HR Generalist Visa Sponsorship Jobs in New York
HR generalist visa sponsorship jobs in New York are concentrated in Manhattan's finance, media, and professional services sectors, with major employers like JPMorgan Chase, NBCUniversal, and Deloitte regularly hiring internationally. Brooklyn and Long Island also have growing opportunities across healthcare and retail. New York's dense corporate presence makes it one of the more active states for sponsored HR roles.
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Get Access To All JobsINTRODUCTION
North Country Dairy’s HR Generalist is responsible for supporting a broad range of human resources functions, including talent acquisition, employee relations, benefits administration, performance management, training and development, compliance, and labor relations. This position serves as a trusted business partner to managers and employees, promoting a positive, productive, and compliant work environment while ensuring adherence to applicable employment laws, collective bargaining agreements, company policies, and organizational values.
This is a full-time, on-site position that requires a consistent presence at the facility to provide direct support to employees and leadership, respond to workplace issues, conduct investigations, participate in labor relations activities, and maintain strong working relationships throughout the organization. The HR Generalist regularly works in both office and production environments and is expected to be accessible and engaged with the workforce.
The HR Generalist exercises sound judgment and maintains the highest standards of confidentiality, integrity, professionalism, and ethical conduct in managing sensitive employee and organizational information. This role collaborates across all levels of the organization to support business objectives, foster employee engagement, resolve workplace issues, and contribute to the effective delivery of human resources programs and services.
Key Responsibilities
Employee Relations & Performance Management
- Serve as a trusted resource for employees and supervisors regarding workplace concerns.
- Investigate employee complaints and workplace issues promptly and confidentially.
- Assist managers in resolving performance, attendance, and conduct issues.
- Prepare and/or review discipline documents in collaboration with Supervisors.
Labor Relations
- Administer and interpret collective bargaining agreements (CBAs).
- Partner with management to ensure consistent application of labor contract provisions.
- Participate in grievance investigations and assist in grievance resolution.
- Support collective bargaining preparation by gathering data and conducting research.
- Maintain positive working relationships with union representatives.
- Assist with labor-management meetings and document discussions and outcomes.
- Ensure compliance with labor laws, contractual obligations, and workplace regulations.
- Support disciplinary actions and investigations in accordance with collective bargaining agreements and organizational policies.
- Monitor labor relations trends and recommend improvements to employee and union relationships.
Onboarding & Orientation
- Implement new hire orientation and onboarding programs.
- Educate newly hired employees on company policies, internal procedures, and regulations.
- Conduct new hire orientation.
- Assist employees with benefits enrollments.
Records Management
- Maintain physical and digital employee files, including benefits and attendance records.
- Utilize UltiPro Time Labor Management Attendance System for record keeping.
Employee Inquiries & Engagement
- Handle employment-related inquiries from employees and supervisors.
- Escalate complex/sensitive matters to appropriate staff.
- Collaborate with NCD’s Employee Engagement Committee to continue to support employee engagement and retention initiatives.
Leave Administration & Compliance
- Assist with leave administration (e.g., FMLA) and EEOC reporting.
- Maintain compliance with federal, state, and local employment laws/regulations.
- Regularly review and update policies to ensure best practices and regulatory adherence.
Talent Acquisition
- Interview and facilitate hiring of qualified candidates for open positions.
- Collaborate with departmental managers to define required skills and competencies for each role.
Succession Planning & Continuous Improvement
- Support succession planning initiatives.
- Stay current with HR trends, best practices, regulatory changes, and new technologies.
Other duties
- Perform other duties as required to meet evolving business needs.
QUALIFICATIONS
Education
- Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field required.
Preferred Certifications
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP).
- Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR).
Experience
- 3-5 years of progressive Human Resources experience.
- Experience with an HRIS System, preferably UKG/UltiPro.
- Experience working in a unionized environment preferred.
- Experience with grievance administration, labor relations, or collective bargaining support is highly desirable.
Skills
- Demonstrated strong leadership, interpersonal and coaching skills.
- Ability to work effectively with all constituencies.
- Effective oral and written communication.
- Strong analytical and problem-solving abilities.
- Excellent computer skills in a Microsoft Windows environment, including Excel and database management.
Competency
- High level of confidentiality, maturity, integrity, and professionalism.
- Creative, motivated, and flexible.
- Excellent organizational and record-keeping skills.
- Strong interpersonal and coaching skills.
Physical Requirements
- Ability to sit, stand, and walk for extended periods throughout the workday.
- Regularly walk through manufacturing and production areas to support employees, conduct investigations, observe work practices, and participate in meetings.
- Ability to climb stairs and navigate industrial work environments safely.
- Occasionally lift and carry up to 25 pounds.
- Ability to bend, stoop, reach, and move throughout office and production facilities as needed.
- Must be able to communicate effectively in both office and manufacturing settings.
- Visual ability to review documents, use computer equipment, and observe workplace activities.
