HR Director Visa Sponsorship Jobs in New Jersey
New Jersey's dense concentration of pharmaceutical, financial services, and technology employers makes it an active market for HR Director roles with visa sponsorship. Companies like Johnson & Johnson, Prudential Financial, and Cognizant regularly hire senior HR professionals. Newark, Parsippany, and Princeton are key hiring hubs for this function across the state.
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Get Access To All JobsAt Insmed, every moment and every patient counts — and so does every person who joins in. As a global biopharmaceutical company dedicated to transforming the lives of patients with serious and rare diseases, you’ll be part of a community that prioritizes the human experience, celebrates curiosity, and values every person’s contributions to meaningful progress. That commitment has earned us recognition as
Science
magazine’s No. 1 Top Employer for five consecutive years, certification as a Great Place to Work® in the U.S., and a place on
The Sunday Times
Best Places to Work list in the UK.
For patients, for each other, and for the future of science, we’re in. Are you?
About the Role:
The Executive Director, HR Business Partner - Respiratory serves as a forward-looking strategic advisor to Respiratory Therapeutic Area leadership and the Portfolio Strategy Operational Excellence teams, aligning people strategy with evolving business priorities as our new operating model is embedded throughout the organization. This role is a critical steward of our culture, partnering with leaders to reinforce organizational values, fostering an engaging workplace, leveraging data-driven insights, digital HR capabilities, and an inclusive, employee-centric approach to shape a high-performing, agile organization.
Operating at the intersection of business transformation and human capital strategy, they cultivate trusted partnerships across all levels, influencing decision-making to enhance organizational effectiveness, employee engagement, and long-term retention. The role champions modern workforce practices, including skills-based workforce planning and leadership pipeline acceleration. Key areas of impact include future-focused workforce planning, integrated talent management and succession strategies, enterprise change leadership, organizational design for agility and scale, continuous performance enablement, and proactive employee relations. This leader also plays a critical role in navigating evolving workplace trends.
What You'll Do:
In this role, you will serve as a trusted advisor to senior leaders within the Respiratory Therapeutic Area and Portfolio Strategy & Operational Excellence teams, aligning human capital strategies with business objectives and long-term growth plans.
You will also have responsibility for:
Strategic Business Partnership
Translate business strategy into forward-looking people priorities, enabling organizational agility, innovation, and performance.
Leverage external market insights and internal data to anticipate workforce trends and inform executive decision-making.
Workforce Planning & Organizational Design
Drive operating model evolution to support innovation, speed, and patient-centric outcomes.
Lead organizational design initiatives that promote scalability, efficiency, and cross-functional collaboration.
Leveraging internal skills-based career framework model, ensuring the organization has the capabilities needed for future success.
Partner with business leaders to identify talent gaps and implement proactive hiring, reskilling, and upskilling strategies.
Utilize people analytics and predictive modeling to drive scenario planning and workforce optimization.
Performance, Talent Management, & Leadership Development
Champion performance management practices fostering continuous feedback; partner with leaders to set clear expectations, align goals, and differentiate performance effectively.
Execute integrated talent strategies, including succession planning, leadership pipeline development, and high-potential programs.
Champion a culture of continuous learning, leveraging digital learning platforms and personalized development pathways.
Coach senior leaders on talent decisions, team effectiveness, and leadership capabilities.
Engagement, Culture, & Organizational Transformation
Act as a change leader, through ongoing evolution amongst organizational growth.
Equip leaders with tools and capabilities to lead through ambiguity and continuous change.
Foster a high-performance, inclusive culture that prioritizes employee engagement, belonging, and well-being.
Translate employee feedback and engagement data into actionable insights and measurable improvements.
Employee Relations & Risk Management
Provide strategic oversight and guidance on complex employee relations matters, ensuring fair, consistent, and compliant outcomes.
Proactively identify organizational risks and implement mitigation strategies to protect culture and business continuity.
