Talent Manager Visa Sponsorship Jobs in Texas
Texas is one of the most active states for talent manager visa sponsorship, with major employers in Houston's energy sector, Dallas-Fort Worth's corporate headquarters, and Austin's fast-growing tech industry. Companies like Deloitte, Amazon, and AT&T regularly hire talent managers in Texas and have established visa sponsorship programs for qualified international candidates.
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Get Access To All JobsExecutive Talent Solutions Lead
This role has been designed as ‘Onsite’ with an expectation that you will primarily work from an HPE office.
Who We Are:
Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.
Job Description:
This role serves as an executive talent solutions expert within HPE's Executive Advantage portfolio, providing deep expertise, strategic consultation, and senior level program leadership across executive assessment, coaching, leadership development, and related executive talent initiatives. With an initial focus on VP assessment and executive coaching, this role helps strengthen leadership capability, succession readiness, and targeted development for VP+ leaders by translating business and talent priorities into practical, scalable solutions.
The role will lead and improve programs that support executive assessment, coaching, development planning, stakeholder consultation, insights, and follow through. The broader remit may also include executive education, leadership development, succession actions, talent review follow up, mentoring, program communications, and other strategic initiatives as Executive Advantage priorities evolve.
This role requires strong judgment, agility, and the ability to operate across both established programs and ambiguous new workstreams. The individual will partner closely with the Director of Executive Advantage and collaborate with HR Business Partners, business leaders, Talent Management colleagues, vendors, and other stakeholders to ensure executive talent programs are well-designed, clearly governed, effectively delivered, and connected to business outcomes.
The role is expected to actively leverage AI enabled tools and emerging technologies to simplify work, accelerate delivery, generate insights, improve stakeholder experiences, and scale executive talent solutions.
Responsibilities:
VP Assessment and Development: Own and continuously improve VP assessment related processes, practices, tools, and stakeholder experiences. Coordinate assessment activity, clarify expectations, manage handoffs, synthesize inputs/outputs, support development planning, and help ensure assessment insights translate into practical actions for leaders, HR partners, and the business.
Executive Coaching: Manage and strengthen executive coaching practices across the VP+ population. Support coaching intake, matching, vendor coordination, stakeholder communications, progress tracking, and issue resolution. Identify opportunities to improve consistency, quality, access, and connection to leader development priorities.
Executive Talent Solutions: Serve as an executive talent solutions expert across the Executive Advantage portfolio. Lead or support priority initiatives spanning assessment, coaching, leadership development, succession readiness, mentoring, talent review follow up, executive education, and emerging executive talent priorities. Translate strategic direction into practical solutions, stakeholder plans, communications, operating routines, and measurable outcomes.
Technology and AI Fluency: Evaluates and applies digital and AI enabled capabilities to improve efficiency, quality, stakeholder experience, decision support, and scalability. Identifies practical opportunities to automate routine work, generate insights, modernize processes, and increase the impact of talent programs while exercising appropriate judgment, governance, and responsible use practices.
Executive Education and Development: Support the curation, design, delivery, and continuous improvement of executive education or leadership development solutions as business priorities evolve. Partner with internal stakeholders and external providers to define audience needs, learning objectives, delivery approach, stakeholder roles, and measures of effectiveness.
Stakeholder Consultation and Enablement: Serve as a trusted resource to HR and business stakeholders on executive assessment, coaching, and related talent development solutions. Provide practical guidance, clarify decision points, surface risks and dependencies, and connect stakeholders with appropriate resources, processes, and subject matter experts.
Program Strategy and Governance: Establish strong program foundations, including objectives, scope, success measures, governance routines, documentation, and decision-making processes. Ensure programs are scalable, clear, appropriately controlled, and aligned with broader Executive Advantage, HR and HPE business priorities.
Metrics, Insights and Reporting: Track and report practical measures of program health, participation, stakeholder experience, completion, quality, adoption, and outcomes. Analyze assessment, coaching, feedback, and program data to identify trends, risks, gaps, and improvement opportunities. Use insights to recommend changes that improve effectiveness and enterprise value.
Vendor and Resource Management: Manage assigned vendors, suppliers, tools, and resources supporting executive assessment, coaching, education, or related programs. Coordinate deliverables, track quality and service issues, monitor costs, support vendor evaluation, and ensure external solutions align with HPE needs and stakeholder expectations.
