Business Development Director Visa Sponsorship Jobs in Pennsylvania
Pennsylvania's business development director roles span Philadelphia's financial and life sciences sectors, Pittsburgh's tech and healthcare corridors, and a dense network of Fortune 500 companies including Comcast, AmerisourceBergen, and Lincoln Financial. Employers across these industries regularly sponsor H-1B visa and O-1 visas for senior business development talent with specialized industry expertise.
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Collegeville, PA, US, 19426
Business Unit: Specialty Metals
Posting Date: Oct 28, 2026
JOB DESCRIPTION:
The Director, Human Resources for the Specialty Metal Products (SMP) Business Unit is a key member of the Business Unit leadership team, responsible for providing leadership that enables profitable growth, operational excellence, and a high‑performing culture across the Business Unit (BU).
This role serves as a strategic and hands‑on HR leader, partnering closely with Business Unit leadership to align human capital strategies with business objectives. The Director, HR will operate in a matrixed environment, collaborating with Division and Corporate HR shared service teams while maintaining strong ownership of HR execution across the BU.
The position has responsibility for multiple manufacturing locations including Collegeville, PA, Lancaster, PA, Eighty Four, PA, Wallingford CT, Montvale, NJ, and Plymouth, UK and works collaboratively with International HR partners supporting SMP operations in Penang, Malaysia and Europe.
KEY RESPONSIBILITIES:
Strategic Leadership & Business Partnership
- Serve as a trusted advisor and business partner to the EIP Business Unit leadership team, aligning HR strategies with business goals to support growth, productivity, and profitability.
- Partner with BU leaders to drive organizational effectiveness, workforce planning, and change management initiatives.
- Provide HR leadership in support of BU strategy execution, acquisitions, integrations, and continuous improvement initiatives.
- Act as the BU HR liaison to Division and Corporate HR shared services, ensuring seamless alignment and execution of enterprise HR programs.
Talent Management & Organizational Effectiveness
- Lead and execute talent acquisition, workforce planning, succession planning, and leadership development strategies to build a strong and scalable talent pipeline.
- Coach and support leaders in performance management, including goal‑setting, performance differentiation, development planning, and corrective action.
- Drive robust succession planning and talent reviews to support leadership continuity and bench strength.
- Champion employee engagement initiatives that reinforce accountability and performance.
HR Operations & Employee Relations
- Provide hands‑on leadership in core HR disciplines including:
- Recruiting and onboarding
- Performance management
- Employee relations and investigations
- Compensation planning and wage administration
- Employee development and training
- Ensure consistent application of HR policies, practices, and AMETEK values across all EIP locations.
- Serve as a coach to managers at all levels on employee relations, leadership effectiveness, and organizational issues.
Compliance, Safety & Risk Management
- Ensure compliance with all applicable federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, DOL, workers’ compensation, and wage/hour requirements.
- Partner with site leadership, Corporate HR, and EHS teams to support employee health, safety, and workers’ compensation programs.
- Oversee accurate HR recordkeeping, audits, and reporting requirements in partnership with shared services.
Analytics, Systems & Continuous Improvement
- Leverage HR metrics and analytics (headcount, turnover, overtime, talent, engagement) to identify trends and recommend data‑driven actions.
- Ensure integrity and effective use of HRIS systems and HR data.
- Identify opportunities to improve HR processes, efficiency, and standardization across the BU while maintaining appropriate local flexibility.
Education:
- Bachelor’s degree in Human Resources, Business Administration, or a related field required.
- Advanced degree and/or PHR/SPHR certification preferred.
Experience:
- 7–10+ years of progressive HR leadership experience, preferably in a manufacturing or industrial environment.
- Demonstrated experience leading HR for multi‑site operations, including geographically dispersed manufacturing locations.
- Strong background in performance management, employee relations, talent acquisition, compensation, and compliance.
- Experience working in a matrixed/global environment, partnering with shared service and international HR teams.
- Working knowledge of wage and salary structures, shop‑floor HR issues, and frontline workforce dynamics.
SKILLS & COMPETENCIES:
- Strong business acumen with the ability to connect HR strategy to operational and financial outcomes.
- Proven ability to influence and coach leaders at all levels.
- Excellent interpersonal, verbal, and written communication skills.
- Analytical mindset with comfort using data to drive decisions.
- Proficiency in Microsoft Office tools (Excel, Word, PowerPoint) and HRIS platforms.
