People Operations Manager Visa Sponsorship Jobs in Nebraska
Nebraska's people operations manager roles are concentrated in Omaha and Lincoln, where major employers like Union Pacific, Mutual of Omaha, Berkshire Hathaway subsidiaries, and the University of Nebraska system drive steady HR hiring. Companies in financial services, insurance, and agriculture technology here have an established history of sponsoring skilled HR professionals for work visas.
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Get Access To All JobsBUILT TO CONNECT
We believe in the power of connection and the importance of building long lasting relationships with our employees, customers, and the communities we call home. With a team more than 4,000 strong, our employees are our #1 advantage. We invest in skills trainings and provide opportunities for career development to help you grow along with the business. We offer programs to support physical safety as well as mental and financial wellbeing so you can be your best both at work and at home.
Our equipment is used to build the roads and infrastructure that connects us to each other and to the goods and services we all use every day. We are an industry leader known for delivering innovative solutions that create value for our customers. As our industry evolves, we are using technology and data like never before.
We’re looking for creative problem solvers to build the future with us. Connect with us today and build your career at Astec!
ABOUT THE POSITION
The Sr Manager, Human Resources is a hands-on role responsible for serving as a key member of the site leadership teams for multiple sites. In this role, they are a trusted advisor and expert in HR matters. They also lead and support large scale initiatives, including talent development, performance reviews, training, diverse recruiting strategies, direct labor salary compensation progression, employee relations, and benefits administration. The Sr Manager, Human Resources supervises others and manages the day-to-day functions of the Human Resources Departments at the assigned locations.
LOCATION: This is an onsite position at our Con-E-Co manufacturing facility in Blair, NE. The role also has responsibility for an additional two sites located in the Midwest (WI and KS).
Key Deliverables
- Serve as business advisor on HR matters to the General Managers and Leadership teams.
- Lead initiatives for talent development, performance management and employee engagement.
- Implement HR strategies and initiatives aligned with the overall business strategy.
- Evaluate human resources processes and strategies to determine improvements to be made and reports findings to top management.
- Recruit and interview potential applicants on experience, skills, education and fit to the qualifications of the position and future progression within the organization.
- Ensure compliance with all federal, state, and local laws and regulations.
Key Activities & Responsibilities
- Responsible for developing relationships with individuals, employee groups and leaders of the business to communicate company policies/programs/procedures while providing leadership around organizational change, process consultation and organizational development.
- Ensures Human Resources Strategies including coaching/counseling employees and management, sourcing and selection, performance management programs, organizational effectiveness, compensation and providing Human Resources leadership.
- Oversees the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
- Perform as project leader for corporate and divisional projects, managing timelines, and working with cross-divisional teams.
- Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures.
- Evaluates trends in compensation and benefits for applicable sites.
- Ensure legal compliance by monitoring and implementing applicable HR federal and state requirements, conducting investigations, and maintaining records.
- Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; hearing and resolving employee issues; counseling employees and supervisors that drives high performance.
- Organizes and manages new employee orientation, on-boarding and training programs.
- Produces monthly headcount report and tracks departmental employment levels.
- Initiates and/or tracks and maintains any changes in associate status such as promotions, salary increases, transfers, terminations, changes of address, etc.
- Routinely spend time on plant floor engaging with employees and managers to understand needs, concerns, manufacturing processes, and opportunities for better employee engagement.
- Travel regularly to sites (15% of the time).
- Always follows company policies and procedures.
- Act as safety advocate and ensure safety rules and procedures are followed.
- Performs other duties as assigned.
To be successful in this role, your experience and competencies are:
- 8+ years of career experience in Human Resources.
- BS Degree in applicable field.
- Strong ability to influence others and partner with site General Manager and other Leaders.
- Ability to clearly articulate ideas and get buy in.
- Experience leading a medium sized (300+) organization in a heavily matrix organization.
- Ability to solve problems at both a strategic and functional level.
- Must be able to organize and manage multiple projects and priorities.
- Strong interpersonal skills and communication skills.
- Demonstrated communication, collaboration, and leadership skills.
- Ability to work independently with minimal supervision.
- Ability to create precise and articulate presentations, reports, memos, recommendations, and business correspondence.
- Basic computer skills to include Microsoft Word and Excel.
- Professional HR Certification preferred.
Supervisor and Leadership Expectations
Serves as trusted advisor to the General Managers and Leadership Teams.
