Project Management Specialist Visa Sponsorship Jobs in Washington DC
Washington DC is one of the strongest markets for project management specialist visa sponsorship, driven by federal contractors, defense agencies, international organizations, and consulting giants like Booz Allen Hamilton, Deloitte, and Leidos. PMP-certified professionals with clearance eligibility and experience in government IT, infrastructure, or policy programs are particularly sought after across the DC, Virginia, and Maryland metro corridor.
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Get Access To All JobsINTRODUCTION:
The Senior Project Officer will provide dedicated project management, coordination, and operational support for HR activities across assigned USG-funded multi-country projects working across multiple regions, countries, and technical areas. Based in Jhpiego’s Washington, DC office, this role will help ensure that HR start-up, close-out, transition, staff onboarding and offboarding, vendor coordination, compliance, reporting, and change management activities are planned, tracked, and delivered effectively in alignment with project priorities, Jhpiego standards, donor requirements, and applicable employment practices.
The Senior Project Officer serves as a coordination and implementation partner for Global Human Resources and project leadership. The position is responsible for organizing work streams, maintaining project plans and trackers, coordinating across country offices and Regional HR Business Partners, supporting HR-related project start-ups and close-outs, and ensuring timely follow-through on HR deliverables. The role requires strong project management discipline, excellent communication skills, attention to detail, and the ability to work.
SPECIFIC DUTIES & RESPONSIBILITIES:
- Project Planning and Coordination: Develop and maintain HR project plans, timelines, trackers, action logs, and deliverable schedules for project HR workstreams, including start-up, close-out, staffing transitions, and HR operational activities across country offices.
- HR Start-Up, Close-Out, and Transition Support: Coordinate HR activities related to country office start-ups, project close-outs, staff transitions, workforce planning scenarios, contract changes, separations, onboarding, and movement of staff between employment models or implementing partners.
- Cross-Functional Collaboration: Serve as a liaison between Global HR, Regional HR Business Partners, country HR teams, project leadership, Finance, Operations, Talent Acquisition, Compensation, Legal, and other stakeholders to support coordinated and timely execution of HR activities.
- Vendor and Employment Model Coordination: Support coordination with external vendors and service providers, including Employers of Record, payroll providers, recruitment vendors, benefits providers, and consultants, ensuring activities are tracked, documentation is complete, and issues are escalated appropriately.
- Monitoring, Reporting, and Documentation: Track progress against HR workplans and deliverables; prepare regular updates, dashboards, briefing notes, and status reports for project and HR leadership; maintain accurate records, trackers, decision logs, and documentation repositories.
- Risk, Compliance, and Issue Tracking: Identify HR-related risks, dependencies, gaps, and bottlenecks; maintain risk and issue logs; support follow-up on compliance actions; and escalate matters requiring leadership, legal, donor, finance, or HR partner input.
- Change Management and Communications: Support communications, stakeholder engagement, and change management activities related to HR transitions, policy implementation, staffing changes, and new or revised HR processes, ensuring messages are clear, timely, and aligned with organizational standards and project needs.
- Recruitment and Onboarding Coordination: Partner with Talent Acquisition, hiring managers, and country HR teams to track anticipated and upcoming recruitment needs, and facilitate job description development, approvals, onboarding readiness, hiring milestones, and any other HR processes for project-related roles.
- HR Systems and Data Support: Support accurate HR data collection, reporting, and follow-up in coordination with HR systems and country teams, including information related to staffing, onboarding, separations, performance management, and HR compliance deliverables.
- Process Improvement: Document lessons learned, identify opportunities to streamline HR project processes, recommend improvements to tools and workflows, and support development of standard operating procedures, templates, and guidance materials.
- Internal Knowledge Management Systems: Support internal communications and knowledge management processes by maintaining functional staff lists and supporting development and use of internal mailing lists; support staff to register for relevant Communities of Practice, etc. and support sharing of updates and orientation resources to project staff.
WORK ENVIRONMENT, REPORTING, AND TRAVEL:
Location: Washington, DC office, with flexibility consistent with Jhpiego and project work arrangements.
Organizational Unit: Global Human Resources, supporting project HR activities.
- Reporting Structure: Reports to the International HR Operations Director or designated HR leadership, with dotted line / close coordination with project leadership, Regional HR Business Partners, and country HR teams.
- Travel: Occasional domestic or international travel may be required to support project start-up, close-out, transition activities, HR reviews, meetings, or stakeholder engagement.
- Physical Demands: Typical office environment requiring regular computer use, virtual meeting participation, document review, and coordination across multiple time zones.
MINIMUM QUALIFICATIONS:
- Master's degree in related field.
- Four years related experience.
- Additional education may substitute for required experience and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.
