Director of People Operations Visa Sponsorship Jobs in California
Director of people operations roles in California sit at the intersection of HR strategy and organizational scale, with major sponsors concentrated in the Bay Area tech sector, companies like Salesforce, Airbnb, and Alphabet, plus growing demand in Los Angeles across entertainment, fintech, and biotech. These senior positions regularly attract international candidates with H-1B visa sponsorship histories.
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Join a multibillion-dollar global company that brings together amazing technology, people, and operational scale to become a powerhouse in the memory industry. Headquartered in Rancho Cordova, California, Solidigm combines elements of an established, successful technology company with the spirit, agility, and entrepreneurial mindset of a start-up. In addition to the U.S. headquarters and other facilities in the U.S., the company has international presence in Asia, Europe, and the Americas. Solidigm will continue to lead the world in innovating new Memory technologies with aspirations to be the #1 NAND memory company in the world. At Solidigm, we view problems as opportunities to define innovative solutions that hold the power to change the world and unleash the potential technological needs that the future holds. At Solidigm, we are One Team that fosters a diverse, equitable, and inclusive culture that embraces individual uniqueness and empowers us to bring our best selves to deliver excellence in support of Solidigm's vision and mission to be the go-to partner for optimized data storage solutions. You can be part of the takeoff of an innovative business that develops cutting-edge products, delivers strong business value for customers, provides an engaging workplace for its employees, and serves a greater impact on the world. This is a golden opportunity for the right applicant to join us and help design, build, and lead Solidigm. We want a diverse team of dedicated professionals who will not just be Solidigm team members but contribute to how we shape the future of the organization. We are seeking applicants who will grow and thrive in our culture; be customer inspired, trusting, innovative, team-oriented, inclusive, results driven, collaborative, passionate, and flexible.
Job Description
The Senior Director, Total Rewards is a senior leader within Solidigm’s Human Resources organization, responsible for setting and executing the company’s global Total Rewards strategy across compensation, executive compensation, benefits, recognition, and global mobility. Reporting to the Head of Human Resources, this role serves as a trusted advisor to senior leadership and partners closely with Finance, Legal, HR Business Partners, Talent Acquisition, HR Operations, and other key stakeholders to ensure Solidigm’s Total Rewards programs attract, retain, motivate, and reward talent while supporting business strategy, financial objectives, and an evolving global organization. The Senior Director will bring deep expertise across compensation and benefits, including executive and equity compensation, benefits strategy and governance, market benchmarking, Total Rewards technologies, and vendor management. This leader will combine strategic thinking with strong operational judgment, translating Total Rewards philosophy into scalable programs, processes, systems, and employee experiences. This is a highly influential leadership role requiring the ability to operate at both the enterprise and execution levels, advise executives on complex compensation and benefits matters, develop and lead a high-performing global team, and continuously evolve Solidigm’s Total Rewards capabilities.
Total Rewards Strategy & Leadership
- Lead Solidigm’s global Total Rewards strategy and operating model across compensation, executive compensation, benefits, recognition, and global mobility, ensuring programs align with business strategy, talent priorities, company culture, and financial objectives.
- Serve as the senior Total Rewards advisor to the Head of Human Resources and HR leadership, providing expertise, recommendations, and decision support on complex compensation and benefits matters.
- Translate business and workforce strategies into competitive, financially sustainable, and scalable Total Rewards programs across geographies and employee populations.
- Lead, develop, and mentor a global Total Rewards organization, establishing clear priorities, operating rhythms, accountabilities, and capabilities across the team.
- Establish governance and decision frameworks that ensure Total Rewards programs are administered consistently, transparently, and in accordance with applicable regulatory requirements.
Compensation & Rewards
- Lead the design, governance, and ongoing evolution of global compensation programs, including base salary structures, short-term incentives, long-term incentives, equity programs, recognition programs, and other rewards.
- Own Solidigm’s compensation philosophy and market-positioning strategy, using external market data, internal equity analysis, workforce trends, and business requirements to guide compensation decisions.
- Establish and maintain global job and compensation structures, salary ranges, geographic differentials, market benchmarks, and compensation practices that support internal equity and external competitiveness.
