HR Director Visa Sponsorship Jobs in Ohio
Ohio's HR director roles span major employers like Nationwide, Progressive, and Procter & Gamble across Columbus, Cincinnati, and Cleveland. Companies in healthcare, insurance, and manufacturing regularly hire senior HR leaders and have established processes for sponsoring work visas. Competition is real, but qualified candidates with strategic HR experience find genuine opportunities here.
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Get Access To All JobsThe work we do has an impact on millions of lives, and you can be a part of it. We help protect our customers against life’s uncertainties. Regardless of where you work within the company, you’ll be helping provide protection and peace of mind when our customers need it most.
Director of Retirement Case Management provides leadership to the New Business case management and Agent Onboarding team to ensure optimal service delivery for New Business contracts for all Retirement retail products. This leader is responsible for managing both New Business, Agent Onboarding strategy and oversight of day-to-day operations of the department in a processing, money/fund management environment and ensures service levels and quality standards are met. The ideal candidate should have strong Annuity and financial services knowledge and experience; as well a passion for helping Protective to become a first in class Annuity provider.
Responsibilities:
Manages the Team’s Deliverables
- Establishes team goals that align with overall departmental goals and strategy
- Routinely reviews the team’s deliverables in relation to established goals and standards
- Provides oversight to ensure production and quality standards are met
- Resolves problems and establishes an escalation process
- Drives improvements in team productivity by developing employees
- Utilizes key performance indicators and provide useful analytics on capacity and quality
- This leader is responsible for two different functional teams; New Business and the Pending Board team
Manages Individual Contributors
- Drives employee engagement and motivates employees; including development/career paths
- Provides feedback and coaching to improve the overall performance of the team
- Defines roles and responsibilities within the team and assigns work appropriately
- Promotes culture of high performance by differentiating rewards and recognition
- Manages employee development within the team and leverages talent across the department
- Identifies training needs
- Candidate responsible for multiple B4-level employees
Plans, organizes, and assigns the work as it relates to workflows within the team and coordinates processes across the larger functional area
- Drives and promotes continual process improvement for overall department/functional area
- Creates an environment which facilitates cross-departmental and cross-functional training opportunities and ensure synchronization of processes between departments/areas
- Leads continuous improvement initiatives and participates in projects that impact the department
- Partners to drive strategy and future environment for growth and optimal success
Interfaces and fosters relationships with other functional areas and leaders in the organization
- Attends critical meetings that impact the team workflows and deliverables
- Coordinates work across areas both externally and internally
- Responsible for and acts as a liaison for external and internal relationships and cross-functional teams
Provides effective communication across the organization
- Conducts team meetings, individual meetings and communicates with peers and/or other support personnel in the organization
- Translates business goals and direction to ensure alignment with overall department goals
- Routinely identifies and shares information and solicits feedback regarding process improvements and general company departmental information
- Cascades information and implements communication plans
Strategic Planning
- Candidate should develop and implement strategy in support of future-year growth plans
- Includes planning and seeing initiatives through to execution to support scale
- Candidate must possess strong understanding of all financial inputs & impacts across New Business and Agent Onboarding
- Candidate accountable for unit cost performance; including consistent and sustained improvement YoY
- Candidate involved in regular FinOps meetings to assess results; and adjust plans where needed
- This leader is responsible for any offshore relationships, strategy within New Business or the Pending board teams; including developing strategy in support of growth plans and optimizing financial performance
- Candidate expected to partner closely with Product and Sales teams to understand latest forecast/rate trends in support of near-term strategic planning
This candidate will spend time largely in these areas:
- 70% people management, development and team execution,
- 20% driving business acumen on team, aligning plans with strategy and iterating on results
- 5% developing strategy in support of Fixed and Variable growth plans
- 5% focused on industry trends/representation and required capabilities
Periodic travel would be anticipated to industry events, partner visits, engagement activities, and business planning sessions.
Qualifications
- Bachelor’s degree or equivalent leadership experience
- At least 5 years of experience in a customer service environment; with a particular focus on Annuity products or partners preferred
- Proven interpersonal skills, communication skills and organizational skills
- Strong aptitude to problem solve and analyze data
- Previous work experience in an Annuity/Retirement leadership position is preferred
- Proven ability to understand technical concepts and adapt to new systems and applications
Protective’s targeted salary range for this position is $92,000 to $120,000. Actual salaries may vary depending on factors, including but not limited to, job location, skills, and experience. The range listed is just one component of Protective’s total compensation package for employees.