Ensure alignment with legal and regulatory requirements while maintaining a positive employee experience.
HR Innovation & Digital Enablement
Champion the adoption of HR technologies, including AI-driven tools and digital platforms, to enhance efficiency and employee experience.
Utilize people analytics dashboards and insights to inform strategy and measure impact.
Continuously evaluate and evolve HR practices to reflect emerging trends and best-in-class standards.
Team Leadership
Lead a team of HR Business Partners, in line with our organizational values and ‘To Be List’.
Create professional development and growth pathways for team members.
Coach team through evolution of organizational needs, including prioritization of HR- and business-driven initiatives.
Who You Are:
You have a Bachelor’s Degree – concentration in Human Resources Management or Organizational Development a plus. You also have a minimum of 12 years of Human Resources experience, including 5 years of experience in a Pharmaceutical/Biotech environment and experience working with teams that support late-stage and approved products
You are or you have:
Proven track record of leading HR strategy in dynamic, matrixed environments undergoing transformation and growth
Strong business acumen with the ability to translate enterprise strategy into actionable people strategies that drive measurable outcomes
Deep expertise in employee relations, with the ability to manage complex, sensitive situations with sound judgment and discretion
Strong knowledge of employment laws and regulations, particularly within regulated environments
Exceptional interpersonal and communication skills, with the ability to build trust and credibility across all levels of the organization; ability to handle confidential information with discretion
Experience with HR technologies (e.g., HCM systems, talent platforms) and emerging tools such as AI-enabled HR solutions; experience with Workday a plus
Ability to translate data into compelling narratives and actionable strategies
Strong background in organizational design, operating model evolution, and driving organizational effectiveness
Excellent reasoning, problem-solving and conflict resolution skills
Effective project management skills with the ability to balance multiple priorities at once
Highly organized with a strong attention to detail, clarity, accuracy, and conciseness
Highly proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook)
Travel Requirements
This role requires domestic travel of approximately 10% based on business needs.
Where You’ll Work
This is a hybrid role based out of our Bridgewater, NJ office. You’ll have the option to work remotely most of the time, with in-person collaboration when it matters most.
LI-SK1
Pay Range:
$247,000.00-337,000.00 Annual
Life at Insmed
At Insmed, you’ll find a culture as human as our mission—intentionally designed for the people behind it. You deserve a workplace that reflects the same care you bring to your work each day, with support for how you work, how you grow, and how you show up for patients, your team, and yourself.
Highlights of our U.S. offerings include:
Comprehensive medical, dental, and vision coverage and mental health support, annual wellbeing reimbursement, and access to our Employee Assistance Program (EAP)
Generous paid time off policies, fertility and family-forming benefits, caregiver support, and flexible work schedules with purposeful in-person collaboration
401(k) plan with a competitive company match, annual equity awards, and participation in our Employee Stock Purchase Plan (ESPP), and company-paid life and disability insurance
Company Learning Institute providing access to LinkedIn Learning, skill building workshops, leadership programs, mentorship connections, and networking opportunities
Employee resource groups, service and recognition programs, and meaningful opportunities to connect, volunteer, and give back
Eligibility for specific programs may vary and is subject to the terms and conditions of each plan.
Current Insmed Employees: Please apply via the Jobs Hub in Workday.
Insmed Incorporated is an Equal Opportunity employer. We do not discriminate in hiring on the basis of physical or mental disability, protected veteran status, or any other characteristic protected by federal, state, or local law. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Unsolicited resumes from agencies should not be forwarded to Insmed. Insmed will not be responsible for any fees arising from the use of resumes through this source. Insmed will only pay a fee to agencies if a formal agreement between Insmed and the agency has been established. The Human Resources department is responsible for all recruitment activities; please contact us directly to be considered for a formal agreement.
Insmed is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation to participate in the job application or interview process, please contact us by email at
TotalRewards@insmed.com
and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Applications are accepted for 5 calendar days from the date posted or until the position is filled.
