Chief Administrative Officer Jobs in USA with Visa Sponsorship
Chief Administrative Officer roles attract H-1B visa and EB-1C sponsorship from large multinationals, healthcare systems, and universities. Most employers require a master's degree and 10-plus years of senior operations experience. Competition for sponsored CAO positions is selective but consistent across industries. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsVice President, Chief Administrative Officer, Value Based Care Analytics and Clinically Integrated Network
Location: Rochester, NY
SUMMARY
The role is responsible for designing, operationalizing, and continuously improving the Clinically Integrated Network’s Value-Based Care (VBC) operating an analytic model to deliver measurable improvements in quality, patient/provider experience, and total cost of care. This role owns the long-range VBC roadmap and drives the strategy to ensure the Clinically Integrated Network (CIN) has the capabilities, governance, analytics, and execution discipline to succeed in risk-based arrangements inclusive of regulatory, compliance, and Board governance practices. This role oversees CIN data infrastructure and analytics leveraging EPIC and CIN data warehousing capabilities to drive meaningful intervention and outcomes.
Responsibilities:
People Leadership
- Effectively recruits and retains talent for continuous support of aligned business areas.
- Fosters a team-based environment that collaborates across multiple disciplines to focus on continuous improvement and engagement.
- Monitors and recognizes performance of people and supports people in professional development.
- Supports workplace well-being and workplace safety.
- Regularly connects with team members and leaders through purposeful rounding to understand needs, reinforce expectations, recognize contributions, and identify opportunities for improvement.
Strategic Leadership and Stakeholder Engagement
- Develop and maintain the enterprise VBC strategy and multi-year roadmap, aligned with CIN and health system priorities and informed by market dynamics.
- Define the evolution path for the CIN’s VBC maturity (capabilities, governance, analytics, care model enablement) and ensure roadmap execution.
- Identify strategic growth opportunities for VBC and bring forward recommendations that strengthen clinical outcomes and financial sustainability.
- Build alignment across executive, clinical, operational, and functional partners driving shared goals and coordination. Influence peer leaders to ensure system-level integration of VBC priorities.
VBC Operating Model Design, Execution & Continuous Improvement
- Own the design and performance of the CIN’s operating model.
- Establish and maintain the structures required to translate strategy into execution (e.g., performance councils, workgroups, escalation pathways, decision rights).
- Ensure the operating model supports scale, standardization, and repeatability while allowing targeted customization where needs vary.
- Establish scorecards, and performance monitoring across quality, utilization, patient experience, provider experience, and financial outcomes.
- Lead a disciplined approach for identifying and addressing performance gaps and opportunities.
- Provide oversight of interventions in flight, ensuring work is on track, barriers removed, escalations are handled, and outcomes are measured and sustained.
- Drive accountability across stakeholders to ensure commitments are achieved.
Payer Relationship Ownership & Contract Performance Partnership
- Serve as the operational owner of payer relationships for Value-Based Care, including performance stewardship and joint opportunity development.
- Partner to shape contract strategy and ensure design is operationally executable.
- Coordinate payer-facing performance narratives, governance touchpoints, and joint operating routines to support shared savings and risk performance.
Data, Analytics, Technology Enablement
- Ensure the CIN has and utilizes the data and analytical capabilities to deliver timely, actionable insights, transparency, and contract-level measurement integrity.
- Prioritize and champion development of capabilities required within EPIC, analytics, and other areas to achieve value building business and ROI models as needed.
- Ensure strategy and delivery on reliable data pipelines, reporting, and performance tools that support care teams, providers, and operational leaders.
- Build and mature CIN analytics and medical economics capabilities (population health, predictive modeling, and retrospective/prospective utilization and quality reviews) to identify and quantify cost and quality improvement opportunities.
Portfolio Delivery & Program Execution Discipline
- Oversee CIN project management to deliver the VBC roadmap and prioritized initiatives with consistent standards.
- Ensure projects are aligned to strategic priorities, appropriately resourced, and governed with transparent reporting to CIN leadership and governance forums.
- Establish portfolio management discipline to avoid initiative overload and ensure focus on the highest-impact drivers of VBC performance.
