People Operations Partner Visa Sponsorship Jobs in New York
People operations partner roles in New York draw from the state's dense concentration of tech firms, financial services companies, and media organizations, with hiring activity concentrated in Manhattan, Brooklyn, and Long Island City. Companies including Spotify, Peloton, and Datadog have sponsored HR and people operations professionals, making New York one of the more active states for this role category.
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Get Access To All JobsLocation:
Buffalo, NY, US, 14213
Req ID: 41710
Segment: Human Resources
Rich’s, also known as Rich Products Corporation, is a family-owned food company dedicated to inspiring possibilities. From cakes and icings to pizza, appetizers and specialty toppings, our products are used in homes, restaurants and bakeries around the world. Beyond great food, our customers also gain insights to help them stay competitive, no matter their size. Our portfolio includes creative solutions geared at helping food industry professionals compete in foodservice, retail, in-store bakery, deli, and prepared foods, among others. With more than 13,500 associates working globally in 100 countries and annual sales of $5.9 billion, Rich’s is a global leader with a focus on everything that family makes possible. Rich’s®—Infinite Possibilities. One Family.
Purpose Statement
The Director, HR Business Partner for Finance and IT is the strategic HR partner to the Finance and IT leadership teams, including the CFO and CIO. The role shapes and executes an integrated people, talent and organizational performance strategy for both functions, making sure the right talent with the right capabilities is in the right place at the right time to deliver business results.
Working closely with Finance and IT steering teams, global leaders, HR functional leaders and Enterprise Services, the Director turns business priorities into practical people plans. The role is a key enabler of Rich's transformation agenda, including the Operating Model, helping both functions build the capabilities, structures and leadership they need, with growing emphasis on digital, data and AI skills.
Key Accountabilities and Outcomes
Strategic Business Partnership
- Serve as a trusted advisor to the Finance and the IT leadership teams and their reports on all people matters, grounded in a deep understanding of corporate strategy and Finance and IT priorities.
- Develop people and talent strategies for Finance and IT and translate them into objectives and operating plans, identifying the HR resources needed to deliver them.
- Take part in Finance and IT leadership team forums, bringing people insights, data and recommendations into business decisions.
- Coach senior leaders and people managers on leadership, professional development, associate relations and change management.
Talent and Succession
- Lead talent review and succession planning for Finance and IT, making sure critical roles are identified and succession plans are in place and actively managed.
- Turn talent review results into actionable development and talent risk plans in partnership with senior leaders.
- Develop high-potential and top talent through assignments, experiences, training and coaching, including building future-ready capabilities in finance, technology, data and AI.
- Partner with Talent Acquisition on hiring strategy for critical and hard-to-fill roles, including technical and specialized finance and IT talent.
Organization Design, Workforce Planning and Transformation
- Lead strategic workforce planning for Finance and IT to keep people, processes and technology aligned, using gap analysis, role segmentation, scenario planning and organizational design.
- Facilitate and consult on organization design and redesign, including role scoping and job architecture alignment, so new structures deliver the intended business outcomes.
- Support the people and change side of enterprise transformation programs, including Operating Model implementation, making sure associates and leaders are supported through change.
- Partner with HR function to design and roll out organizational solutions that lift performance, such as governance, goal alignment, team effectiveness and continuous improvement.
Performance, Engagement, and HR Processes
- Champion the continuous improvement of key HR processes and programs, including Talent Review, Succession Planning, Performance Management, Compensation planning and Leadership Development.
- Use associate listening and engagement data to identify themes and drive action plans with Finance and IT leaders.
- Partner with Compensation on pay decisions, role leveling, promotions and position requests for Finance and IT.
- Work with Enterprise Services and Associate Relations to resolve complex associate issues consistently and in line with policy and employment law.
Knowledge, Skills, and Experience
- Bachelor's degree in human resources, organizational development, business or a related field; an advanced degree (MBA or Master's) is preferred.
- Ten years of progressive HR business partner, talent and organizational performance experience, including partnering with senior leaders in a global organization.
- Experience supporting Finance and/or IT functions is strongly preferred.