For New York City Residents:
To assist in identifying candidates with qualifications matching those required and/or preferred for this role, Insmed uses an Automated Employment Decision Tool (“AEDT”) that employs artificial intelligence to analyze and score information provided in resumes and application materials including, but not limited to, skills, work experience, education, and job-related qualifications. The AEDT does not make final hiring decisions and all final hiring decisions are subject to human oversight and/or review.
If you are an applicant for this role and a New York City resident, you have the right to request:
A reasonable accommodation, if one is available under applicable law, by emailing
TotalRewards@insmed.com
; and/or
An alternative selection process by emailing
Privacy@insmed.com
.
Information about the type of data collected, the source of that data, and data retention practices related to the AEDT by emailing us at
Privacy@insmed.com
.
At Insmed, every moment and every patient counts — and so does every person who joins in. As a global biopharmaceutical company dedicated to transforming the lives of patients with serious and rare diseases, you’ll be part of a community that prioritizes the human experience, celebrates curiosity, and values every person’s contributions to meaningful progress. That commitment has earned us recognition as
Science
magazine’s No. 1 Top Employer for five consecutive years, certification as a Great Place to Work® in the U.S., and a place on
The Sunday Times
Best Places to Work list in the UK.
For patients, for each other, and for the future of science, we’re in. Are you?
About the Role:
The Executive Director, HR Business Partner - Respiratory serves as a forward-looking strategic advisor to Respiratory Therapeutic Area leadership and the Portfolio Strategy Operational Excellence teams, aligning people strategy with evolving business priorities as our new operating model is embedded throughout the organization. This role is a critical steward of our culture, partnering with leaders to reinforce organizational values, fostering an engaging workplace, leveraging data-driven insights, digital HR capabilities, and an inclusive, employee-centric approach to shape a high-performing, agile organization.
Operating at the intersection of business transformation and human capital strategy, they cultivate trusted partnerships across all levels, influencing decision-making to enhance organizational effectiveness, employee engagement, and long-term retention. The role champions modern workforce practices, including skills-based workforce planning and leadership pipeline acceleration. Key areas of impact include future-focused workforce planning, integrated talent management and succession strategies, enterprise change leadership, organizational design for agility and scale, continuous performance enablement, and proactive employee relations. This leader also plays a critical role in navigating evolving workplace trends.
What You'll Do:
In this role, you will serve as a trusted advisor to senior leaders within the Respiratory Therapeutic Area and Portfolio Strategy & Operational Excellence teams, aligning human capital strategies with business objectives and long-term growth plans.
You will also have responsibility for:
Strategic Business Partnership
Translate business strategy into forward-looking people priorities, enabling organizational agility, innovation, and performance.
Leverage external market insights and internal data to anticipate workforce trends and inform executive decision-making.
Workforce Planning & Organizational Design
Drive operating model evolution to support innovation, speed, and patient-centric outcomes.
Lead organizational design initiatives that promote scalability, efficiency, and cross-functional collaboration.
Leveraging internal skills-based career framework model, ensuring the organization has the capabilities needed for future success.
Partner with business leaders to identify talent gaps and implement proactive hiring, reskilling, and upskilling strategies.
Utilize people analytics and predictive modeling to drive scenario planning and workforce optimization.
Performance, Talent Management, & Leadership Development
Champion performance management practices fostering continuous feedback; partner with leaders to set clear expectations, align goals, and differentiate performance effectively.
Execute integrated talent strategies, including succession planning, leadership pipeline development, and high-potential programs.
Champion a culture of continuous learning, leveraging digital learning platforms and personalized development pathways.
Coach senior leaders on talent decisions, team effectiveness, and leadership capabilities.
Engagement, Culture, & Organizational Transformation
Act as a change leader, through ongoing evolution amongst organizational growth.
Equip leaders with tools and capabilities to lead through ambiguity and continuous change.
Foster a high-performance, inclusive culture that prioritizes employee engagement, belonging, and well-being.
