Operations Lead Visa Sponsorship Jobs in Ohio
Ohio's operations lead roles span manufacturing in Toledo and Dayton, logistics hubs around Columbus, and healthcare systems like Cleveland Clinic and OhioHealth. Employers including Procter & Gamble, Honda Manufacturing, and Amazon's fulfillment network regularly hire for operations leadership, with some sponsoring H-1B visa and TN visas for qualified international candidates.
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Get Access To All JobsPURPOSE OF THE JOB
The Global Talent Acquisition Operations Leader is a strategic leadership role responsible for architecting and running the operational backbone of the enterprise’s global Talent Acquisition function. This role owns the end-to-end recruiting technology and tools ecosystem, the full vendor management portfolio (contingent labor, background checks, pre-boarding, drug screening, recruitment marketing, and I-9/employment verification), and US early careers strategy, including campus recruiting. The role also ensures consistent, scalable, and compliant recruiting processes across all populations — plant/hourly, salaried, and executive — and across all geographies in which the company operates. This is a strategic, enterprise-wide role that shapes how the organization sources, attracts, and onboards talent globally, while driving operational excellence, vendor accountability, and technology enablement across the entire talent acquisition lifecycle.
Reports to: Director of Global Talent Acquisition
Span of Control: 5 Direct Reports – Early Career Recruiting Lead, TA Coordinators (2), TA Analyst (Contractor), TA Operations Lead
Location: Toledo, OH
JOB RESPONSIBILITIES
Enterprise Talent Acquisition Technology & Tools:
- Own the global TA technology stack strategy, including ATS, CRM, sourcing platforms, assessment tools, and interview scheduling technology.
- Partner with the HRIS team to define the roadmap for system enhancements, integrations, and automation to improve efficiency, candidate experience, and data quality.
- Partner with HRIS/IT to ensure systems scale globally and support all business units and geographies.
- Establish global standards for TA data, reporting, and analytics to drive decision making.
Vendor Management (Enterprise-Wide):
- Serve as the enterprise owner for all TA-related vendor relationships, including: Contingent labor / staffing vendor, Background check providers, Pre-boarding vendors, Drug screening providers, Recruitment marketing/advertising agencies, I-9 / employment eligibility verification vendors.
- Lead vendor selection, contract negotiation, performance management, and governance (SLAs, KPIs, QBRs).
- Drive cost optimization, risk mitigation, and compliance across all third-party TA partners globally.
End-to-End Talent Acquisition Process Ownership:
- Design and standardize the global end-to-end recruiting process across all talent segments: hourly/plant, salaried, and executive.
- Ensure process consistency, compliance, and scalability while allowing for regional/local nuance where legally or culturally required.
- Partner with regional TA leaders to ensure global process adoption and continuous improvement.
- Monitor and report on recruiting process efficiency (time-to-fill, cost-per-hire, quality of hire, candidate experience, funnel conversion) across all populations.
Enterprise Early Careers Leadership:
- Own and lead the US Early Careers strategy, including internships, co-ops, and new graduate programs.
- Identify and prioritize target schools and institutions aligned to enterprise talent needs.
- Design and execute the on-campus recruiting strategy, including campus events, brand presence, and university partnerships.
- Build early careers programs to develop pipelines that feed enterprise leadership development programs.
Strategic & People Leadership:
- Serve as a key strategic partner to the Global Director of Talent Acquisition, translating enterprise talent acquisition strategy into scalable operational execution.
- Lead, coach, and develop a team of five direct reports overseeing technology/tools, vendor management, TA process/operations, and early careers.
- Build organizational capability and bench strength across the TA operations team.
- Represent TA operations in cross-functional forums (HR leadership, Procurement, Legal, IT, Finance) to align strategy, budget, and compliance.
Job Requirements
MINIMUM QUALIFICATIONS:
- 7-10 years of broad human resources leadership experience across multiple HR disciplines, with a strong focus on process excellence, operational efficiency, continuous improvement, and scalable enterprise solutions.
- Demonstrated experience managing enterprise-level vendor relationships and contracts (staffing, background checks, screening, recruitment marketing).
- Experience building and scaling early careers/campus recruiting programs.
LI-SN1
LI-onsite
About Owens Corning
Owens Corning is a branded building products leader with three complementary market-leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go-to-market strategy and a unique set of OC Advantages™ – including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position – to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC).
Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18.
PURPOSE OF THE JOB
The Global Talent Acquisition Operations Leader is a strategic leadership role responsible for architecting and running the operational backbone of the enterprise’s global Talent Acquisition function. This role owns the end-to-end recruiting technology and tools ecosystem, the full vendor management portfolio (contingent labor, background checks, pre-boarding, drug screening, recruitment marketing, and I-9/employment verification), and US early careers strategy, including campus recruiting. The role also ensures consistent, scalable, and compliant recruiting processes across all populations — plant/hourly, salaried, and executive — and across all geographies in which the company operates. This is a strategic, enterprise-wide role that shapes how the organization sources, attracts, and onboards talent globally, while driving operational excellence, vendor accountability, and technology enablement across the entire talent acquisition lifecycle.
Reports to: Director of Global Talent Acquisition
Span of Control: 5 Direct Reports – Early Career Recruiting Lead, TA Coordinators (2), TA Analyst (Contractor), TA Operations Lead
Location: Toledo, OH
JOB RESPONSIBILITIES
Enterprise Talent Acquisition Technology & Tools:
- Own the global TA technology stack strategy, including ATS, CRM, sourcing platforms, assessment tools, and interview scheduling technology.
