Human Resources Assistant Visa Sponsorship Jobs in New York
Human resources assistant roles in New York attract international candidates across finance, tech, healthcare, and media. Major employers including JPMorgan Chase, Cornell University, and NYC Health + Hospitals have a history of sponsoring work visas for HR support staff. Roles are concentrated in Manhattan, but opportunities also exist in Brooklyn and White Plains.
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Get Access To All JobsAbout Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $275B in annualized spend flows in and out of 85,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 7.5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
Ramp is hiring a People Business Partner to support managers and employees across Marketing, Finance, Legal, People, Talent, Workplace, and Executive Assistants. Reporting to the Lead People Business Partner for Business & G&A, you’ll be the primary People Business contact for these teams. This is a hands-on individual contributor role: one day you may coach an employee through a difficult conversation, and the next you may partner with a C-suite executive on a major reorganization. No task is too big or too small. You’ll build a sustainable network across employees, managers, and leaders so you deeply understand each team’s work, talent, and business goals. You’ll independently own the People Business agenda for this portfolio, including its most senior leaders: set priorities with them, shape consequential talent and organizational changes, and drive the work through implementation and results.
- Own the People Business agenda for your portfolio. Build trusted relationships across employees, managers, and senior leaders; understand each team’s business goals, talent, and challenges; and set priorities that deliver results.
- Improve how managers manage. Coach managers through performance, feedback, development, retention, and difficult talent decisions. Help employees prepare for difficult conversations, and partner with senior leaders to strengthen management across their teams.
- Drive talent and organizational changes. Use firsthand context and people data to diagnose needs, align leaders on trade-offs, and lead work such as team redesign, leadership development or hiring, and new performance approaches through implementation and measurable results.
- Own sensitive people matters. Manage intake, communication, and follow-through for employee relations, leave, accommodations, investigations, and other cases, partnering with People Operations, Legal, Immigration, and other specialists.
- Lead performance, engagement, and compensation work. Guide teams through twice-yearly reviews and engagement cycles, including manager preparation, calibration, and follow-up. Advise leaders on cash and equity rewards through partnerships with the Compensation team.
- Make the wider People Business team more effective. Identify recurring gaps, build reusable processes, guidance, or tools, drive adoption, and measure improvements in quality, consistency, or capacity.
What You Need
- A strong record of improving how managers manage, including direct coaching on performance, development, retention, and difficult talent decisions. Relevant experience may come from People Business Partner work, consulting, leadership development, or substantial management experience.
- Sound talent judgment and independent ownership. You can earn senior-leader trust, set priorities across a broad portfolio, and drive consequential people and organizational changes through implementation with limited direction.
- Good judgment in sensitive situations. You act decisively with incomplete information, communicate clearly, maintain confidentiality and documentation, and know when to involve specialists or escalate with a recommendation.
- Strong analytical habits. You use people and business data alongside firsthand context to identify priorities, recommend practical action, and assess results.
- A hands-on IC mindset. You enjoy detailed casework and direct employee and manager coaching alongside senior-leader partnership. If your background is outside HR, you can learn People policies and case processes quickly with coaching.
Nice to Have
- Prior People Business Partner experience, including employee relations, compensation, and recurring performance and engagement cycles.
- Experience in people consulting, performance coaching, or learning and development that includes direct work with managers and measurable talent outcomes.
- Experience creating reusable manager guidance, case templates, or responsible AI and automation workflows that improve a People team’s effectiveness.
Benefits available to all full-time Ramp employees (Global)
- Flexible PTO
- Centralized home-office equipment ordering
- Health and wellness stipend
- Budget for intra-office travel
- Weekly coffee stipend
United States
- 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
- One Medical annual membership
- 401(k), including employer match on contributions made while employed by Ramp
- Fertility HRA (up to $10,000 per year)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
- Pet insurance
- In-office perks: lunch, snacks, drinks, and more
- Relocation expense coverage to NYC or SF (if needed)
Canada
- Group medical, dental, and vision coverage through Sun Life
- Life, AD&D, and disability coverage
- Fertility drug coverage (up to $4,000 lifetime)
- Group Retirement Plan with employer match (RRSP + DPSP)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
- Employee Assistance Program and virtual care through Lumino Health
United Kingdom
- Private medical insurance through Freedom Elite
- Virtual GP and at-home care via eMed x Livi
- Workplace pension through Penfold, with salary sacrifice option
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $134K - $236K
About Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $275B in annualized spend flows in and out of 85,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 7.5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
Ramp is hiring a People Business Partner to support managers and employees across Marketing, Finance, Legal, People, Talent, Workplace, and Executive Assistants. Reporting to the Lead People Business Partner for Business & G&A, you’ll be the primary People Business contact for these teams. This is a hands-on individual contributor role: one day you may coach an employee through a difficult conversation, and the next you may partner with a C-suite executive on a major reorganization. No task is too big or too small. You’ll build a sustainable network across employees, managers, and leaders so you deeply understand each team’s work, talent, and business goals. You’ll independently own the People Business agenda for this portfolio, including its most senior leaders: set priorities with them, shape consequential talent and organizational changes, and drive the work through implementation and results.
- Own the People Business agenda for your portfolio. Build trusted relationships across employees, managers, and senior leaders; understand each team’s business goals, talent, and challenges; and set priorities that deliver results.
