HR Director Visa Sponsorship Jobs in Utah
HR Director roles in Utah draw sponsorship activity from employers across Salt Lake City's growing tech sector, healthcare systems like Intermountain Health and University of Utah Health, and enterprise companies in the Silicon Slopes corridor. Most openings are concentrated in Salt Lake County, with additional hiring in Provo and Ogden.
Find HR Director JobsOverview
Showing 5 of 27+ HR Director Jobs in Utah with Visa Sponsorship
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
See all HR Director Jobs in Utah with Visa Sponsorship
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HR Director Jobs in Utah with Visa Sponsorship.
Get Access To All JobsINTRODUCTION
The Director, Human Resources provides strategic HR Business Partner leadership and support primarily to two of our Global Platform Teams, Regulatory Affairs, Global Marketing and serves as the site HR leader for the SLC BD campus with one direct report. As part of the MDS HR team, we orchestrate the integrated delivery of HR support through the COEs, Associate Service Centers, and corporate HR functions, while ensuring alignment with business needs and strategic objectives.
This role will influence across the organization and drive strategic thinking across clients and initiatives from concept to planning to execution. The successful candidate will be self-driven, highly engaged in the business, and a trusted coach and advisor who believes that delivery excellence is essential and seeks to elevate the performance of those they collaborate with across the enterprise. This role reports into the VP of HR for MDS with dotted line accountability to their client leaders.
ABOUT THE JOB
BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities.
We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you’ll be supported to learn, grow and become your best self. Become a maker of possible with us.
Responsibilities:
Organizational Effectiveness & Development
- Aligned with business objectives across multiple business lines and functions, provides strategic HR leadership to leaders and teams to identify and resolve talent gaps impacting business outcomes and addressing through systemic counter measures. Will coach and mentor within HR team and lead MDS-wide programs and initiatives.
- Lead and support client groups through organizational capability and capacity analysis, strategic workforce planning, organization design, associate engagement, and organizational change initiatives to deliver talent needed to drive business outcomes. Monitor platform team cross functional engagement, collaboration and proactively engage in driving improvements in people, process, and operating models where appropriate.
- Serve as a trusted advisor and consultant to client leaders as they deliver their business and functional plans while aiding in their own leadership development journey and career planning.
- Demonstrate thought leadership in change and transformation excellence that drive continuous improvement into the business. Incorporate change methodology that includes: a business case for change, identification of primary stake holders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
- Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance.
- Demonstrate deep understanding of the business including external talent trends, culture, reward systems, and organization models. Participate in Annual Strategic Planning process emphasizing talent assessments, needs, and solutions over the planning period.
- Engage in complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to leadership team in a coherent manner.
Talent Management & Acquisition
- Serve as a key leader for implementation of transformation change efforts while partnering with executive leaders and may lead/coach other HR colleagues on any organizational development and design efforts. This end-to-end work may be focused on M&A and integrations, internal restructuring, or other organizational assessment and change needs aligned with business growth strategies.
- Identify opportunities and guide leaders to fill capability gaps through talent acquisition and development aligned with business strategies. Monitor and track success and delivery.
- Consult as a talent advisor, facilitator, and champion to ensure strong succession pipelines for critical roles.
- Partner with Talent Management and Talent Acquisition teams to align top talent to the highest priorities while ensuring inclusion and diversity outcomes. Participate in annual processes and special projects as needed to serve the needs of our business.
- Participate on the interview team for senior level and critical roles, and counsel hiring leaders/teams in selection process.
- Leverage and lead teams through goal setting, alignment and performance management cycles driving high performance team culture and outcomes within the business.
- Consult with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the TM COE to present recommendations as part of organizational training needs assessment.
Total Rewards
- Provide consultative guidance for compensation, rewards and facilitate appropriate compensation reviews during annual processes, job offers, retention measures as well as ad hoc evaluation needs based on client group / BU strategies.
- Facilitate annual compensation programs within client groups driving to expected outcomes and timely deliveries.