Program Improvement and Standardization: Identify opportunities to simplify, strengthen, and scale executive talent practices. Improve tools, templates, communications, intake methods, reporting, stakeholder guidance, and operating routines using feedback, data, lessons learned, AI enabled capabilities, and external benchmarking.
Portfolio Leadership and Agile Support: Contribute expertise and leadership across the Executive Advantage portfolio as priorities evolve. Take on complex or emerging workstreams where additional thought partnership, structure, stakeholder coordination, or senior level program leadership is needed.
QUALIFICATIONS:
Education and Experience: Bachelor’s degree or equivalent experience in HR, business, organizational development, industrial organizational psychology, talent management, leadership development, program management, or a related field. Advanced degree preferred. Typically, 6+ years of relevant experience in talent management, HR, leadership development, assessment, coaching, organizational development, executive development, or a similar discipline.
Executive Talent Experience: Experience supporting executive or senior leader populations through assessment, coaching, development planning, succession planning, leadership development, talent reviews, mentoring, or related talent practices.
Program Leadership: Experience leading complex programs or initiatives with multiple stakeholders, dependencies, timelines, vendors, communications, risks, and deliverables in a matrixed global environment.
Assessment and Coaching Exposure: Experience with leadership assessment, executive coaching, feedback instruments, development planning, or vendor managed talent solutions is preferred.
Senior Stakeholder Support: Experience preparing materials, recommendations, updates, or communications for senior HR, business, or executive audiences.
Data and Insights: Experience using talent, assessment, coaching, program, or stakeholder data to identify trends, evaluate effectiveness, surface risks, and recommend improvements.
Budget and Vendor Management: Experience managing vendor deliverables, program resources, budgets, costs, or service quality is preferred.
COMPETENCIES:
Executive Talent Solutions Expertise: Applies advanced knowledge of executive assessment, coaching, development, succession readiness, leadership development, and related talent practices to solve complex business and talent challenges. Acts as a trusted advisor to HR and business stakeholders and helps shape practical solutions that strengthen leadership capability and executive talent outcomes.
Strategic Program Leadership: Defines objectives, success measures, governance, stakeholder roles, and delivery plans that connect program activity to business and talent outcomes.
Judgment and Problem Solving: Works effectively through ambiguity, evaluates multiple factors, identifies risks early, develops practical options, and knows when to act, consult, or escalate.
Stakeholder Influence: Builds credibility with HR and business stakeholders, clarifies expectations, influences without authority, and drives alignment across groups with different needs and priorities.
Executive Communication: Prepares clear, concise materials and communications for senior audiences. Synthesizes issues, insights, recommendations, decisions, and actions with appropriate judgment and discretion.
Data Driven Insights: Uses quantitative and qualitative data to assess program health, identify patterns, evaluate impact, and recommend improvements.
Learning Agility and Adaptability: Moves effectively across established programs, evolving priorities, and new strategic initiatives; learns new talent disciplines, business contexts, and stakeholder needs quickly.
Vendor and Resource Stewardship: Manages vendors, tools, costs, deliverables, and service expectations with discipline, accountability, and focus on leveraged value.
Continuous Improvement: Uses feedback, data, lessons learned, and external practices to simplify processes, improve consistency, strengthen stakeholder experience, and increase program impact.
Collaboration and Portfolio Mindset: Contributes constructively across the broader Talent Management team, shares expertise, supports common priorities, and helps connect related executive talent workstreams.
WHY THIS ROLE MATTERS:
Executive talent decisions have a direct impact on leadership readiness, succession strength, and HPE’s ability to execute its strategy. This role helps ensure VP+ leaders have access to high-quality assessment, coaching, development, and support that is connected to business needs and talent priorities.
By strengthening the way HPE assesses, develops, coaches, and supports executive leaders, this role helps turn executive talent insights into clearer actions, better stakeholder experiences, and stronger enterprise leadership capability. The role also provides agile, senior level program leadership across the Executive Advantage portfolio as new priorities emerge.
Accessibility
HPE is committed to creating an inclusive and accessible workplace and encourages applications from all qualified individuals, including those with disabilities. If you believe you require accommodation during any stage of the application or interview process, please submit your request by completing our secure form linked here.
