HR Business Partner Visa Sponsorship Jobs in Indiana
Indiana's HR Business Partner roles span manufacturing giants like Eli Lilly and Cummins, logistics hubs around Indianapolis, and growing healthcare networks across Fort Wayne and South Bend. Employers in these sectors regularly file H-1B visa petitions for experienced HR professionals with specialized backgrounds in organizational development, labor relations, and workforce strategy.
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Get Access To All JobsWelcome to the Table. At Sur La Table, community, culinary joy, and celebration are at the heart of who we are. From monthly spotlights to the Golden Whisk awards and cooking class perks, our culture blends recognition with hands-on experiences. New team members are welcomed with care and inspired by wellness events, inclusive stories, and a personal touch that makes you feel right at home.
Reports to: Sr. HR Manager - HQ
Location: Brownsburg Distribution Center - Brownsburg, Indiana (Onsite)
About the Role:
You will be the HR point person for Sur La Table's Brownsburg Distribution Center — the person managers rely on for answers, candidates count on to move quickly, and leadership looks to when workforce decisions need to be grounded in data. As HR Manager - Distribution Center, you will run full-cycle recruiting, manage the employee lifecycle, support compliance and safety, and build relationships across a large hourly population.
In your first six to twelve months, success means establishing yourself as the trusted HR partner on-site, streamlining recruiting and onboarding processes, and delivering workforce reporting that drives real decisions for BDC leadership.
This is a lean team. You will own a lot, move fast, and make decisions with full end-to-end responsibility.
What You'll Do:
Recruiting & Staffing
- Manage full-cycle recruiting for BDC roles — posting, screening, offers, and Day 1 clearance — with volume increasing during peak and seasonal windows.
- Manage temp staffing operations, including agency relationships, onboarding and offboarding, and hours submission.
Onboarding & New Hire Experience
- Own the new hire experience end to end — facilitate orientation, ensure every system and document is ready before Day 1, and run structured 15/45/90-day check-ins that surface trends and share findings with key leaders.
Workforce Administration
- Manage attendance tracking, timecard edits, call-off documentation, and policy enforcement consistently, accurately, and with care.
Leave & Workers' Compensation
- Own the leave of absence process in partnership with AbsencePro — handling communications, approvals, and follow-ups.
- Provide first-response on workers' comp claims and escalate complex situations to the Sr. HR Manager with good judgment and documentation.
Performance Management & Compliance
- Pull completion and rating reports, keep BDC leadership informed on review timelines, and raise flags before deadlines slip.
- Coordinate monthly safety topics, annual training, and LMS compliance reporting to keep the BDC population current and documentation airtight.
Reporting, Engagement & Employee Relations
- Produce and distribute regular HR reports — headcount, rosters, terminations, OSHA, perfect attendance, labor — and communicate what the numbers mean clearly.
- Run recognition programs, coordinate engagement initiatives, execute BDC events, and conduct exit interviews that translate findings into actionable patterns.
- Serve as the day-to-day HR point of contact for employees and managers, maintaining accurate records in Paylocity and escalating employee relations concerns with sound judgment.
Required Qualifications:
- Bachelor's degree in Human Resources, Business, or a related field — or equivalent experience
- 5+ years of progressive HR experience; distribution center or warehouse background strongly preferred
- Proven experience managing full-cycle recruiting, including high-volume and seasonal hiring
- Working knowledge of FMLA and leave of absence administration
- Solid understanding of federal and state employment law
- Ability to translate AI capabilities into business outcomes — identifying high-leverage opportunities where AI can improve decision quality, organizational speed, and workforce effectiveness
- Proficiency in HRIS systems; Paylocity experience a plus
- Strong organizational skills with the ability to manage competing priorities without losing track of details
- Clear, confident communicator in writing and in person
- Intermediate proficiency in Microsoft Office, Outlook, and Smartsheet
- Available to work onsite five days per week; office hours may vary based on business needs
Preferred Qualifications:
- PHR or SHRM-CP certification
Why Join:
The people who do best here are builders. They take ownership, move fast, and want to see the direct impact of their work.
- Team Impact: Build and lead HR operations for a large distribution center workforce — your decisions directly shape the employee experience on the ground every day.
