Design Director Jobs in USA with Visa Sponsorship
Design Directors can secure H-1B visa, O-1 visa, or L-1 visa sponsorship with U.S. employers, particularly in tech, media, and consumer brands. Most roles qualify as specialty occupations requiring a bachelor's degree in design, architecture, or a related field. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
Ann & Robert H. Lurie Children’s Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children’s Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report.
LOCATION
Olympia Center
JOB DESCRIPTION
General Summary:
The Strategic Workforce Planning & Organizational Design Director is a transformation leader responsible for designing, building, and embedding an enterprise-wide strategic workforce planning (SWP) and organizational design capability. This role will establish and manage the frameworks, tools, governance, and capabilities required to enable proactive, data-driven workforce decisions aligned to organizational strategy.
This leader will partner closely with HR Business Partners (HRBPs), Finance, Strategy, and operational leaders to build and scale workforce planning practices across the organization. This role will also support broader Organizational Effectiveness (OE) initiatives focused on enterprise transformation, operating model design, and strategic talent interventions.
Essential Job Functions:
Build Strategic Workforce Planning Capability (Design & Architecture)
- Design and implement an enterprise SWP methodology tailored to a complex healthcare environment (e.g., scenario planning, demand/supply forecasting, skills-based planning).
- Define workforce segmentation strategies (e.g., critical roles, hard-to-fill roles, mission-critical capabilities).
- Establish planning horizons (e.g., 1-year operational, 3-year strategic, 5+ year scenario modeling).
- Align workforce planning with financial planning, budgeting cycles, and strategic planning processes.
Implement Strategic Workforce Planning
- Lead implementations within clinical and non-clinical functions.
- Translate business strategy into workforce implications (headcount, skills, capabilities, structure).
- Facilitate workforce planning sessions with senior leaders.
- Refine tools and processes based on strategic plan and operational needs.
- Scale SWP practices across the enterprise with a phased implementation approach.
Enable Data-Driven Decision Making
- Partner with People Analytics to define data requirements, dashboards, and reporting capabilities.
- Integrate internal and external labor market data into workforce planning insights.
- Develop actionable insights related to workforce gaps, risks, and opportunities.
- Ensure data governance and consistency in workforce metrics and definitions.
Build Organizational Capability (HRBP & Leader Enablement)
- Design and deliver training to HRBPs and business leaders on SWP concepts, tools, and facilitation.
- Coach HRBPs to lead workforce planning discussions independently.
- Develop playbooks, guides, and knowledge resources to support ongoing execution.
- Establish a community of practice for strategic workforce planning.
Establish Governance & Operating Model
- Define roles, responsibilities, and decision rights across HR, Finance, and business leaders.
- Embed SWP into existing operating rhythms (e.g., quarterly business reviews, annual planning).
- Create governance structures to ensure accountability and sustainability.
- Define success metrics and track adoption and impact.
Lead enterprise OE initiatives such as:
- Operating model design
- Organizational design and restructuring
- Change management for strategic initiatives
- Leadership effectiveness interventions
- Serve as a senior advisor on workforce strategy and organizational transformation.
Other job functions as assigned.
KNOWLEDGE, SKILLS AND ABILITIES:
- Bachelor’s degree required; Master’s degree preferred (I/O Psychology, HR, Business, or related field).
- 8–12+ years of progressive experience in Organizational Effectiveness, Workforce Planning, or HR Strategy.
- Demonstrated experience building and implementing a strategic workforce planning capability (not just executing within an existing model).
- Experience in complex, matrixed organizations required (healthcare strongly preferred).
- Strong facilitation and consulting skills with senior leaders required.
- Experience integrating workforce planning with financial and strategic planning processes required.
- Proven ability to translate data into actionable business insights required.
- Strong analytical experience required.
- Must possess excellent verbal, written and interpersonal communication skills in order to interact effectively with and establish rapport with all levels of management and staff employees.
- Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information.
- Strong customer service and relationship building skills.
KEY COMPETENCIES:
- Systems Thinking & Strategic Orientation – Sees connections across workforce, financial, and operational systems.
- Build vs. Operate Mindset – Designs scalable solutions rather than owning long-term execution.
- Consultative Influence – Effectively partners with senior leaders to shape decisions.
- Data Fluency – Interprets and applies workforce data to business problems.
- Capability Building – Develops others and creates sustainable organizational skills.