Note: This option is reserved for applicants needing assistance/reasonable accommodation related to a disability.
What We Can Offer You:
Health & Wellbeing
We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.
Personal & Professional Development
We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.
Unconditional Inclusion
We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.
Job:
Human Resources
Job Level:
Expert
"The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level.
– United States of America: Annual Salary USD 92,600 - 213,500 in Texas
The listed salary range reflects base salary. Variable incentives may also be offered."
Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html
HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT employer. We do not discriminate on the basis of race, gender, or any other protected category, and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.
Recruitment Fraud Alert
We have become aware of an increase in fraudulent recruitment activities in which individuals impersonate our company or authorized recruitment agencies to offer fake employment opportunities. These scams may occur through false websites, emails, social media, or chat-based applications and often aim to obtain personal information or money. Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge a candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. We also never request personal information such as back account details, Social Security numbers, or national IDs via social media or chat applications.
All legitimate job opportunities will come through official company channels, and candidates are responsible for verifying the credentials of any third party claiming to represent the company. Any reliance on fraudulent communication is at the individual’s own risk, and HPE disclaims legal liability for any resulting damages. If you suspect recruitment fraud, do not share personal information or make any payments and report the incident to your local authorities immediately.
Executive Talent Solutions Lead
This role has been designed as ‘Onsite’ with an expectation that you will primarily work from an HPE office.
Who We Are:
Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.
Job Description:
This role serves as an executive talent solutions expert within HPE's Executive Advantage portfolio, providing deep expertise, strategic consultation, and senior level program leadership across executive assessment, coaching, leadership development, and related executive talent initiatives. With an initial focus on VP assessment and executive coaching, this role helps strengthen leadership capability, succession readiness, and targeted development for VP+ leaders by translating business and talent priorities into practical, scalable solutions.
The role will lead and improve programs that support executive assessment, coaching, development planning, stakeholder consultation, insights, and follow through. The broader remit may also include executive education, leadership development, succession actions, talent review follow up, mentoring, program communications, and other strategic initiatives as Executive Advantage priorities evolve.
This role requires strong judgment, agility, and the ability to operate across both established programs and ambiguous new workstreams. The individual will partner closely with the Director of Executive Advantage and collaborate with HR Business Partners, business leaders, Talent Management colleagues, vendors, and other stakeholders to ensure executive talent programs are well-designed, clearly governed, effectively delivered, and connected to business outcomes.
The role is expected to actively leverage AI enabled tools and emerging technologies to simplify work, accelerate delivery, generate insights, improve stakeholder experiences, and scale executive talent solutions.
Responsibilities:
VP Assessment and Development: Own and continuously improve VP assessment related processes, practices, tools, and stakeholder experiences. Coordinate assessment activity, clarify expectations, manage handoffs, synthesize inputs/outputs, support development planning, and help ensure assessment insights translate into practical actions for leaders, HR partners, and the business.
Executive Coaching: Manage and strengthen executive coaching practices across the VP+ population. Support coaching intake, matching, vendor coordination, stakeholder communications, progress tracking, and issue resolution. Identify opportunities to improve consistency, quality, access, and connection to leader development priorities.
Executive Talent Solutions: Serve as an executive talent solutions expert across the Executive Advantage portfolio. Lead or support priority initiatives spanning assessment, coaching, leadership development, succession readiness, mentoring, talent review follow up, executive education, and emerging executive talent priorities. Translate strategic direction into practical solutions, stakeholder plans, communications, operating routines, and measurable outcomes.
Technology and AI Fluency: Evaluates and applies digital and AI enabled capabilities to improve efficiency, quality, stakeholder experience, decision support, and scalability. Identifies practical opportunities to automate routine work, generate insights, modernize processes, and increase the impact of talent programs while exercising appropriate judgment, governance, and responsible use practices.
Executive Education and Development: Support the curation, design, delivery, and continuous improvement of executive education or leadership development solutions as business priorities evolve. Partner with internal stakeholders and external providers to define audience needs, learning objectives, delivery approach, stakeholder roles, and measures of effectiveness.
Stakeholder Consultation and Enablement: Serve as a trusted resource to HR and business stakeholders on executive assessment, coaching, and related talent development solutions. Provide practical guidance, clarify decision points, surface risks and dependencies, and connect stakeholders with appropriate resources, processes, and subject matter experts.
