Acquisition Manager Visa Sponsorship Jobs in Colorado
Acquisition manager visa sponsorship jobs in Colorado are concentrated in Denver's aerospace and defense corridor, with employers like Lockheed Martin, Raytheon, and L3Harris filing sponsorship petitions for procurement and acquisition roles. Boulder's technology sector and Colorado Springs' military contracting base also generate consistent demand for acquisition professionals seeking employer sponsorship.
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Get Access To All JobsAre you passionate about making a difference in people's lives? Do you enjoy working in a service-oriented industry? If so, this opportunity may be the right fit for you!
This role is responsible for leading recruitment operations and a team of recruiting professionals supporting high-volume and corporate hiring for the Mobility department. The manager partners with business leaders to develop and execute recruiting strategies, optimize processes and technology, and ensure hiring needs are met effectively and efficiently. The Manager drives team performance, recruiting metrics, candidate and hiring leader experience, and continuous improvement, including the responsible use of AI and automation. This role also ensures recruiting and pre-employment practices comply with company policies and applicable employment laws and regulations.
This role...
- Leads and manages full-cycle recruiting activities across high-volume and corporate functions, partnering with business leaders to deliver against current and anticipated workforce needs.
- Partners with leadership to forecast hiring demand, establish recruiting priorities, and develop staffing strategies aligned with business objectives.
- Provides guidance and oversight to recruiters and recruiting support staff, ensuring consistent execution of Talent Acquisition processes, service expectations, and hiring practices.
- Consults with hiring leaders throughout the recruitment process, providing recommendations on sourcing strategy, candidate selection, compensation considerations, and overall hiring approach.
- Develops and implements recruitment strategies designed to improve efficiency, candidate quality, speed of hiring, and the candidate and hiring manager experience.
- Monitors recruiting activity and analyzes key performance indicators, trends, and outcomes to identify opportunities for improvement and communicate results to leadership.
- Ensures recruiting practices comply with applicable federal, state, and local employment laws, regulatory requirements, internal policies, and established Talent Acquisition procedures.
- Oversees background screening and other pre-employment requirements to ensure appropriate, consistent, and timely completion in accordance with company policy and applicable requirements.
- Manages relationships with external recruiting partners and vendors, including staffing and placement agencies, contract recruiters, job boards, recruitment technology providers, and other sourcing partners; monitors service, utilization, and cost effectiveness.
- Identifies and implements cost-effective sourcing and recruitment solutions based on workforce needs, labor market conditions, hiring volume, and departmental objectives.
- Drives continuous improvement of Talent Acquisition processes, tools, workflows, and programs to increase operational effectiveness, consistency, and scalability.
- Supports the implementation and adoption of recruiting technology, processes, policies, and Talent Acquisition initiatives.
- Evaluates and leverages artificial intelligence (AI), automation, and emerging recruiting technologies to improve sourcing, candidate assessment, recruiter productivity, and overall Talent Acquisition efficiency while ensuring appropriate, compliant, and responsible use.
- Establishes annual goals and Key Performance Indicators (KPIs) aligned with departmental and corporate objectives and holds team members accountable for results.
- Provides ongoing coaching, feedback, and performance management, addressing performance gaps and developing action plans when appropriate.
- Supports employee development through career planning, skill development, stretch opportunities, and ongoing mentorship.
- Recruits, selects, onboards, and develops team members to build and maintain a high-performing Talent Acquisition function.
- Monitors team workload, productivity, and recruiting outcomes and adjusts assignments and priorities based on changing business needs.
- Creates an environment of accountability, collaboration, recognition, and continuous improvement; recognizes individual and team contributions and shares credit for success.
- Drives employee engagement and retention by identifying opportunities to improve the employee experience and implementing appropriate programs and initiatives.
- Leads the team through organizational, process, and technology changes, ensuring clear communication, adoption, and accountability.
- Promotes effective use of recruiting technology, automation, and AI tools to increase team productivity and effectiveness.
