Human Resources Operations Manager Visa Sponsorship Jobs in Texas
Human resources operations manager jobs in Texas draw sponsorship from major employers across Dallas-Fort Worth, Houston, Austin, and San Antonio. Technology firms, energy companies, healthcare systems, and corporate headquarters throughout the state regularly hire for this role. International candidates pursuing H-1B visa or green card sponsorship will find Texas among the more active states for HR leadership hiring.
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Get Access To All JobsWe empower smarter business operations by connecting equipment, software, and services to protect, control and optimize assets within electrical infrastructures. The business provides customers, across various industries, with end-to-end product and service solutions ensuring the reliability and protection of their electrical infrastructure. We provide the latest industry insights and technology to develop solutions needed to meet customers evolving challenges, including innovative critical power solutions designed for high reliability and performance. Our culture is one of quality and operational excellence fueled and supported by talented people, tools and processes, and expertise.
Job Overview
The Senior Manager, HR Operations and Shared Services is responsible for leading and optimizing the organization's HR operational functions, ensuring the delivery of efficient, compliant, and employee-centric HR services. This role oversees key areas including Payroll, Compensation, Benefits, Learning & Development (L&D), and Human Resources Information Systems (HRIS). The Senior Manager partners closely with HR Leadership, Finance, Legal, and business leaders to drive process excellence, operational efficiency, workforce analytics, and continuous improvement initiatives that support organizational objectives.
This role will report to the VP of HR and be located at the OmniOn Power's HQ in Plano, TX.
Key Responsibilities
HR Operations Leadership
- Lead and manage HR operational functions to ensure effective service delivery across the employee lifecycle.
- Develop and implement HR policies, procedures, and operational standards that promote consistency, compliance, and scalability.
- Drive continuous improvement initiatives to enhance employee experience and increase operational efficiencies.
- Establish and monitor key performance indicators (KPIs), service-level agreements (SLAs), and operational metrics.
- Manage and develop a team of HR professionals, providing coaching, leadership, and career development.
Payroll Administration
- Oversee end-to-end payroll operations, ensuring accurate and timely processing for all employees.
- Ensure compliance with federal, state, local, and international payroll regulations as applicable.
- Partner with Finance and external vendors to reconcile payroll data and resolve discrepancies.
- Implement process improvements and controls to minimize payroll errors and ensure audit readiness.
- Manage payroll audits, reporting requirements, and year-end activities.
Compensation Management
- Lead compensation programs including salary structures, market pricing, annual merit planning, incentive programs, and pay equity initiatives.
- Conduct compensation analyses and provide recommendations to support talent acquisition and retention strategies.
- Partner with business leaders and HR Business Partners on job evaluations, promotions, and organizational changes.
- Ensure compensation practices remain competitive and aligned with organizational goals.
Benefits Administration
- Manage company benefits programs including health and welfare, retirement, wellness, leave administration, and employee assistance programs.
- Partner with brokers, carriers, and vendors to administer and optimize benefit offerings.
- Lead annual open enrollment activities and employee benefit communications.
- Monitor benefit utilization, costs, and trends, recommending enhancements as appropriate.
- Ensure compliance with ERISA, COBRA, ACA, FMLA, and other applicable regulations.
Learning & Development (L&D)
- Oversee learning programs that support employee development, leadership growth, compliance training, and organizational capability building.
- Partner with leaders to identify skill gaps and align training initiatives with business objectives.
- Manage learning technologies, training content providers, and learning management systems (LMS).
- Measure training effectiveness and ROI through employee feedback and business outcomes.
- Promote a culture of continuous learning and professional development.
HRIS and HR Technology
- Serve as the business leader for HRIS strategy, administration, and optimization.
- Manage system configurations, upgrades, integrations, testing, data integrity, and security.
- Partner with IT and vendors to implement new HR technologies and system enhancements.
- Develop workforce analytics and reporting capabilities to support business decision-making.
- Ensure employee and organizational data accuracy, confidentiality, and compliance with privacy regulations.
Compliance and Risk Management
- Ensure compliance with employment laws, wage and hour regulations, data privacy requirements, and company policies.
- Support internal and external audits related to payroll, benefits, HRIS, and HR programs.
- Maintain HR records and reporting in accordance with legal and regulatory requirements.
- Identify operational risks and develop mitigation strategies.
