Chief People Officer Jobs in USA with Visa Sponsorship
Chief People Officer roles attract H-1B visa and O-1A sponsorship from large enterprises and high-growth companies, but the bar is high: you'll need a graduate degree in HR, business, or organizational psychology, plus a track record of leading HR at scale. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
The Chief People Officer (CPO) is a senior leadership position at BPHC that serves to maximize the Human Resources Office’s (HR) functional performance and delivery of services, strengthens staff skills and abilities to ensure successful programs, and supports employee well-being.
The CPO will serve as a strategic and hands-on HR leader, who provides direct oversight of HR staff and operations, monitors and approves changes to HR processes to optimize delivery of HR services, and oversees learning and development opportunities, including those administered by the Consortium for Professional Development (CPD). The CPO is responsible for promoting a people-centered environment and an organizational culture that thrives on innovation, diversity, equity, inclusivity, racial and social justice. The CPO reports directly to the Executive Director and works in close collaboration with BPHC’s Labor and Employment Office and the General Counsel’s Office to ensure rollout, training and implementation of BPHC policies and procedures.
DUTIES
Maximizing HR Performance and Delivery of HR Services
- Ensure HR appropriately and promptly addresses day-to-day operational issues including payroll, employee relations, benefits, recruitment (including employment verifications), and compensation reviews.
- Develop and implement HR policies and systems that enable consistent and equitable application.
- Implement and manage compliance efforts with employment laws and regulations that govern BPHC.
- Collaborate with BPHC General Counsel and Labor & Employment Offices on staff policies, employee relations, labor disputes, compliance efforts, investigations, and more.
- Ensure smooth implementation of a new Enterprise Resource Planning (ERP) system, a software platform, in close collaboration with Finance and Information Technology Services (ITS).
- Continuously review and update organizational policies and processes, and create new policies as needed.
- Ensure employees are trained in all required policies as mandated by law and internal guidance and ensure annual, or as required, compliance of those policies.
- Regularly review and update employee training resources to promote compliance with such policies.
- Lead the organization’s commitment to equal opportunity employment and recruitment, hiring, and retention strategies that foster diversity of staff at all levels.
- Develop processes that support a positive candidate experience in seeking employment at BPHC and that support hiring managers in their efforts to hire the most qualified and suitable candidates.
- Revise compensation plan for positions not covered by collective bargaining agreements, and policies and procedures related to compensation.
Strengthening Employee Learning and Development
- Develop and implement a workforce development plan that ensures staff development is addressed, coordinated, and appropriate for the city’s public health needs.
- Oversee the Consortium for Professional Development (CPD), supporting them in providing training and staff capacity-building activities that support employee wellbeing and growth.
- Support training and communications around supervision and management support, conflict resolution and mediation.
Supporting Employee Wellbeing and Appreciation
- Champion a high-performance, values-driven culture across the organization.
- Lead and support initiatives that support individual employee growth and overall organizational strength, including compensation analysis, performance management, and more.
- Play a lead role in developing and implementing employee appreciation events.
- Collaborate with the Wellness at Work team, Center for Behavioral Health and Wellness, Office of Racial Equity and Community Engagement, Executive Office, and HR and the CPD on events and programming that support employee wellbeing and appreciation.
- Help to promote a positive work environment that enhances public health workforce wellbeing and sense of belonging amongst their teams and in the ways that HR and the CPD operate with staff across the Commission.
- Seek creative ways to provide benefits for BPHC employees, including through partnership with City of Boston HR (which covers most other City departments).
- Ensure BPHC’s values are reflected through people-oriented decisions.
Senior Leadership Engagement
- Engage leadership staff in HR initiatives through their development and implementation.
- Communicate proactively with Executive Leadership on key initiatives and organizational risks.
- Report on HR and professional development metrics and activities as required for grants, audits, and public hearings, and as needed.
- Act as a trusted partner in crisis management support and sensitive employee matters.