- Change Leadership – Drives adoption in a complex, evolving environment.
Education
PAY RANGE
$141,440.00-$233,376.00 Salary
At Lurie Children’s, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children’s offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits.
BENEFIT STATEMENT
For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes:
- Medical, dental and vision insurance
- Employer paid group term life and disability
- Employer contribution toward Health Savings Account
- Flexible Spending Accounts
- Paid Time Off (PTO), Paid Holidays and Paid Parental Leave
- 403(b) with a 5% employer match
Various voluntary benefits:
- Supplemental Life, AD and Disability
- Critical Illness, Accident and Hospital Indemnity coverage
- Tuition assistance
- Student loan servicing and support
- Adoption benefits
- Backup Childcare and Eldercare
- Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members
- Discount on services at Lurie Children’s facilities
- Discount purchasing program
There’s a Place for You with Us
At Ann & Robert H. Lurie Children’s Hospital of Chicago and its affiliates (collectively “Lurie Children’s”), we embrace and celebrate diversity and equity in a serious way. We are committed to building a team with a variety of backgrounds, skills, and viewpoints — recognizing that diverse identities strengthen our workplace and the care we can provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging and allyship. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care.
Lurie Children’s and its affiliates are equal employment opportunity employers. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law.
For questions about how to request an accommodation please contact: employeehealth@luriechildrens.org
AI NOTICE
Lurie Children’s utilizes certain AI-enabled features within our recruiting platform to support candidate engagement and assist recruiters in identifying and prioritizing applicants whose experience aligns with job requirements. All employment decisions are made by individuals.
It is a civil rights violation with respect to recruitment, hiring, promotion, or employment for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes under the Illinois Human Rights Act or to use zip codes as a proxy for protected classes.
For questions about the use of artificial intelligence in this process or any additional support, please contact: peoplequestions@luriechildrens.org
INTRODUCTION
Ann & Robert H. Lurie Children’s Hospital of Chicago provides superior pediatric care in a setting that offers the latest benefits and innovations in medical technology, research and family-friendly design. As the largest pediatric provider in the region with a 140-year legacy of excellence, kids and their families are at the center of all we do. Ann & Robert H. Lurie Children’s Hospital of Chicago is ranked in all 10 specialties by the U.S. News & World Report.
LOCATION
Olympia Center
JOB DESCRIPTION
General Summary:
The Strategic Workforce Planning & Organizational Design Director is a transformation leader responsible for designing, building, and embedding an enterprise-wide strategic workforce planning (SWP) and organizational design capability. This role will establish and manage the frameworks, tools, governance, and capabilities required to enable proactive, data-driven workforce decisions aligned to organizational strategy.
This leader will partner closely with HR Business Partners (HRBPs), Finance, Strategy, and operational leaders to build and scale workforce planning practices across the organization. This role will also support broader Organizational Effectiveness (OE) initiatives focused on enterprise transformation, operating model design, and strategic talent interventions.
Essential Job Functions:
Build Strategic Workforce Planning Capability (Design & Architecture)
- Design and implement an enterprise SWP methodology tailored to a complex healthcare environment (e.g., scenario planning, demand/supply forecasting, skills-based planning).
- Define workforce segmentation strategies (e.g., critical roles, hard-to-fill roles, mission-critical capabilities).
- Establish planning horizons (e.g., 1-year operational, 3-year strategic, 5+ year scenario modeling).
- Align workforce planning with financial planning, budgeting cycles, and strategic planning processes.
Implement Strategic Workforce Planning
- Lead implementations within clinical and non-clinical functions.
- Translate business strategy into workforce implications (headcount, skills, capabilities, structure).
- Facilitate workforce planning sessions with senior leaders.
- Refine tools and processes based on strategic plan and operational needs.
- Scale SWP practices across the enterprise with a phased implementation approach.
Enable Data-Driven Decision Making
- Partner with People Analytics to define data requirements, dashboards, and reporting capabilities.
- Integrate internal and external labor market data into workforce planning insights.
- Develop actionable insights related to workforce gaps, risks, and opportunities.
- Ensure data governance and consistency in workforce metrics and definitions.
Build Organizational Capability (HRBP & Leader Enablement)
- Design and deliver training to HRBPs and business leaders on SWP concepts, tools, and facilitation.
- Coach HRBPs to lead workforce planning discussions independently.
