People Operations Manager Visa Sponsorship Jobs in Georgia
People operations manager roles in Georgia are concentrated in Atlanta, where companies like Cox Enterprises, NCR Voyix, and Delta Air Lines have established HR functions that periodically sponsor skilled foreign nationals. Georgia's technology corridor and logistics sector create steady demand for experienced people ops professionals across the metro area and beyond.
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Get Access To All JobsPosition Summary
The Field Human Resources Manager position is a key member of the Operations and HR team, and the purpose of the role is to lead HR initiatives, protocols, and policies within a defined operational territory related to Talent Development and Onboarding, Retention, Leadership Skill Building, Workforce Planning, Compliance, and Associate Relations. A primary focus of this role is to positively impact all aspects of the talent management system across all locations within the defined territory. Working closely with the Area HR Manager, the position will require a proactive approach to ensuring that we are compliant in our HR practices by providing consistency in the application and execution of enterprise-wide programs and subsequently coaching our managers in executing policies and procedures accurately and fairly. The position requires someone with strong communications/influencing skills who is self-driven, embraces change, and has a comfortable level working in a matrixed reporting relationship, given that the role reports to the Area HR Manager but will have a strong reporting relationship with Operations.
This position will be expected to travel by car and air for up to 50% overnight travel required supporting up to 500 associates (exempt and non-exempt associates) in 4 locations (Atlanta, GA / Macedonia, OH / Le Vergne, TN / Livonia, MI). Position will be based out of our Lawrenceville, GA location. Maintain regular weekly onsite HR presence at all local operations to support associates and address associate needs.
What We Offer:
- Competitive salary and benefits package.
- Opportunities for professional development and career growth.
- A supportive and inclusive work environment.
- The chance to make a significant impact on the future of our company by attracting top talent.
MAJOR RESPONSIBILITIES:
Associate Experience, Engagement, and Retention:
- Lead local associate experience and retention efforts through the implementation of enterprise programs including new associate orientation and onboarding, global associate engagement surveys, local appreciation, and recognition events, etc.
- Identify and design solutions to address local retention challenges.
- Support the D&I efforts and encourage managers to foster an inclusive work environment.
Workforce Planning and Talent Acquisition:
- Supports recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness.
- Takes an active role in supporting recruiting activity and partners with the recruiting team to advise them on opportunities to access local diverse recruiting sources.
- Proposes appropriate staffing levels based on analysis of growth trends.
- Collaborates on leadership recruiting needs and participates in the selection process for critical roles to identify the best-qualified candidates.
- Partner with Area HR Manager in start-up activities for new business and assist in the transition through orientation and onboarding activities.
- Collaborates with Area HR Manager and Compensation to arrive at appropriate compensation packages.
Associate and Leader Skill Development:
- Maintains oversight of associate performance and ensures that development plans for those associates are in place.
- Supports new leaders as through critical HR processes needed to effectively manage and lead people.
- Oversees process for annual talent review and succession plan process and leverages Leadership Development tools to ensure that associates receive the appropriate functional training.
Training and Development:
- Communicates and reinforces with management training and development as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity & inclusion, leadership, and other focus topics.
Associate & Labor Relations and Performance Management:
- Partners with Area HR Manager, HR Director (as needed), Legal (as needed), and Labor Representative (as needed) in conducting regular location assessments and coach management on the proper interpretation and execution of policies, programs, procedures, and collective bargaining agreements.
- Investigates associate complaints and works with managers/legal/labor relations/security, as appropriate, to respond and resolve.
- Actively engages management team in performance management process utilizing training tools, coaching, and corrective counseling procedures.
Human Capital Analytics:
- Provide operations leaders with relevant and meaningful HR metrics and analytics to help guide business decisions at the local level. This includes regular review and analysis of turnover, retention, LOA, exit interview data, etc.
Compliance:
- Regularly analyzes associate data, and scans for correct information, compensation parity (Equal Pay Act), FLSA compliance, consistent practices according to Penske policy, etc.
- Facilitates resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.
QUALIFICATIONS
- Bachelor's degree required
- 3+ years’ experience in Staffing, Human Resources, or a related field is required, relevant experience will be considered.