- Willingness and ability to travel frequently to domestic locations and occasionally internationally.
COMPENSATION
- Employee Type: Salaried
- Currency: USD
- Salary Minimum: 150,000
- Salary Maximum: 175,000
- Incentive: Yes
Disclaimer: Where a specific pay range is noted, it is a good faith estimate at the time of this posting. The actual salary offered will be based on experience, skills, qualifications, market/business considerations, and geographic location.
For more information on AMETEK's competitive benefits, please click here.
AMETEK, Inc. is a leading global provider of industrial technology solutions serving a diverse set of attractive niche markets with annual sales over $7.5 billion.
AMETEK is committed to making a safer, sustainable, and more productive world a reality. We use differentiated technology solutions to solve our customers’ most complex challenges. We employ 22,000 colleagues, in 35 countries, that are grounded by our core values: Ethics and Integrity, Respect for the Individual, Inclusion, Teamwork, and Social Responsibility. AMETEK is a component of the S&P 500.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Individuals who need a reasonable accommodation because of a disability for any part of the employment process should call 1 (866) 263-8359.
LOCATION:
Collegeville, PA, US, 19426
Business Unit: Specialty Metals
Posting Date: Oct 28, 2026
JOB DESCRIPTION:
The Director, Human Resources for the Specialty Metal Products (SMP) Business Unit is a key member of the Business Unit leadership team, responsible for providing leadership that enables profitable growth, operational excellence, and a high‑performing culture across the Business Unit (BU).
This role serves as a strategic and hands‑on HR leader, partnering closely with Business Unit leadership to align human capital strategies with business objectives. The Director, HR will operate in a matrixed environment, collaborating with Division and Corporate HR shared service teams while maintaining strong ownership of HR execution across the BU.
The position has responsibility for multiple manufacturing locations including Collegeville, PA, Lancaster, PA, Eighty Four, PA, Wallingford CT, Montvale, NJ, and Plymouth, UK and works collaboratively with International HR partners supporting SMP operations in Penang, Malaysia and Europe.
KEY RESPONSIBILITIES:
Strategic Leadership & Business Partnership
- Serve as a trusted advisor and business partner to the EIP Business Unit leadership team, aligning HR strategies with business goals to support growth, productivity, and profitability.
- Partner with BU leaders to drive organizational effectiveness, workforce planning, and change management initiatives.
- Provide HR leadership in support of BU strategy execution, acquisitions, integrations, and continuous improvement initiatives.
- Act as the BU HR liaison to Division and Corporate HR shared services, ensuring seamless alignment and execution of enterprise HR programs.
Talent Management & Organizational Effectiveness
- Lead and execute talent acquisition, workforce planning, succession planning, and leadership development strategies to build a strong and scalable talent pipeline.
- Coach and support leaders in performance management, including goal‑setting, performance differentiation, development planning, and corrective action.
- Drive robust succession planning and talent reviews to support leadership continuity and bench strength.
- Champion employee engagement initiatives that reinforce accountability and performance.
HR Operations & Employee Relations
- Provide hands‑on leadership in core HR disciplines including:
- Recruiting and onboarding
- Performance management
- Employee relations and investigations
- Compensation planning and wage administration
- Employee development and training
- Ensure consistent application of HR policies, practices, and AMETEK values across all EIP locations.
- Serve as a coach to managers at all levels on employee relations, leadership effectiveness, and organizational issues.
Compliance, Safety & Risk Management
- Ensure compliance with all applicable federal, state, and local employment laws and regulations, including EEO, ADA, FMLA, ERISA, OSHA, DOL, workers’ compensation, and wage/hour requirements.
- Partner with site leadership, Corporate HR, and EHS teams to support employee health, safety, and workers’ compensation programs.
- Oversee accurate HR recordkeeping, audits, and reporting requirements in partnership with shared services.
Analytics, Systems & Continuous Improvement
- Leverage HR metrics and analytics (headcount, turnover, overtime, talent, engagement) to identify trends and recommend data‑driven actions.
- Ensure integrity and effective use of HRIS systems and HR data.
- Identify opportunities to improve HR processes, efficiency, and standardization across the BU while maintaining appropriate local flexibility.
Education:
- Bachelor’s degree in Human Resources, Business Administration, or a related field required.
- Advanced degree and/or PHR/SPHR certification preferred.
Experience:
- 7–10+ years of progressive HR leadership experience, preferably in a manufacturing or industrial environment.