- Develop playbooks, guides, and knowledge resources to support ongoing execution.
- Establish a community of practice for strategic workforce planning.
Establish Governance & Operating Model
- Define roles, responsibilities, and decision rights across HR, Finance, and business leaders.
- Embed SWP into existing operating rhythms (e.g., quarterly business reviews, annual planning).
- Create governance structures to ensure accountability and sustainability.
- Define success metrics and track adoption and impact.
Lead enterprise OE initiatives such as:
- Operating model design
- Organizational design and restructuring
- Change management for strategic initiatives
- Leadership effectiveness interventions
- Serve as a senior advisor on workforce strategy and organizational transformation.
Other job functions as assigned.
KNOWLEDGE, SKILLS AND ABILITIES:
- Bachelor’s degree required; Master’s degree preferred (I/O Psychology, HR, Business, or related field).
- 8–12+ years of progressive experience in Organizational Effectiveness, Workforce Planning, or HR Strategy.
- Demonstrated experience building and implementing a strategic workforce planning capability (not just executing within an existing model).
- Experience in complex, matrixed organizations required (healthcare strongly preferred).
- Strong facilitation and consulting skills with senior leaders required.
- Experience integrating workforce planning with financial and strategic planning processes required.
- Proven ability to translate data into actionable business insights required.
- Strong analytical experience required.
- Must possess excellent verbal, written and interpersonal communication skills in order to interact effectively with and establish rapport with all levels of management and staff employees.
- Ability to maintain a high level of integrity and confidentiality relating to employee and hospital information.
- Strong customer service and relationship building skills.
KEY COMPETENCIES:
- Systems Thinking & Strategic Orientation – Sees connections across workforce, financial, and operational systems.
- Build vs. Operate Mindset – Designs scalable solutions rather than owning long-term execution.
- Consultative Influence – Effectively partners with senior leaders to shape decisions.
- Data Fluency – Interprets and applies workforce data to business problems.
- Capability Building – Develops others and creates sustainable organizational skills.
- Change Leadership – Drives adoption in a complex, evolving environment.
Education
PAY RANGE
$141,440.00-$233,376.00 Salary
At Lurie Children’s, we are committed to competitive and fair compensation aligned with market rates and internal equity, reflecting individual contributions, experience, and expertise. The pay range for this job indicates minimum and maximum targets for the position. Ranges are regularly reviewed to stay aligned with market conditions. In addition to base salary, Lurie Children’s offer a comprehensive rewards package that may include differentials for some hourly employees, leadership incentives for select roles, health and retirement benefits, and wellbeing programs. For more details on other compensation, consult your recruiter or click the following link to learn more about our benefits.
BENEFIT STATEMENT
For full time and part time employees who work 20 or more hours per week we offer a generous benefits package that includes:
- Medical, dental and vision insurance
- Employer paid group term life and disability
- Employer contribution toward Health Savings Account
- Flexible Spending Accounts
- Paid Time Off (PTO), Paid Holidays and Paid Parental Leave
- 403(b) with a 5% employer match
Various voluntary benefits:
- Supplemental Life, AD and Disability
- Critical Illness, Accident and Hospital Indemnity coverage
- Tuition assistance
- Student loan servicing and support
- Adoption benefits
- Backup Childcare and Eldercare
- Employee Assistance Program, and other specialized behavioral health services and resources for employees and family members
- Discount on services at Lurie Children’s facilities
- Discount purchasing program
There’s a Place for You with Us
At Ann & Robert H. Lurie Children’s Hospital of Chicago and its affiliates (collectively “Lurie Children’s”), we embrace and celebrate diversity and equity in a serious way. We are committed to building a team with a variety of backgrounds, skills, and viewpoints — recognizing that diverse identities strengthen our workplace and the care we can provide to the Chicago community and beyond. We treat everyone fairly, appreciate differences, and make meaningful connections that foster belonging and allyship. This is a place where you can be your best, so we can give our best to the patients and families who trust us with their care.
Lurie Children’s and its affiliates are equal employment opportunity employers. We value diversity and are committed to creating an inclusive environment for all employees. All qualified applicants will receive consideration for employment without regard to race, color, sex, sexual orientation, gender identity or expression, religion, national origin, ancestry, age, disability, marital status, pregnancy, protected veteran status, order of protection status, protected genetic information, or any other characteristic protected by law.