- Growth & Development: Expand your HR leadership skills across the full employee lifecycle, from recruiting and compliance to analytics and engagement, with support from senior HR leadership.
- Ownership: Own team performance and delivery across every HR function at the BDC — recruiting, onboarding, compliance, safety, and employee relations.
- Competitive Benefits: Paid time off policies, 401(k) match, medical/dental/vision and a variety of supplemental policies, and employee discounts across our portfolio of brands.
Interview Process:
-
Recruiter Screen - A 30- to 45-minute conversation with our recruiting team to align on the role, your background, and what you are looking for.
-
Hiring Manager Interview - Conversation with the Sr. HR Manager focused on your HR operations experience, approach to managing a distribution center workforce, and leadership style.
-
Reference Checks - Conducted in parallel with the final stages where possible.
-
Offer - We move quickly for the right candidate.
Interview process is subject to change. Any updates will be communicated promptly and clearly.
CSC Generation is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by law.
The CSC Generation family of brands is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or accommodation due to a disability, please contact hrbenefits@cscshared.com.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Welcome to the Table. At Sur La Table, community, culinary joy, and celebration are at the heart of who we are. From monthly spotlights to the Golden Whisk awards and cooking class perks, our culture blends recognition with hands-on experiences. New team members are welcomed with care and inspired by wellness events, inclusive stories, and a personal touch that makes you feel right at home.
Reports to: Sr. HR Manager - HQ
Location: Brownsburg Distribution Center - Brownsburg, Indiana (Onsite)
About the Role:
You will be the HR point person for Sur La Table's Brownsburg Distribution Center — the person managers rely on for answers, candidates count on to move quickly, and leadership looks to when workforce decisions need to be grounded in data. As HR Manager - Distribution Center, you will run full-cycle recruiting, manage the employee lifecycle, support compliance and safety, and build relationships across a large hourly population.
In your first six to twelve months, success means establishing yourself as the trusted HR partner on-site, streamlining recruiting and onboarding processes, and delivering workforce reporting that drives real decisions for BDC leadership.
This is a lean team. You will own a lot, move fast, and make decisions with full end-to-end responsibility.
What You'll Do:
Recruiting & Staffing
- Manage full-cycle recruiting for BDC roles — posting, screening, offers, and Day 1 clearance — with volume increasing during peak and seasonal windows.
- Manage temp staffing operations, including agency relationships, onboarding and offboarding, and hours submission.
Onboarding & New Hire Experience
- Own the new hire experience end to end — facilitate orientation, ensure every system and document is ready before Day 1, and run structured 15/45/90-day check-ins that surface trends and share findings with key leaders.
Workforce Administration
- Manage attendance tracking, timecard edits, call-off documentation, and policy enforcement consistently, accurately, and with care.
Leave & Workers' Compensation
- Own the leave of absence process in partnership with AbsencePro — handling communications, approvals, and follow-ups.
- Provide first-response on workers' comp claims and escalate complex situations to the Sr. HR Manager with good judgment and documentation.
Performance Management & Compliance
- Pull completion and rating reports, keep BDC leadership informed on review timelines, and raise flags before deadlines slip.
- Coordinate monthly safety topics, annual training, and LMS compliance reporting to keep the BDC population current and documentation airtight.
Reporting, Engagement & Employee Relations
- Produce and distribute regular HR reports — headcount, rosters, terminations, OSHA, perfect attendance, labor — and communicate what the numbers mean clearly.
- Run recognition programs, coordinate engagement initiatives, execute BDC events, and conduct exit interviews that translate findings into actionable patterns.
- Serve as the day-to-day HR point of contact for employees and managers, maintaining accurate records in Paylocity and escalating employee relations concerns with sound judgment.