- Track record of supporting major change initiatives, transformation and growth, working up, down and across a global, networked organization.
- Strong business and financial acumen, with an understanding of how HR programs, processes, technology and data speed up business results.
- Balances qualitative and quantitative decision making; able to interpret data and use storytelling to share insights and actions.
- Interest in, and working knowledge of, how digital, data and AI capabilities are changing work, roles and skills.
- Proven skills in creative problem solving, facilitation, conflict management, negotiation and change management.
- Strong executive presence, with outstanding communication and presentation skills and the ability to influence peers, senior management and executive leaders.
- Builds trusted relationships quickly; a strong partner, collaborator and team player with a clear client focus.
- Comfortable with ambiguity; able to prioritize, manage several projects and deadlines, and work both independently and as part of a team in a fast-paced environment.
- Proficient in Microsoft Office and HR technologies.
CORP123
LI-BE2
LI-hybrid
COMPENSATION
In accordance with state law, the rate or range provided is Rich Products Corporation, its subsidiaries and affiliates ("Rich's"), reasonable estimate of the base compensation for this role. The actual amount may be higher or lower, based on non-discriminatory factors such as experience, knowledge, skills, abilities, shift differential, and location.
Annual Range/Hourly Rate
$144,958.00 - $241,597.00
Rich Products Corporation, its subsidiaries and affiliates (“Rich’s”), are committed to a policy of Equal Employment Opportunity, standing up for fairness and maintaining a culture of belonging, to provide an exceptional experience for all. We will not discriminate against an applicant or employee on the basis of race, color, religion, sex, national origin, disability, military or veteran status, or any other Federal or State legally protected classes. The information collected by this application is solely to determine suitability for employment, verify identity, and maintain employment statistics on applicants.
Applicants with disabilities may be entitled to reasonable accommodation under the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Rich’s. Please contact Rich’s Associate Experience Network at hrhelp@rich.com if you need assistance completing this application or to otherwise participate in the application process.
BRINGING YOUR BEST SELF TO WORK.
As a family-owned company, caring for our associates—their whole selves—is a top priority. That’s why we provide benefits and tools to help our people balance the integration of work and life:
- Competitive compensation
- Health & financial benefits
- Paid time off
- Parental leave
- Family planning support
- Flexible work policy
- Associate resource groups
- Volunteering & community impact opportunities
- Holiday gatherings
- In-house taste tests (we are a food company after all)!
It’s all part of how we support our family of associates. Because in the company of family, all things are possible.
MEET RICH’S.
Rich’s, also known as Rich Products Corporation, is a family-owned food company dedicated to inspiring possibilities. From cakes and icings to pizza, appetizers and specialty toppings, our products are used in homes, restaurants and bakeries around the world. Beyond great food, our customers also gain insights to help them stay competitive, no matter their size. Our portfolio includes creative solutions geared at helping food industry professionals compete in foodservice, retail, in-store bakery, deli, and prepared foods, among others. With over 13,500 associates working in 100 locations globally, and annual sales at $5.9 billion, Rich’s is a global leader with a focus on everything that family makes possible. Rich’s®—Infinite Possibilities. One Family.
Location:
Buffalo, NY, US, 14213
Req ID: 41710
Segment: Human Resources
Rich’s, also known as Rich Products Corporation, is a family-owned food company dedicated to inspiring possibilities. From cakes and icings to pizza, appetizers and specialty toppings, our products are used in homes, restaurants and bakeries around the world. Beyond great food, our customers also gain insights to help them stay competitive, no matter their size. Our portfolio includes creative solutions geared at helping food industry professionals compete in foodservice, retail, in-store bakery, deli, and prepared foods, among others. With more than 13,500 associates working globally in 100 countries and annual sales of $5.9 billion, Rich’s is a global leader with a focus on everything that family makes possible. Rich’s®—Infinite Possibilities. One Family.
Purpose Statement
The Director, HR Business Partner for Finance and IT is the strategic HR partner to the Finance and IT leadership teams, including the CFO and CIO. The role shapes and executes an integrated people, talent and organizational performance strategy for both functions, making sure the right talent with the right capabilities is in the right place at the right time to deliver business results.
