HR Business Partner Visa Sponsorship Jobs in New York
New York is one of the most active markets for HR Business Partner roles with visa sponsorship, driven by its concentration of Fortune 500 headquarters, major financial institutions, and global tech firms across Manhattan, Brooklyn, and Long Island City. Employers like JPMorgan Chase, Citigroup, Google, and Amazon regularly hire HR Business Partners and have established sponsorship infrastructure.
See All HR Business Partner JobsOverview
Showing 5 of 298+ HR Business Partner Jobs in New York with Visa Sponsorship jobs
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
See all 298+ HR Business Partner Jobs in New York with Visa Sponsorship
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HR Business Partner Jobs in New York with Visa Sponsorship.
Get Access To All JobsINTRODUCTION
Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in.
Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible.
A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive. Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity.
ROLE AND RESPONSIBILITIES
The Director, HR Business Partner for Coach, serves as a trusted advisor and strategic business partner to executive leaders. This role partners closely with leaders of the brand and their leadership teams to build and execute talent strategies that drive innovation, operational excellence, and organizational resilience. The Director will lead transformation initiatives, champion an inclusive and high-performance culture, and ensure alignment of HR strategies with business goals. This HR leader will be based in NYC or the surrounding area to serve as a connection and integration point for their key client groups. This HR leader will work out of the NYC HQ office at least 3x a week (Tuesday-Thursday) and will have people management responsibilities.
The successful individual will leverage their proficiency in Human Resources to...
Talent Management:
- Develop and lead strategic talent plans to attract, develop, retain, and transition talent aligned with business strategy.
- Partner with HR leadership and Talent Management COE to assess internal and external talent, identify gaps, and implement solutions.
- Collaborate with Talent Acquisition to address immediate and future talent needs.
Organizational Development:
- Lead enterprise-wide change management initiatives with effective planning, communication, and reinforcement strategies.
- Advise senior leaders on team effectiveness and ensure organizational design supports business objectives.
- Design and implement large-scale transformation initiatives including org design, communication, and resourcing plans.
Strategic Workforce Planning & Org Design:
- Drive strategic workforce planning and organizational design to enhance performance through structure, process, people, and rewards.
- Partner with Finance and executive leadership to manage compensation budgets and staffing plans, including oversight of temporary staffing.
Coaching and Consulting:
- Serve as a strategic advisor and executive coach to senior leaders, using inquiry and insight to uncover root issues and drive outcomes.
- Provide coaching support to enhance individual and organizational effectiveness.
Employee Engagement:
- Lead enterprise-wide employee engagement strategies, including survey design, analysis, and action planning.
- Act as a cultural ambassador, promoting the company’s vision, purpose, and values across the organization.
HR Leadership:
- Foster productive relationships across HR globally to deliver impactful programs and services.
- Advocate and engage HR COE partners in support of relevant activities.
- Drive HR projects with Tapestry’s global HR vision in mind.
- Align policies, practices, and management with a culture based on focus, execution, values, and authenticity.
Special Projects
- Lead or support high-impact, cross-functional initiatives that address emerging business priorities. These may include M&A integration, leadership development programs, culture transformation, or enterprise capability building.
The accomplished individual will possess...
- Proven strategic thinker with strong business acumen and intellectual curiosity.
- Skilled in data analysis to identify trends and drive informed decision-making.
- Exceptional listener with the ability to influence, coach, and relate to employees at all levels.
- Demonstrated success in fostering high employee engagement through hands-on leadership.
- High emotional intelligence and resilience in fast-paced, dynamic environments.
- Strong problem-solving skills; able to translate business issues into actionable plans.
- Excellent communication and facilitation capabilities.
- Effective project manager with a track record of delivering results.
- Expertise in employment law, employee and labor relations.
- Strong people management skills and experience.
An outstanding professional will have...
- 8+ years of progressive HR experience, including at least 5 years partnering with senior leaders; an equivalent combination of education and experience will be considered.
- Strong business acumen with the ability to understand complex legal and technical environments.
- Expertise in organizational design, change management, talent planning, and leadership development.
- Exceptional consultative and relationship-building skills, with the ability to influence at the executive level.
- High level of integrity, judgment, and discretion.
Our Competencies for All Employees
Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Coach is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.
Americans with Disabilities Act (ADA)
Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs. If you require reasonable accommodation to complete the application process, please contact Tapestry People Services at 1-855-566-9264 or employeerelations@tapestry.com
Base Pay Range
$150,000.00-$175,000.00
Here are some of the benefits that we offer: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. Please click here for a complete list of U.S Corporate Compensation & Benefits.