- Lead annual and ongoing compensation processes, including merit, bonus, promotion, equity, and market adjustment programs, ensuring appropriate governance, modeling, communications, systems enablement, and execution.
- Partner closely with HR Business Partners and Talent Acquisition on compensation strategy for critical talent, hard-to-fill positions, executive hiring, retention situations, and emerging workforce needs.
- Develop analytics and insights that allow leadership to understand compensation competitiveness, pay positioning, program effectiveness, workforce cost, and emerging risks.
Executive & Equity Compensation
- Lead the strategy, design, governance, and administration of executive compensation programs, including base salary, annual incentives, long-term incentives, equity, and other executive reward programs.
- Serve as a subject-matter expert and advisor to senior leadership on executive compensation philosophy, market competitiveness, pay-for-performance principles, and executive reward design.
- Lead executive compensation benchmarking and modeling, including peer-group analysis, market positioning, compensation scenarios, and recommendations for senior executive roles.
- Partner closely with Legal, Finance, and executive leadership on the design and governance of executive and equity compensation programs.
- Lead the development of Compensation Committee materials, analyses, recommendations, and supporting documentation, ensuring accuracy, appropriate governance, and executive-level clarity.
- Maintain awareness of evolving executive compensation practices, governance expectations, disclosure requirements, and regulatory developments, particularly as the organization evolves toward greater public-company readiness.
Benefits Strategy & Governance
- Lead the global benefits strategy, ensuring programs balance employee value, market competitiveness, cost effectiveness, compliance, and long-term sustainability.
- Provide deep benefits leadership across health and welfare, retirement, wellbeing, leave, and other employee benefit programs, with appropriate consideration for country-specific requirements and practices.
- Evaluate benefit plan design, utilization, employee experience, financial performance, market competitiveness, and emerging trends to identify opportunities for improvement.
- Lead annual benefits planning and renewal processes, including financial analysis, plan design decisions, vendor negotiations, implementation, employee communications, and change management.
- Partner with Finance and Procurement on benefits forecasting, cost management, vendor negotiations, and longer-term financial planning.
- Establish appropriate governance, controls, and compliance practices across global benefits programs.
Total Rewards Systems, Data & Vendor Ecosystem
- Provide strategic leadership for the technologies, systems, data, and vendor ecosystem supporting Total Rewards programs and processes.
- Define business requirements and partner with HR technology teams to optimize compensation, benefits, equity, mobility, and related capabilities within the HR technology landscape.
- Drive automation, process improvement, data integrity, reporting, and scalable workflows across Total Rewards operations.
- Establish standards for Total Rewards data, analytics, controls, audits, reporting, and dashboards to support both operational excellence and executive decision-making.
- Lead the selection, governance, and performance management of Total Rewards vendors, including benefits consultants and brokers, compensation data providers, equity providers, mobility partners, and other specialized vendors.
- Establish strong vendor governance, including service-level expectations, performance measures, cost management, risk management, and periodic assessment of vendor capabilities.
Governance, Compliance & Employee Experience
- Ensure Total Rewards programs comply with applicable laws, regulations, reporting requirements, and internal governance standards across the countries in which Solidigm operates.
- Monitor regulatory, legislative, economic, and market developments that could affect compensation, benefits, executive compensation, mobility, or employee reward programs.
- Lead the development of clear and effective Total Rewards communications that help employees and leaders understand the value, intent, and use of Solidigm’s programs.
- Own the Total Rewards operating budget and provide leadership with regular reporting on program performance, investment, risk, priorities, and opportunities.
- Lead major Total Rewards transformation initiatives and provide effective change leadership as programs, systems, and business requirements evolve.
Qualifications
Required Qualifications
- 15+ years of progressive Total Rewards, compensation, benefits, or related HR experience, including significant leadership responsibility within a complex global organization.
- 8+ years of experience leading Total Rewards, compensation, benefits, or related teams, with demonstrated experience developing high-performing global organizations.
- Deep expertise in compensation strategy and program design, including salary structures, market pricing, annual incentive programs, long-term incentives, equity, and compensation governance.
- Significant experience with executive compensation, including executive benchmarking, incentive design, equity compensation, compensation modeling, and preparation of executive-level or Compensation Committee materials.
- Strong benefits expertise, including demonstrated experience with benefits strategy, plan design, financial management, vendor governance, renewals, compliance, and employee experience.