Qualifications
Required
- Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
- 8+ years of progressive HR experience, including leadership responsibilities in HR operations.
- Experience overseeing payroll, compensation, benefits, HRIS, and/or shared services functions.
- Strong knowledge of employment laws, payroll regulations, and HR compliance requirements.
- Experience managing HR systems such as Workday, SuccessFactors, UKG, Oracle HCM, or similar platforms.
- Demonstrated success leading cross-functional projects and process improvement initiatives.
- Strong analytical, problem-solving, and project management skills.
- Excellent communication, stakeholder management, and leadership abilities.
Preferred
- Master's degree in Human Resources, Business Administration, or related field.
- SHRM-SCP, SPHR, CCP, CBP, CEBS, or related certifications.
- Experience supporting multi-state and/or global HR operations.
- Lean, Six Sigma, or continuous improvement certification.
Key Competencies
- Strategic Thinking
- Operational Excellence
- HR Technology Expertise
- Business Acumen
- Process Improvement
- Change Management
- Data Analytics and Reporting
- Compliance and Risk Management
- Team Leadership and Development
- Customer Service Orientation
We empower smarter business operations by connecting equipment, software, and services to protect, control and optimize assets within electrical infrastructures. The business provides customers, across various industries, with end-to-end product and service solutions ensuring the reliability and protection of their electrical infrastructure. We provide the latest industry insights and technology to develop solutions needed to meet customers evolving challenges, including innovative critical power solutions designed for high reliability and performance. Our culture is one of quality and operational excellence fueled and supported by talented people, tools and processes, and expertise.
Job Overview
The Senior Manager, HR Operations and Shared Services is responsible for leading and optimizing the organization's HR operational functions, ensuring the delivery of efficient, compliant, and employee-centric HR services. This role oversees key areas including Payroll, Compensation, Benefits, Learning & Development (L&D), and Human Resources Information Systems (HRIS). The Senior Manager partners closely with HR Leadership, Finance, Legal, and business leaders to drive process excellence, operational efficiency, workforce analytics, and continuous improvement initiatives that support organizational objectives.
This role will report to the VP of HR and be located at the OmniOn Power's HQ in Plano, TX.
Key Responsibilities
HR Operations Leadership
- Lead and manage HR operational functions to ensure effective service delivery across the employee lifecycle.
- Develop and implement HR policies, procedures, and operational standards that promote consistency, compliance, and scalability.
- Drive continuous improvement initiatives to enhance employee experience and increase operational efficiencies.
- Establish and monitor key performance indicators (KPIs), service-level agreements (SLAs), and operational metrics.
- Manage and develop a team of HR professionals, providing coaching, leadership, and career development.
Payroll Administration
- Oversee end-to-end payroll operations, ensuring accurate and timely processing for all employees.
- Ensure compliance with federal, state, local, and international payroll regulations as applicable.
- Partner with Finance and external vendors to reconcile payroll data and resolve discrepancies.
- Implement process improvements and controls to minimize payroll errors and ensure audit readiness.
- Manage payroll audits, reporting requirements, and year-end activities.
Compensation Management
- Lead compensation programs including salary structures, market pricing, annual merit planning, incentive programs, and pay equity initiatives.
- Conduct compensation analyses and provide recommendations to support talent acquisition and retention strategies.
- Partner with business leaders and HR Business Partners on job evaluations, promotions, and organizational changes.
- Ensure compensation practices remain competitive and aligned with organizational goals.
Benefits Administration
- Manage company benefits programs including health and welfare, retirement, wellness, leave administration, and employee assistance programs.
- Partner with brokers, carriers, and vendors to administer and optimize benefit offerings.
- Lead annual open enrollment activities and employee benefit communications.
- Monitor benefit utilization, costs, and trends, recommending enhancements as appropriate.
- Ensure compliance with ERISA, COBRA, ACA, FMLA, and other applicable regulations.
Learning & Development (L&D)
- Oversee learning programs that support employee development, leadership growth, compliance training, and organizational capability building.
- Partner with leaders to identify skill gaps and align training initiatives with business objectives.
- Manage learning technologies, training content providers, and learning management systems (LMS).
- Measure training effectiveness and ROI through employee feedback and business outcomes.
- Promote a culture of continuous learning and professional development.
HRIS and HR Technology
- Serve as the business leader for HRIS strategy, administration, and optimization.