CIN Governance, Regulatory & Compliance Enablement
- Ensure appropriate regulatory, compliance, and governance frameworks, including CIN Board governance processes, policies, and documentation standards.
- Partner with legal, compliance, and leadership to ensure CIN operations align with applicable regulations, contractual requirements, and internal controls.
- Support the CIN Board and committees with structured performance reporting, risk updates, and governance materials.
REQUIRED QUALIFICATIONS
- Master’s degree in Business, Healthcare Administration, Public Health, Management, or related field required.
- 7+ years of experience in healthcare required.
- 3+ years of experience in leadership required.
PREFERRED QUALIFICATIONS:
- Progressive experience in value-based care, population health, or risk-based environments, with demonstrated accountability for outcomes.
- Demonstrated ability to lead complex, cross-functional strategy and execution across clinical, operational, financial, and technology domains.
- Proven ability to establish performance management systems, translate analytics into action, and drive measurable improvements in quality and cost outcomes.
- Exceptional executive communication skills and the ability to influence senior stakeholders across diverse disciplines.
- Experience partnering closely with Finance and/or demonstrated competency in financial accounting concepts, P&L fundamentals, and performance forecasting.
- Experience building and scaling operating models (governance, decision rights, performance routines) in complex health system environments.
- Background in management consulting, payer/provider strategy, accountable care organizations, or large system transformation environments.
Education:
LICENSES / CERTIFICATIONS:
Physical Requirements:
Sedentary Work - Exerting up to 10 pounds of force occasionally. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
For disease specific care programs refer to the program specific requirements of the department for further specifications on experience and educational expectations, including continuing education requirements.
Any physical requirements reported by a prospective employee and/or employee’s physician or delegate will be considered for accommodations.
PAY RANGE:
$150,000.00 - $250,000.00
CITY:
Rochester
POSTAL CODE:
14617
The listed base pay range is a good faith representation of current potential base pay for a successful full time applicant. It may be modified in the future and eligible for additional pay components. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts.
Rochester Regional Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, predisposing genetic characteristics, marital or familial status, military or veteran status, citizenship or immigration status, or any other characteristic protected by federal, state, or local law.
Vice President, Chief Administrative Officer, Value Based Care Analytics and Clinically Integrated Network
Location: Rochester, NY
SUMMARY
The role is responsible for designing, operationalizing, and continuously improving the Clinically Integrated Network’s Value-Based Care (VBC) operating an analytic model to deliver measurable improvements in quality, patient/provider experience, and total cost of care. This role owns the long-range VBC roadmap and drives the strategy to ensure the Clinically Integrated Network (CIN) has the capabilities, governance, analytics, and execution discipline to succeed in risk-based arrangements inclusive of regulatory, compliance, and Board governance practices. This role oversees CIN data infrastructure and analytics leveraging EPIC and CIN data warehousing capabilities to drive meaningful intervention and outcomes.
Responsibilities:
People Leadership
- Effectively recruits and retains talent for continuous support of aligned business areas.
- Fosters a team-based environment that collaborates across multiple disciplines to focus on continuous improvement and engagement.
- Monitors and recognizes performance of people and supports people in professional development.
- Supports workplace well-being and workplace safety.
- Regularly connects with team members and leaders through purposeful rounding to understand needs, reinforce expectations, recognize contributions, and identify opportunities for improvement.
Strategic Leadership and Stakeholder Engagement
- Develop and maintain the enterprise VBC strategy and multi-year roadmap, aligned with CIN and health system priorities and informed by market dynamics.
- Define the evolution path for the CIN’s VBC maturity (capabilities, governance, analytics, care model enablement) and ensure roadmap execution.
- Identify strategic growth opportunities for VBC and bring forward recommendations that strengthen clinical outcomes and financial sustainability.
- Build alignment across executive, clinical, operational, and functional partners driving shared goals and coordination. Influence peer leaders to ensure system-level integration of VBC priorities.
VBC Operating Model Design, Execution & Continuous Improvement
- Own the design and performance of the CIN’s operating model.
- Establish and maintain the structures required to translate strategy into execution (e.g., performance councils, workgroups, escalation pathways, decision rights).