- Professional certification in SHRM or HRCI is preferred
- Strong knowledge of HR functions and employment law
- Ability to work well independently and complete tasks with minimal supervision; strong sense of urgency
- Detail-oriented with strong organizational and documentation skills
- Ability to thrive in a fast-paced, deadline-sensitive environment
- Adaptable quick learner with the ability to pick up the company's systems and processes quickly
- Ability to travel 50% overnight travel required
- Regular, predictable, full attendance is an essential function of the job
- Willingness to travel as necessary, work the required schedule, work at the specific location required, complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history), and drug screening are required.
Physical Requirements:
The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines. While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus.
Penske is an Equal Opportunity Employer
About Penske Logistics
Penske Logistics engineers state-of-the-art transportation, warehousing and freight management solutions that deliver powerful business results for market-leading companies. With operations in North America, South America, Europe and Asia, Penske and its associates help businesses move forward by increasing visibility and driving down supply-chain costs.
Position Summary
The Field Human Resources Manager position is a key member of the Operations and HR team, and the purpose of the role is to lead HR initiatives, protocols, and policies within a defined operational territory related to Talent Development and Onboarding, Retention, Leadership Skill Building, Workforce Planning, Compliance, and Associate Relations. A primary focus of this role is to positively impact all aspects of the talent management system across all locations within the defined territory. Working closely with the Area HR Manager, the position will require a proactive approach to ensuring that we are compliant in our HR practices by providing consistency in the application and execution of enterprise-wide programs and subsequently coaching our managers in executing policies and procedures accurately and fairly. The position requires someone with strong communications/influencing skills who is self-driven, embraces change, and has a comfortable level working in a matrixed reporting relationship, given that the role reports to the Area HR Manager but will have a strong reporting relationship with Operations.
This position will be expected to travel by car and air for up to 50% overnight travel required supporting up to 500 associates (exempt and non-exempt associates) in 4 locations (Atlanta, GA / Macedonia, OH / Le Vergne, TN / Livonia, MI). Position will be based out of our Lawrenceville, GA location. Maintain regular weekly onsite HR presence at all local operations to support associates and address associate needs.
What We Offer:
- Competitive salary and benefits package.
- Opportunities for professional development and career growth.
- A supportive and inclusive work environment.
- The chance to make a significant impact on the future of our company by attracting top talent.
MAJOR RESPONSIBILITIES:
Associate Experience, Engagement, and Retention:
- Lead local associate experience and retention efforts through the implementation of enterprise programs including new associate orientation and onboarding, global associate engagement surveys, local appreciation, and recognition events, etc.
- Identify and design solutions to address local retention challenges.
- Support the D&I efforts and encourage managers to foster an inclusive work environment.
Workforce Planning and Talent Acquisition:
- Supports recruiting team in resolving issues around requisition accuracy, approval chains, and manager responsiveness.
- Takes an active role in supporting recruiting activity and partners with the recruiting team to advise them on opportunities to access local diverse recruiting sources.
- Proposes appropriate staffing levels based on analysis of growth trends.
- Collaborates on leadership recruiting needs and participates in the selection process for critical roles to identify the best-qualified candidates.
- Partner with Area HR Manager in start-up activities for new business and assist in the transition through orientation and onboarding activities.
- Collaborates with Area HR Manager and Compensation to arrive at appropriate compensation packages.
Associate and Leader Skill Development:
- Maintains oversight of associate performance and ensures that development plans for those associates are in place.
- Supports new leaders as through critical HR processes needed to effectively manage and lead people.
- Oversees process for annual talent review and succession plan process and leverages Leadership Development tools to ensure that associates receive the appropriate functional training.
Training and Development:
- Communicates and reinforces with management training and development as needed, including performance management, selection skills, safety, workplace violence, harassment in the workplace, equal opportunity, wage and hour laws, diversity & inclusion, leadership, and other focus topics.
Associate & Labor Relations and Performance Management:
- Partners with Area HR Manager, HR Director (as needed), Legal (as needed), and Labor Representative (as needed) in conducting regular location assessments and coach management on the proper interpretation and execution of policies, programs, procedures, and collective bargaining agreements.
- Investigates associate complaints and works with managers/legal/labor relations/security, as appropriate, to respond and resolve.
- Actively engages management team in performance management process utilizing training tools, coaching, and corrective counseling procedures.
Human Capital Analytics:
- Provide operations leaders with relevant and meaningful HR metrics and analytics to help guide business decisions at the local level. This includes regular review and analysis of turnover, retention, LOA, exit interview data, etc.