- Manual dexterity sufficient to operate computers, office equipment, and standard communication devices.
Work Environment
- Position is based in both an office setting and a manufacturing/production environment.
- Regular exposure to production areas with varying temperatures, moving machinery, forklifts, and moderate to high noise levels; appropriate personal protective equipment (PPE) is required when entering designated production areas.
- Frequent interaction with employees, supervisors, union representatives (if applicable), and leadership across all levels of the organization.
- Frequent flexibility to support multiple shifts, including occasional early morning, evening, weekend, or holiday work to address employee relations issues, investigations, labor matters, or operational needs.
- Occasional travel between company facilities, training locations, or off-site meetings may be required.
- Must be able to maintain confidentiality while handling sensitive employee, labor relations, and organizational information.
COMPENSATION
- Pay: $60,000 - $75,000 a year*
The salary range listed for this position represents the good faith and reasonable minimum and maximum pay for this role at the time of posting. Actual compensation may vary based on factors including, but not limited to, experience, skills, training, knowledge, education, and overall qualifications. The posted salary range reflects just one component of our total rewards package. Other components of the total rewards package may include participation in group health and/or dental insurance, retirement plan, wellness program, paid time away from work, and paid holidays.
Upstate Niagara Cooperative, Inc. is committed to equal employment opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
INTRODUCTION
North Country Dairy’s HR Generalist is responsible for supporting a broad range of human resources functions, including talent acquisition, employee relations, benefits administration, performance management, training and development, compliance, and labor relations. This position serves as a trusted business partner to managers and employees, promoting a positive, productive, and compliant work environment while ensuring adherence to applicable employment laws, collective bargaining agreements, company policies, and organizational values.
This is a full-time, on-site position that requires a consistent presence at the facility to provide direct support to employees and leadership, respond to workplace issues, conduct investigations, participate in labor relations activities, and maintain strong working relationships throughout the organization. The HR Generalist regularly works in both office and production environments and is expected to be accessible and engaged with the workforce.
The HR Generalist exercises sound judgment and maintains the highest standards of confidentiality, integrity, professionalism, and ethical conduct in managing sensitive employee and organizational information. This role collaborates across all levels of the organization to support business objectives, foster employee engagement, resolve workplace issues, and contribute to the effective delivery of human resources programs and services.
Key Responsibilities
Employee Relations & Performance Management
- Serve as a trusted resource for employees and supervisors regarding workplace concerns.
- Investigate employee complaints and workplace issues promptly and confidentially.
- Assist managers in resolving performance, attendance, and conduct issues.
- Prepare and/or review discipline documents in collaboration with Supervisors.
Labor Relations
- Administer and interpret collective bargaining agreements (CBAs).
- Partner with management to ensure consistent application of labor contract provisions.
- Participate in grievance investigations and assist in grievance resolution.
- Support collective bargaining preparation by gathering data and conducting research.
- Maintain positive working relationships with union representatives.
- Assist with labor-management meetings and document discussions and outcomes.
- Ensure compliance with labor laws, contractual obligations, and workplace regulations.
- Support disciplinary actions and investigations in accordance with collective bargaining agreements and organizational policies.
- Monitor labor relations trends and recommend improvements to employee and union relationships.
Onboarding & Orientation
- Implement new hire orientation and onboarding programs.
- Educate newly hired employees on company policies, internal procedures, and regulations.
- Conduct new hire orientation.
- Assist employees with benefits enrollments.
Records Management
- Maintain physical and digital employee files, including benefits and attendance records.
- Utilize UltiPro Time Labor Management Attendance System for record keeping.
Employee Inquiries & Engagement
- Handle employment-related inquiries from employees and supervisors.
- Escalate complex/sensitive matters to appropriate staff.
- Collaborate with NCD’s Employee Engagement Committee to continue to support employee engagement and retention initiatives.
Leave Administration & Compliance
- Assist with leave administration (e.g., FMLA) and EEOC reporting.
- Maintain compliance with federal, state, and local employment laws/regulations.
- Regularly review and update policies to ensure best practices and regulatory adherence.
Talent Acquisition
- Interview and facilitate hiring of qualified candidates for open positions.
- Collaborate with departmental managers to define required skills and competencies for each role.
Succession Planning & Continuous Improvement
- Support succession planning initiatives.
- Stay current with HR trends, best practices, regulatory changes, and new technologies.
Other duties
- Perform other duties as required to meet evolving business needs.
QUALIFICATIONS
Education
- Bachelor’s degree in Human Resources, Business Administration, Industrial Relations, or a related field required.
Preferred Certifications
- SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP).
- Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR).
Experience
- 3-5 years of progressive Human Resources experience.
- Experience with an HRIS System, preferably UKG/UltiPro.
- Experience working in a unionized environment preferred.
- Experience with grievance administration, labor relations, or collective bargaining support is highly desirable.