- May lead projects and perform other duties as assigned.
We are interested in speaking to individuals with the following...
- Bachelor's Degree required.
- Six (6) plus years experience in talent acquisition or related field.
- Two (2) plus years leadership responsibility.
- Or equivalent combination of education and/or experience.
- Strong knowledge of full-cycle recruiting strategies, including sourcing, candidate assessment, selection, and workforce planning.
- Working knowledge of federal, state, and local employment laws and regulations applicable to recruiting and hiring.
- Proficiency with applicant tracking systems (ATS), recruiting technologies, AI, and automation tools to improve efficiency and recruiting outcomes.
- Knowledge of fair, consistent, and inclusive recruiting and selection practices.
- Strong leadership and people management skills, including coaching, development, performance management, and accountability.
- Excellent communication, consultation, and influencing skills, with the ability to effectively partner with candidates, hiring managers, and senior leaders.
- Strong business acumen and ability to translate workforce needs, labor market conditions, and business priorities into effective recruiting strategies.
- Strong negotiation, problem-solving, and decision-making skills with the ability to navigate competing priorities and complex hiring situations.
- Strong analytical skills with the ability to interpret recruitment metrics, identify trends, and use data to drive decisions and continuous improvement.
- Strong project and change management skills with the ability to manage multiple priorities, process improvements, technology initiatives, and cross-functional projects.
Salary: $92,500 - $130,000
This role is bonus eligible based on individual and company performance.
The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of the position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job.
Primarily seated work; extensive computer and telephone use; occasional standing, walking, reaching, bending, and lifting up to 10 lbs.
Modivcare’s positions are posted and open for applications for a minimum of 5 days. Positions may be posted for a maximum of 45 days dependent on the type of role, the number of roles, and the number of applications received. We encourage our prospective candidates to submit their application(s) expediently so as not to miss out on our opportunities. We frequently post new opportunities and encourage prospective candidates to check back often for new postings.
We value our team members and realize the importance of benefits for you and your family.
Modivcare offers a comprehensive benefits package to include the following:
- Medical, Dental, and Vision insurance
- Employer Paid Basic Life Insurance and AD&D
- Voluntary Life Insurance (Employee/Spouse/Child)
- Health Care and Dependent Care Flexible Spending Accounts
- Pre-Tax and Post-Tax Commuter and Parking Benefits
- 401(k) Retirement Savings Plan with Company Match
- Paid Time Off
- Paid Parental Leave
- Short-Term and Long-Term Disability
- Tuition Reimbursement
- Employee Discounts (retail, hotel, food, restaurants, car rental and much more!)
Modivcare is an Equal Opportunity Employer.
EEO is The Law - click here for more information
Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled
We consider all applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, handicap or disability, or status as a Vietnam-era or special disabled veteran in accordance with federal law. If you need assistance, please reach out to us at hr.recruiting@modivcare.com
Are you passionate about making a difference in people's lives? Do you enjoy working in a service-oriented industry? If so, this opportunity may be the right fit for you!
This role is responsible for leading recruitment operations and a team of recruiting professionals supporting high-volume and corporate hiring for the Mobility department. The manager partners with business leaders to develop and execute recruiting strategies, optimize processes and technology, and ensure hiring needs are met effectively and efficiently. The Manager drives team performance, recruiting metrics, candidate and hiring leader experience, and continuous improvement, including the responsible use of AI and automation. This role also ensures recruiting and pre-employment practices comply with company policies and applicable employment laws and regulations.
This role...
- Leads and manages full-cycle recruiting activities across high-volume and corporate functions, partnering with business leaders to deliver against current and anticipated workforce needs.
- Partners with leadership to forecast hiring demand, establish recruiting priorities, and develop staffing strategies aligned with business objectives.
- Provides guidance and oversight to recruiters and recruiting support staff, ensuring consistent execution of Talent Acquisition processes, service expectations, and hiring practices.