Translate employee feedback and engagement data into actionable insights and measurable improvements.
Employee Relations & Risk Management
Provide strategic oversight and guidance on complex employee relations matters, ensuring fair, consistent, and compliant outcomes.
Proactively identify organizational risks and implement mitigation strategies to protect culture and business continuity.
Ensure alignment with legal and regulatory requirements while maintaining a positive employee experience.
HR Innovation & Digital Enablement
Champion the adoption of HR technologies, including AI-driven tools and digital platforms, to enhance efficiency and employee experience.
Utilize people analytics dashboards and insights to inform strategy and measure impact.
Continuously evaluate and evolve HR practices to reflect emerging trends and best-in-class standards.
Team Leadership
Lead a team of HR Business Partners, in line with our organizational values and ‘To Be List’.
Create professional development and growth pathways for team members.
Coach team through evolution of organizational needs, including prioritization of HR- and business-driven initiatives.
Who You Are:
You have a Bachelor’s Degree – concentration in Human Resources Management or Organizational Development a plus. You also have a minimum of 12 years of Human Resources experience, including 5 years of experience in a Pharmaceutical/Biotech environment and experience working with teams that support late-stage and approved products
You are or you have:
Proven track record of leading HR strategy in dynamic, matrixed environments undergoing transformation and growth
Strong business acumen with the ability to translate enterprise strategy into actionable people strategies that drive measurable outcomes
Deep expertise in employee relations, with the ability to manage complex, sensitive situations with sound judgment and discretion
Strong knowledge of employment laws and regulations, particularly within regulated environments
Exceptional interpersonal and communication skills, with the ability to build trust and credibility across all levels of the organization; ability to handle confidential information with discretion
Experience with HR technologies (e.g., HCM systems, talent platforms) and emerging tools such as AI-enabled HR solutions; experience with Workday a plus
Ability to translate data into compelling narratives and actionable strategies
Strong background in organizational design, operating model evolution, and driving organizational effectiveness
Excellent reasoning, problem-solving and conflict resolution skills
Effective project management skills with the ability to balance multiple priorities at once
Highly organized with a strong attention to detail, clarity, accuracy, and conciseness
Highly proficient in Microsoft Office (Word, Excel, PowerPoint, Outlook)
Travel Requirements
This role requires domestic travel of approximately 10% based on business needs.
Where You’ll Work
This is a hybrid role based out of our Bridgewater, NJ office. You’ll have the option to work remotely most of the time, with in-person collaboration when it matters most.
LI-SK1
Pay Range:
$247,000.00-337,000.00 Annual
Life at Insmed
At Insmed, you’ll find a culture as human as our mission—intentionally designed for the people behind it. You deserve a workplace that reflects the same care you bring to your work each day, with support for how you work, how you grow, and how you show up for patients, your team, and yourself.
Highlights of our U.S. offerings include:
Comprehensive medical, dental, and vision coverage and mental health support, annual wellbeing reimbursement, and access to our Employee Assistance Program (EAP)
Generous paid time off policies, fertility and family-forming benefits, caregiver support, and flexible work schedules with purposeful in-person collaboration
401(k) plan with a competitive company match, annual equity awards, and participation in our Employee Stock Purchase Plan (ESPP), and company-paid life and disability insurance
Company Learning Institute providing access to LinkedIn Learning, skill building workshops, leadership programs, mentorship connections, and networking opportunities
Employee resource groups, service and recognition programs, and meaningful opportunities to connect, volunteer, and give back
Eligibility for specific programs may vary and is subject to the terms and conditions of each plan.
Current Insmed Employees: Please apply via the Jobs Hub in Workday.
Insmed Incorporated is an Equal Opportunity employer. We do not discriminate in hiring on the basis of physical or mental disability, protected veteran status, or any other characteristic protected by federal, state, or local law. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
Unsolicited resumes from agencies should not be forwarded to Insmed. Insmed will not be responsible for any fees arising from the use of resumes through this source. Insmed will only pay a fee to agencies if a formal agreement between Insmed and the agency has been established. The Human Resources department is responsible for all recruitment activities; please contact us directly to be considered for a formal agreement.