- Demonstrated experience with Total Rewards technologies and systems, including compensation planning platforms, HRIS capabilities, benefits administration, equity systems, reporting, analytics, and vendor integrations.
- Experience leading major Total Rewards vendors and external advisors, with demonstrated ability to establish governance, negotiate effectively, evaluate performance, and manage significant program investments.
- Strong analytical and financial acumen, with demonstrated ability to translate market data, workforce information, financial analysis, and complex compensation models into clear recommendations.
- Strong knowledge of relevant compensation and benefits regulations, governance practices, and emerging global Total Rewards trends.
Additional Information
This position is also eligible to participate in Solidigm's restricted stock unit (RSU), restricted cash unit (RCU), and cash bonus programs. In addition, Solidigm offers a benefits package that includes medical, dental, vision, supplemental life and AD&D insurance; short- and long-term disability; healthcare and dependent care flexible spending accounts, and a company match on eligible 401(k) plan contributions.
The compensation range for this role is $160,480 - $266,800. Actual compensation is influenced by a variety of factors including but not limited to skills, experience, qualifications, and geographic location.
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Company Description
Join a multibillion-dollar global company that brings together amazing technology, people, and operational scale to become a powerhouse in the memory industry. Headquartered in Rancho Cordova, California, Solidigm combines elements of an established, successful technology company with the spirit, agility, and entrepreneurial mindset of a start-up. In addition to the U.S. headquarters and other facilities in the U.S., the company has international presence in Asia, Europe, and the Americas. Solidigm will continue to lead the world in innovating new Memory technologies with aspirations to be the #1 NAND memory company in the world. At Solidigm, we view problems as opportunities to define innovative solutions that hold the power to change the world and unleash the potential technological needs that the future holds. At Solidigm, we are One Team that fosters a diverse, equitable, and inclusive culture that embraces individual uniqueness and empowers us to bring our best selves to deliver excellence in support of Solidigm's vision and mission to be the go-to partner for optimized data storage solutions. You can be part of the takeoff of an innovative business that develops cutting-edge products, delivers strong business value for customers, provides an engaging workplace for its employees, and serves a greater impact on the world. This is a golden opportunity for the right applicant to join us and help design, build, and lead Solidigm. We want a diverse team of dedicated professionals who will not just be Solidigm team members but contribute to how we shape the future of the organization. We are seeking applicants who will grow and thrive in our culture; be customer inspired, trusting, innovative, team-oriented, inclusive, results driven, collaborative, passionate, and flexible.
Job Description
The Senior Director, Total Rewards is a senior leader within Solidigm’s Human Resources organization, responsible for setting and executing the company’s global Total Rewards strategy across compensation, executive compensation, benefits, recognition, and global mobility. Reporting to the Head of Human Resources, this role serves as a trusted advisor to senior leadership and partners closely with Finance, Legal, HR Business Partners, Talent Acquisition, HR Operations, and other key stakeholders to ensure Solidigm’s Total Rewards programs attract, retain, motivate, and reward talent while supporting business strategy, financial objectives, and an evolving global organization. The Senior Director will bring deep expertise across compensation and benefits, including executive and equity compensation, benefits strategy and governance, market benchmarking, Total Rewards technologies, and vendor management. This leader will combine strategic thinking with strong operational judgment, translating Total Rewards philosophy into scalable programs, processes, systems, and employee experiences. This is a highly influential leadership role requiring the ability to operate at both the enterprise and execution levels, advise executives on complex compensation and benefits matters, develop and lead a high-performing global team, and continuously evolve Solidigm’s Total Rewards capabilities.
Total Rewards Strategy & Leadership
- Lead Solidigm’s global Total Rewards strategy and operating model across compensation, executive compensation, benefits, recognition, and global mobility, ensuring programs align with business strategy, talent priorities, company culture, and financial objectives.
- Serve as the senior Total Rewards advisor to the Head of Human Resources and HR leadership, providing expertise, recommendations, and decision support on complex compensation and benefits matters.
- Translate business and workforce strategies into competitive, financially sustainable, and scalable Total Rewards programs across geographies and employee populations.
- Lead, develop, and mentor a global Total Rewards organization, establishing clear priorities, operating rhythms, accountabilities, and capabilities across the team.