- Partner with the HRIS team to define the roadmap for system enhancements, integrations, and automation to improve efficiency, candidate experience, and data quality.
- Partner with HRIS/IT to ensure systems scale globally and support all business units and geographies.
- Establish global standards for TA data, reporting, and analytics to drive decision making.
Vendor Management (Enterprise-Wide):
- Serve as the enterprise owner for all TA-related vendor relationships, including: Contingent labor / staffing vendor, Background check providers, Pre-boarding vendors, Drug screening providers, Recruitment marketing/advertising agencies, I-9 / employment eligibility verification vendors.
- Lead vendor selection, contract negotiation, performance management, and governance (SLAs, KPIs, QBRs).
- Drive cost optimization, risk mitigation, and compliance across all third-party TA partners globally.
End-to-End Talent Acquisition Process Ownership:
- Design and standardize the global end-to-end recruiting process across all talent segments: hourly/plant, salaried, and executive.
- Ensure process consistency, compliance, and scalability while allowing for regional/local nuance where legally or culturally required.
- Partner with regional TA leaders to ensure global process adoption and continuous improvement.
- Monitor and report on recruiting process efficiency (time-to-fill, cost-per-hire, quality of hire, candidate experience, funnel conversion) across all populations.
Enterprise Early Careers Leadership:
- Own and lead the US Early Careers strategy, including internships, co-ops, and new graduate programs.
- Identify and prioritize target schools and institutions aligned to enterprise talent needs.
- Design and execute the on-campus recruiting strategy, including campus events, brand presence, and university partnerships.
- Build early careers programs to develop pipelines that feed enterprise leadership development programs.
Strategic & People Leadership:
- Serve as a key strategic partner to the Global Director of Talent Acquisition, translating enterprise talent acquisition strategy into scalable operational execution.
- Lead, coach, and develop a team of five direct reports overseeing technology/tools, vendor management, TA process/operations, and early careers.
- Build organizational capability and bench strength across the TA operations team.
- Represent TA operations in cross-functional forums (HR leadership, Procurement, Legal, IT, Finance) to align strategy, budget, and compliance.
Job Requirements
MINIMUM QUALIFICATIONS:
- 7-10 years of broad human resources leadership experience across multiple HR disciplines, with a strong focus on process excellence, operational efficiency, continuous improvement, and scalable enterprise solutions.
- Demonstrated experience managing enterprise-level vendor relationships and contracts (staffing, background checks, screening, recruitment marketing).
- Experience building and scaling early careers/campus recruiting programs.
LI-SN1
LI-onsite
About Owens Corning
Owens Corning is a branded building products leader with three complementary market-leading businesses providing roofing, insulation, and doors primarily for residential markets in North America and Europe. The company operates with an integrated go-to-market strategy and a unique set of OC Advantages™ – including its iconic brand, unparalleled commercial strength, leading technology, and winning cost position – to help customers win and grow in the market. Owens Corning is committed to helping build better and achieve more through winning partnerships, leading performance, and engaging people. Founded in 1938 and headquartered in Toledo, Ohio, Owens Corning is listed on the New York Stock Exchange (NYSE: OC).
Owens Corning is an equal opportunity employer. Except in limited circumstances such as formal apprenticeship programs, Owens Corning does not employ anyone under the age of 18.
Operations Lead Job Roles in Ohio
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Search Operations Lead Jobs in OhioOperations Lead Jobs in Ohio: Frequently Asked Questions
Which companies sponsor visas for operations leads in Ohio?
Large employers with established sponsorship histories in Ohio include Procter & Gamble in Cincinnati, Honda Manufacturing in Marysville, and major logistics operators around Columbus. Healthcare systems such as Cleveland Clinic and nationwide retailers with Ohio distribution centers also appear in DOL Labor Condition Application records as H-1B sponsors for operations and supply chain leadership roles.
Which visa types are most common for operations lead roles in Ohio?
The H-1B is the most common visa for operations leads in Ohio, provided the role qualifies as a specialty occupation requiring a bachelor's degree in a specific field such as industrial engineering, supply chain management, or operations management. Canadian and Mexican citizens may qualify for the TN visa under the NAFTA/USMCA engineer or management consultant categories, depending on exact job duties.
Which cities in Ohio have the most operations lead sponsorship jobs?
Columbus leads due to its dense concentration of distribution centers, corporate headquarters, and logistics companies, supported by proximity to Ohio State University's business and engineering programs. Cincinnati ranks second, driven by Procter & Gamble and a strong manufacturing base. Cleveland's healthcare and manufacturing sectors generate steady demand, while Dayton and Toledo see activity tied to automotive and aerospace supply chains.
How to find operations lead visa sponsorship jobs in Ohio?
Migrate Mate lets you filter operations lead roles in Ohio by visa sponsorship availability, so you're only seeing employers actively open to sponsoring international candidates. Searching through Migrate Mate saves time compared to manually screening job listings, and the platform surfaces roles across Ohio's manufacturing, logistics, and healthcare sectors that match common operations lead qualifications.
Are there any Ohio-specific considerations for operations leads seeking visa sponsorship?
Ohio's prevailing wage requirements under H-1B rules are set by the Department of Labor based on the specific metro area, so wages for an operations lead in Columbus differ from those in Toledo or Dayton. Ohio State University, University of Cincinnati, and Case Western Reserve supply a strong local talent pipeline, which means sponsored roles tend to require demonstrable specialization or prior international experience to remain competitive.
What is the prevailing wage for sponsored operations lead 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.