- Ensure the operating model supports scale, standardization, and repeatability while allowing targeted customization where needs vary.
- Establish scorecards, and performance monitoring across quality, utilization, patient experience, provider experience, and financial outcomes.
- Lead a disciplined approach for identifying and addressing performance gaps and opportunities.
- Provide oversight of interventions in flight, ensuring work is on track, barriers removed, escalations are handled, and outcomes are measured and sustained.
- Drive accountability across stakeholders to ensure commitments are achieved.
Payer Relationship Ownership & Contract Performance Partnership
- Serve as the operational owner of payer relationships for Value-Based Care, including performance stewardship and joint opportunity development.
- Partner to shape contract strategy and ensure design is operationally executable.
- Coordinate payer-facing performance narratives, governance touchpoints, and joint operating routines to support shared savings and risk performance.
Data, Analytics, Technology Enablement
- Ensure the CIN has and utilizes the data and analytical capabilities to deliver timely, actionable insights, transparency, and contract-level measurement integrity.
- Prioritize and champion development of capabilities required within EPIC, analytics, and other areas to achieve value building business and ROI models as needed.
- Ensure strategy and delivery on reliable data pipelines, reporting, and performance tools that support care teams, providers, and operational leaders.
- Build and mature CIN analytics and medical economics capabilities (population health, predictive modeling, and retrospective/prospective utilization and quality reviews) to identify and quantify cost and quality improvement opportunities.
Portfolio Delivery & Program Execution Discipline
- Oversee CIN project management to deliver the VBC roadmap and prioritized initiatives with consistent standards.
- Ensure projects are aligned to strategic priorities, appropriately resourced, and governed with transparent reporting to CIN leadership and governance forums.
- Establish portfolio management discipline to avoid initiative overload and ensure focus on the highest-impact drivers of VBC performance.
CIN Governance, Regulatory & Compliance Enablement
- Ensure appropriate regulatory, compliance, and governance frameworks, including CIN Board governance processes, policies, and documentation standards.
- Partner with legal, compliance, and leadership to ensure CIN operations align with applicable regulations, contractual requirements, and internal controls.
- Support the CIN Board and committees with structured performance reporting, risk updates, and governance materials.
REQUIRED QUALIFICATIONS
- Master’s degree in Business, Healthcare Administration, Public Health, Management, or related field required.
- 7+ years of experience in healthcare required.
- 3+ years of experience in leadership required.
PREFERRED QUALIFICATIONS:
- Progressive experience in value-based care, population health, or risk-based environments, with demonstrated accountability for outcomes.
- Demonstrated ability to lead complex, cross-functional strategy and execution across clinical, operational, financial, and technology domains.
- Proven ability to establish performance management systems, translate analytics into action, and drive measurable improvements in quality and cost outcomes.
- Exceptional executive communication skills and the ability to influence senior stakeholders across diverse disciplines.
- Experience partnering closely with Finance and/or demonstrated competency in financial accounting concepts, P&L fundamentals, and performance forecasting.
- Experience building and scaling operating models (governance, decision rights, performance routines) in complex health system environments.
- Background in management consulting, payer/provider strategy, accountable care organizations, or large system transformation environments.
Education:
LICENSES / CERTIFICATIONS:
Physical Requirements:
Sedentary Work - Exerting up to 10 pounds of force occasionally. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
For disease specific care programs refer to the program specific requirements of the department for further specifications on experience and educational expectations, including continuing education requirements.
Any physical requirements reported by a prospective employee and/or employee’s physician or delegate will be considered for accommodations.
PAY RANGE:
$150,000.00 - $250,000.00
CITY:
Rochester
POSTAL CODE:
14617
The listed base pay range is a good faith representation of current potential base pay for a successful full time applicant. It may be modified in the future and eligible for additional pay components. Pay is determined by factors including experience, relevant qualifications, specialty, internal equity, location, and contracts.
Rochester Regional Health is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, creed, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity or expression, national origin, age, disability, predisposing genetic characteristics, marital or familial status, military or veteran status, citizenship or immigration status, or any other characteristic protected by federal, state, or local law.