Program Strategy and Governance: Establish strong program foundations, including objectives, scope, success measures, governance routines, documentation, and decision-making processes. Ensure programs are scalable, clear, appropriately controlled, and aligned with broader Executive Advantage, HR and HPE business priorities.
Metrics, Insights and Reporting: Track and report practical measures of program health, participation, stakeholder experience, completion, quality, adoption, and outcomes. Analyze assessment, coaching, feedback, and program data to identify trends, risks, gaps, and improvement opportunities. Use insights to recommend changes that improve effectiveness and enterprise value.
Vendor and Resource Management: Manage assigned vendors, suppliers, tools, and resources supporting executive assessment, coaching, education, or related programs. Coordinate deliverables, track quality and service issues, monitor costs, support vendor evaluation, and ensure external solutions align with HPE needs and stakeholder expectations.
Program Improvement and Standardization: Identify opportunities to simplify, strengthen, and scale executive talent practices. Improve tools, templates, communications, intake methods, reporting, stakeholder guidance, and operating routines using feedback, data, lessons learned, AI enabled capabilities, and external benchmarking.
Portfolio Leadership and Agile Support: Contribute expertise and leadership across the Executive Advantage portfolio as priorities evolve. Take on complex or emerging workstreams where additional thought partnership, structure, stakeholder coordination, or senior level program leadership is needed.
QUALIFICATIONS:
Education and Experience: Bachelor’s degree or equivalent experience in HR, business, organizational development, industrial organizational psychology, talent management, leadership development, program management, or a related field. Advanced degree preferred. Typically, 6+ years of relevant experience in talent management, HR, leadership development, assessment, coaching, organizational development, executive development, or a similar discipline.
Executive Talent Experience: Experience supporting executive or senior leader populations through assessment, coaching, development planning, succession planning, leadership development, talent reviews, mentoring, or related talent practices.
Program Leadership: Experience leading complex programs or initiatives with multiple stakeholders, dependencies, timelines, vendors, communications, risks, and deliverables in a matrixed global environment.
Assessment and Coaching Exposure: Experience with leadership assessment, executive coaching, feedback instruments, development planning, or vendor managed talent solutions is preferred.
Senior Stakeholder Support: Experience preparing materials, recommendations, updates, or communications for senior HR, business, or executive audiences.
Data and Insights: Experience using talent, assessment, coaching, program, or stakeholder data to identify trends, evaluate effectiveness, surface risks, and recommend improvements.
Budget and Vendor Management: Experience managing vendor deliverables, program resources, budgets, costs, or service quality is preferred.
COMPETENCIES:
Executive Talent Solutions Expertise: Applies advanced knowledge of executive assessment, coaching, development, succession readiness, leadership development, and related talent practices to solve complex business and talent challenges. Acts as a trusted advisor to HR and business stakeholders and helps shape practical solutions that strengthen leadership capability and executive talent outcomes.
Strategic Program Leadership: Defines objectives, success measures, governance, stakeholder roles, and delivery plans that connect program activity to business and talent outcomes.
Judgment and Problem Solving: Works effectively through ambiguity, evaluates multiple factors, identifies risks early, develops practical options, and knows when to act, consult, or escalate.
Stakeholder Influence: Builds credibility with HR and business stakeholders, clarifies expectations, influences without authority, and drives alignment across groups with different needs and priorities.
Executive Communication: Prepares clear, concise materials and communications for senior audiences. Synthesizes issues, insights, recommendations, decisions, and actions with appropriate judgment and discretion.
Data Driven Insights: Uses quantitative and qualitative data to assess program health, identify patterns, evaluate impact, and recommend improvements.
Learning Agility and Adaptability: Moves effectively across established programs, evolving priorities, and new strategic initiatives; learns new talent disciplines, business contexts, and stakeholder needs quickly.
Vendor and Resource Stewardship: Manages vendors, tools, costs, deliverables, and service expectations with discipline, accountability, and focus on leveraged value.
Continuous Improvement: Uses feedback, data, lessons learned, and external practices to simplify processes, improve consistency, strengthen stakeholder experience, and increase program impact.
Collaboration and Portfolio Mindset: Contributes constructively across the broader Talent Management team, shares expertise, supports common priorities, and helps connect related executive talent workstreams.