Compliance:
- Regularly analyzes associate data, and scans for correct information, compensation parity (Equal Pay Act), FLSA compliance, consistent practices according to Penske policy, etc.
- Facilitates resolution of payroll issues in a timely manner, taking steps to avoid similar issues in the future.
QUALIFICATIONS
- Bachelor's degree required
- 3+ years’ experience in Staffing, Human Resources, or a related field is required, relevant experience will be considered.
- Professional certification in SHRM or HRCI is preferred
- Strong knowledge of HR functions and employment law
- Ability to work well independently and complete tasks with minimal supervision; strong sense of urgency
- Detail-oriented with strong organizational and documentation skills
- Ability to thrive in a fast-paced, deadline-sensitive environment
- Adaptable quick learner with the ability to pick up the company's systems and processes quickly
- Ability to travel 50% overnight travel required
- Regular, predictable, full attendance is an essential function of the job
- Willingness to travel as necessary, work the required schedule, work at the specific location required, complete Penske employment application, submit to a background investigation (to include past employment, education, and criminal history), and drug screening are required.
Physical Requirements:
The physical and mental demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The associate will be required to: read; communicate verbally and/or in written form; remember and analyze certain information; and remember and understand certain instructions or guidelines. While performing the duties of this job, the associate may be required to stand, walk, and sit. The associate is frequently required to use hands to touch, handle, and feel, and to reach with hands and arms. The associate must be able to occasionally lift and/or move up to 25lbs/12kg. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception and the ability to adjust focus.
Penske is an Equal Opportunity Employer
About Penske Logistics
Penske Logistics engineers state-of-the-art transportation, warehousing and freight management solutions that deliver powerful business results for market-leading companies. With operations in North America, South America, Europe and Asia, Penske and its associates help businesses move forward by increasing visibility and driving down supply-chain costs.
People Operations Manager Job Roles in Georgia
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Search People Operations Manager Jobs in GeorgiaPeople Operations Manager Jobs in Georgia: Frequently Asked Questions
Which companies in Georgia sponsor visas for people operations managers?
Atlanta-based employers with documented H-1B visa sponsorship histories include Cox Enterprises, Delta Air Lines, NCR Voyix, and Global Payments. Large healthcare systems such as Emory Healthcare and Piedmont Healthcare also sponsor HR leadership roles. Technology firms concentrated in Midtown Atlanta and the Buckhead corridor represent another consistent source of people operations sponsorship activity in Georgia.
Which visa types are most common for people operations manager roles in Georgia?
The H-1B is the most common visa for people operations managers in Georgia, as the role typically qualifies as a specialty occupation requiring a bachelor's degree in human resources, business administration, or organizational psychology. Candidates with multinational employer backgrounds may also see L-1A intracompany transferee petitions. O-1 visa classification is less common but possible for candidates with demonstrated distinction in people operations.
Which cities in Georgia have the most people operations manager sponsorship jobs?
Atlanta accounts for the overwhelming majority of people operations manager sponsorship activity in Georgia, driven by its concentration of Fortune 500 headquarters, large healthcare networks, and a growing technology sector. Specific submarkets within Atlanta, including Midtown, Buckhead, and the suburbs of Alpharetta and Dunwoody, host significant corporate HR functions. Savannah sees occasional openings tied to logistics and port-adjacent employers.
How to find people operations manager visa sponsorship jobs in Georgia?
Migrate Mate filters job listings specifically for visa sponsorship eligibility, making it straightforward to browse people operations manager openings in Georgia without sorting through roles that won't support international candidates. Searching by state and role on Migrate Mate surfaces employers in Atlanta and beyond who have active sponsorship histories for HR and people operations positions, saving significant time in the job search process.
Are there state-specific considerations for people operations managers pursuing sponsorship in Georgia?
Georgia has no state-level immigration programs, so sponsorship depends entirely on individual employers. Georgia Tech and Emory University produce a pipeline of business and organizational behavior graduates, meaning competition for people operations roles can be strong. Employers filing H-1B petitions must pay prevailing wages benchmarked to the Atlanta or relevant metro area, which the Department of Labor determines through its wage library for HR manager occupations.
What is the prevailing wage for sponsored people operations manager jobs in Georgia?
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.