Supervises site HR personnel.
Leads site HR initiatives and deliverables.
NOTE: This position responsible for certain internal control responsibilities. These internal control responsibilities are verbally communicated to the incumbent and periodic feedback is provided as it relates to the performance of these internal control responsibilities.
WORK ENVIRONMENT
Office
While performing the duties of this job, the employee is regularly exposed to risk of injury in an office environment and a manufacturing shop plant environment. Duties include a typical office setting including extensive computer work, sitting or standing. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Manufacturing Environment
Shop manufacturing environment exposures include exposure to moving mechanical parts, machinery, tools and equipment, vibration, fumes or airborne particles, motorized vehicles, welding and machining operations, outside weather conditions and exposure to the risk of electric shock. The employee may occasionally be exposed to varying levels of dirt, dust, toxic or caustic chemicals, very warm and/or very chilly temperatures. The noise level in the shop can be very loud at times consistent with an industrial assembly facility and may require hearing protection.
Equal Opportunity Employer
As an Equal Opportunity Employer, Astec does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person’s veteran status or any other characteristic protected by law or executive order.
BUILT TO CONNECT
We believe in the power of connection and the importance of building long lasting relationships with our employees, customers, and the communities we call home. With a team more than 4,000 strong, our employees are our #1 advantage. We invest in skills trainings and provide opportunities for career development to help you grow along with the business. We offer programs to support physical safety as well as mental and financial wellbeing so you can be your best both at work and at home.
Our equipment is used to build the roads and infrastructure that connects us to each other and to the goods and services we all use every day. We are an industry leader known for delivering innovative solutions that create value for our customers. As our industry evolves, we are using technology and data like never before.
We’re looking for creative problem solvers to build the future with us. Connect with us today and build your career at Astec!
ABOUT THE POSITION
The Sr Manager, Human Resources is a hands-on role responsible for serving as a key member of the site leadership teams for multiple sites. In this role, they are a trusted advisor and expert in HR matters. They also lead and support large scale initiatives, including talent development, performance reviews, training, diverse recruiting strategies, direct labor salary compensation progression, employee relations, and benefits administration. The Sr Manager, Human Resources supervises others and manages the day-to-day functions of the Human Resources Departments at the assigned locations.
LOCATION: This is an onsite position at our Con-E-Co manufacturing facility in Blair, NE. The role also has responsibility for an additional two sites located in the Midwest (WI and KS).
Key Deliverables
- Serve as business advisor on HR matters to the General Managers and Leadership teams.
- Lead initiatives for talent development, performance management and employee engagement.
- Implement HR strategies and initiatives aligned with the overall business strategy.
- Evaluate human resources processes and strategies to determine improvements to be made and reports findings to top management.
- Recruit and interview potential applicants on experience, skills, education and fit to the qualifications of the position and future progression within the organization.
- Ensure compliance with all federal, state, and local laws and regulations.
Key Activities & Responsibilities
- Responsible for developing relationships with individuals, employee groups and leaders of the business to communicate company policies/programs/procedures while providing leadership around organizational change, process consultation and organizational development.
- Ensures Human Resources Strategies including coaching/counseling employees and management, sourcing and selection, performance management programs, organizational effectiveness, compensation and providing Human Resources leadership.
- Oversees the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.
- Perform as project leader for corporate and divisional projects, managing timelines, and working with cross-divisional teams.
- Enforces management guidelines by preparing, updating, and recommending human resource policies and procedures.
- Evaluates trends in compensation and benefits for applicable sites.
- Ensure legal compliance by monitoring and implementing applicable HR federal and state requirements, conducting investigations, and maintaining records.
- Ensure planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; hearing and resolving employee issues; counseling employees and supervisors that drives high performance.
- Organizes and manages new employee orientation, on-boarding and training programs.
- Produces monthly headcount report and tracks departmental employment levels.
- Initiates and/or tracks and maintains any changes in associate status such as promotions, salary increases, transfers, terminations, changes of address, etc.
- Routinely spend time on plant floor engaging with employees and managers to understand needs, concerns, manufacturing processes, and opportunities for better employee engagement.
- Travel regularly to sites (15% of the time).
- Always follows company policies and procedures.
- Act as safety advocate and ensure safety rules and procedures are followed.
- Performs other duties as assigned.
To be successful in this role, your experience and competencies are:
- 8+ years of career experience in Human Resources.
- BS Degree in applicable field.