Classified Title: Program Officer II
Job Posting Title (Working Title): Sr. Project Officer, HR
Role/Level/Range: ACRP/04/ME
Starting Salary Range: $74,867 - $92,924 Commensurate with Experience
Employee group: Full Time
Schedule: Monday - Friday 8:30 am - 5:00 pm
FLSA Status: Exempt
Location: Jhpiego
Department name: 60000108-Global Human Resources GHR
Personnel area: Academic and Business Centers
TOTAL REWARDS:
The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will ultimately depend on multiple factors, which may include the successful candidate's geographic location, skills, work experience, market conditions, education/training and other qualifications. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/.
EDUCATION AND EXPERIENCE EQUIVALENCY:
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.
APPLICANTS COMPLETING STUDIES:
Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.
BACKGROUND CHECKS:
The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.
DIVERSITY AND INCLUSION:
The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.
EQUAL OPPORTUNITY EMPLOYER:
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
EEO is the Law:
https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf
ACCOMMODATION INFORMATION:
If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit: https://accessibility.jhu.edu/.
VACCINE REQUIREMENTS:
Johns Hopkins University requires all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions to the flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry.
The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
INTRODUCTION:
The Senior Project Officer will provide dedicated project management, coordination, and operational support for HR activities across assigned USG-funded multi-country projects working across multiple regions, countries, and technical areas. Based in Jhpiego’s Washington, DC office, this role will help ensure that HR start-up, close-out, transition, staff onboarding and offboarding, vendor coordination, compliance, reporting, and change management activities are planned, tracked, and delivered effectively in alignment with project priorities, Jhpiego standards, donor requirements, and applicable employment practices.
The Senior Project Officer serves as a coordination and implementation partner for Global Human Resources and project leadership. The position is responsible for organizing work streams, maintaining project plans and trackers, coordinating across country offices and Regional HR Business Partners, supporting HR-related project start-ups and close-outs, and ensuring timely follow-through on HR deliverables. The role requires strong project management discipline, excellent communication skills, attention to detail, and the ability to work.
SPECIFIC DUTIES & RESPONSIBILITIES:
- Project Planning and Coordination: Develop and maintain HR project plans, timelines, trackers, action logs, and deliverable schedules for project HR workstreams, including start-up, close-out, staffing transitions, and HR operational activities across country offices.
- HR Start-Up, Close-Out, and Transition Support: Coordinate HR activities related to country office start-ups, project close-outs, staff transitions, workforce planning scenarios, contract changes, separations, onboarding, and movement of staff between employment models or implementing partners.
- Cross-Functional Collaboration: Serve as a liaison between Global HR, Regional HR Business Partners, country HR teams, project leadership, Finance, Operations, Talent Acquisition, Compensation, Legal, and other stakeholders to support coordinated and timely execution of HR activities.
- Vendor and Employment Model Coordination: Support coordination with external vendors and service providers, including Employers of Record, payroll providers, recruitment vendors, benefits providers, and consultants, ensuring activities are tracked, documentation is complete, and issues are escalated appropriately.
- Monitoring, Reporting, and Documentation: Track progress against HR workplans and deliverables; prepare regular updates, dashboards, briefing notes, and status reports for project and HR leadership; maintain accurate records, trackers, decision logs, and documentation repositories.
- Risk, Compliance, and Issue Tracking: Identify HR-related risks, dependencies, gaps, and bottlenecks; maintain risk and issue logs; support follow-up on compliance actions; and escalate matters requiring leadership, legal, donor, finance, or HR partner input.
- Change Management and Communications: Support communications, stakeholder engagement, and change management activities related to HR transitions, policy implementation, staffing changes, and new or revised HR processes, ensuring messages are clear, timely, and aligned with organizational standards and project needs.
- Recruitment and Onboarding Coordination: Partner with Talent Acquisition, hiring managers, and country HR teams to track anticipated and upcoming recruitment needs, and facilitate job description development, approvals, onboarding readiness, hiring milestones, and any other HR processes for project-related roles.
- HR Systems and Data Support: Support accurate HR data collection, reporting, and follow-up in coordination with HR systems and country teams, including information related to staffing, onboarding, separations, performance management, and HR compliance deliverables.
- Process Improvement: Document lessons learned, identify opportunities to streamline HR project processes, recommend improvements to tools and workflows, and support development of standard operating procedures, templates, and guidance materials.
- Internal Knowledge Management Systems: Support internal communications and knowledge management processes by maintaining functional staff lists and supporting development and use of internal mailing lists; support staff to register for relevant Communities of Practice, etc. and support sharing of updates and orientation resources to project staff.
WORK ENVIRONMENT, REPORTING, AND TRAVEL:
Location: Washington, DC office, with flexibility consistent with Jhpiego and project work arrangements.
Organizational Unit: Global Human Resources, supporting project HR activities.
- Reporting Structure: Reports to the International HR Operations Director or designated HR leadership, with dotted line / close coordination with project leadership, Regional HR Business Partners, and country HR teams.