- On occasion, speak on behalf of BPHC at City Council hearings and other large events.
Help BPHC become an antiracist organization by meeting or exceeding the standards set by the BPHC Anti-Racism Policy.
BASIC QUALIFICATIONS
- At least 10 - 15 years of experience in human resources and comprehensive knowledge of all areas of Human Resources: employee benefits, payroll, talent acquisition and management, employee relations, employee performance management, compensation structure, learning & development, and organizational development.
- At least 8-10 years of management and supervisory experience of mid to large sized teams.
- Experience in government/public sector strongly preferred.
- BA/BS required; Master's Degree in Human Resources Management or a Master’s in Business Administration preferred.
- Demonstrated experience in promoting diversity, equity and inclusion within a workplace environment.
- Leadership experience advancing organizational policies, values, and mission.
- History of conceptualizing and implementing best practices and systems.
- Proven success in growing talent and building a high-functioning HR team.
- Demonstrated knowledge of, or strong commitment to learning about, public health practice and its critical role in addressing racism, social determinants of health, and inequities in health outcomes.
LOCATION
City of Boston residency is required; Allston, Back Bay, Bay Village, Beacon Hill, Brighton, Charlestown, Chinatown, Dorchester, Downtown, East Boston, Fenway-Kenmore, Hyde Park, Jamaica Plain, Mattapan, Mid-Dorchester, Mission Hill, North End, Roslindale, Roxbury, South Boston, South End, West End, West Roxbury, Wharf district.
A Criminal Offenders Records Information request must be completed for this position. However, a record is not an automatic bar to employment but is reviewed in relation to the job applied for.
Certain immunizations will be recommended and/or required prior to commencement of employment duties.
Any position that requires an advanced degree will be subject to education verification.
Certain positions at the BPHC may be Grant Funded.
The Boston Public Health Commission is an EEO Employer and all applicants meeting the minimum requirements are eligible to apply.
Certain positions at the BPHC may require Child Protective Service Background verification.
The advertised shift and schedule are subject to change at the department's discretion.
SCHEDULE
Monday - Friday
COMPENSATION
$160,000 - $180,000
INTRODUCTION
The Chief People Officer (CPO) is a senior leadership position at BPHC that serves to maximize the Human Resources Office’s (HR) functional performance and delivery of services, strengthens staff skills and abilities to ensure successful programs, and supports employee well-being.
The CPO will serve as a strategic and hands-on HR leader, who provides direct oversight of HR staff and operations, monitors and approves changes to HR processes to optimize delivery of HR services, and oversees learning and development opportunities, including those administered by the Consortium for Professional Development (CPD). The CPO is responsible for promoting a people-centered environment and an organizational culture that thrives on innovation, diversity, equity, inclusivity, racial and social justice. The CPO reports directly to the Executive Director and works in close collaboration with BPHC’s Labor and Employment Office and the General Counsel’s Office to ensure rollout, training and implementation of BPHC policies and procedures.
DUTIES
Maximizing HR Performance and Delivery of HR Services
- Ensure HR appropriately and promptly addresses day-to-day operational issues including payroll, employee relations, benefits, recruitment (including employment verifications), and compensation reviews.
- Develop and implement HR policies and systems that enable consistent and equitable application.
- Implement and manage compliance efforts with employment laws and regulations that govern BPHC.
- Collaborate with BPHC General Counsel and Labor & Employment Offices on staff policies, employee relations, labor disputes, compliance efforts, investigations, and more.
- Ensure smooth implementation of a new Enterprise Resource Planning (ERP) system, a software platform, in close collaboration with Finance and Information Technology Services (ITS).
- Continuously review and update organizational policies and processes, and create new policies as needed.
- Ensure employees are trained in all required policies as mandated by law and internal guidance and ensure annual, or as required, compliance of those policies.
- Regularly review and update employee training resources to promote compliance with such policies.