See all 260+ Chief Administrative Officer Jobs
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Get Access To All JobsTips for Finding Chief Administrative Officer Jobs
Target multinationals and large institutions
Corporations with established immigration programs, major hospital networks, and research universities are the most consistent CAO sponsors. These organizations have legal infrastructure to process H-1B and intracompany transfer petitions without treating sponsorship as an exception.
Position yourself for the EB-1C green card path
CAOs who have managed teams of managers abroad can qualify for the EB-1C immigrant visa, which bypasses PERM labor certification entirely. Document your managerial hierarchy clearly, as USCIS scrutinizes whether direct reports held genuine management functions.
Emphasize cross-functional oversight in your resume
Employers and USCIS both evaluate whether your role meets the specialty occupation standard. Highlighting oversight of finance, HR, legal, and operations functions reinforces the specialized executive nature of the role and strengthens the H-1B petition narrative.
Secure a master's degree or document equivalent experience
Most CAO positions require at least a master's in business administration, public administration, or a related field. If your highest degree is a bachelor's, document progressive senior leadership experience carefully, as equivalency arguments require thorough supporting evidence for approval.
Negotiate sponsorship terms before accepting an offer
CAO-level candidates have negotiating leverage. Clarify whether the employer will cover H-1B filing fees, premium processing, and future green card costs before signing. Larger employers often have standard sponsorship packages, while smaller organizations may need direct negotiation.
Maintain thorough documentation of organizational impact
For both H-1B renewals and green card petitions, USCIS reviewers look for evidence of strategic decision-making authority. Retention of board presentations, budget approval records, and reorganization plans strengthens your petition and accelerates renewal approvals down the line.
Frequently Asked Questions
Can a Chief Administrative Officer role qualify for H-1B sponsorship?
Yes, CAO roles generally qualify as specialty occupations because they require at minimum a bachelor's degree in a specific field such as business administration, public administration, or management. USCIS will look at whether the position genuinely requires that theoretical and practical application of specialized knowledge, so the employer's job description and organizational structure matter significantly. Vague executive job descriptions without clear degree requirements can invite an RFE.
What visa options exist for a sponsored Chief Administrative Officer beyond the H-1B?
The L-1A intracompany transfer is the most common alternative, available to CAOs moving from a foreign affiliate, subsidiary, or parent company to a U.S. entity. It doesn't require a degree, only one year of qualifying managerial employment abroad in the past three years. The O-1A applies if you have extraordinary ability in business. The EB-1C green card is the natural long-term pathway for CAOs already on L-1A status. Browse open sponsored CAO roles on Migrate Mate to see which visa types employers are actively filing.
How does USCIS evaluate whether a CAO role meets the specialty occupation standard?
USCIS applies a four-part test, but the most relevant factor for senior executive roles is whether a bachelor's degree in a specific field is a normal minimum requirement for the position in the industry. CAO roles at large, complex organizations generally satisfy this. Roles at smaller companies with generic duties and no clear degree requirement are more vulnerable to denial. The employer's written job description and the DOL's Occupational Outlook Handbook entry for the role both factor into the analysis.
Does the H-1B lottery create a barrier to CAO sponsorship?
It can, but several alternatives reduce or eliminate lottery exposure. CAOs hired by universities, nonprofit research institutions, or government-related entities are cap-exempt and avoid the lottery entirely. CAOs transferring within a multinational through the L-1A also bypass the cap. If H-1B visa is the only option and lottery registration fails, the employer must wait until the next fiscal year cycle unless the candidate already holds H-1B status from a prior employer, in which case a transfer is possible without re-entering the lottery.
What degree field matters most when sponsoring a Chief Administrative Officer?
Business administration and public administration are the most commonly accepted fields, but healthcare administration, organizational management, and finance are also recognized for CAO roles in their respective industries. What matters to USCIS is the connection between the degree field and the specific duties of the role. A CAO at a hospital system, for instance, would benefit from a healthcare administration credential. Employers should document why the specific field is necessary, not just that a graduate degree is required.
What is the prevailing wage requirement for sponsored Chief Administrative Officer jobs?
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.