- Establish governance and decision frameworks that ensure Total Rewards programs are administered consistently, transparently, and in accordance with applicable regulatory requirements.
Compensation & Rewards
- Lead the design, governance, and ongoing evolution of global compensation programs, including base salary structures, short-term incentives, long-term incentives, equity programs, recognition programs, and other rewards.
- Own Solidigm’s compensation philosophy and market-positioning strategy, using external market data, internal equity analysis, workforce trends, and business requirements to guide compensation decisions.
- Establish and maintain global job and compensation structures, salary ranges, geographic differentials, market benchmarks, and compensation practices that support internal equity and external competitiveness.
- Lead annual and ongoing compensation processes, including merit, bonus, promotion, equity, and market adjustment programs, ensuring appropriate governance, modeling, communications, systems enablement, and execution.
- Partner closely with HR Business Partners and Talent Acquisition on compensation strategy for critical talent, hard-to-fill positions, executive hiring, retention situations, and emerging workforce needs.
- Develop analytics and insights that allow leadership to understand compensation competitiveness, pay positioning, program effectiveness, workforce cost, and emerging risks.
Executive & Equity Compensation
- Lead the strategy, design, governance, and administration of executive compensation programs, including base salary, annual incentives, long-term incentives, equity, and other executive reward programs.
- Serve as a subject-matter expert and advisor to senior leadership on executive compensation philosophy, market competitiveness, pay-for-performance principles, and executive reward design.
- Lead executive compensation benchmarking and modeling, including peer-group analysis, market positioning, compensation scenarios, and recommendations for senior executive roles.
- Partner closely with Legal, Finance, and executive leadership on the design and governance of executive and equity compensation programs.
- Lead the development of Compensation Committee materials, analyses, recommendations, and supporting documentation, ensuring accuracy, appropriate governance, and executive-level clarity.
- Maintain awareness of evolving executive compensation practices, governance expectations, disclosure requirements, and regulatory developments, particularly as the organization evolves toward greater public-company readiness.
Benefits Strategy & Governance
- Lead the global benefits strategy, ensuring programs balance employee value, market competitiveness, cost effectiveness, compliance, and long-term sustainability.
- Provide deep benefits leadership across health and welfare, retirement, wellbeing, leave, and other employee benefit programs, with appropriate consideration for country-specific requirements and practices.
- Evaluate benefit plan design, utilization, employee experience, financial performance, market competitiveness, and emerging trends to identify opportunities for improvement.
- Lead annual benefits planning and renewal processes, including financial analysis, plan design decisions, vendor negotiations, implementation, employee communications, and change management.
- Partner with Finance and Procurement on benefits forecasting, cost management, vendor negotiations, and longer-term financial planning.
- Establish appropriate governance, controls, and compliance practices across global benefits programs.
Total Rewards Systems, Data & Vendor Ecosystem
- Provide strategic leadership for the technologies, systems, data, and vendor ecosystem supporting Total Rewards programs and processes.
- Define business requirements and partner with HR technology teams to optimize compensation, benefits, equity, mobility, and related capabilities within the HR technology landscape.
- Drive automation, process improvement, data integrity, reporting, and scalable workflows across Total Rewards operations.
- Establish standards for Total Rewards data, analytics, controls, audits, reporting, and dashboards to support both operational excellence and executive decision-making.
- Lead the selection, governance, and performance management of Total Rewards vendors, including benefits consultants and brokers, compensation data providers, equity providers, mobility partners, and other specialized vendors.
- Establish strong vendor governance, including service-level expectations, performance measures, cost management, risk management, and periodic assessment of vendor capabilities.
Governance, Compliance & Employee Experience
- Ensure Total Rewards programs comply with applicable laws, regulations, reporting requirements, and internal governance standards across the countries in which Solidigm operates.
- Monitor regulatory, legislative, economic, and market developments that could affect compensation, benefits, executive compensation, mobility, or employee reward programs.
- Lead the development of clear and effective Total Rewards communications that help employees and leaders understand the value, intent, and use of Solidigm’s programs.
- Own the Total Rewards operating budget and provide leadership with regular reporting on program performance, investment, risk, priorities, and opportunities.