- Improve how managers manage. Coach managers through performance, feedback, development, retention, and difficult talent decisions. Help employees prepare for difficult conversations, and partner with senior leaders to strengthen management across their teams.
- Drive talent and organizational changes. Use firsthand context and people data to diagnose needs, align leaders on trade-offs, and lead work such as team redesign, leadership development or hiring, and new performance approaches through implementation and measurable results.
- Own sensitive people matters. Manage intake, communication, and follow-through for employee relations, leave, accommodations, investigations, and other cases, partnering with People Operations, Legal, Immigration, and other specialists.
- Lead performance, engagement, and compensation work. Guide teams through twice-yearly reviews and engagement cycles, including manager preparation, calibration, and follow-up. Advise leaders on cash and equity rewards through partnerships with the Compensation team.
- Make the wider People Business team more effective. Identify recurring gaps, build reusable processes, guidance, or tools, drive adoption, and measure improvements in quality, consistency, or capacity.
What You Need
- A strong record of improving how managers manage, including direct coaching on performance, development, retention, and difficult talent decisions. Relevant experience may come from People Business Partner work, consulting, leadership development, or substantial management experience.
- Sound talent judgment and independent ownership. You can earn senior-leader trust, set priorities across a broad portfolio, and drive consequential people and organizational changes through implementation with limited direction.
- Good judgment in sensitive situations. You act decisively with incomplete information, communicate clearly, maintain confidentiality and documentation, and know when to involve specialists or escalate with a recommendation.
- Strong analytical habits. You use people and business data alongside firsthand context to identify priorities, recommend practical action, and assess results.
- A hands-on IC mindset. You enjoy detailed casework and direct employee and manager coaching alongside senior-leader partnership. If your background is outside HR, you can learn People policies and case processes quickly with coaching.
Nice to Have
- Prior People Business Partner experience, including employee relations, compensation, and recurring performance and engagement cycles.
- Experience in people consulting, performance coaching, or learning and development that includes direct work with managers and measurable talent outcomes.
- Experience creating reusable manager guidance, case templates, or responsible AI and automation workflows that improve a People team’s effectiveness.
Benefits available to all full-time Ramp employees (Global)
- Flexible PTO
- Centralized home-office equipment ordering
- Health and wellness stipend
- Budget for intra-office travel
- Weekly coffee stipend
United States
- 100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
- One Medical annual membership
- 401(k), including employer match on contributions made while employed by Ramp
- Fertility HRA (up to $10,000 per year)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
- Pet insurance
- In-office perks: lunch, snacks, drinks, and more
- Relocation expense coverage to NYC or SF (if needed)
Canada
- Group medical, dental, and vision coverage through Sun Life
- Life, AD&D, and disability coverage
- Fertility drug coverage (up to $4,000 lifetime)
- Group Retirement Plan with employer match (RRSP + DPSP)
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
- Employee Assistance Program and virtual care through Lumino Health
United Kingdom
- Private medical insurance through Freedom Elite
- Virtual GP and at-home care via eMed x Livi
- Workplace pension through Penfold, with salary sacrifice option
- Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $134K - $236K
Human Resources Assistant Job Roles in New York
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Search Human Resources Assistant Jobs in New YorkHuman Resources Assistant Jobs in New York: Frequently Asked Questions
Which companies sponsor visas for human resources assistants in New York?
Large employers with established HR departments and immigration infrastructure are the most consistent sponsors. In New York, this includes financial institutions like Citigroup and Goldman Sachs, healthcare systems like NYU Langone and Mount Sinai, universities like Columbia and NYU, and large tech firms with New York offices. These organizations regularly file H-1B visa petitions and have in-house legal teams to manage the process.
Which visa types are most common for human resources assistant roles in New York?
The H-1B is the most common visa for human resources assistants in New York, but it requires the role to qualify as a specialty occupation, meaning a bachelor's degree in human resources, business, or a related field is typically required. Some candidates also enter through the F-1 OPT pathway while completing their studies, using that period to secure employer sponsorship before OPT expires.
How to find human resources assistant visa sponsorship jobs in New York?
Migrate Mate filters job listings specifically for roles where employers are willing to sponsor work visas, saving you from applying to positions that will never lead to sponsorship. For human resources assistant roles in New York, you can filter by state and job category to see current openings at companies that have a verified history of sponsoring international candidates in HR support functions.
Which cities in New York have the most human resources assistant sponsorship jobs?
Manhattan accounts for the majority of human resources assistant sponsorship opportunities in New York, driven by the dense concentration of corporate headquarters, financial firms, and large healthcare systems. White Plains and Albany have smaller but consistent pipelines through regional employers and state agencies. Brooklyn is a growing market as tech and creative companies expand outside of midtown Manhattan.
Are there state-specific considerations for human resources assistants seeking visa sponsorship in New York?
New York employers sponsoring H-1B workers must comply with Department of Labor prevailing wage requirements, which are benchmarked to New York metro area rates and tend to be among the higher benchmarks nationally. HR assistants at New York universities may also encounter cap-exempt H-1B filings, meaning those roles are not subject to the annual lottery, which can make the sponsorship process more straightforward.
What is the prevailing wage for sponsored human resources assistant 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.