Insmed is committed to providing access, equal opportunity, and reasonable accommodation for individuals with disabilities in employment, its services, programs, and activities. To request reasonable accommodation to participate in the job application or interview process, please contact us by email at
TotalRewards@insmed.com
and let us know the nature of your request and your contact information. Requests for accommodation will be considered on a case-by-case basis. Please note that only inquiries concerning a request for reasonable accommodation will be responded to from this email address.
Applications are accepted for 5 calendar days from the date posted or until the position is filled.
For New York City Residents:
To assist in identifying candidates with qualifications matching those required and/or preferred for this role, Insmed uses an Automated Employment Decision Tool (“AEDT”) that employs artificial intelligence to analyze and score information provided in resumes and application materials including, but not limited to, skills, work experience, education, and job-related qualifications. The AEDT does not make final hiring decisions and all final hiring decisions are subject to human oversight and/or review.
If you are an applicant for this role and a New York City resident, you have the right to request:
A reasonable accommodation, if one is available under applicable law, by emailing
TotalRewards@insmed.com
; and/or
An alternative selection process by emailing
Privacy@insmed.com
.
Information about the type of data collected, the source of that data, and data retention practices related to the AEDT by emailing us at
Privacy@insmed.com
.
HR Director Job Roles in New Jersey
See all 149+ HR Director Jobs in New Jersey
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Search HR Director Jobs in New JerseyHR Director Jobs in New Jersey: Frequently Asked Questions
Which companies sponsor visas for HR Directors in New Jersey?
Pharmaceutical and life sciences employers are among the most active sponsors for HR Directors in New Jersey, including Johnson & Johnson, Merck, and Novartis. Large financial services firms such as Prudential Financial and Bed Bath & Beyond's former corporate operations have also sponsored senior HR roles. Technology and consulting firms including Cognizant, Infosys, and Tata Consultancy Services, which maintain large New Jersey offices, also sponsor HR leadership positions.
Which visa types are most common for HR Director roles in New Jersey?
The H-1B visa is the most common visa for HR Directors in New Jersey, as the role typically qualifies as a specialty occupation requiring a bachelor's degree or higher in human resources, business administration, or a related field. Candidates with multinational employer backgrounds may also be eligible for the L-1A intracompany transferee visa if moving into a managerial or executive capacity from an overseas affiliate.
Which cities in New Jersey have the most HR Director sponsorship jobs?
Newark is the largest hiring hub given its proximity to New York City and concentration of corporate headquarters. Parsippany and Florham Park attract HR leadership roles from pharmaceutical and consumer goods companies. Princeton and New Brunswick see demand driven by life sciences employers clustered along the Route 1 corridor. Jersey City, functioning as an extension of the New York financial district, also posts senior HR openings regularly.
How to find hr director visa sponsorship jobs in New Jersey?
Migrate Mate filters job listings specifically by visa sponsorship availability, making it straightforward to browse HR Director openings in New Jersey without sifting through roles that won't support international candidates. The platform surfaces positions from pharmaceutical, financial services, and technology employers across the state. Searching by role and location on Migrate Mate saves significant time compared to manually verifying sponsorship willingness employer by employer.
Are there state-specific factors that affect visa sponsorship for HR Directors in New Jersey?
New Jersey employers filing H-1B petitions for HR Directors must meet the Department of Labor's prevailing wage requirements for the specific location of employment, which vary across counties and metropolitan areas within the state. The Newark-Jersey City metropolitan area falls under higher prevailing wage determinations than more rural parts of the state. New Jersey's high concentration of multinational corporations also means L-1A pathways are more commonly available here than in less corporate-dense states.
What is the prevailing wage for sponsored hr director jobs in New Jersey?
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.