Working closely with Finance and IT steering teams, global leaders, HR functional leaders and Enterprise Services, the Director turns business priorities into practical people plans. The role is a key enabler of Rich's transformation agenda, including the Operating Model, helping both functions build the capabilities, structures and leadership they need, with growing emphasis on digital, data and AI skills.
Key Accountabilities and Outcomes
Strategic Business Partnership
- Serve as a trusted advisor to the Finance and the IT leadership teams and their reports on all people matters, grounded in a deep understanding of corporate strategy and Finance and IT priorities.
- Develop people and talent strategies for Finance and IT and translate them into objectives and operating plans, identifying the HR resources needed to deliver them.
- Take part in Finance and IT leadership team forums, bringing people insights, data and recommendations into business decisions.
- Coach senior leaders and people managers on leadership, professional development, associate relations and change management.
Talent and Succession
- Lead talent review and succession planning for Finance and IT, making sure critical roles are identified and succession plans are in place and actively managed.
- Turn talent review results into actionable development and talent risk plans in partnership with senior leaders.
- Develop high-potential and top talent through assignments, experiences, training and coaching, including building future-ready capabilities in finance, technology, data and AI.
- Partner with Talent Acquisition on hiring strategy for critical and hard-to-fill roles, including technical and specialized finance and IT talent.
Organization Design, Workforce Planning and Transformation
- Lead strategic workforce planning for Finance and IT to keep people, processes and technology aligned, using gap analysis, role segmentation, scenario planning and organizational design.
- Facilitate and consult on organization design and redesign, including role scoping and job architecture alignment, so new structures deliver the intended business outcomes.
- Support the people and change side of enterprise transformation programs, including Operating Model implementation, making sure associates and leaders are supported through change.
- Partner with HR function to design and roll out organizational solutions that lift performance, such as governance, goal alignment, team effectiveness and continuous improvement.
Performance, Engagement, and HR Processes
- Champion the continuous improvement of key HR processes and programs, including Talent Review, Succession Planning, Performance Management, Compensation planning and Leadership Development.
- Use associate listening and engagement data to identify themes and drive action plans with Finance and IT leaders.
- Partner with Compensation on pay decisions, role leveling, promotions and position requests for Finance and IT.
- Work with Enterprise Services and Associate Relations to resolve complex associate issues consistently and in line with policy and employment law.
Knowledge, Skills, and Experience
- Bachelor's degree in human resources, organizational development, business or a related field; an advanced degree (MBA or Master's) is preferred.
- Ten years of progressive HR business partner, talent and organizational performance experience, including partnering with senior leaders in a global organization.
- Experience supporting Finance and/or IT functions is strongly preferred.
- Track record of supporting major change initiatives, transformation and growth, working up, down and across a global, networked organization.
- Strong business and financial acumen, with an understanding of how HR programs, processes, technology and data speed up business results.
- Balances qualitative and quantitative decision making; able to interpret data and use storytelling to share insights and actions.
- Interest in, and working knowledge of, how digital, data and AI capabilities are changing work, roles and skills.
- Proven skills in creative problem solving, facilitation, conflict management, negotiation and change management.
- Strong executive presence, with outstanding communication and presentation skills and the ability to influence peers, senior management and executive leaders.
- Builds trusted relationships quickly; a strong partner, collaborator and team player with a clear client focus.
- Comfortable with ambiguity; able to prioritize, manage several projects and deadlines, and work both independently and as part of a team in a fast-paced environment.
- Proficient in Microsoft Office and HR technologies.
CORP123
LI-BE2
LI-hybrid
COMPENSATION
In accordance with state law, the rate or range provided is Rich Products Corporation, its subsidiaries and affiliates ("Rich's"), reasonable estimate of the base compensation for this role. The actual amount may be higher or lower, based on non-discriminatory factors such as experience, knowledge, skills, abilities, shift differential, and location.