- Travel: Occasional domestic or international travel may be required to support project start-up, close-out, transition activities, HR reviews, meetings, or stakeholder engagement.
- Physical Demands: Typical office environment requiring regular computer use, virtual meeting participation, document review, and coordination across multiple time zones.
MINIMUM QUALIFICATIONS:
- Master's degree in related field.
- Four years related experience.
- Additional education may substitute for required experience and additional related experience may substitute for required education beyond a high school diploma/graduation equivalent, to the extent permitted by the JHU equivalency formula.
Classified Title: Program Officer II
Job Posting Title (Working Title): Sr. Project Officer, HR
Role/Level/Range: ACRP/04/ME
Starting Salary Range: $74,867 - $92,924 Commensurate with Experience
Employee group: Full Time
Schedule: Monday - Friday 8:30 am - 5:00 pm
FLSA Status: Exempt
Location: Jhpiego
Department name: 60000108-Global Human Resources GHR
Personnel area: Academic and Business Centers
TOTAL REWARDS:
The referenced base salary range represents the low and high end of Johns Hopkins University’s salary range for this position. Not all candidates will be eligible for the upper end of the salary range. Exact salary will ultimately depend on multiple factors, which may include the successful candidate's geographic location, skills, work experience, market conditions, education/training and other qualifications. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/.
EDUCATION AND EXPERIENCE EQUIVALENCY:
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.
APPLICANTS COMPLETING STUDIES:
Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.
BACKGROUND CHECKS:
The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.
DIVERSITY AND INCLUSION:
The Johns Hopkins University values diversity, equity and inclusion and advances these through our key strategic framework, the JHU Roadmap on Diversity and Inclusion.
EQUAL OPPORTUNITY EMPLOYER:
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
EEO is the Law:
https://www.eeoc.gov/sites/default/files/2023-06/22-088_EEOC_KnowYourRights6.12ScreenRdr.pdf
ACCOMMODATION INFORMATION:
If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the Talent Acquisition Office at jhurecruitment@jhu.edu. For TTY users, call via Maryland Relay or dial 711. For more information about workplace accommodations or accessibility at Johns Hopkins University, please visit: https://accessibility.jhu.edu/.
VACCINE REQUIREMENTS:
Johns Hopkins University requires all faculty, staff, and students to receive the seasonal flu vaccine. Exceptions to the flu vaccine requirements may be provided to individuals for religious beliefs or medical reasons. Requests for an exception must be submitted to the JHU vaccination registry.
The following additional provisions may apply, depending upon campus. Your recruiter will advise accordingly.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
Project Management Specialist Job Roles in Washington DC
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Search Project Management Specialist Jobs in Washington DCProject Management Specialist Jobs in Washington DC: Frequently Asked Questions
Which companies sponsor visas for project management specialists in Washington DC?
Federal contractors and consulting firms are the most active sponsors in the DC area. Companies like Booz Allen Hamilton, Leidos, SAIC, Deloitte, and Accenture Federal Services regularly file H-1B visa petitions for project management specialist roles. Large international organizations such as the World Bank and IMF also sponsor project managers, typically through different visa categories suited to international organization employees.
Which visa types are most common for project management specialist roles in Washington DC?
The H-1B is the most common visa for project management specialists in DC, provided the role requires a bachelor's degree or higher in a specific field such as business, engineering, or information systems. Candidates from India and China often navigate priority date backlogs under EB-2 and EB-3 green card pathways. Some international organization roles qualify under the G-4 visa category, which is relatively unique to the DC market.
How to find project management specialist visa sponsorship jobs in Washington DC?
Migrate Mate filters job listings specifically by visa sponsorship availability, making it straightforward to find project management specialist roles in Washington DC without sorting through positions that don't offer sponsorship. You can search by role and location to surface openings at federal contractors, consulting firms, and international organizations across the DC metro area, saving significant time compared to general job searches.
Which cities in Washington DC have the most project management specialist sponsorship jobs?
Washington DC itself concentrates the highest volume of sponsoring employers, particularly around the federal government corridor. However, many of the largest contractors, including Booz Allen Hamilton, Leidos, and General Dynamics IT, operate significant hiring hubs in nearby Northern Virginia cities such as McLean, Arlington, and Reston. Bethesda and Rockville in Maryland are also active, particularly for health-focused project management roles at organizations like NIH and its contractors.
Are there state-specific considerations for project management specialists seeking visa sponsorship in Washington DC?
Security clearance eligibility is a significant factor in the DC federal contracting market. Many roles require or prefer candidates who can obtain a Secret or Top Secret clearance, and some clearances have residency or citizenship requirements that limit sponsorship for certain positions. Project managers targeting government IT or defense contracts should assess clearance requirements early. PMP certification from the Project Management Institute, headquartered in the DC metro area, is commonly expected by employers here.
What is the prevailing wage for sponsored project management specialist jobs in Washington DC?
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.