For questions about how to request an accommodation please contact: employeehealth@luriechildrens.org
AI NOTICE
Lurie Children’s utilizes certain AI-enabled features within our recruiting platform to support candidate engagement and assist recruiters in identifying and prioritizing applicants whose experience aligns with job requirements. All employment decisions are made by individuals.
It is a civil rights violation with respect to recruitment, hiring, promotion, or employment for an employer to use artificial intelligence that has the effect of subjecting employees to discrimination on the basis of protected classes under the Illinois Human Rights Act or to use zip codes as a proxy for protected classes.
For questions about the use of artificial intelligence in this process or any additional support, please contact: peoplequestions@luriechildrens.org
See all 734+ Design Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Design Director roles.
Get Access To All JobsTips for Finding Design Director Jobs
Target companies with in-house creative teams
Large tech companies, consumer brands, and media organizations maintain dedicated design functions and have established immigration programs. These employers file H-1B petitions regularly and understand the specialty occupation requirements for senior creative roles.
Document your degree-to-role connection clearly
USCIS scrutinizes creative leadership roles more than engineering positions. A degree in graphic design, industrial design, architecture, or fine arts directly supporting your Director-level responsibilities strengthens the specialty occupation argument significantly.
Build a portfolio that demonstrates business impact
Consular officers and USCIS adjudicators respond to evidence of measurable outcomes. Quantify how your design leadership drove revenue, product adoption, or brand recognition. This evidence also supports O-1A petitions for candidates with exceptional ability.
Consider the O-1A if you have industry recognition
Design Directors with awards, publications, speaking engagements, or critical roles at distinguished organizations may qualify for O-1A status. This visa bypasses the H-1B lottery entirely and can be filed any time of year.
Prepare for specialty occupation RFEs proactively
Design Director roles attract USCIS Requests for Evidence questioning whether the position truly requires a specific degree. Your employer's attorney should submit detailed position descriptions, organizational charts, and industry standards documentation upfront.
Leverage internal transfers if you work for a multinational
Design Directors employed by companies with U.S. offices may qualify for an L-1A intracompany transferee visa as a manager or executive. This route skips the lottery and is particularly strong for those in senior leadership abroad.
Frequently Asked Questions
Does a Design Director role qualify as a specialty occupation for H-1B purposes?
Generally yes, but it requires careful documentation. USCIS expects the position to normally require a bachelor's degree or higher in a specific field such as graphic design, industrial design, or a related discipline. Roles that accept any degree field or treat the degree as optional are vulnerable to denial. Your employer's petition should include a detailed job description and evidence that the industry norm for this position requires specialized design education.
What visa options exist for Design Directors beyond the H-1B?
Design Directors with significant recognition, awards, or industry influence may qualify for the O-1A extraordinary ability visa, which has no lottery or annual cap. Those employed by multinational companies may pursue the L-1A as a manager or executive. Australians with a qualifying job offer can apply for the E-3 visa, which also bypasses the H-1B lottery. Canadians and Mexicans may qualify under TN visa status, though Design Director is not a listed TN occupation and this path is rarely viable.
How likely is H-1B approval for a Design Director?
USCIS approved roughly 87% of H-1B petitions overall in FY2024, but design and creative roles historically receive more Requests for Evidence than STEM fields. Approval likelihood depends heavily on how the position is framed in the petition, the specificity of the degree requirement, and whether the employer's attorney anticipates adjudicator concerns about specialty occupation eligibility. Roles at companies with a track record of sponsoring design talent are generally well-positioned.
Do I need a specific degree to get sponsored as a Design Director?
You need a bachelor's degree or higher in a field directly related to the design discipline the role requires. A degree in graphic design, industrial design, human-computer interaction, architecture, or fine arts typically supports the specialty occupation argument. A general business or unrelated degree is harder to defend unless paired with significant graduate coursework or three years of progressive experience per year of missing education under the H-1B equivalency rules.
Where can I find Design Director jobs that offer visa sponsorship?
Migrate Mate is built specifically for international candidates seeking sponsored roles in the U.S. The platform filters for employers actively open to visa sponsorship, so you can focus on Design Director opportunities without sorting through listings that won't support your immigration status. This saves significant time compared to applying broadly and discovering sponsorship limitations late in the process.
What is the prevailing wage requirement for sponsored Design Director 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.