INTRODUCTION
Coach is a global fashion house founded in New York in 1941. Inspired by the vision of Creative Director Stuart Vevers and the inclusive and courageous spirit of our hometown, we make beautiful things, crafted to last—for you to be yourself in.
Coach is part of the Tapestry portfolio – a global house of brands committed to stretching what’s possible.
A member of the Tapestry family, we are part of a global house of brands that has unwavering optimism and is committed to being innovative and wholly inclusive. Visit Our People page to learn more about Tapestry's commitment to equity, inclusion, and diversity.
ROLE AND RESPONSIBILITIES
The Director, HR Business Partner for Coach, serves as a trusted advisor and strategic business partner to executive leaders. This role partners closely with leaders of the brand and their leadership teams to build and execute talent strategies that drive innovation, operational excellence, and organizational resilience. The Director will lead transformation initiatives, champion an inclusive and high-performance culture, and ensure alignment of HR strategies with business goals. This HR leader will be based in NYC or the surrounding area to serve as a connection and integration point for their key client groups. This HR leader will work out of the NYC HQ office at least 3x a week (Tuesday-Thursday) and will have people management responsibilities.
The successful individual will leverage their proficiency in Human Resources to...
Talent Management:
- Develop and lead strategic talent plans to attract, develop, retain, and transition talent aligned with business strategy.
- Partner with HR leadership and Talent Management COE to assess internal and external talent, identify gaps, and implement solutions.
- Collaborate with Talent Acquisition to address immediate and future talent needs.
Organizational Development:
- Lead enterprise-wide change management initiatives with effective planning, communication, and reinforcement strategies.
- Advise senior leaders on team effectiveness and ensure organizational design supports business objectives.
- Design and implement large-scale transformation initiatives including org design, communication, and resourcing plans.
Strategic Workforce Planning & Org Design:
- Drive strategic workforce planning and organizational design to enhance performance through structure, process, people, and rewards.
- Partner with Finance and executive leadership to manage compensation budgets and staffing plans, including oversight of temporary staffing.
Coaching and Consulting:
- Serve as a strategic advisor and executive coach to senior leaders, using inquiry and insight to uncover root issues and drive outcomes.
- Provide coaching support to enhance individual and organizational effectiveness.
Employee Engagement:
- Lead enterprise-wide employee engagement strategies, including survey design, analysis, and action planning.
- Act as a cultural ambassador, promoting the company’s vision, purpose, and values across the organization.
HR Leadership:
- Foster productive relationships across HR globally to deliver impactful programs and services.
- Advocate and engage HR COE partners in support of relevant activities.
- Drive HR projects with Tapestry’s global HR vision in mind.
- Align policies, practices, and management with a culture based on focus, execution, values, and authenticity.
Special Projects
- Lead or support high-impact, cross-functional initiatives that address emerging business priorities. These may include M&A integration, leadership development programs, culture transformation, or enterprise capability building.
The accomplished individual will possess...
- Proven strategic thinker with strong business acumen and intellectual curiosity.
- Skilled in data analysis to identify trends and drive informed decision-making.
- Exceptional listener with the ability to influence, coach, and relate to employees at all levels.
- Demonstrated success in fostering high employee engagement through hands-on leadership.
- High emotional intelligence and resilience in fast-paced, dynamic environments.
- Strong problem-solving skills; able to translate business issues into actionable plans.
- Excellent communication and facilitation capabilities.
- Effective project manager with a track record of delivering results.
- Expertise in employment law, employee and labor relations.
- Strong people management skills and experience.
An outstanding professional will have...
- 8+ years of progressive HR experience, including at least 5 years partnering with senior leaders; an equivalent combination of education and experience will be considered.
- Strong business acumen with the ability to understand complex legal and technical environments.
- Expertise in organizational design, change management, talent planning, and leadership development.
- Exceptional consultative and relationship-building skills, with the ability to influence at the executive level.
- High level of integrity, judgment, and discretion.
Our Competencies for All Employees
Courage: Doesn’t hold back anything that needs to be said; provides current, direct, complete, and “actionable” positive and corrective feedback to others; lets people know where they stand; faces up to people problems on any person or situation (not including direct reports) quickly and directly; is not afraid to take negative action when necessary.
Creativity: Comes up with a lot of new and unique ideas; easily makes connections among previously unrelated notions; tends to be seen as original and value-added in brainstorming settings.
Customer Focus: Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.
Dealing with Ambiguity: Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
Drive for Results: Can be counted on to exceed goals successfully; is constantly and consistently one of the top performers; very bottom-line oriented; steadfastly pushes self and others for results.
