Director Of People Jobs in USA with Visa Sponsorship
Director of People roles attract H-1B visa, O-1 visa, and EB-2 NIW sponsorship from mid-to-large employers scaling their HR functions. These are senior leadership positions, so sponsorship approval rates are strong when your degree and management track record align with USCIS specialty occupation standards. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
Vestwell is the financial technology company powering the new savings economy. Our platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 350,000 businesses and over 2M active savers, with over $50B in assets saved across all 50 states. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
Vestwell is looking for a highly organized, execution-oriented Contractor, People Partner to join our People Team and serve as an administrative partner to the People Business Partnership Team. We are building a team of world-class talent and are looking for an organizational powerhouse who can help turn the People Business Partnership team’s employee lifecycle initiatives into consistent, timely, and high-quality experiences for Vestwell employees. This role will have a particular focus on helping the People Business Partnership team deliver on key employee lifecycle initiatives such as new-hire onboarding, providing employee support, compliance coordination, data integrity, and lifecycle milestone completion, with the primary responsibility of ensuring People Business Partners have the coordination, tracking, documentation, and follow-through needed to deliver a first-class employee experience. You will work closely with the People Business Partnership Team, managers, and cross-functional People Team partners. This role will work onsite at our New York City headquarters four days per week. We are not considering remote candidates or candidates based in another Vestwell office for this position.
What Will You Be Doing?
Your Responsibilities Will Include, But Are Not Limited To
- New-hire onboarding ownership: Own the coordination and execution of the People Business Partnership Team’s new-hire onboarding activities, including scheduling check-ins, hosting onboarding sessions, and tracking 45-day reviews, compliance-related forms and tasks, and ensuring new-hire learning journeys are completed.
- People Business Partnership Inbox Support: Monitor the team inbox, respond to routine questions, triage requests, maintain follow-up, and route matters requiring judgment, employee-relations support, or strategic guidance to the appropriate People Business Partner.
- Compliance documentation and data integrity: Coordinate and track employee transition letters, job description acknowledgments, and other People Business Partnership documentation. Support audits of title and leveling nomenclature and employee classification information, including EEOC-related reviews, and help maintain accurate records.
- Data, Discovery & Reporting: Compile and organize information for routine reporting, audits, and People Partner & People Operations projects. Review data for completeness, flag gaps, and help the team identify patterns that may require follow-up. Support HR dashboards, such as reviewing in-office attendance metrics and presenting data and insights to the People Business Partnership team to help Business Partners identify trends and support our in-office strategy.
- Employee lifecycle program support: Support People Business Partner Initiatives by tracking the cadence and completion of stay interviews, exit interviews, departing-employee surveys, and manager exit documentation. Send reminders, maintain status reporting, and flag gaps so People Business Partners can complete these important employee lifecycle activities.
- Employee lifecycle projects: Support and help execute projects such as employee engagement initiatives, onboarding program enhancements, process improvements, and other initiatives to support the People Business Partnership Team and greater People Team priorities.
- Employee engagement and events: Partner with People teams to support employee engagement activities, ERGs, Internship Programming, and events. This includes communications, preparation, project management, coordination, onsite setup, and event logistics.
- Other duties and projects as assigned.
REQUIREMENTS
The Necessities
- 2 years of experience in Human Resources or People Operations, preferably in a high-growth technology company or start-up.
- A fast learner who is excited to stretch into new challenges, build new skills, and take ownership of work that may be unfamiliar at first.
- Strong organization and follow-through, with the ability to manage employee lifecycle tasks, trackers, deadlines, and detailed work.
- High emotional and social intelligence, with experience fostering positive and strong relationships with diverse groups of stakeholders.
- Excellent verbal and written communication skills that demonstrate a high level of professionalism.
- A fast learner who is excited to stretch and coordinate projects from planning through execution and tracking deliverables across multiple stakeholders.
- Familiarity with Google Workspace and other tools used to manage documentation, communication, and project tracking.
- Highly organized and detail-oriented, with the ability to manage multiple projects and dynamic priorities without missing important details.
- Strong problem-solving skills and a practical, service-oriented approach to employee and manager support.
- Ability to handle confidential employee information with discretion and sound judgment.
- Passion for people and for helping employees collaborate to foster a positive working culture.
- Willingness and ability to work in our New York City office four days per week.
PREFERRED QUALIFICATIONS
The Extras
- Experience supporting employee onboarding, employee lifecycle programs, HR compliance processes, or People Team operations.
- Experience working with an HRIS or People Team systems, such as Rippling, and comfort maintaining accurate employee data.
- Experience coordinating projects from planning through execution and tracking deliverables across multiple stakeholders.
- Experience working in a high-growth technology, start-up, or SaaS environment.