Annual Range/Hourly Rate
$144,958.00 - $241,597.00
Rich Products Corporation, its subsidiaries and affiliates (“Rich’s”), are committed to a policy of Equal Employment Opportunity, standing up for fairness and maintaining a culture of belonging, to provide an exceptional experience for all. We will not discriminate against an applicant or employee on the basis of race, color, religion, sex, national origin, disability, military or veteran status, or any other Federal or State legally protected classes. The information collected by this application is solely to determine suitability for employment, verify identity, and maintain employment statistics on applicants.
Applicants with disabilities may be entitled to reasonable accommodation under the Americans with Disabilities Act and certain state or local laws. A reasonable accommodation is a change in the way things are normally done which will ensure an equal employment opportunity without imposing undue hardship on Rich’s. Please contact Rich’s Associate Experience Network at hrhelp@rich.com if you need assistance completing this application or to otherwise participate in the application process.
BRINGING YOUR BEST SELF TO WORK.
As a family-owned company, caring for our associates—their whole selves—is a top priority. That’s why we provide benefits and tools to help our people balance the integration of work and life:
- Competitive compensation
- Health & financial benefits
- Paid time off
- Parental leave
- Family planning support
- Flexible work policy
- Associate resource groups
- Volunteering & community impact opportunities
- Holiday gatherings
- In-house taste tests (we are a food company after all)!
It’s all part of how we support our family of associates. Because in the company of family, all things are possible.
MEET RICH’S.
Rich’s, also known as Rich Products Corporation, is a family-owned food company dedicated to inspiring possibilities. From cakes and icings to pizza, appetizers and specialty toppings, our products are used in homes, restaurants and bakeries around the world. Beyond great food, our customers also gain insights to help them stay competitive, no matter their size. Our portfolio includes creative solutions geared at helping food industry professionals compete in foodservice, retail, in-store bakery, deli, and prepared foods, among others. With over 13,500 associates working in 100 locations globally, and annual sales at $5.9 billion, Rich’s is a global leader with a focus on everything that family makes possible. Rich’s®—Infinite Possibilities. One Family.
People Operations Partner Job Roles in New York
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Search People Operations Partner Jobs in New YorkPeople Operations Partner Jobs in New York: Frequently Asked Questions
Which companies sponsor visas for people operations partners in New York?
Technology companies, financial services firms, and large media organizations in New York have historically sponsored people operations partner roles. Employers such as Spotify, Datadog, Peloton, and various fintech and enterprise software companies have filed sponsorship petitions for HR and people operations professionals. Larger organizations with dedicated global mobility or immigration programs are generally better positioned to sponsor this role than small or early-stage employers.
Which visa types realistically fit people operations partner roles in New York?
The H-1B visa is the most common path, treating people operations as a specialty occupation requiring a bachelor's degree in human resources, organizational psychology, business administration, or a related field. The O-1A applies for candidates with demonstrable exceptional achievement in HR leadership. F-1 students may use OPT to work in this role if it aligns with their field of study. EB-2 or EB-3 employment-based green cards are available for longer-term sponsorship.
Which cities in New York have the most people operations partner sponsorship jobs?
Manhattan accounts for the overwhelming majority of people operations partner sponsorship activity in New York, driven by the density of corporate headquarters, tech offices, and financial institutions. Brooklyn, particularly the Dumbo and Williamsburg tech corridors, is a secondary cluster. Long Island City in Queens has grown as a satellite hub for tech employers. Albany and Buffalo have limited activity, primarily through healthcare systems and state-affiliated organizations.
How to find people operations partner visa sponsorship jobs in New York?
Migrate Mate is the most direct way to find people operations partner roles in New York where the employer has verified visa sponsorship history. The platform surfaces employers that have actively filed sponsorship petitions for HR and people operations professionals, so you can focus on companies already familiar with the process rather than approaching employers without that track record.
Are there any New York-specific considerations for people operations partners seeking visa sponsorship?
New York's concentration of globally headquartered companies means many employers already have established immigration programs, which can smooth the sponsorship process for people operations partners. The state's tech and finance sectors frequently hire internationally for senior HR roles. Candidates with experience in global workforce compliance, multi-state employment law, or DEI program management tend to align well with what New York employers need at the people operations partner level.
What is the prevailing wage for sponsored people operations 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.