- Create culture of recognition centered around BD’s values and mindsets.
Associate Engagement & Relations
- Provide strategic HR advisory support for complex HR issues and activities.
- Identify trends and root causes as opportunities to improve organizational/team and associate engagement.
- Actively use data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization.
- Monitor and address retention proactively and work closely with AccessHR (employee relations COE) to understand leading and lagging indicators for observed trends.
- Develop/define associate separation strategy & manage severance for group separations in partnership with AccessHR, ASC, Legal, etc.
- Act as a strategic partner on the site leadership team, including input on site-wide facility decisions.
- Coordinate site-wide engagement activities to increase sense of belonging and culture.
- Maintain HR site budget.
HR Function Effectiveness
- Serve as the face of HR to client groups and lives ‘one HR’ model.
- Partner with the ASC, AccessHR, CoEs and consistently meet with both groups to understand trends, discuss escalated items, improve outcomes, and deliver updated processes and changes, etc.
- Drive continuous improvement within team and function. Focus on development, growth, engagement and inclusion of direct report and HR team in partnership with VP.
QUALIFICATIONS
- BS/BA degree in Business Administration, HR Management or related field required.
- Advanced degree (MBA/ Masters in HR or equivalent) is preferred.
- Professional of Human Resources (PHR/SPHR) Certification desired.
- Minimum of 10 years progressive professional experience as HRBP with experience that requires change management, strategic business partnering, organizational effectiveness/development, employment law, and prior people leadership experience.
- Ideally experienced in supporting a stand alone site.
- Experience working in mid/large complex environments and matrixed organization is preferred.
- Experience working with other geographies is required.
- Salt Lake City based role, in office 4-days a week.
- Travel required up to 20%.
Why Join Us?
A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It’s also a place where we help each other be great, we do what’s right, we hold each other accountable and learn and improve every day.
You will learn and work alongside inspirational leaders and colleagues who are equally passionate and committed to fostering an inclusive, growth-centered, and rewarding culture. You will have the opportunity to help shape the trajectory of BD while leaving a legacy at the same time. And through the organization’s investment in BD University, you will continually level up your tech skills and expertise.
To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you’ll discover a culture in which you can learn, grow and thrive. And find satisfaction in doing your part to make the world a better place.
Becton, Dickinson and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics.
LOCATION
USA UT - Salt Lake City BAS
WORK SHIFT
NA (United States of America)
INTRODUCTION
The Director, Human Resources provides strategic HR Business Partner leadership and support primarily to two of our Global Platform Teams, Regulatory Affairs, Global Marketing and serves as the site HR leader for the SLC BD campus with one direct report. As part of the MDS HR team, we orchestrate the integrated delivery of HR support through the COEs, Associate Service Centers, and corporate HR functions, while ensuring alignment with business needs and strategic objectives.
This role will influence across the organization and drive strategic thinking across clients and initiatives from concept to planning to execution. The successful candidate will be self-driven, highly engaged in the business, and a trusted coach and advisor who believes that delivery excellence is essential and seeks to elevate the performance of those they collaborate with across the enterprise. This role reports into the VP of HR for MDS with dotted line accountability to their client leaders.
ABOUT THE JOB
BD is one of the largest global medical technology companies in the world. Advancing the world of health™ is our Purpose, and it’s no small feat. It takes the imagination and passion of all of us—from design and engineering to the manufacturing and marketing of our billions of MedTech products per year—to look at the impossible and find transformative solutions that turn dreams into possibilities.
We believe that the human element, across our global teams, is what allows us to continually evolve. Join us and discover an environment in which you’ll be supported to learn, grow and become your best self. Become a maker of possible with us.
Responsibilities:
Organizational Effectiveness & Development
- Aligned with business objectives across multiple business lines and functions, provides strategic HR leadership to leaders and teams to identify and resolve talent gaps impacting business outcomes and addressing through systemic counter measures. Will coach and mentor within HR team and lead MDS-wide programs and initiatives.