This role will be based in the New York City office, and will be part of Vestwell's hybrid in-office operation. The expected base salary range for this position is $60K - $70K base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
EMPLOYEE BENEFITS
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
INTRODUCTION
Vestwell is the financial technology company powering the new savings economy. Our platform redefines how people save for the critical aspects of life across retirement, education, and healthcare savings needs. Today, Vestwell enables over 350,000 businesses and over 2M active savers, with over $50B in assets saved across all 50 states. Vestwell's platform serves a diverse clientele, including financial advisers, employers, third-party administrators, financial institutions, payroll providers, government agencies, and individual savers.
Who Are We Looking For?
Vestwell is looking for a highly organized, execution-oriented Contractor, People Partner to join our People Team and serve as an administrative partner to the People Business Partnership Team. We are building a team of world-class talent and are looking for an organizational powerhouse who can help turn the People Business Partnership team’s employee lifecycle initiatives into consistent, timely, and high-quality experiences for Vestwell employees. This role will have a particular focus on helping the People Business Partnership team deliver on key employee lifecycle initiatives such as new-hire onboarding, providing employee support, compliance coordination, data integrity, and lifecycle milestone completion, with the primary responsibility of ensuring People Business Partners have the coordination, tracking, documentation, and follow-through needed to deliver a first-class employee experience. You will work closely with the People Business Partnership Team, managers, and cross-functional People Team partners. This role will work onsite at our New York City headquarters four days per week. We are not considering remote candidates or candidates based in another Vestwell office for this position.
What Will You Be Doing?
Your Responsibilities Will Include, But Are Not Limited To
- New-hire onboarding ownership: Own the coordination and execution of the People Business Partnership Team’s new-hire onboarding activities, including scheduling check-ins, hosting onboarding sessions, and tracking 45-day reviews, compliance-related forms and tasks, and ensuring new-hire learning journeys are completed.
- People Business Partnership Inbox Support: Monitor the team inbox, respond to routine questions, triage requests, maintain follow-up, and route matters requiring judgment, employee-relations support, or strategic guidance to the appropriate People Business Partner.
- Compliance documentation and data integrity: Coordinate and track employee transition letters, job description acknowledgments, and other People Business Partnership documentation. Support audits of title and leveling nomenclature and employee classification information, including EEOC-related reviews, and help maintain accurate records.
- Data, Discovery & Reporting: Compile and organize information for routine reporting, audits, and People Partner & People Operations projects. Review data for completeness, flag gaps, and help the team identify patterns that may require follow-up. Support HR dashboards, such as reviewing in-office attendance metrics and presenting data and insights to the People Business Partnership team to help Business Partners identify trends and support our in-office strategy.
- Employee lifecycle program support: Support People Business Partner Initiatives by tracking the cadence and completion of stay interviews, exit interviews, departing-employee surveys, and manager exit documentation. Send reminders, maintain status reporting, and flag gaps so People Business Partners can complete these important employee lifecycle activities.
- Employee lifecycle projects: Support and help execute projects such as employee engagement initiatives, onboarding program enhancements, process improvements, and other initiatives to support the People Business Partnership Team and greater People Team priorities.
- Employee engagement and events: Partner with People teams to support employee engagement activities, ERGs, Internship Programming, and events. This includes communications, preparation, project management, coordination, onsite setup, and event logistics.
- Other duties and projects as assigned.
REQUIREMENTS
The Necessities
- 2 years of experience in Human Resources or People Operations, preferably in a high-growth technology company or start-up.
- A fast learner who is excited to stretch into new challenges, build new skills, and take ownership of work that may be unfamiliar at first.
- Strong organization and follow-through, with the ability to manage employee lifecycle tasks, trackers, deadlines, and detailed work.
- High emotional and social intelligence, with experience fostering positive and strong relationships with diverse groups of stakeholders.
- Excellent verbal and written communication skills that demonstrate a high level of professionalism.
- A fast learner who is excited to stretch and coordinate projects from planning through execution and tracking deliverables across multiple stakeholders.
- Familiarity with Google Workspace and other tools used to manage documentation, communication, and project tracking.
- Highly organized and detail-oriented, with the ability to manage multiple projects and dynamic priorities without missing important details.
- Strong problem-solving skills and a practical, service-oriented approach to employee and manager support.
- Ability to handle confidential employee information with discretion and sound judgment.
- Passion for people and for helping employees collaborate to foster a positive working culture.
- Willingness and ability to work in our New York City office four days per week.
PREFERRED QUALIFICATIONS
The Extras
- Experience supporting employee onboarding, employee lifecycle programs, HR compliance processes, or People Team operations.
- Experience working with an HRIS or People Team systems, such as Rippling, and comfort maintaining accurate employee data.
- Experience coordinating projects from planning through execution and tracking deliverables across multiple stakeholders.
- Experience working in a high-growth technology, start-up, or SaaS environment.
This role will be based in the New York City office, and will be part of Vestwell's hybrid in-office operation. The expected base salary range for this position is $60K - $70K base. This position is eligible to participate in the Company Bonus Pool and is eligible to receive new hire equity in the Company. Please note that salary bands are based on NY and other similar metro areas and may differ based on where the role is ultimately hired.
