Development Director Visa Sponsorship Jobs in Ohio
Ohio's development director roles span nonprofit organizations, healthcare systems, and higher education institutions across Columbus, Cleveland, and Cincinnati. Major employers like Ohio State University, Cleveland Clinic, and Nationwide Children's Hospital have sponsored international candidates for senior fundraising and program development positions. Competition is strong, but qualified candidates with relevant degrees and demonstrated leadership can find sponsorship opportunities across the state.
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Get Access To All JobsYour Opportunity at the Director, Talent & Executive Development
Lead a team that executes enterprise programs and strategies across talent development, including succession planning, leadership development, learning and development, performance management, executive recruiting and development, and workplace inclusion. This role partners closely with senior leadership, business stakeholders and the HR organization – including most regularly Organization Business Partners (OBPs) – to ensure our Company develops, engages, and retains exceptional talent while fostering an inclusive, high-performing culture aligned with business priorities. Develop and execute an enterprise-wide talent strategy (including methodology, tools, etc.) and taking the lead on Officer-level hiring and development (in partnership with third-party executive search and development firms). Serve as a key advisor to leadership, in close partnership with our OBPs, driving Company-wide talent initiatives that strengthen leadership capability, accelerate organizational performance, and ensure a robust pipeline of future talent across the organization.
Location: Orrville, OH
Work Arrangements: 35% in office expectation
In this role you will:
Enterprise Talent Strategy
- Develop and execute enterprise talent strategies aligned with business objectives and workforce priorities; translate strategy into practical action plans and supporting materials, in close collaboration with partners across HR and the business
- Partner with senior leaders and Organization Business Partners to strengthen leadership capability, succession readiness, and deepen our talent bench across all functions
- Lead the design and implementation of enterprise talent programs and the supporting methodology and tools that strengthen organizational effectiveness and leadership capability; this includes regular talent reviews, the identification of high growth talent and corresponding development plans, succession planning, functional talent rotation programs, etc.
- In partnership with OBPs, drive consistent talent practices across the enterprise while balancing business-specific needs
- Monitor external trends and implement innovative talent solutions; balance short-term objectives with long-term needs
Leadership Development
- Design and oversee enterprise leadership development strategies for leaders at all levels of the organization
- In collaboration with OBPs, engage with senior leaders to identify critical capability gaps and implement targeted development solutions; serve as a “bold thinker” and thought partner to the business and HR
- Oversee executive coaching, mentoring, and leadership effectiveness initiatives
- Measure leadership development outcomes and continuously improve program effectiveness
Succession Planning & Talent Management
- Develop enterprise succession planning strategies and processes that Organization Business Partners will leverage to ensure employee readiness for key leadership and critical business roles
- Develop talent assessment tools and processes that Organization Business Partners can use to facilitate talent review discussions with leadership teams
- Develop methodologies for assessing potential, performance, readiness, and leadership capability
- Ensure talent and succession practices support long-term business continuity and organizational growth
Learning & Development
- Establish the strategic direction for enterprise learning, development, and capability-building programs
- Oversee leadership, professional, functional, and enterprise learning initiatives across the organization
- In collaboration with Organization Business Partners, engage business leaders to identify workforce capability requirements and development priorities
- Drive adoption of modern learning strategies, technologies, and digital learning solutions
- Evaluate learning effectiveness through business outcomes, employee feedback, and workforce capability metrics
Workplace Inclusion
- Guide workplace inclusion strategies that support a culture where all employees can contribute, grow, and succeed through oversight of our Thriving Together framework and Company ERGs
- Ensure talent processes, development programs, and succession decisions incorporate inclusive and equitable practices
- Champion initiatives that foster employee engagement, belonging, and leadership accountability
- Leverage workforce and talent data to measure progress and identify opportunities for improvement
Executive Recruiting & Development
- Lead executive search and recruiting strategies for Officer-level and critical senior leadership roles, as necessary
- Partner with executives and external search firms to identify, secure and develop top talent
- Establish effective executive assessment, selection, and pipeline management processes
People Leadership