- Lead and support client groups through organizational capability and capacity analysis, strategic workforce planning, organization design, associate engagement, and organizational change initiatives to deliver talent needed to drive business outcomes. Monitor platform team cross functional engagement, collaboration and proactively engage in driving improvements in people, process, and operating models where appropriate.
- Serve as a trusted advisor and consultant to client leaders as they deliver their business and functional plans while aiding in their own leadership development journey and career planning.
- Demonstrate thought leadership in change and transformation excellence that drive continuous improvement into the business. Incorporate change methodology that includes: a business case for change, identification of primary stake holders, process mapping, communications planning, action/transition planning, visioning sessions, conflict resolution, team building, and after-action review assessments.
- Develop & conduct team development/team building strategies both proactively and when necessary to improve team performance.
- Demonstrate deep understanding of the business including external talent trends, culture, reward systems, and organization models. Participate in Annual Strategic Planning process emphasizing talent assessments, needs, and solutions over the planning period.
- Engage in complex issues where analysis of situations or data requires an in-depth knowledge of the team and interpersonal dynamics. Has the ability to model and manipulate data to build an understanding and then communicate findings to leadership team in a coherent manner.
Talent Management & Acquisition
- Serve as a key leader for implementation of transformation change efforts while partnering with executive leaders and may lead/coach other HR colleagues on any organizational development and design efforts. This end-to-end work may be focused on M&A and integrations, internal restructuring, or other organizational assessment and change needs aligned with business growth strategies.
- Identify opportunities and guide leaders to fill capability gaps through talent acquisition and development aligned with business strategies. Monitor and track success and delivery.
- Consult as a talent advisor, facilitator, and champion to ensure strong succession pipelines for critical roles.
- Partner with Talent Management and Talent Acquisition teams to align top talent to the highest priorities while ensuring inclusion and diversity outcomes. Participate in annual processes and special projects as needed to serve the needs of our business.
- Participate on the interview team for senior level and critical roles, and counsel hiring leaders/teams in selection process.
- Leverage and lead teams through goal setting, alignment and performance management cycles driving high performance team culture and outcomes within the business.
- Consult with clients to understand training and development needs across their functional groups, to identify trends, patterns, etc., and works with the TM COE to present recommendations as part of organizational training needs assessment.
Total Rewards
- Provide consultative guidance for compensation, rewards and facilitate appropriate compensation reviews during annual processes, job offers, retention measures as well as ad hoc evaluation needs based on client group / BU strategies.
- Facilitate annual compensation programs within client groups driving to expected outcomes and timely deliveries.
- Create culture of recognition centered around BD’s values and mindsets.
Associate Engagement & Relations
- Provide strategic HR advisory support for complex HR issues and activities.
- Identify trends and root causes as opportunities to improve organizational/team and associate engagement.
- Actively use data and metrics to drive client engagement and drive accountability for outcomes both with client and the HR organization.
- Monitor and address retention proactively and work closely with AccessHR (employee relations COE) to understand leading and lagging indicators for observed trends.
- Develop/define associate separation strategy & manage severance for group separations in partnership with AccessHR, ASC, Legal, etc.
- Act as a strategic partner on the site leadership team, including input on site-wide facility decisions.
- Coordinate site-wide engagement activities to increase sense of belonging and culture.
- Maintain HR site budget.
HR Function Effectiveness
- Serve as the face of HR to client groups and lives ‘one HR’ model.
- Partner with the ASC, AccessHR, CoEs and consistently meet with both groups to understand trends, discuss escalated items, improve outcomes, and deliver updated processes and changes, etc.
- Drive continuous improvement within team and function. Focus on development, growth, engagement and inclusion of direct report and HR team in partnership with VP.
QUALIFICATIONS
- BS/BA degree in Business Administration, HR Management or related field required.
- Advanced degree (MBA/ Masters in HR or equivalent) is preferred.