Required Qualifications:
- Bachelor's degree in Human Resources, Business, or a related field — or equivalent experience
- 5+ years of progressive HR experience; distribution center or warehouse background strongly preferred
- Proven experience managing full-cycle recruiting, including high-volume and seasonal hiring
- Working knowledge of FMLA and leave of absence administration
- Solid understanding of federal and state employment law
- Ability to translate AI capabilities into business outcomes — identifying high-leverage opportunities where AI can improve decision quality, organizational speed, and workforce effectiveness
- Proficiency in HRIS systems; Paylocity experience a plus
- Strong organizational skills with the ability to manage competing priorities without losing track of details
- Clear, confident communicator in writing and in person
- Intermediate proficiency in Microsoft Office, Outlook, and Smartsheet
- Available to work onsite five days per week; office hours may vary based on business needs
Preferred Qualifications:
- PHR or SHRM-CP certification
Why Join:
The people who do best here are builders. They take ownership, move fast, and want to see the direct impact of their work.
- Team Impact: Build and lead HR operations for a large distribution center workforce — your decisions directly shape the employee experience on the ground every day.
- Growth & Development: Expand your HR leadership skills across the full employee lifecycle, from recruiting and compliance to analytics and engagement, with support from senior HR leadership.
- Ownership: Own team performance and delivery across every HR function at the BDC — recruiting, onboarding, compliance, safety, and employee relations.
- Competitive Benefits: Paid time off policies, 401(k) match, medical/dental/vision and a variety of supplemental policies, and employee discounts across our portfolio of brands.
Interview Process:
-
Recruiter Screen - A 30- to 45-minute conversation with our recruiting team to align on the role, your background, and what you are looking for.
-
Hiring Manager Interview - Conversation with the Sr. HR Manager focused on your HR operations experience, approach to managing a distribution center workforce, and leadership style.
-
Reference Checks - Conducted in parallel with the final stages where possible.
-
Offer - We move quickly for the right candidate.
Interview process is subject to change. Any updates will be communicated promptly and clearly.
CSC Generation is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other characteristic protected by law.
The CSC Generation family of brands is committed to providing reasonable accommodations for qualified individuals with disabilities in our job application procedures. If you need assistance or accommodation due to a disability, please contact hrbenefits@cscshared.com.
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
HR Business Partner Job Roles in Indiana
See all 63+ HR Business Partner Jobs in Indiana
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Search HR Business Partner Jobs in IndianaHR Business Partner Jobs in Indiana: Frequently Asked Questions
Which companies sponsor visas for HR Business Partners in Indiana?
Indiana's largest visa sponsors for HR roles include Eli Lilly, Salesforce's Indianapolis offices, Cummins, Anthem (now Elevance Health), and Subaru of Indiana Automotive. These employers have established HR functions large enough to support international hires and have a documented history of filing H-1B petitions for human resources and organizational development positions.
Which visa types are most common for HR Business Partner roles in Indiana?
The H-1B is the most common visa category for HR Business Partners in Indiana, as the role generally qualifies as a specialty occupation requiring at least a bachelor's degree in human resources, business administration, or a related field. Some candidates already in the U.S. on F-1 OPT or STEM OPT also pursue HRBP roles while their employers initiate H-1B sponsorship through the annual lottery process.
Which cities in Indiana have the most HR Business Partner sponsorship jobs?
Indianapolis accounts for the majority of HR Business Partner sponsorship opportunities in Indiana, driven by its concentration of corporate headquarters, healthcare systems, and logistics operations. Fort Wayne, South Bend, and Columbus also have active hiring, particularly through manufacturing and medical device employers. Smaller markets like Bloomington occasionally have openings tied to Indiana University's affiliated medical and research organizations.
How to find hr business partner visa sponsorship jobs in Indiana?
Migrate Mate is built specifically for international candidates searching for visa-sponsored HR Business Partner roles. You can filter jobs by state to see Indiana-specific openings and identify which employers are actively sponsoring. Because HRBP roles require demonstrated specialty occupation status, focusing on employers with existing H-1B filing histories, as surfaced through Migrate Mate's listings, helps narrow the search to realistic opportunities.
Are there any Indiana-specific considerations for HR Business Partners seeking visa sponsorship?
Indiana's manufacturing and life sciences sectors create consistent demand for HRBPs with experience in union relations, OSHA compliance, and large-scale workforce planning, which can strengthen a specialty occupation argument for H-1B purposes. Indiana University and Purdue University also produce a pipeline of HR graduates, so international candidates benefit from emphasizing advanced credentials or specialized expertise that distinguishes them in a competitive applicant pool.
What is the prevailing wage for sponsored hr business partner jobs in Indiana?
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.