- Lead the organization’s commitment to equal opportunity employment and recruitment, hiring, and retention strategies that foster diversity of staff at all levels.
- Develop processes that support a positive candidate experience in seeking employment at BPHC and that support hiring managers in their efforts to hire the most qualified and suitable candidates.
- Revise compensation plan for positions not covered by collective bargaining agreements, and policies and procedures related to compensation.
Strengthening Employee Learning and Development
- Develop and implement a workforce development plan that ensures staff development is addressed, coordinated, and appropriate for the city’s public health needs.
- Oversee the Consortium for Professional Development (CPD), supporting them in providing training and staff capacity-building activities that support employee wellbeing and growth.
- Support training and communications around supervision and management support, conflict resolution and mediation.
Supporting Employee Wellbeing and Appreciation
- Champion a high-performance, values-driven culture across the organization.
- Lead and support initiatives that support individual employee growth and overall organizational strength, including compensation analysis, performance management, and more.
- Play a lead role in developing and implementing employee appreciation events.
- Collaborate with the Wellness at Work team, Center for Behavioral Health and Wellness, Office of Racial Equity and Community Engagement, Executive Office, and HR and the CPD on events and programming that support employee wellbeing and appreciation.
- Help to promote a positive work environment that enhances public health workforce wellbeing and sense of belonging amongst their teams and in the ways that HR and the CPD operate with staff across the Commission.
- Seek creative ways to provide benefits for BPHC employees, including through partnership with City of Boston HR (which covers most other City departments).
- Ensure BPHC’s values are reflected through people-oriented decisions.
Senior Leadership Engagement
- Engage leadership staff in HR initiatives through their development and implementation.
- Communicate proactively with Executive Leadership on key initiatives and organizational risks.
- Report on HR and professional development metrics and activities as required for grants, audits, and public hearings, and as needed.
- Act as a trusted partner in crisis management support and sensitive employee matters.
- On occasion, speak on behalf of BPHC at City Council hearings and other large events.
Help BPHC become an antiracist organization by meeting or exceeding the standards set by the BPHC Anti-Racism Policy.
BASIC QUALIFICATIONS
- At least 10 - 15 years of experience in human resources and comprehensive knowledge of all areas of Human Resources: employee benefits, payroll, talent acquisition and management, employee relations, employee performance management, compensation structure, learning & development, and organizational development.
- At least 8-10 years of management and supervisory experience of mid to large sized teams.
- Experience in government/public sector strongly preferred.
- BA/BS required; Master's Degree in Human Resources Management or a Master’s in Business Administration preferred.
- Demonstrated experience in promoting diversity, equity and inclusion within a workplace environment.
- Leadership experience advancing organizational policies, values, and mission.
- History of conceptualizing and implementing best practices and systems.
- Proven success in growing talent and building a high-functioning HR team.
- Demonstrated knowledge of, or strong commitment to learning about, public health practice and its critical role in addressing racism, social determinants of health, and inequities in health outcomes.
LOCATION
City of Boston residency is required; Allston, Back Bay, Bay Village, Beacon Hill, Brighton, Charlestown, Chinatown, Dorchester, Downtown, East Boston, Fenway-Kenmore, Hyde Park, Jamaica Plain, Mattapan, Mid-Dorchester, Mission Hill, North End, Roslindale, Roxbury, South Boston, South End, West End, West Roxbury, Wharf district.
A Criminal Offenders Records Information request must be completed for this position. However, a record is not an automatic bar to employment but is reviewed in relation to the job applied for.
Certain immunizations will be recommended and/or required prior to commencement of employment duties.
Any position that requires an advanced degree will be subject to education verification.
Certain positions at the BPHC may be Grant Funded.
The Boston Public Health Commission is an EEO Employer and all applicants meeting the minimum requirements are eligible to apply.
Certain positions at the BPHC may require Child Protective Service Background verification.
The advertised shift and schedule are subject to change at the department's discretion.