- Professional of Human Resources (PHR/SPHR) Certification desired.
- Minimum of 10 years progressive professional experience as HRBP with experience that requires change management, strategic business partnering, organizational effectiveness/development, employment law, and prior people leadership experience.
- Ideally experienced in supporting a stand alone site.
- Experience working in mid/large complex environments and matrixed organization is preferred.
- Experience working with other geographies is required.
- Salt Lake City based role, in office 4-days a week.
- Travel required up to 20%.
Why Join Us?
A career at BD means being part of a team that values your opinions and contributions and that encourages you to bring your authentic self to work. It’s also a place where we help each other be great, we do what’s right, we hold each other accountable and learn and improve every day.
You will learn and work alongside inspirational leaders and colleagues who are equally passionate and committed to fostering an inclusive, growth-centered, and rewarding culture. You will have the opportunity to help shape the trajectory of BD while leaving a legacy at the same time. And through the organization’s investment in BD University, you will continually level up your tech skills and expertise.
To find purpose in the possibilities, we need people who can see the bigger picture, who understand the human story that underpins everything we do. We welcome people with the imagination and drive to help us reinvent the future of health. At BD, you’ll discover a culture in which you can learn, grow and thrive. And find satisfaction in doing your part to make the world a better place.
Becton, Dickinson and Company is an Equal Opportunity Employer. We evaluate applicants without regard to race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, and other legally-protected characteristics.
LOCATION
USA UT - Salt Lake City BAS
WORK SHIFT
NA (United States of America)
HR Director Job Roles in Utah
See all HR Director Jobs in Utah
Sign up for free to filter by visa type, set job alerts, and find employers with verified sponsorship history.
Search HR Director Jobs in UtahHR Director Jobs in Utah: Frequently Asked Questions
Which companies in Utah sponsor visas for HR Directors?
Employers with established visa sponsorship programs for senior HR roles in Utah include large healthcare systems such as Intermountain Health and University of Utah Health, technology companies operating in the Silicon Slopes corridor near Lehi and Draper, and national corporations with Utah headquarters or regional offices. Larger organizations with dedicated legal and HR infrastructure are more consistently able to manage the sponsorship process for director-level hires.
Which visa types are most common for HR Director roles in Utah?
The H-1B visa is the most common visa category for HR Directors in Utah, as the role typically requires a bachelor's degree or higher in human resources, business administration, or a related field, satisfying the specialty occupation requirement. Candidates with extraordinary achievement in people operations or organizational leadership may also qualify for the O-1A. Multinational HR leaders transferring within a single organization may be eligible for the L-1A intracompany transferee category.
Which cities in Utah have the most HR Director visa sponsorship jobs?
Salt Lake City accounts for the largest share of HR Director sponsorship opportunities in Utah, driven by its concentration of healthcare employers, financial services firms, and tech companies. The Silicon Slopes corridor, spanning Lehi, Draper, and South Jordan, is a secondary hub where high-growth technology companies periodically hire senior HR talent. Provo also sees activity, largely tied to the university ecosystem and mid-sized employers in Utah County.
How to find hr director visa sponsorship jobs in Utah?
Migrate Mate filters job listings specifically by visa sponsorship availability, making it straightforward to identify HR Director roles in Utah where employers are actively open to sponsoring. Rather than sorting through general postings, you can search within the HR Director category and narrow results to Utah, focusing your time on employers who have indicated willingness to support work visa applications for this role.
Are there any state-specific considerations for HR Directors seeking sponsorship in Utah?
Utah's HR Director market is heavily shaped by two dominant industries: healthcare and technology. Employers in both sectors are familiar with sponsorship processes, but director-level roles typically require demonstrating that the position meets the specialty occupation standard, which is well-established for HR leadership tied to complex organizational structures. The University of Utah and Brigham Young University also contribute graduate talent pipelines that some local employers have experience sponsoring through post-graduation work authorization pathways.
What is the prevailing wage for sponsored hr director jobs in Utah?
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.