- Consults with hiring leaders throughout the recruitment process, providing recommendations on sourcing strategy, candidate selection, compensation considerations, and overall hiring approach.
- Develops and implements recruitment strategies designed to improve efficiency, candidate quality, speed of hiring, and the candidate and hiring manager experience.
- Monitors recruiting activity and analyzes key performance indicators, trends, and outcomes to identify opportunities for improvement and communicate results to leadership.
- Ensures recruiting practices comply with applicable federal, state, and local employment laws, regulatory requirements, internal policies, and established Talent Acquisition procedures.
- Oversees background screening and other pre-employment requirements to ensure appropriate, consistent, and timely completion in accordance with company policy and applicable requirements.
- Manages relationships with external recruiting partners and vendors, including staffing and placement agencies, contract recruiters, job boards, recruitment technology providers, and other sourcing partners; monitors service, utilization, and cost effectiveness.
- Identifies and implements cost-effective sourcing and recruitment solutions based on workforce needs, labor market conditions, hiring volume, and departmental objectives.
- Drives continuous improvement of Talent Acquisition processes, tools, workflows, and programs to increase operational effectiveness, consistency, and scalability.
- Supports the implementation and adoption of recruiting technology, processes, policies, and Talent Acquisition initiatives.
- Evaluates and leverages artificial intelligence (AI), automation, and emerging recruiting technologies to improve sourcing, candidate assessment, recruiter productivity, and overall Talent Acquisition efficiency while ensuring appropriate, compliant, and responsible use.
- Establishes annual goals and Key Performance Indicators (KPIs) aligned with departmental and corporate objectives and holds team members accountable for results.
- Provides ongoing coaching, feedback, and performance management, addressing performance gaps and developing action plans when appropriate.
- Supports employee development through career planning, skill development, stretch opportunities, and ongoing mentorship.
- Recruits, selects, onboards, and develops team members to build and maintain a high-performing Talent Acquisition function.
- Monitors team workload, productivity, and recruiting outcomes and adjusts assignments and priorities based on changing business needs.
- Creates an environment of accountability, collaboration, recognition, and continuous improvement; recognizes individual and team contributions and shares credit for success.
- Drives employee engagement and retention by identifying opportunities to improve the employee experience and implementing appropriate programs and initiatives.
- Leads the team through organizational, process, and technology changes, ensuring clear communication, adoption, and accountability.
- Promotes effective use of recruiting technology, automation, and AI tools to increase team productivity and effectiveness.
- May lead projects and perform other duties as assigned.
We are interested in speaking to individuals with the following...
- Bachelor's Degree required.
- Six (6) plus years experience in talent acquisition or related field.
- Two (2) plus years leadership responsibility.
- Or equivalent combination of education and/or experience.
- Strong knowledge of full-cycle recruiting strategies, including sourcing, candidate assessment, selection, and workforce planning.
- Working knowledge of federal, state, and local employment laws and regulations applicable to recruiting and hiring.
- Proficiency with applicant tracking systems (ATS), recruiting technologies, AI, and automation tools to improve efficiency and recruiting outcomes.
- Knowledge of fair, consistent, and inclusive recruiting and selection practices.
- Strong leadership and people management skills, including coaching, development, performance management, and accountability.
- Excellent communication, consultation, and influencing skills, with the ability to effectively partner with candidates, hiring managers, and senior leaders.
- Strong business acumen and ability to translate workforce needs, labor market conditions, and business priorities into effective recruiting strategies.
- Strong negotiation, problem-solving, and decision-making skills with the ability to navigate competing priorities and complex hiring situations.
- Strong analytical skills with the ability to interpret recruitment metrics, identify trends, and use data to drive decisions and continuous improvement.
- Strong project and change management skills with the ability to manage multiple priorities, process improvements, technology initiatives, and cross-functional projects.
Salary: $92,500 - $130,000
This role is bonus eligible based on individual and company performance.
The physical demands described are representative of those that must be met by an employee to successfully perform the essential functions of the position. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of the job.