SCHEDULE
Monday - Friday
COMPENSATION
$160,000 - $180,000
See all Chief People Officer jobs
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Get Access To All JobsTips for Finding Chief People Officer Jobs
Target companies with 500+ employees
HR leadership sponsorship becomes economically viable at larger headcounts. Companies with 500 or more employees have established immigration programs and legal infrastructure to support H-1B filings for senior people operations roles.
Lead with org transformation, not administration
CPO roles that qualify as specialty occupations are defined by strategic workforce design, not HR administration. Frame your experience around restructuring organizations, scaling culture through hypergrowth, or leading M&A people integration to strengthen your petition.
Consider O-1A if your profile is exceptional
Published HR thought leadership, board advisory roles, keynote speaking, or industry recognition can support an O-1A petition. This bypasses the H-1B lottery entirely and is worth evaluating if your career record demonstrates extraordinary achievement.
Align your degree field to the role description
USCIS requires your degree to directly relate to the position. An MBA, MS in Organizational Psychology, or MA in Industrial Relations strengthens the specialty occupation argument. A general bachelor's without a graduate degree can create complications at adjudication.
Expect employer scrutiny on ROI
Many employers assume CPO-level hires must be domestic. Come prepared to explain that the H-1B process for a direct hire takes roughly six months and that premium processing accelerates approval to 15 business days, reducing the perceived risk.
Document your reporting structure clearly
USCIS looks for evidence that the role is complex and non-routine. A CPO reporting directly to the CEO, overseeing multiple HR functions, and managing a team of people managers presents a far stronger specialty occupation case than a standalone HR director title.
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Find Chief People Officer JobsFrequently Asked Questions
Can a Chief People Officer role qualify for H-1B sponsorship?
Yes, but it requires a well-constructed petition. The employer must demonstrate the role is a specialty occupation requiring at minimum a bachelor's degree in a specific field such as human resources, organizational behavior, or business administration. A CPO overseeing strategic workforce planning, compensation architecture, and organizational design presents a stronger case than a generalist HR role. USCIS has scrutinized senior HR positions before, so employer documentation matters significantly.
What degree is typically required for H-1B sponsorship as a CPO?
Most successful H-1B petitions for CPO-level roles cite a master's degree in Human Resources Management, Organizational Psychology, Industrial-Organizational Psychology, or an MBA with an HR concentration. A bachelor's degree alone may leave the specialty occupation argument vulnerable to a Request for Evidence. If your degree is in an unrelated field, substantial graduate-level credentials or professional certifications in HR can help, but won't fully substitute.
Is the O-1A visa a realistic option for a Chief People Officer?
It can be, depending on your professional profile. The O-1A requires evidence of extraordinary ability, which for HR executives often means published research or articles in major outlets, serving as a judge or reviewer for HR industry awards, membership in distinguished professional associations, or critical contributions to organizations with a prominent reputation. If your career includes any of these, an O-1A evaluation with an immigration attorney is worth pursuing before the H-1B lottery.
How common is visa sponsorship for CPO roles, and where should I look?
Sponsorship at the CPO level is less common than for technical roles, but it does happen regularly at enterprise companies, VC-backed startups scaling quickly, and multinationals with established immigration programs. The key is targeting employers who already sponsor at the director and VP level, which signals infrastructure and willingness. Migrate Mate filters specifically for sponsoring employers, making it the most efficient place to identify CPO and senior people leadership opportunities.
What happens if USCIS issues a Request for Evidence on a CPO H-1B petition?
An RFE for a CPO role typically challenges whether the position genuinely requires a degree in a specific specialty. The response should include the job description, internal organizational charts, evidence of the degree requirement in industry job postings for comparable roles, and expert opinion letters from HR academics or practitioners. RFEs are manageable but add two to four months to the timeline, so premium processing on the initial petition is worth considering to accelerate the base decision.
What is the prevailing wage requirement for sponsored Chief People 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.
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