- Demonstrated experience leading HR for multi‑site operations, including geographically dispersed manufacturing locations.
- Strong background in performance management, employee relations, talent acquisition, compensation, and compliance.
- Experience working in a matrixed/global environment, partnering with shared service and international HR teams.
- Working knowledge of wage and salary structures, shop‑floor HR issues, and frontline workforce dynamics.
SKILLS & COMPETENCIES:
- Strong business acumen with the ability to connect HR strategy to operational and financial outcomes.
- Proven ability to influence and coach leaders at all levels.
- Excellent interpersonal, verbal, and written communication skills.
- Analytical mindset with comfort using data to drive decisions.
- Proficiency in Microsoft Office tools (Excel, Word, PowerPoint) and HRIS platforms.
- Willingness and ability to travel frequently to domestic locations and occasionally internationally.
COMPENSATION
- Employee Type: Salaried
- Currency: USD
- Salary Minimum: 150,000
- Salary Maximum: 175,000
- Incentive: Yes
Disclaimer: Where a specific pay range is noted, it is a good faith estimate at the time of this posting. The actual salary offered will be based on experience, skills, qualifications, market/business considerations, and geographic location.
For more information on AMETEK's competitive benefits, please click here.
AMETEK, Inc. is a leading global provider of industrial technology solutions serving a diverse set of attractive niche markets with annual sales over $7.5 billion.
AMETEK is committed to making a safer, sustainable, and more productive world a reality. We use differentiated technology solutions to solve our customers’ most complex challenges. We employ 22,000 colleagues, in 35 countries, that are grounded by our core values: Ethics and Integrity, Respect for the Individual, Inclusion, Teamwork, and Social Responsibility. AMETEK is a component of the S&P 500.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Individuals who need a reasonable accommodation because of a disability for any part of the employment process should call 1 (866) 263-8359.
Business Development Director Job Roles in Pennsylvania
See all 743+ Business Development Director Jobs in Pennsylvania
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Search Business Development Director Jobs in PennsylvaniaBusiness Development Director Jobs in Pennsylvania: Frequently Asked Questions
Which companies sponsor visas for business development directors in Pennsylvania?
Philadelphia-based employers like Comcast, Vanguard, and Independence Blue Cross have established sponsorship track records for senior business development roles. In Pittsburgh, companies in the healthcare technology and advanced manufacturing sectors, including UPMC and Allegheny Health Network, also file H-1B petitions for director-level positions. Life sciences firms concentrated along the Philadelphia suburban corridor are another active source of sponsorship for this role.
Which visa types are most common for business development director roles in Pennsylvania?
The H-1B is the most common visa for business development directors in Pennsylvania, given that the role typically requires a bachelor's degree or higher in business, marketing, or a related field, meeting the specialty occupation standard. The O-1A is an option for candidates with demonstrated extraordinary achievement, such as notable industry awards or executive recognition. L-1A visas apply when a multinational company is transferring a director internally from an overseas office.
Which cities in Pennsylvania have the most business development director sponsorship jobs?
Philadelphia generates the largest volume of business development director sponsorship opportunities in Pennsylvania, driven by its concentration of financial services, life sciences, and healthcare companies. Pittsburgh is a secondary hub, particularly within healthtech, robotics, and energy sectors tied to Carnegie Mellon University and the University of Pittsburgh's commercialization networks. Suburban Philadelphia counties, including Montgomery and Chester, also host significant employer activity in this role category.
How to find business development director visa sponsorship jobs in Pennsylvania?
Migrate Mate is built specifically for international job seekers and filters business development director roles in Pennsylvania by visa sponsorship eligibility, so you're not sifting through listings from employers who won't sponsor. The platform surfaces roles from companies with active H-1B filing histories in Pennsylvania, which is a meaningful signal of real sponsorship intent for director-level business development positions.
Are there any Pennsylvania-specific considerations for business development directors seeking visa sponsorship?
Pennsylvania employers sponsoring H-1B workers for business development director roles must meet Department of Labor prevailing wage requirements specific to the Philadelphia or Pittsburgh metropolitan statistical areas, which differ from national averages. Pennsylvania's strong university pipeline, particularly from Wharton, Carnegie Mellon's Tepper School, and Penn State, means some employers prioritize candidates with local graduate credentials, which can also strengthen a visa petition's specialty occupation documentation.
What is the prevailing wage for sponsored business development director jobs in Pennsylvania?
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.