HR Director Visa Sponsorship Jobs in Oklahoma
Oklahoma's HR director roles are concentrated in Oklahoma City and Tulsa, with major employers like Hobby Lobby, ONEOK, and the University of Oklahoma sponsoring senior HR positions. Energy, healthcare, and retail sectors drive the most demand. International candidates pursuing visa sponsorship will find the strongest opportunities with large corporations and university systems statewide.
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Get Access To All JobsDirector HR Technology & Talent Analytics
Why YOU want this position
At Enverus, we're committed to empowering the global quality of life by helping our customers make energy affordable and accessible to the world.
We are the most trusted energy-dedicated SaaS company, with a platform built to maximize value from generative AI, and our innovative solutions are reshaping the way energy is consumed and managed. By offering anytime, anywhere access to analytics and insights, we're helping our customers make better decisions that help provide communities around the world with clean, affordable energy.
The energy industry is changing fast. But we've continued to lead the way in energy technology, creating intelligent connections across the entire energy ecosystem, from renewables, power and utilities to oil and gas and financial institutions. Our solutions create more efficient production and distribution, capital allocation, renewable energy development, investment and sourcing, and help reduce costs by automating crucial business operations. Of course, this wouldn't be possible without our people, which is why we have built a team of individuals from a diverse range of backgrounds.
Are you ready to help power the global quality of life? Join Enverus, and be a part of creating a brighter, more sustainable tomorrow.
We are currently seeking a Director, HR Technology & Talent Analytics to join our Human Resources team. This is a leadership role with global scope — responsible for owning Workday across all HR and Payroll modules and geographies, building our Talent Analytics capability, and positioning the HR Technology function as the trusted, data-driven partner the business relies on. If you have led a Workday implementation, driven the change management that made it stick, and have the analytical credibility to walk into an executive conversation with a point of view on what our people data is telling us — this role was built for you.
Remote (US-based); up to 20% travel
Performance Objectives
Global Workday Ownership
- Serve as global system owner and accountable leader for Workday across all HR and Payroll modules
- Own Workday's health, data integrity, and configuration governance post-implementation; establish the processes that keep the system accurate, optimized, and audit-ready
- Drive continuous improvement and feature adoption across Workday's bi-annual release cycles; evaluate new capabilities against Enverus' roadmap and prioritize accordingly
- Partner with IT to manage integrations, access governance, and system architecture decisions; own the Workday vendor relationship and roadmap alignment
Change Management & HR Function Transformation
- Own the ongoing management strategy for Workday adoption across the global HR team and broader organization — building the competency and confidence that turns Workday from a tool into a capability
- Lead the transformation of HR Technology's identity within Enverus — from reactive support function to proactive, insight-generating business partner and function of truth for people data
- Design and deliver change enablement programs that drive adoption, reduce workarounds, and ensure HR and people managers use Workday as intended
- Serve as the primary internal advocate for data quality, standard process adherence, and consistent system use across the global HR organization
Executive Partnership & Business Engagement
- Build and maintain trusted relationships with senior business leaders — the go-to resource for workforce data, people analytics, and HR systems questions at the executive level
- Translate complex data and system capabilities into clear, actionable insights for executive audiences; own the narrative around talent health
- Partner with HR Business Partners and business leaders to identify the analytical questions that matter most and build scalable answers
- Proactively surface insights to leadership — not waiting to be asked, but anticipating what leaders need to know before it becomes a problem
Talent Analytics Leadership
- Own and expand Enverus' Talent Analytics function to include the strategy, operating model, toolset, and team capability
- Build a suite of standard and self-service dashboards and reports that give HR and business leaders real-time visibility into workforce health, talent pipeline, attrition risk, and compensation equity
- Establish the data governance framework for people data — defining metrics, calculation standards, and data definitions that ensure consistency across all reporting
- Evolve Talent Analytics from descriptive reporting toward predictive and prescriptive capabilities; evaluate and implement analytics tools that extend Workday's native reporting where needed
Team Leadership
- Lead, develop, and grow a small team of HRIS and Talent Analytics professionals — setting clear expectations, building technical and analytical capability, and creating a culture of precision and service
- Model the quality and partnership standards that define how the HR Technology function operates; build the team structure needed to scale as Enverus' Workday footprint and analytics maturity grow
Competitive Candidate Profile
Workday & HRIS Experience
- 8+ years of progressive HRIS and HR Technology experience, with a minimum of 5 recent years in a Workday-focused role spanning multiple modules
- Direct, hands-on experience owning or co-owning a full-cycle Workday implementation — from design and configuration through go-live and post-implementation stabilization
- Proven experience as a global Workday system owner post-implementation, responsible for ongoing configuration governance, data integrity, release management, and module optimization
- Strong functional depth across HCM, Payroll, Recruiting, Advanced Compensation, Workforce Planning, People Analytics, AI tools, Benefit Integrations and Absence
Change Management & Organizational Influence
- Demonstrated ability to help lead change management for a major HR technology transformation — the sustained adoption work that happens after go-live, not just launch communications