Interpersonal Savvy: Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Learning on the Fly: Learns quickly when facing new problems; a relentless and versatile learner; open to change; analyzes both successes and failures for clues to improvement; experiments and will try anything to find solutions; enjoys the challenge of unfamiliar tasks; quickly grasps the essence and the underlying structure of anything.
Our Competencies for All People Managers
Strategic Agility: Sees ahead clearly; can anticipate future consequences and trends accurately; has broad knowledge and perspective; is future oriented; can articulately paint credible pictures and visions of possibilities and likelihoods; can create competitive and breakthrough strategies and plans.
Developing Direct Reports and Others: Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept developmental moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.
Building Effective Teams: Blends people into teams when needed; creates strong morale and spirit in their team; shares wins and successes; fosters open dialogue; lets people finish and be responsible for their work; defines success in terms of the whole team; creates a feeling of belonging in the team.
Coach is an equal opportunity and affirmative action employer and we pride ourselves on hiring and developing the best people. All employment decisions (including recruitment, hiring, promotion, compensation, transfer, training, discipline and termination) are based on the applicant’s or employee’s qualifications as they relate to the requirements of the position under consideration. These decisions are made without regard to age, sex, sexual orientation, gender identity, genetic characteristics, race, color, creed, religion, ethnicity, national origin, alienage, citizenship, disability, marital status, military status, pregnancy, or any other legally-recognized protected basis prohibited by applicable law.
Americans with Disabilities Act (ADA)
Tapestry, Inc. will provide applicants and employees with reasonable accommodation for disabilities or religious beliefs. If you require reasonable accommodation to complete the application process, please contact Tapestry People Services at 1-855-566-9264 or employeerelations@tapestry.com
Base Pay Range
$150,000.00-$175,000.00
Here are some of the benefits that we offer: Medical insurance, Dental insurance, Vision insurance, 401 (K), Paid Paternity and Maternity leave, Commuter Benefits, Disability insurance and Tuition assistance. Please click here for a complete list of U.S Corporate Compensation & Benefits.
HR Business Partner Job Roles in New York
See all 298+ HR Business Partner Jobs in New York
Sign up for free to filter by visa type, set job alerts, and find employers with verified sponsorship history.
Search HR Business Partner Jobs in New YorkHR Business Partner Jobs in New York: Frequently Asked Questions
Which companies sponsor visas for HR Business Partners in New York?
Large employers with significant New York operations are the most consistent sponsors for HR Business Partner roles. These include financial institutions like JPMorgan Chase, Goldman Sachs, and Citigroup, as well as tech companies like Google, Amazon, and Meta with major New York offices. Consulting firms such as Deloitte and McKinsey also sponsor HR Business Partners. Sponsorship is more common at organizations with dedicated immigration programs and HR teams large enough to support the process.
Which visa types are most common for HR Business Partner roles in New York?
The H-1B is the most common visa category for HR Business Partners in New York, as the role typically requires a bachelor's degree in human resources, business administration, organizational psychology, or a related field, which satisfies the specialty occupation requirement. Some candidates from Australia qualify for the E-3 visa, and Canadian or Mexican nationals may be eligible under TN status. L-1 transfers are also an option for HR professionals already employed by a multinational company outside the U.S.
How to find hr business partner visa sponsorship jobs in New York?
Migrate Mate is built specifically for international job seekers and filters HR Business Partner roles in New York by employers with a history of visa sponsorship. Rather than sorting through unfiltered postings, you can search directly for New York-based HR Business Partner positions where sponsorship is a realistic expectation. Migrate Mate surfaces roles from companies with established sponsorship infrastructure, which is particularly useful in a competitive market like New York where not every posting is open to visa candidates.
Which cities in New York have the most HR Business Partner sponsorship jobs?
Manhattan is by far the dominant market, concentrating the majority of HR Business Partner sponsorship opportunities through its dense cluster of corporate headquarters in finance, technology, media, and professional services. Long Island City and Brooklyn have seen growth from tech and media companies expanding outside Midtown. Albany occasionally has openings tied to state government contractors and healthcare systems, but the overwhelming share of sponsored HR Business Partner roles is in New York City.
Are there specific considerations for HR Business Partners seeking visa sponsorship in New York?
New York employers sponsoring H-1B HR Business Partners must file a Labor Condition Application with the Department of Labor certifying that the offered wage meets the prevailing wage for the role and location. New York City's high cost of living means prevailing wage benchmarks are among the highest in the country. HR Business Partner roles in financial services and tech tend to have the clearest degree-to-role alignment, which strengthens the specialty occupation case that underpins H-1B eligibility for this position.
What is the prevailing wage for sponsored hr business partner jobs in New York?
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.
See which hr business partner employers are hiring and sponsoring visas in New York right now.
Search HR Business Partner Jobs in New York