WHY THIS ROLE MATTERS:
Executive talent decisions have a direct impact on leadership readiness, succession strength, and HPE’s ability to execute its strategy. This role helps ensure VP+ leaders have access to high-quality assessment, coaching, development, and support that is connected to business needs and talent priorities.
By strengthening the way HPE assesses, develops, coaches, and supports executive leaders, this role helps turn executive talent insights into clearer actions, better stakeholder experiences, and stronger enterprise leadership capability. The role also provides agile, senior level program leadership across the Executive Advantage portfolio as new priorities emerge.
Accessibility
HPE is committed to creating an inclusive and accessible workplace and encourages applications from all qualified individuals, including those with disabilities. If you believe you require accommodation during any stage of the application or interview process, please submit your request by completing our secure form linked here.
Note: This option is reserved for applicants needing assistance/reasonable accommodation related to a disability.
What We Can Offer You:
Health & Wellbeing
We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.
Personal & Professional Development
We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.
Unconditional Inclusion
We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.
Job:
Human Resources
Job Level:
Expert
"The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level.
– United States of America: Annual Salary USD 92,600 - 213,500 in Texas
The listed salary range reflects base salary. Variable incentives may also be offered."
Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html
HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT employer. We do not discriminate on the basis of race, gender, or any other protected category, and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together.
Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.
Recruitment Fraud Alert
We have become aware of an increase in fraudulent recruitment activities in which individuals impersonate our company or authorized recruitment agencies to offer fake employment opportunities. These scams may occur through false websites, emails, social media, or chat-based applications and often aim to obtain personal information or money. Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge a candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. We also never request personal information such as back account details, Social Security numbers, or national IDs via social media or chat applications.
All legitimate job opportunities will come through official company channels, and candidates are responsible for verifying the credentials of any third party claiming to represent the company. Any reliance on fraudulent communication is at the individual’s own risk, and HPE disclaims legal liability for any resulting damages. If you suspect recruitment fraud, do not share personal information or make any payments and report the incident to your local authorities immediately.
Talent Manager Job Roles in Texas
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Search Talent Manager Jobs in TexasTalent Manager Jobs in Texas: Frequently Asked Questions
Which companies sponsor visas for talent managers in Texas?
Large employers with significant Texas footprints are the most consistent sponsors for talent manager roles. These include consulting firms like Deloitte, Accenture, and McKinsey operating out of Dallas and Houston, technology companies such as Dell, Apple, and Oracle with major Texas offices, and energy giants like ExxonMobil and Chevron headquartered in the Houston area. Multinationals with dedicated HR functions tend to have established sponsorship processes.
Which visa types are most common for talent manager roles in Texas?
The H-1B visa is the most common visa for talent managers in Texas, as the role generally qualifies as a specialty occupation requiring a bachelor's degree in human resources, business, or a related field. L-1B and L-1A visas are also relevant for international professionals transferring within a multinational company into a Texas-based talent management position. TN visa status is available for Canadian and Mexican nationals in qualifying HR roles.
Which cities in Texas have the most talent manager sponsorship jobs?
Dallas-Fort Worth leads in volume, driven by its concentration of Fortune 500 headquarters and large consulting and financial services firms. Houston is the second-largest market, with talent management demand anchored in energy, healthcare, and professional services. Austin's tech sector has grown significantly and now represents a meaningful share of sponsorship activity for talent managers, particularly at mid-size and enterprise technology companies.
How to find talent manager visa sponsorship jobs in Texas?
Migrate Mate filters job listings specifically by visa sponsorship availability, making it easier to identify talent manager roles in Texas where employers are actively willing to sponsor. Rather than sorting through general postings, you can browse verified sponsorship opportunities in Dallas, Houston, and Austin directly. Filtering by role and state helps narrow results to positions with HR or people operations functions that align with talent management experience.
Are there any Texas-specific considerations for talent managers seeking visa sponsorship?
Texas has no state income tax, which affects prevailing wage comparisons since take-home pay differs from states like California or New York at the same gross salary. The state's large university system, including UT Austin and Texas A&M, produces strong domestic HR talent pipelines, meaning international candidates benefit from differentiating with specialized expertise in areas like workforce planning, technical recruiting, or talent analytics to stand out in a competitive sponsorship review.
What is the prevailing wage for sponsored talent 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.