- Strong project management and organizational skills, with the ability to manage multiple onboarding, offboarding, or transitions simultaneously.
- Ability to create and maintain detailed project plans, track milestones, manage dependencies, and proactively address risks.
- Excellent verbal and written communication skills, with the ability to engage advisors, leaders, and business partners clearly and professionally.
- Strong relationship management and service orientation, with a commitment to delivering a high-touch experience.
- Ability to navigate ambiguity, solve problems, exercise sound judgment, and make timely decisions in a fast-paced environment.
- Ability to coordinate across diverse stakeholder groups and foster collaboration, shared ownership, and accountability.
- Strong attention to detail and ability to follow established policies, procedures, compliance requirements, and operational standards.
- Analytical mindset with the ability to identify trends, recommend improvements, and use data and feedback to inform decisions.
- Proficiency with Microsoft Office tools, including Excel, PowerPoint, Teams, and project management or workflow tools.
- Ability to maintain confidentiality and handle sensitive advisor, candidate, employee, and business information with professionalism.
Preferred:
- Knowledge of advisor transition, onboarding and offboarding, registrations, licensing, broker-dealer operations, RIA or hybrid affiliation models, or wealth management practices.
- Familiarity with financial advisor recruiting, advisor development, practice management, business development, or field operations.
- Experience working in a highly regulated environment requiring adherence to compliance, supervision, and operational requirements.
- Exposure to change management, program implementation, process design, or operational transformation.
- Demonstrated ability to build trusted relationships and serve as a primary point of coordination for advisors, clients, leaders, or business partners.
Pay Transparency
Thrivent’s long-term growth depends on attracting, rewarding, and retaining people who are committed to helping others thrive with purpose. We accomplish this by offering a wide variety of market competitive compensation programs to attract, reward, and retain top talent. The applicable salary or hourly wage range for this full-time role is $94,175.00 - $127,413.00 per year, which factors in various geographic regions. The base pay actually offered will be determined by a variety of factors including, but not limited to, location, relevant experience, skills, and knowledge, business needs, market demand, and other factors Thrivent deems important.
Thrivent is unique in our commitment to helping people to be wise with money and live balanced and generous lives. That extends to our benefits.
The following benefits may be offered: various bonuses (including, for example, annual or long-term incentives); medical, dental, and vision insurance; health savings account; flexible spending account; 401k; pension; life and accidental death and dismemberment insurance; disability insurance; supplemental protection insurance; 20 days of Paid Time Off each year; Sick and Safe Time; 10 paid company holidays; Volunteer Time Off; paid parental leave; EAP; well-being benefits, and other employee benefits. Eligibility for receipt of these benefits is subject to the applicable plan/policy documents. Thrivent’s plans/policies are subject to change at any time at Thrivent’s discretion.
Thrivent provides Equal Employment Opportunity (EEO) without regard to race, religion, color, sex, gender identity, sexual orientation, pregnancy, national origin, age, disability, marital status, citizenship status, military or veteran status, genetic information, or any other status protected by applicable local, state, or federal law. This policy applies to all employees and job applicants.
Thrivent is committed to providing reasonable accommodation to individuals with disabilities. If you need a reasonable accommodation, please let us know by sending an email to human.resources@thrivent.com or call 800-847-4836 and request Human Resources.
See all 48+ OPT Transition Of Care Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Transition Of Care Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in Transition Of Care
Target integrated health systems over small clinics
Large hospital networks and accountable care organizations hire transition of care coordinators at scale and have dedicated HR teams familiar with OPT work authorization. Smaller outpatient clinics often lack the infrastructure to process OPT documentation efficiently.
Clarify your STEM OPT eligibility before applying
Health informatics, public health, and health services administration degrees often qualify for the 24-month STEM OPT extension. Confirming this before interviews gives employers a longer runway and significantly increases your chances of sponsorship consideration afterward.
Highlight care coordination certifications
Credentials like the Certified Case Manager (CCM) or Transitional Care Certified (TCC) demonstrate clinical competency beyond your degree. Employers weighing OPT paperwork concerns are more likely to proceed when candidates bring industry-recognized credentials that reduce onboarding risk.
Address OPT timing early in conversations
Proactively tell recruiters your OPT start date, expiration date, and whether a STEM extension is possible. Healthcare employers appreciate this transparency and it eliminates the awkward back-and-forth that sometimes derails candidacies late in the hiring process.
Focus on outcomes in your application materials
Quantify your impact wherever possible: reduced hospital readmission rates, improved patient follow-up completion, or shortened length of stay. Data-driven results signal clinical effectiveness and shift the conversation from visa logistics to your professional value.
Network through healthcare social work and case management communities
Transition of care roles often live inside case management departments. Connecting with social workers, discharge planners, and care coordinators through professional associations surfaces unadvertised openings and referrals, which carry more weight than cold applications for OPT candidates.
Transition Of Care OPT: Frequently Asked Questions
Can F-1 OPT students work as Transition of Care coordinators in the U.S.?
Yes. F-1 students authorized for OPT can work as Transition of Care coordinators without any additional visa sponsorship during the OPT period. Your employer simply needs to verify your EAD card. Most hospital systems and health networks are familiar with OPT and accept it as valid work authorization for clinical coordination roles.
Do Transition of Care jobs qualify for the STEM OPT extension?
It depends on your degree, not the job title itself. If you graduated from a STEM-designated program, such as health informatics, biomedical informatics, or health services research, you may qualify for a 24-month STEM OPT extension. Degrees in nursing, social work, or general public health are less commonly STEM-designated, so confirm your program's CIP code with your DSO before counting on the extension.
What healthcare employers are most likely to hire OPT students for Transition of Care roles?
Integrated health systems, accountable care organizations, and large academic medical centers are the most OPT-friendly employers in this space. They hire transition of care staff at volume, have established HR processes for work authorization, and are often experienced with sponsoring H-1B visas afterward. You can browse currently hiring employers on Migrate Mate, which filters specifically for roles open to OPT candidates.
What happens to my Transition of Care job if my OPT expires before I secure H-1B sponsorship?
If your OPT expires and a STEM extension or H-1B is not yet in place, you lose work authorization and must stop working. To avoid this gap, apply for STEM OPT extension at least 90 days before your EAD expires, and discuss H-1B sponsorship timelines with your employer well before the April lottery registration window. Planning 12 to 18 months ahead is realistic for this pathway.
Is a clinical license required to work in Transition of Care on OPT?
Not always. Many Transition of Care positions are non-clinical care coordination roles that require a degree in health administration, social work, or public health rather than a nursing or clinical license. However, some roles, particularly those embedded in hospital care management units, prefer licensed social workers or registered nurses. Review each job description carefully to confirm the licensure requirement before applying.