Skills
- Demonstrated strong leadership, interpersonal and coaching skills.
- Ability to work effectively with all constituencies.
- Effective oral and written communication.
- Strong analytical and problem-solving abilities.
- Excellent computer skills in a Microsoft Windows environment, including Excel and database management.
Competency
- High level of confidentiality, maturity, integrity, and professionalism.
- Creative, motivated, and flexible.
- Excellent organizational and record-keeping skills.
- Strong interpersonal and coaching skills.
Physical Requirements
- Ability to sit, stand, and walk for extended periods throughout the workday.
- Regularly walk through manufacturing and production areas to support employees, conduct investigations, observe work practices, and participate in meetings.
- Ability to climb stairs and navigate industrial work environments safely.
- Occasionally lift and carry up to 25 pounds.
- Ability to bend, stoop, reach, and move throughout office and production facilities as needed.
- Must be able to communicate effectively in both office and manufacturing settings.
- Visual ability to review documents, use computer equipment, and observe workplace activities.
- Manual dexterity sufficient to operate computers, office equipment, and standard communication devices.
Work Environment
- Position is based in both an office setting and a manufacturing/production environment.
- Regular exposure to production areas with varying temperatures, moving machinery, forklifts, and moderate to high noise levels; appropriate personal protective equipment (PPE) is required when entering designated production areas.
- Frequent interaction with employees, supervisors, union representatives (if applicable), and leadership across all levels of the organization.
- Frequent flexibility to support multiple shifts, including occasional early morning, evening, weekend, or holiday work to address employee relations issues, investigations, labor matters, or operational needs.
- Occasional travel between company facilities, training locations, or off-site meetings may be required.
- Must be able to maintain confidentiality while handling sensitive employee, labor relations, and organizational information.
COMPENSATION
- Pay: $60,000 - $75,000 a year*
The salary range listed for this position represents the good faith and reasonable minimum and maximum pay for this role at the time of posting. Actual compensation may vary based on factors including, but not limited to, experience, skills, training, knowledge, education, and overall qualifications. The posted salary range reflects just one component of our total rewards package. Other components of the total rewards package may include participation in group health and/or dental insurance, retirement plan, wellness program, paid time away from work, and paid holidays.
Upstate Niagara Cooperative, Inc. is committed to equal employment opportunity for all, without regard to race, religion, color, national origin, citizenship, sex, sexual orientation, gender identity, age, veteran status, disability, genetic information, or any other protected characteristic.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
HR Generalist Job Roles in New York
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Search HR Generalist Jobs in New YorkHR Generalist Jobs in New York: Frequently Asked Questions
Which companies sponsor visas for HR generalists in New York?
Large employers with significant New York footprints, including JPMorgan Chase, Citigroup, Deloitte, PricewaterhouseCoopers, and NBCUniversal, have histories of sponsoring HR professionals. Healthcare systems like NewYork-Presbyterian and Mount Sinai also hire HR generalists and have sponsored international candidates. Sponsorship is more common at enterprise-scale organizations than at small or mid-size companies, where HR teams tend to be leaner.
Which visa types are most common for HR generalist roles in New York?
The H-1B visa is the most common visa for HR generalists in New York, as the role typically requires a bachelor's degree in human resources, business administration, or a related field, which can satisfy the specialty occupation standard. Some candidates also come through the L-1B or L-1A pathways if transferring within a multinational employer. Australian citizens may qualify for the E-3 visa, which follows a similar process to the H-1B visa but without the annual lottery.
How to find hr generalist visa sponsorship jobs in New York?
Migrate Mate is built specifically for international candidates seeking visa sponsorship, and you can filter directly for HR generalist roles in New York. Because sponsorship willingness is not always stated in job postings, Migrate Mate surfaces employers with documented sponsorship histories, saving significant research time. Focusing your search on large corporations headquartered or regionally based in Manhattan will also improve your chances of finding open, sponsor-ready positions.
Which cities in New York have the most HR generalist sponsorship jobs?
Manhattan accounts for the largest share of sponsored HR generalist openings in New York, driven by the density of financial services, consulting, media, and technology firms. Albany sees some demand from state government contractors and healthcare organizations. Buffalo and Rochester have smaller but active markets tied to manufacturing and regional healthcare systems. For international candidates, Manhattan offers the highest concentration of employers with established immigration infrastructure and legal support.
Are there any state-specific considerations for HR generalists seeking sponsorship in New York?
New York's prevailing wage requirements under the H-1B program are generally higher than national averages, reflecting the city's cost of living, particularly for Manhattan-based roles. HR generalist positions at financial institutions and professional services firms tend to meet prevailing wage thresholds more consistently than roles at nonprofits or smaller employers. New York also has a strong graduate pipeline from programs at NYU, Columbia, and Cornell's ILR School, which means competition for sponsored roles is meaningful.
What is the prevailing wage for sponsored hr generalist 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.