EMPLOYEE BENEFITS
We’re an innovative, high-growth company with an exciting future ahead. At Vestwell, we prioritize employee wellbeing through comprehensive health benefits, generous time off, and a dedicated Employee Wellbeing Committee. Our hybrid work model offers flexibility while providing access to our collaborative offices in Midtown Manhattan, Austin, King of Prussia, and Scottsdale. And, of course, as a company focused on helping people save for the future, we offer a competitive 401(k) plan.
INTERVIEW PROCESS
Our interview process starts the same for every candidate with 1-2 introductory conversations to learn more about your background, interests, and what you're looking for, while also giving you the opportunity to learn more about Vestwell and the team. From there, the process varies by role but typically includes a skills or experience-based assessment, such as a coding interview, portfolio review, or deeper discussion of your relevant experience. Successful candidates then move on to a virtual or in-person interview panel. Before extending an offer, we complete a reference check with a current or former manager and a peer. Throughout the process, we prioritize transparency, clear communication, and minimizing surprises. For your awareness you will only receive correspondence from recruiting@vestwell.com any other domain not ending in vestwell.com is not our Recruitment team.
Vestwell’s Privacy Policy.
Attention California residents: In the course of conducting our business and complying with federal, state, and local government regulations governing such matters as employment, tax, insurance, etc., we must collect Personal Information from you. Should you accept employment with Vestwell you may view our California Privacy Rights Act here: Vestwell’s California Privacy Rights Policy.
See all 8,098+ Director Of People Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Director Of People roles.
Get Access To All JobsTips for Finding Director Of People Jobs
Emphasize your degree-to-role alignment
USCIS requires a specific bachelor's degree for specialty occupation approval. A degree in Human Resources, Organizational Psychology, or Business Administration directly supports a Director of People petition. Unrelated degrees make approval harder and require additional evidence.
Document your executive scope clearly
Sponsoring employers need to show the role requires specialized knowledge, not just general management. Highlight workforce strategy, organizational design, and HR technology oversight in your job description to distinguish this from a general manager position.
Target companies with 500 or more employees
Larger organizations are far more likely to have established immigration programs and in-house or retained immigration counsel. They also have the HR infrastructure to manage LCA filings, PERM labor certifications, and multi-year sponsorship commitments without disruption.
Understand the PERM timeline if you want a green card
EB-2 or EB-3 sponsorship for a Director of People starts with PERM labor certification, which typically takes 18 to 36 months. Employers must demonstrate no qualified U.S. workers were available. Start this conversation early in your employment relationship.
Consider the O-1A if you have a strong track record
Directors of People with speaking engagements, published HR thought leadership, or industry awards may qualify for the O-1A extraordinary ability visa. This bypasses the H-1B lottery entirely and can be filed at any point in the year.
Negotiate sponsorship terms before signing an offer
Confirm whether the employer covers attorney fees, filing fees, and premium processing before accepting an offer. Some companies cover all costs; others split them. Getting this in writing protects you if leadership or HR priorities change after you join.
Frequently Asked Questions
Does a Director of People role qualify as a specialty occupation for H-1B purposes?
Yes, in most cases, but the petition needs to show the role requires a specific bachelor's degree rather than any degree in any field. HR, Organizational Psychology, Industrial-Organizational Psychology, or Business Administration are the strongest degree matches. USCIS has historically scrutinized HR leadership roles more than technical positions, so a well-documented job description that emphasizes specialized knowledge is critical to approval.
Which visa types do employers typically use to sponsor a Director of People?
H-1B visa is the most common path for cap-subject sponsorship. Candidates already in H-1B status can transfer to a new employer quickly via portability. Senior candidates with extraordinary ability in people operations or HR leadership may qualify for the O-1A, which has no lottery and no annual cap. Green card sponsorship typically follows the EB-2 route through PERM labor certification.
How can I find Director of People jobs that offer visa sponsorship?
Migrate Mate filters job listings specifically for roles that sponsor work visas, which saves significant time compared to filtering general job boards manually. Director of People roles with sponsorship are most common at funded startups scaling quickly and at established enterprises with international hiring programs. Searching Migrate Mate by role title and visa type surfaces the most relevant opportunities.
Will my foreign HR credentials and experience count toward an H-1B petition?
Yes. USCIS accepts foreign degrees that are the equivalent of a U.S. bachelor's degree in a relevant field. A credential evaluation from a NACES-approved evaluator documents equivalency. Foreign work experience in HR leadership also strengthens the petition by demonstrating the specialized expertise the role requires, particularly when the experience aligns directly with the job duties being sponsored.
Can a Director of People self-petition for a green card without employer sponsorship?
Potentially, through the EB-2 National Interest Waiver. NIW requires demonstrating that your work has substantial national importance and that waiving the PERM job requirement serves U.S. interests. HR executives with documented impact on workforce development, organizational research, or labor policy have succeeded with NIW petitions, though approval is less predictable than employer-sponsored PERM-based petitions. An immigration attorney can assess your specific profile.
What is the prevailing wage requirement for sponsored Director Of People 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.