- Strong ability to influence others and partner with site General Manager and other Leaders.
- Ability to clearly articulate ideas and get buy in.
- Experience leading a medium sized (300+) organization in a heavily matrix organization.
- Ability to solve problems at both a strategic and functional level.
- Must be able to organize and manage multiple projects and priorities.
- Strong interpersonal skills and communication skills.
- Demonstrated communication, collaboration, and leadership skills.
- Ability to work independently with minimal supervision.
- Ability to create precise and articulate presentations, reports, memos, recommendations, and business correspondence.
- Basic computer skills to include Microsoft Word and Excel.
- Professional HR Certification preferred.
Supervisor and Leadership Expectations
Serves as trusted advisor to the General Managers and Leadership Teams.
Supervises site HR personnel.
Leads site HR initiatives and deliverables.
NOTE: This position responsible for certain internal control responsibilities. These internal control responsibilities are verbally communicated to the incumbent and periodic feedback is provided as it relates to the performance of these internal control responsibilities.
WORK ENVIRONMENT
Office
While performing the duties of this job, the employee is regularly exposed to risk of injury in an office environment and a manufacturing shop plant environment. Duties include a typical office setting including extensive computer work, sitting or standing. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Manufacturing Environment
Shop manufacturing environment exposures include exposure to moving mechanical parts, machinery, tools and equipment, vibration, fumes or airborne particles, motorized vehicles, welding and machining operations, outside weather conditions and exposure to the risk of electric shock. The employee may occasionally be exposed to varying levels of dirt, dust, toxic or caustic chemicals, very warm and/or very chilly temperatures. The noise level in the shop can be very loud at times consistent with an industrial assembly facility and may require hearing protection.
Equal Opportunity Employer
As an Equal Opportunity Employer, Astec does not discriminate on the basis of race, creed, color, religion, gender (sex), sexual orientation, gender identity, marital status, national origin, ancestry, age, disability, citizenship status, a person’s veteran status or any other characteristic protected by law or executive order.
People Operations Manager Job Roles in Nebraska
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Search People Operations Manager Jobs in NebraskaPeople Operations Manager Jobs in Nebraska: Frequently Asked Questions
Which companies in Nebraska sponsor visas for people operations managers?
Omaha-based employers with large, structured HR functions are the most consistent sponsors. Union Pacific, Mutual of Omaha, and First Data (now Fiserv) have sponsored HR roles in the past. University of Nebraska campuses also hire people operations professionals and can sponsor certain visa categories as nonprofit or government-affiliated institutions, which affects cap-exempt H-1B visa eligibility.
Which visa types are most common for people operations manager roles in Nebraska?
The H-1B is the most common visa for people operations managers in Nebraska, as the role typically requires at least a bachelor's degree in human resources, organizational psychology, or business administration, meeting the specialty occupation standard. Some candidates from Canada and Mexico qualify for TN visas under the NAFTA/USMCA professional category, though HR manager is not always a straightforward TN classification and requires careful documentation.
How to find people operations manager visa sponsorship jobs in Nebraska?
Migrate Mate is the most direct way to find people operations manager roles in Nebraska where employers are open to visa sponsorship. Rather than filtering through general job postings manually, Migrate Mate surfaces Nebraska-specific HR leadership roles with sponsorship context. Focus your search on Omaha and Lincoln, where the density of mid-to-large employers makes sponsorship more common for people operations positions.
Which cities in Nebraska have the most people operations manager sponsorship jobs?
Omaha accounts for the majority of people operations manager sponsorship opportunities in Nebraska. It hosts the headquarters of several Fortune 500 and Fortune 1000 companies with established international hiring programs. Lincoln is a secondary market driven by University of Nebraska institutions and state government agencies. Outside these two cities, sponsorship opportunities for this role become significantly less frequent.
Are there state-specific considerations for people operations manager visa sponsorship in Nebraska?
Nebraska employers sponsoring H-1B workers for people operations roles must meet Department of Labor prevailing wage requirements for the Omaha or Lincoln metropolitan areas, which are calculated based on local HR management benchmarks. Nebraska's insurance and financial services concentration means HR roles often intersect with compliance functions, which can strengthen the specialty occupation argument. University of Nebraska-affiliated employers may qualify as cap-exempt H-1B petitioners, allowing year-round filing outside the annual lottery.
What is the prevailing wage for sponsored people operations manager jobs in Nebraska?
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.