- Experience repositioning or rebranding an HR Systems or HRIS function within a broader HR organization — shifting how it is perceived and how it operates
- Track record of influencing senior stakeholders and executive leaders without direct authority, using data, credibility, and relationships to drive behavior change
- Proven ability to work across a complex, global organization spanning multiple geographies, employment models, and cultures
Analytics & Data Leadership
- Experience leading or building a Talent Analytics or People Analytics function — including defining metrics, establishing data governance, and developing reporting infrastructure
- Analytically credible: able to build, interpret, and present complex workforce data and translate it into executive-ready narrative and insight
- Hands-on experience with Workday reporting tools and at least one BI platform such as Power BI
- Strong grasp of people analytics domains: attrition and retention modeling, compensation equity, headcount planning, talent pipeline health, and workforce diversity metrics
Leadership & Communication
- 2-5+ years of people management experience; track record of building and developing high-performing technical and analytical teams
- Executive-level communication skills — equally comfortable presenting to a CHRO and explaining a configuration decision to an analyst
Nice to have:
- Workday HCM or Payroll certification; Workday Reporting or People Analytics certification a plus
- Experience in the energy, SaaS, or data-intensive industry sectors
- Familiarity with Workday Extend or integration middleware (Workday Studio, Boomi, or equivalent)
- Experience designing and implementing competency-based performance or talent review frameworks within Workday
Enverus offers comprehensive benefits to our employees to include:
- Medical
- Dental
- Vision
- Income Protection (disability, life/AD&D, critical illness, accident)
- Employee Assistance Program (EAP)
- Healthcare Spending Account (HSA), Commuter
- Lifestyle & Wellbeing Program
- Pet Insurance
Director HR Technology & Talent Analytics
Why YOU want this position
At Enverus, we're committed to empowering the global quality of life by helping our customers make energy affordable and accessible to the world.
We are the most trusted energy-dedicated SaaS company, with a platform built to maximize value from generative AI, and our innovative solutions are reshaping the way energy is consumed and managed. By offering anytime, anywhere access to analytics and insights, we're helping our customers make better decisions that help provide communities around the world with clean, affordable energy.
The energy industry is changing fast. But we've continued to lead the way in energy technology, creating intelligent connections across the entire energy ecosystem, from renewables, power and utilities to oil and gas and financial institutions. Our solutions create more efficient production and distribution, capital allocation, renewable energy development, investment and sourcing, and help reduce costs by automating crucial business operations. Of course, this wouldn't be possible without our people, which is why we have built a team of individuals from a diverse range of backgrounds.
Are you ready to help power the global quality of life? Join Enverus, and be a part of creating a brighter, more sustainable tomorrow.
We are currently seeking a Director, HR Technology & Talent Analytics to join our Human Resources team. This is a leadership role with global scope — responsible for owning Workday across all HR and Payroll modules and geographies, building our Talent Analytics capability, and positioning the HR Technology function as the trusted, data-driven partner the business relies on. If you have led a Workday implementation, driven the change management that made it stick, and have the analytical credibility to walk into an executive conversation with a point of view on what our people data is telling us — this role was built for you.
Remote (US-based); up to 20% travel
Performance Objectives
Global Workday Ownership
- Serve as global system owner and accountable leader for Workday across all HR and Payroll modules
- Own Workday's health, data integrity, and configuration governance post-implementation; establish the processes that keep the system accurate, optimized, and audit-ready
- Drive continuous improvement and feature adoption across Workday's bi-annual release cycles; evaluate new capabilities against Enverus' roadmap and prioritize accordingly
- Partner with IT to manage integrations, access governance, and system architecture decisions; own the Workday vendor relationship and roadmap alignment
Change Management & HR Function Transformation
- Own the ongoing management strategy for Workday adoption across the global HR team and broader organization — building the competency and confidence that turns Workday from a tool into a capability
- Lead the transformation of HR Technology's identity within Enverus — from reactive support function to proactive, insight-generating business partner and function of truth for people data
- Design and deliver change enablement programs that drive adoption, reduce workarounds, and ensure HR and people managers use Workday as intended
- Serve as the primary internal advocate for data quality, standard process adherence, and consistent system use across the global HR organization
Executive Partnership & Business Engagement
- Build and maintain trusted relationships with senior business leaders — the go-to resource for workforce data, people analytics, and HR systems questions at the executive level
- Translate complex data and system capabilities into clear, actionable insights for executive audiences; own the narrative around talent health
- Partner with HR Business Partners and business leaders to identify the analytical questions that matter most and build scalable answers
- Proactively surface insights to leadership — not waiting to be asked, but anticipating what leaders need to know before it becomes a problem
Talent Analytics Leadership
- Own and expand Enverus' Talent Analytics function to include the strategy, operating model, toolset, and team capability
- Build a suite of standard and self-service dashboards and reports that give HR and business leaders real-time visibility into workforce health, talent pipeline, attrition risk, and compensation equity