Employee Benefits: We aim to protect the wellbeing of our employees and their families with a broad benefits offering. In addition to offering comprehensive health, dental and vision insurance, we support emotional wellbeing through mental health benefits and an employee assistance program. Work/life balance is important and Protective offers a variety of paid time away benefits (e.g., paid time off, paid parental leave, short-term disability, and a cultural observance day). The financial health of our employees is just as important as physical and emotional health. Some of the financial wellbeing benefits include contributions to healthcare accounts, a pension plan, and a 401(k) plan with Company matching. All employees are encouraged to protect their overall wellbeing by engaging in ProHealth Rewards, Protective’s platform to improve wellbeing while earning cash rewards.
Eligibility for certain benefits may vary by position in accordance with the terms of the Company’s benefit plans.
Accommodations for Applicants with a Disability: If you require an accommodation to complete the application and recruitment process due to a disability, please email eric.hess@protective.com. This information will be held in confidence and used only to determine an appropriate accommodation for the application and recruitment process.
Please note that the above email is solely for individuals with disabilities requesting an accommodation. General employment questions should not be sent through this process.
We are proud to be an equal opportunity employer committed to being inclusive and attracting, retaining, and growing an inclusive workforce.
The work we do has an impact on millions of lives, and you can be a part of it. We help protect our customers against life’s uncertainties. Regardless of where you work within the company, you’ll be helping provide protection and peace of mind when our customers need it most.
Director of Retirement Case Management provides leadership to the New Business case management and Agent Onboarding team to ensure optimal service delivery for New Business contracts for all Retirement retail products. This leader is responsible for managing both New Business, Agent Onboarding strategy and oversight of day-to-day operations of the department in a processing, money/fund management environment and ensures service levels and quality standards are met. The ideal candidate should have strong Annuity and financial services knowledge and experience; as well a passion for helping Protective to become a first in class Annuity provider.
Responsibilities:
Manages the Team’s Deliverables
- Establishes team goals that align with overall departmental goals and strategy
- Routinely reviews the team’s deliverables in relation to established goals and standards
- Provides oversight to ensure production and quality standards are met
- Resolves problems and establishes an escalation process
- Drives improvements in team productivity by developing employees
- Utilizes key performance indicators and provide useful analytics on capacity and quality
- This leader is responsible for two different functional teams; New Business and the Pending Board team
Manages Individual Contributors
- Drives employee engagement and motivates employees; including development/career paths
- Provides feedback and coaching to improve the overall performance of the team
- Defines roles and responsibilities within the team and assigns work appropriately
- Promotes culture of high performance by differentiating rewards and recognition
- Manages employee development within the team and leverages talent across the department
- Identifies training needs
- Candidate responsible for multiple B4-level employees
Plans, organizes, and assigns the work as it relates to workflows within the team and coordinates processes across the larger functional area
- Drives and promotes continual process improvement for overall department/functional area
- Creates an environment which facilitates cross-departmental and cross-functional training opportunities and ensure synchronization of processes between departments/areas
- Leads continuous improvement initiatives and participates in projects that impact the department
- Partners to drive strategy and future environment for growth and optimal success
Interfaces and fosters relationships with other functional areas and leaders in the organization
- Attends critical meetings that impact the team workflows and deliverables
- Coordinates work across areas both externally and internally
- Responsible for and acts as a liaison for external and internal relationships and cross-functional teams
Provides effective communication across the organization
- Conducts team meetings, individual meetings and communicates with peers and/or other support personnel in the organization
- Translates business goals and direction to ensure alignment with overall department goals
- Routinely identifies and shares information and solicits feedback regarding process improvements and general company departmental information
- Cascades information and implements communication plans
Strategic Planning
- Candidate should develop and implement strategy in support of future-year growth plans
- Includes planning and seeing initiatives through to execution to support scale
- Candidate must possess strong understanding of all financial inputs & impacts across New Business and Agent Onboarding
- Candidate accountable for unit cost performance; including consistent and sustained improvement YoY
- Candidate involved in regular FinOps meetings to assess results; and adjust plans where needed
- This leader is responsible for any offshore relationships, strategy within New Business or the Pending board teams; including developing strategy in support of growth plans and optimizing financial performance
- Candidate expected to partner closely with Product and Sales teams to understand latest forecast/rate trends in support of near-term strategic planning
This candidate will spend time largely in these areas:
- 70% people management, development and team execution,
- 20% driving business acumen on team, aligning plans with strategy and iterating on results
- 5% developing strategy in support of Fixed and Variable growth plans
- 5% focused on industry trends/representation and required capabilities
Periodic travel would be anticipated to industry events, partner visits, engagement activities, and business planning sessions.
