Executive Director Visa Sponsorship Jobs in Wisconsin
Executive director visa sponsorship jobs in Wisconsin span nonprofit organizations, healthcare systems, and university-affiliated programs. Major employers include UW Health, Advocate Aurora Health, and foundations tied to Milwaukee and Madison. Wisconsin's strong nonprofit sector and Big Ten research university presence create consistent demand for senior leadership talent from international candidates.
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Get Access To All JobsExecutive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
Executive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
Executive Director Job Roles in Wisconsin
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Search Executive Director Jobs in WisconsinExecutive Director Jobs in Wisconsin: Frequently Asked Questions
Which companies sponsor visas for executive directors in Wisconsin?
Wisconsin's largest visa-sponsoring employers for senior leadership roles include UW Health, Advocate Aurora Health, the University of Wisconsin system, and large Milwaukee-based foundations and nonprofits. Healthcare networks and higher education institutions are the most consistent sponsors, as they frequently hire executive directors for operational, programmatic, and development roles and have HR infrastructure to support H-1B visa and green card petitions.
Which visa types realistically cover executive director roles in Wisconsin?
Executive director roles typically qualify as specialty occupations requiring a directly related bachelor's degree or higher, making the H-1B the most common path. Employers file a Labor Condition Application and I-129 petition with USCIS. Longer-term, EB-2 or EB-3 employment-based green cards are available through PERM labor certification. Candidates from Australia may use the E-3 visa, and those from Chile or Singapore may qualify for the H-1B1 visa, both of which also require a specialty occupation.
Which cities in Wisconsin have the most executive director sponsorship jobs?
Madison and Milwaukee account for the majority of executive director sponsorship activity in Wisconsin. Madison is anchored by the University of Wisconsin, state government agencies, and research-affiliated nonprofits. Milwaukee concentrates healthcare, philanthropic foundations, and corporate social responsibility roles. Smaller markets like Green Bay and Appleton have activity in healthcare administration and regional nonprofit leadership, though at lower volumes than the two major metros.
How to find executive director visa sponsorship jobs in Wisconsin?
Migrate Mate lists Wisconsin employers with verified visa sponsorship history, searchable by role and city, making it straightforward to identify organizations that have sponsored executive director positions. Because executive director sponsorship depends heavily on employer size and HR capacity, focusing on healthcare networks, university systems, and established nonprofits in Madison and Milwaukee gives the strongest results. Migrate Mate surfaces that filing history directly so you can prioritize accordingly.
Are there state-specific factors that affect executive director sponsorship in Wisconsin?
Wisconsin's nonprofit density, particularly in human services, arts, and healthcare advocacy, creates more sponsorship opportunities for executive directors than many comparable-sized states. The University of Wisconsin system and its affiliated research hospitals are cap-exempt H-1B employers, meaning petitions filed through them are not subject to the annual lottery. Candidates targeting those institutions can file at any time of year, which is a meaningful advantage for senior leadership searches with specific start-date requirements.
What is the prevailing wage for sponsored executive director jobs in Wisconsin?
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.