- Establish the data governance framework for people data — defining metrics, calculation standards, and data definitions that ensure consistency across all reporting
- Evolve Talent Analytics from descriptive reporting toward predictive and prescriptive capabilities; evaluate and implement analytics tools that extend Workday's native reporting where needed
Team Leadership
- Lead, develop, and grow a small team of HRIS and Talent Analytics professionals — setting clear expectations, building technical and analytical capability, and creating a culture of precision and service
- Model the quality and partnership standards that define how the HR Technology function operates; build the team structure needed to scale as Enverus' Workday footprint and analytics maturity grow
Competitive Candidate Profile
Workday & HRIS Experience
- 8+ years of progressive HRIS and HR Technology experience, with a minimum of 5 recent years in a Workday-focused role spanning multiple modules
- Direct, hands-on experience owning or co-owning a full-cycle Workday implementation — from design and configuration through go-live and post-implementation stabilization
- Proven experience as a global Workday system owner post-implementation, responsible for ongoing configuration governance, data integrity, release management, and module optimization
- Strong functional depth across HCM, Payroll, Recruiting, Advanced Compensation, Workforce Planning, People Analytics, AI tools, Benefit Integrations and Absence
Change Management & Organizational Influence
- Demonstrated ability to help lead change management for a major HR technology transformation — the sustained adoption work that happens after go-live, not just launch communications
- Experience repositioning or rebranding an HR Systems or HRIS function within a broader HR organization — shifting how it is perceived and how it operates
- Track record of influencing senior stakeholders and executive leaders without direct authority, using data, credibility, and relationships to drive behavior change
- Proven ability to work across a complex, global organization spanning multiple geographies, employment models, and cultures
Analytics & Data Leadership
- Experience leading or building a Talent Analytics or People Analytics function — including defining metrics, establishing data governance, and developing reporting infrastructure
- Analytically credible: able to build, interpret, and present complex workforce data and translate it into executive-ready narrative and insight
- Hands-on experience with Workday reporting tools and at least one BI platform such as Power BI
- Strong grasp of people analytics domains: attrition and retention modeling, compensation equity, headcount planning, talent pipeline health, and workforce diversity metrics
Leadership & Communication
- 2-5+ years of people management experience; track record of building and developing high-performing technical and analytical teams
- Executive-level communication skills — equally comfortable presenting to a CHRO and explaining a configuration decision to an analyst
Nice to have:
- Workday HCM or Payroll certification; Workday Reporting or People Analytics certification a plus
- Experience in the energy, SaaS, or data-intensive industry sectors
- Familiarity with Workday Extend or integration middleware (Workday Studio, Boomi, or equivalent)
- Experience designing and implementing competency-based performance or talent review frameworks within Workday
Enverus offers comprehensive benefits to our employees to include:
- Medical
- Dental
- Vision
- Income Protection (disability, life/AD&D, critical illness, accident)
- Employee Assistance Program (EAP)
- Healthcare Spending Account (HSA), Commuter
- Lifestyle & Wellbeing Program
- Pet Insurance
HR Director Job Roles in Oklahoma
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Search HR Director Jobs in OklahomaHR Director Jobs in Oklahoma: Frequently Asked Questions
Which companies in Oklahoma sponsor visas for HR directors?
Large Oklahoma employers with established visa sponsorship programs include Hobby Lobby, ONEOK, Devon Energy, Integris Health, and the University of Oklahoma. These organizations have HR departments experienced in filing H-1B visa petitions for senior roles. Multinational corporations with Oklahoma operations, such as American Airlines' Tulsa maintenance hub, are also known to sponsor qualified HR leadership candidates.
Which visa types are most common for HR director roles in Oklahoma?
The H-1B is the most common visa for HR directors in Oklahoma, as the role typically qualifies as a specialty occupation requiring a bachelor's degree or higher in human resources, business, or a related field. Candidates with multinational employer backgrounds may also qualify for the L-1A intracompany transferee visa. Some senior HR professionals with exceptional records pursue the O-1A for extraordinary ability.
Which cities in Oklahoma have the most HR director sponsorship jobs?
Oklahoma City and Tulsa account for the majority of HR director sponsorship opportunities in the state. Oklahoma City's diverse economy spans government contractors, healthcare systems, and retail headquarters. Tulsa's energy corridor, anchored by companies like ONEOK and Williams Companies, drives demand for senior HR leadership. Norman and Stillwater see activity through the University of Oklahoma and Oklahoma State University systems.
How to find hr director visa sponsorship jobs in Oklahoma?
Migrate Mate filters HR director jobs in Oklahoma specifically by visa sponsorship willingness, saving you from manually screening hundreds of postings. Search by role and state to surface employers who have sponsored HR positions before. Because HR director roles in Oklahoma are concentrated in energy, healthcare, and retail, filtering by industry on Migrate Mate helps narrow to the highest-probability employers quickly.
Are there state-specific considerations for HR directors seeking visa sponsorship in Oklahoma?
Oklahoma's energy and aerospace sectors create specialized demand for HR directors with experience in union relations, OSHA compliance, and shift-based workforce management. Employers in these industries often need HR leadership with technical workforce expertise, which can strengthen a sponsorship case. Oklahoma's prevailing wage requirements for H-1B roles are set by the Department of Labor based on the local Oklahoma City or Tulsa wage data, not national averages.
What is the prevailing wage for sponsored hr director jobs in Oklahoma?
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.