Primarily seated work; extensive computer and telephone use; occasional standing, walking, reaching, bending, and lifting up to 10 lbs.
Modivcare’s positions are posted and open for applications for a minimum of 5 days. Positions may be posted for a maximum of 45 days dependent on the type of role, the number of roles, and the number of applications received. We encourage our prospective candidates to submit their application(s) expediently so as not to miss out on our opportunities. We frequently post new opportunities and encourage prospective candidates to check back often for new postings.
We value our team members and realize the importance of benefits for you and your family.
Modivcare offers a comprehensive benefits package to include the following:
- Medical, Dental, and Vision insurance
- Employer Paid Basic Life Insurance and AD&D
- Voluntary Life Insurance (Employee/Spouse/Child)
- Health Care and Dependent Care Flexible Spending Accounts
- Pre-Tax and Post-Tax Commuter and Parking Benefits
- 401(k) Retirement Savings Plan with Company Match
- Paid Time Off
- Paid Parental Leave
- Short-Term and Long-Term Disability
- Tuition Reimbursement
- Employee Discounts (retail, hotel, food, restaurants, car rental and much more!)
Modivcare is an Equal Opportunity Employer.
EEO is The Law - click here for more information
Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled
We consider all applicants for employment without regard to race, color, religion, sex, sexual orientation, national origin, age, handicap or disability, or status as a Vietnam-era or special disabled veteran in accordance with federal law. If you need assistance, please reach out to us at hr.recruiting@modivcare.com
Acquisition Manager Job Roles in Colorado
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Search Acquisition Manager Jobs in ColoradoAcquisition Manager Jobs in Colorado: Frequently Asked Questions
Which companies sponsor visas for acquisition managers in Colorado?
Colorado's largest acquisition manager sponsors tend to cluster in aerospace, defense, and technology. Lockheed Martin and Raytheon have active procurement teams in the Denver metro and Colorado Springs. Boulder-based technology firms and federal contractors supporting the Department of Defense also file sponsorship petitions for acquisition roles. Sponsorship is not guaranteed, and employer filing history varies year to year.
Which visa types realistically fit acquisition manager roles in Colorado?
Acquisition manager roles typically qualify as specialty occupations requiring a directly related bachelor's degree, making the H-1B visa the most common path. The E-3 visa is available to Australian nationals meeting the same specialty occupation standard. The H-1B1 visa applies to Chilean and Singaporean nationals. F-1 students may use OPT to work while pursuing sponsorship. EB-2 and EB-3 employment-based green cards are longer-term options once an employer is committed.
Which cities in Colorado have the most acquisition manager sponsorship jobs?
Denver leads the state for acquisition manager sponsorship activity, driven by its concentration of aerospace primes, federal contractors, and corporate headquarters. Colorado Springs generates significant demand through its proximity to military installations including Peterson Space Force Base and Fort Carson. Boulder and the northern Front Range also see activity from technology companies with procurement and vendor acquisition functions.
How to find acquisition manager visa sponsorship jobs in Colorado?
Migrate Mate lists Colorado acquisition manager roles from employers with verified visa sponsorship history, so you can focus on companies already familiar with the process. Filtering by state and role category on Migrate Mate surfaces active postings from aerospace, defense, and technology employers across Denver, Colorado Springs, and Boulder. This avoids spending time on employers unlikely to sponsor for procurement and acquisition positions.
Are there state-specific factors that affect acquisition manager sponsorship in Colorado?
Colorado's outsized defense and aerospace sector creates genuine demand for acquisition managers with procurement expertise, particularly around federal contracting and supply chain management. Many employers hold security clearance requirements, which can complicate sponsorship for international candidates still in nonimmigrant status. University of Colorado and Colorado State graduates with relevant degrees in business or supply chain management form a local pipeline that some employers factor into their sponsorship decisions.
What is the prevailing wage for sponsored acquisition manager jobs in Colorado?
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.