- Lead and develop a team of three learning and development professionals
- Foster a culture of collaboration, innovation, accountability, and continuous improvement
- Build organizational capability within the Talent Center of Excellence and across the broader HR function
- Act as an ambassador and role model for the Company's culture, values, and leadership principles across the organization
What we are looking for:
Minimum Requirements:
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or a related field
- 12+ years of progressive experience in Talent Management, Leadership Development, Organizational Development, Learning & Development, or related disciplines
- 5+ years of leadership experience managing enterprise talent or organizational development functions
- Demonstrated success developing and executing enterprise-wide talent strategies and cadence of annual talent practices (e.g., talent reviews, succession planning, etc.) within a large, complex organization
- Demonstrated success designing and implementing leadership development and high-potential talent programs and implementing through others (e.g., OBPs)
- Strong track record of influencing senior stakeholders and driving enterprise-wide adoption of talent strategies
- Experience leading executive recruiting for senior leadership roles and/or partnering with executive search and development firms
- Experience utilizing talent analytics, workforce data, and HR technology platforms to drive decisions and measure outcomes
- Strong business acumen with the ability to align talent strategies to organizational objectives; balanced strategist and practical, results-oriented executor
- Strong working knowledge of best-in-class talent methodologies and tools with a stronger bias for action, practicality, and the realities of the business; unique ability to lead past the academically right answer, with demonstrated success in implementing practical solutions that “take the first step” and meet the business where they are, progressively building toward more mature talent systems over time
- Ability to think enterprise-wide and balance short-term functional “wants” with long-term enterprise talent needs; proven examples of efficient and effective implementation across the total Company
- Ability to build credibility and effectively influence outcomes through others (e.g. OBPs), without requiring more senior leaders to intervene to achieve balanced decisions
- Strong executive presence with exceptional relationship-building and collaboration skills
- Knowledge of contemporary learning and development practices, adult learning principles, leadership capability-building approaches, workplace inclusion, and employee engagement
- Expert communication, facilitation, and presentation abilities with proven ability to “rise above the noise” and synthesize disparate ideas and opinions into a succinct summary of action items that progressively advance the work
- Ability to translate complex organization-level people data into compelling business insights and influence decisions
- High level of subjective judgment, professional maturity, and emotional intelligence; ability to converge across varying viewpoints, devoid of self-interest, and independently decide on the next logical course of action, appropriately balancing when there’s a need to solicit additional input and when it’s time to make a decision and keep moving
- Strong organization savvy; keen ability to confidently navigate ambiguity, competing priorities, and organizational complexity
Additional skills and experience that we think would make someone successful in this role (not required):
- Master's degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, Leadership Studies, or a related discipline
- Certifications in talent management, executive coaching, leadership development, succession planning, organizational effectiveness, or learning and development
The Right Place for You
We are bold, kind, strive to do the right thing, we play to win, and we believe in a strong community that thrives together. Our culture is rooted in our Basic Beliefs, and we believe in supporting every employee by meeting their physical, emotional, and financial needs.
We're an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, genetic information, age, national origin, disability status or protected veteran status.
Your Opportunity at the Director, Talent & Executive Development
Lead a team that executes enterprise programs and strategies across talent development, including succession planning, leadership development, learning and development, performance management, executive recruiting and development, and workplace inclusion. This role partners closely with senior leadership, business stakeholders and the HR organization – including most regularly Organization Business Partners (OBPs) – to ensure our Company develops, engages, and retains exceptional talent while fostering an inclusive, high-performing culture aligned with business priorities. Develop and execute an enterprise-wide talent strategy (including methodology, tools, etc.) and taking the lead on Officer-level hiring and development (in partnership with third-party executive search and development firms). Serve as a key advisor to leadership, in close partnership with our OBPs, driving Company-wide talent initiatives that strengthen leadership capability, accelerate organizational performance, and ensure a robust pipeline of future talent across the organization.