Qualifications
- Bachelor’s degree or equivalent leadership experience
- At least 5 years of experience in a customer service environment; with a particular focus on Annuity products or partners preferred
- Proven interpersonal skills, communication skills and organizational skills
- Strong aptitude to problem solve and analyze data
- Previous work experience in an Annuity/Retirement leadership position is preferred
- Proven ability to understand technical concepts and adapt to new systems and applications
Protective’s targeted salary range for this position is $92,000 to $120,000. Actual salaries may vary depending on factors, including but not limited to, job location, skills, and experience. The range listed is just one component of Protective’s total compensation package for employees.
Employee Benefits: We aim to protect the wellbeing of our employees and their families with a broad benefits offering. In addition to offering comprehensive health, dental and vision insurance, we support emotional wellbeing through mental health benefits and an employee assistance program. Work/life balance is important and Protective offers a variety of paid time away benefits (e.g., paid time off, paid parental leave, short-term disability, and a cultural observance day). The financial health of our employees is just as important as physical and emotional health. Some of the financial wellbeing benefits include contributions to healthcare accounts, a pension plan, and a 401(k) plan with Company matching. All employees are encouraged to protect their overall wellbeing by engaging in ProHealth Rewards, Protective’s platform to improve wellbeing while earning cash rewards.
Eligibility for certain benefits may vary by position in accordance with the terms of the Company’s benefit plans.
Accommodations for Applicants with a Disability: If you require an accommodation to complete the application and recruitment process due to a disability, please email eric.hess@protective.com. This information will be held in confidence and used only to determine an appropriate accommodation for the application and recruitment process.
Please note that the above email is solely for individuals with disabilities requesting an accommodation. General employment questions should not be sent through this process.
We are proud to be an equal opportunity employer committed to being inclusive and attracting, retaining, and growing an inclusive workforce.
HR Director Job Roles in Ohio
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Search HR Director Jobs in OhioHR Director Jobs in Ohio: Frequently Asked Questions
Which companies in Ohio sponsor visas for HR directors?
Large Ohio-based employers with active HR leadership hiring and documented sponsorship histories include Nationwide Insurance, Progressive Corporation, Fifth Third Bank, Procter & Gamble, and Cleveland Clinic. Multinational manufacturers and healthcare systems in particular tend to have dedicated immigration programs that can support H-1B visa petitions for senior HR roles. Smaller regional employers sponsor less frequently at the director level.
Which visa types are most common for HR director roles in Ohio?
The H-1B is the most common visa category for HR directors in Ohio, as the role typically requires a bachelor's degree or higher in human resources, business administration, or a related field, meeting the specialty occupation standard. Candidates with multinational experience may also qualify for an L-1A intracompany transfer if their current employer has a U.S. presence. O-1 visas apply only in exceptional cases with documented recognition in the HR field.
Which cities in Ohio have the most HR director sponsorship jobs?
Columbus concentrates the highest volume of HR director opportunities, driven by Nationwide, JPMorgan Chase's regional operations, and a dense cluster of healthcare systems. Cincinnati follows, anchored by Procter & Gamble and large hospital networks like UC Health. Cleveland draws demand from manufacturing and financial services firms. Smaller markets like Dayton and Akron have occasional openings but offer significantly fewer sponsorship-eligible positions at the director level.
How to find hr director visa sponsorship jobs in Ohio?
Migrate Mate filters HR director roles in Ohio specifically by visa sponsorship eligibility, saving significant research time compared to general job searches. The platform surfaces positions from employers with confirmed sponsorship activity, which matters at the director level where not every posting clarifies immigration support upfront. Searching Migrate Mate by role and state lets you focus on companies actively open to sponsoring HR leadership candidates.
Are there state-specific considerations for HR directors seeking sponsorship in Ohio?
Ohio's HR director market leans heavily on healthcare, insurance, and manufacturing, so candidates with sector-specific experience in those industries are better positioned with local employers. The Department of Labor's prevailing wage determination for HR director roles in Ohio metropolitan areas affects what sponsoring employers must pay, and large Columbus and Cincinnati employers generally structure compensation to meet those thresholds. Ohio State University and the University of Cincinnati also generate some HR talent pipelines that influence regional hiring patterns.
What is the prevailing wage for sponsored hr 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.