- Manage system configurations, upgrades, integrations, testing, data integrity, and security.
- Partner with IT and vendors to implement new HR technologies and system enhancements.
- Develop workforce analytics and reporting capabilities to support business decision-making.
- Ensure employee and organizational data accuracy, confidentiality, and compliance with privacy regulations.
Compliance and Risk Management
- Ensure compliance with employment laws, wage and hour regulations, data privacy requirements, and company policies.
- Support internal and external audits related to payroll, benefits, HRIS, and HR programs.
- Maintain HR records and reporting in accordance with legal and regulatory requirements.
- Identify operational risks and develop mitigation strategies.
Qualifications
Required
- Bachelor's degree in Human Resources, Business Administration, Finance, or related field.
- 8+ years of progressive HR experience, including leadership responsibilities in HR operations.
- Experience overseeing payroll, compensation, benefits, HRIS, and/or shared services functions.
- Strong knowledge of employment laws, payroll regulations, and HR compliance requirements.
- Experience managing HR systems such as Workday, SuccessFactors, UKG, Oracle HCM, or similar platforms.
- Demonstrated success leading cross-functional projects and process improvement initiatives.
- Strong analytical, problem-solving, and project management skills.
- Excellent communication, stakeholder management, and leadership abilities.
Preferred
- Master's degree in Human Resources, Business Administration, or related field.
- SHRM-SCP, SPHR, CCP, CBP, CEBS, or related certifications.
- Experience supporting multi-state and/or global HR operations.
- Lean, Six Sigma, or continuous improvement certification.
Key Competencies
- Strategic Thinking
- Operational Excellence
- HR Technology Expertise
- Business Acumen
- Process Improvement
- Change Management
- Data Analytics and Reporting
- Compliance and Risk Management
- Team Leadership and Development
- Customer Service Orientation
Human Resources Operations Manager Job Roles in Texas
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Search Human Resources Operations Manager Jobs in TexasHuman Resources Operations Manager Jobs in Texas: Frequently Asked Questions
Which companies sponsor visas for human resources operations managers in Texas?
Large Texas employers with established immigration programs include AT&T, ExxonMobil, Dell Technologies, American Airlines, and major hospital systems like HCA Houston Healthcare and Baylor Scott & White Health. Technology firms concentrated in Austin and Dallas-Fort Worth, along with energy sector headquarters in Houston, file H-1B petitions and support PERM labor certification for HR operations manager roles more consistently than smaller employers.
Which visa types realistically fit human resources operations manager roles in Texas?
H-1B is the primary visa for this role, as human resources operations manager positions at the degree-requiring level qualify as specialty occupations. Employers file a Labor Condition Application with DOL before submitting an I-129 petition. F-1 students can work via OPT while pursuing sponsorship. EB-2 and EB-3 green cards, requiring PERM labor certification, are common longer-term pathways for HR professionals already working with a sponsoring employer in Texas.
Which cities in Texas have the most human resources operations manager sponsorship jobs?
Dallas-Fort Worth leads Texas for HR operations manager sponsorship activity, driven by its dense concentration of corporate headquarters and financial services firms. Houston follows closely, with energy companies and large healthcare networks actively hiring. Austin has grown significantly as a technology hub, with companies like Apple, Tesla, and Oracle maintaining large Texas workforces. San Antonio and Round Rock also see activity tied to USAA, tech manufacturing, and military-adjacent employers.
How to find human resources operations manager visa sponsorship jobs in Texas?
Migrate Mate is built specifically for international candidates and shows human resources operations manager roles at Texas employers with verified visa sponsorship history. Rather than sorting through thousands of unfiltered postings, you can search by role and state to surface employers who have actively filed for HR positions. This saves significant time when targeting companies in Dallas, Houston, or Austin that have a track record of sponsoring international HR professionals.
Are there any state-specific factors that affect visa sponsorship for HR operations managers in Texas?
Texas has no state income tax, which makes compensation packages attractive to international hires and can reduce friction in salary negotiations tied to prevailing wage requirements under H-1B. The state's large number of Fortune 500 headquarters means more employers have established immigration counsel and existing H-1B and PERM processes for HR roles. University pipelines from UT Austin, Texas A&M, and University of Houston also feed international HR talent into the Texas employer base.
What is the prevailing wage for sponsored human resources operations manager jobs in Texas?
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.