Location: Orrville, OH
Work Arrangements: 35% in office expectation
In this role you will:
Enterprise Talent Strategy
- Develop and execute enterprise talent strategies aligned with business objectives and workforce priorities; translate strategy into practical action plans and supporting materials, in close collaboration with partners across HR and the business
- Partner with senior leaders and Organization Business Partners to strengthen leadership capability, succession readiness, and deepen our talent bench across all functions
- Lead the design and implementation of enterprise talent programs and the supporting methodology and tools that strengthen organizational effectiveness and leadership capability; this includes regular talent reviews, the identification of high growth talent and corresponding development plans, succession planning, functional talent rotation programs, etc.
- In partnership with OBPs, drive consistent talent practices across the enterprise while balancing business-specific needs
- Monitor external trends and implement innovative talent solutions; balance short-term objectives with long-term needs
Leadership Development
- Design and oversee enterprise leadership development strategies for leaders at all levels of the organization
- In collaboration with OBPs, engage with senior leaders to identify critical capability gaps and implement targeted development solutions; serve as a “bold thinker” and thought partner to the business and HR
- Oversee executive coaching, mentoring, and leadership effectiveness initiatives
- Measure leadership development outcomes and continuously improve program effectiveness
Succession Planning & Talent Management
- Develop enterprise succession planning strategies and processes that Organization Business Partners will leverage to ensure employee readiness for key leadership and critical business roles
- Develop talent assessment tools and processes that Organization Business Partners can use to facilitate talent review discussions with leadership teams
- Develop methodologies for assessing potential, performance, readiness, and leadership capability
- Ensure talent and succession practices support long-term business continuity and organizational growth
Learning & Development
- Establish the strategic direction for enterprise learning, development, and capability-building programs
- Oversee leadership, professional, functional, and enterprise learning initiatives across the organization
- In collaboration with Organization Business Partners, engage business leaders to identify workforce capability requirements and development priorities
- Drive adoption of modern learning strategies, technologies, and digital learning solutions
- Evaluate learning effectiveness through business outcomes, employee feedback, and workforce capability metrics
Workplace Inclusion
- Guide workplace inclusion strategies that support a culture where all employees can contribute, grow, and succeed through oversight of our Thriving Together framework and Company ERGs
- Ensure talent processes, development programs, and succession decisions incorporate inclusive and equitable practices
- Champion initiatives that foster employee engagement, belonging, and leadership accountability
- Leverage workforce and talent data to measure progress and identify opportunities for improvement
Executive Recruiting & Development
- Lead executive search and recruiting strategies for Officer-level and critical senior leadership roles, as necessary
- Partner with executives and external search firms to identify, secure and develop top talent
- Establish effective executive assessment, selection, and pipeline management processes
People Leadership
- Lead and develop a team of three learning and development professionals
- Foster a culture of collaboration, innovation, accountability, and continuous improvement
- Build organizational capability within the Talent Center of Excellence and across the broader HR function
- Act as an ambassador and role model for the Company's culture, values, and leadership principles across the organization
What we are looking for:
Minimum Requirements:
- Bachelor's degree in Human Resources, Organizational Development, Business Administration, Psychology, Education, or a related field
- 12+ years of progressive experience in Talent Management, Leadership Development, Organizational Development, Learning & Development, or related disciplines
- 5+ years of leadership experience managing enterprise talent or organizational development functions
- Demonstrated success developing and executing enterprise-wide talent strategies and cadence of annual talent practices (e.g., talent reviews, succession planning, etc.) within a large, complex organization
- Demonstrated success designing and implementing leadership development and high-potential talent programs and implementing through others (e.g., OBPs)
- Strong track record of influencing senior stakeholders and driving enterprise-wide adoption of talent strategies
- Experience leading executive recruiting for senior leadership roles and/or partnering with executive search and development firms
- Experience utilizing talent analytics, workforce data, and HR technology platforms to drive decisions and measure outcomes
- Strong business acumen with the ability to align talent strategies to organizational objectives; balanced strategist and practical, results-oriented executor
- Strong working knowledge of best-in-class talent methodologies and tools with a stronger bias for action, practicality, and the realities of the business; unique ability to lead past the academically right answer, with demonstrated success in implementing practical solutions that “take the first step” and meet the business where they are, progressively building toward more mature talent systems over time