- Lead major Total Rewards transformation initiatives and provide effective change leadership as programs, systems, and business requirements evolve.
Qualifications
Required Qualifications
- 15+ years of progressive Total Rewards, compensation, benefits, or related HR experience, including significant leadership responsibility within a complex global organization.
- 8+ years of experience leading Total Rewards, compensation, benefits, or related teams, with demonstrated experience developing high-performing global organizations.
- Deep expertise in compensation strategy and program design, including salary structures, market pricing, annual incentive programs, long-term incentives, equity, and compensation governance.
- Significant experience with executive compensation, including executive benchmarking, incentive design, equity compensation, compensation modeling, and preparation of executive-level or Compensation Committee materials.
- Strong benefits expertise, including demonstrated experience with benefits strategy, plan design, financial management, vendor governance, renewals, compliance, and employee experience.
- Demonstrated experience with Total Rewards technologies and systems, including compensation planning platforms, HRIS capabilities, benefits administration, equity systems, reporting, analytics, and vendor integrations.
- Experience leading major Total Rewards vendors and external advisors, with demonstrated ability to establish governance, negotiate effectively, evaluate performance, and manage significant program investments.
- Strong analytical and financial acumen, with demonstrated ability to translate market data, workforce information, financial analysis, and complex compensation models into clear recommendations.
- Strong knowledge of relevant compensation and benefits regulations, governance practices, and emerging global Total Rewards trends.
Additional Information
This position is also eligible to participate in Solidigm's restricted stock unit (RSU), restricted cash unit (RCU), and cash bonus programs. In addition, Solidigm offers a benefits package that includes medical, dental, vision, supplemental life and AD&D insurance; short- and long-term disability; healthcare and dependent care flexible spending accounts, and a company match on eligible 401(k) plan contributions.
The compensation range for this role is $160,480 - $266,800. Actual compensation is influenced by a variety of factors including but not limited to skills, experience, qualifications, and geographic location.
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Director of People Operations Job Roles in California
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Search Director of People Operations Jobs in CaliforniaDirector of People Operations Jobs in California: Frequently Asked Questions
Which companies sponsor visas for director of people operations roles in California?
California's largest H-1B sponsors for senior HR and people operations leadership include technology companies headquartered in the Bay Area such as Google, Meta, Apple, Salesforce, and Airbnb, as well as biotech firms in the San Diego and South San Francisco corridors. Larger enterprise employers with established global mobility teams are most likely to have active sponsorship programs for director-level positions.
Which visa types realistically fit a director of people operations role in California?
The H-1B is the primary option, as director of people operations is a specialty occupation requiring a bachelor's degree in human resources, organizational psychology, business administration, or a related field. An employment-based green card through the EB-2 or EB-3 category is a natural next step once sponsored. F-1 students may use OPT for entry-level to mid-level HR work, though sponsoring a director-level role under OPT alone is uncommon given the seniority involved.
Which cities in California have the most director of people operations sponsorship jobs?
San Francisco and the broader Bay Area account for the highest concentration of director of people operations roles with visa sponsorship, driven by the density of venture-backed and publicly traded tech employers. Los Angeles follows, with demand from entertainment technology, fintech, and health tech companies. San Diego contributes through its biotech and defense contractor clusters, while Sacramento and the Inland Empire see smaller but steady demand from healthcare systems and logistics firms.
How to find director of people operations visa sponsorship jobs in California?
Migrate Mate lists California employers with verified H-1B Labor Condition Application filing history, searchable by role and city, so you can focus your search on companies that have already sponsored director of people operations or comparable senior HR positions. This removes the guesswork of cold-applying to employers who may not have active sponsorship programs, which is especially important at the director level where hiring cycles move slowly.
Are there state-specific factors that affect director of people operations sponsorship in California?
California's strong employee-protection laws and complex multi-jurisdiction compliance environment make experienced people operations leaders especially valuable to employers here, which can work in a sponsored candidate's favor when making a business case for the role. The state's large international workforce also means many California employers have established immigration support infrastructure. University programs in industrial-organizational psychology and HR management at UC Berkeley, UCLA, and USC feed a pipeline of candidates familiar with California-specific employment law.
What is the prevailing wage for sponsored director of people operations jobs in California?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.