- Ability to think enterprise-wide and balance short-term functional “wants” with long-term enterprise talent needs; proven examples of efficient and effective implementation across the total Company
- Ability to build credibility and effectively influence outcomes through others (e.g. OBPs), without requiring more senior leaders to intervene to achieve balanced decisions
- Strong executive presence with exceptional relationship-building and collaboration skills
- Knowledge of contemporary learning and development practices, adult learning principles, leadership capability-building approaches, workplace inclusion, and employee engagement
- Expert communication, facilitation, and presentation abilities with proven ability to “rise above the noise” and synthesize disparate ideas and opinions into a succinct summary of action items that progressively advance the work
- Ability to translate complex organization-level people data into compelling business insights and influence decisions
- High level of subjective judgment, professional maturity, and emotional intelligence; ability to converge across varying viewpoints, devoid of self-interest, and independently decide on the next logical course of action, appropriately balancing when there’s a need to solicit additional input and when it’s time to make a decision and keep moving
- Strong organization savvy; keen ability to confidently navigate ambiguity, competing priorities, and organizational complexity
Additional skills and experience that we think would make someone successful in this role (not required):
- Master's degree in Human Resources, Organizational Development, Business Administration, Industrial/Organizational Psychology, Leadership Studies, or a related discipline
- Certifications in talent management, executive coaching, leadership development, succession planning, organizational effectiveness, or learning and development
The Right Place for You
We are bold, kind, strive to do the right thing, we play to win, and we believe in a strong community that thrives together. Our culture is rooted in our Basic Beliefs, and we believe in supporting every employee by meeting their physical, emotional, and financial needs.
We're an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, genetic information, age, national origin, disability status or protected veteran status.
Development Director Job Roles in Ohio
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Search Development Director Jobs in OhioDevelopment Director Jobs in Ohio: Frequently Asked Questions
Which companies sponsor visas for development directors in Ohio?
Ohio's largest visa sponsors for development director roles tend to be healthcare systems, universities, and large nonprofits. Organizations like Cleveland Clinic, Ohio State University, the University of Cincinnati, and major hospital networks have histories of H-1B visa sponsorship for senior development roles. Large foundations and statewide nonprofits in Columbus and Cleveland also sponsor international hires, particularly when recruiting for specialized fundraising or program leadership positions.
Which visa types are most common for development director roles in Ohio?
The H-1B is the most common visa category for development director positions in Ohio, as the role typically requires a bachelor's degree or higher in a relevant field such as nonprofit management, business administration, or a related discipline. Some candidates at Ohio universities may also transition from F-1 OPT. EB-2 and EB-3 immigrant visa categories are relevant for candidates pursuing permanent residence through employer sponsorship.
Which cities in Ohio have the most development director sponsorship jobs?
Columbus is Ohio's largest market for development director roles, driven by a dense concentration of nonprofits, healthcare institutions, and state government-affiliated organizations. Cleveland follows closely, anchored by its major hospital systems and arts and culture sector. Cincinnati also has a meaningful nonprofit and corporate foundation presence. Smaller markets like Dayton and Akron have opportunities, primarily through healthcare networks and regional universities.
How to find development director visa sponsorship jobs in Ohio?
Migrate Mate is built specifically for international candidates and filters development director roles in Ohio by visa sponsorship willingness, saving significant time compared to manually screening postings. Because development director positions vary widely in scope across nonprofits, healthcare, and higher education, Migrate Mate's filters help you identify which Ohio employers have active sponsorship histories, so you can focus your applications where they're most likely to lead somewhere.
Are there state-specific considerations for development directors seeking sponsorship in Ohio?
Ohio's nonprofit and higher education sectors are significant drivers of development director hiring, and these employers are generally more experienced with H-1B sponsorship than smaller private organizations. The DOL prevailing wage determination for development directors varies by metro area, with Columbus and Cleveland commanding different wage levels. Candidates with backgrounds in healthcare philanthropy or university advancement are particularly well-positioned given Ohio's concentration of large hospital systems and research universities.
What is the prevailing wage for sponsored development director jobs in Ohio?
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.