Director Of People Jobs in USA with Visa Sponsorship
Director of People roles attract H-1B visa, O-1, 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 JobsThe Hilton Columbus Polaris is seeking an experienced Director of People & Culture to join our team. This role is responsible for overseeing all HR functions, ensuring compliance with labor laws, and fostering a positive workplace culture aligned with the hotel's luxury service standards. This leadership role requires a strategic thinker with a passion for hospitality, talent development, and employee engagement.
At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!
We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.
We are committed to providing you with:
- Highly competitive annual salary of $93,000-$95,000
- Performance bonus eligibility
- An exceptional benefit plan for eligible associates & your family members
- 401K matching program for eligible associates
- Flexible scheduling to allow you to focus on what is important to you
- Discounts with our Crescent managed properties in North America for you & your family members
ESSENTIAL JOB FUNCTIONS:
Talent Management:
- Develop and implement recruitment strategies to attract top hospitality talent for leadership and hourly positions across all departments, as needed.
- Oversee onboarding programs to ensure new hires are integrated seamlessly.
Associate Relations & Engagement:
- Foster a positive, inclusive, and productive, issue-free work environment.
- Serve as a credible, visible and trusted advisor to managers and associates on HR matters.
- Timely address and resolve associate concerns, ensuring compliance with company policies.
- Organize associate engagement and recognition programs in alignment with Crescent’s associate recognition and communication initiatives.
Training & Development:
- Facilitate training programs to enhance associate job skills and guest service focus and delivery.
- Oversee leadership development and succession planning efforts.
- Ensure timely and comprehensive compliance training for all associates.
Compensation & Benefits:
- Manage payroll processes in collaboration with Finance to ensure accuracy and compliance.
- Administer employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
- Monitor industry trends to ensure competitive compensation structures.
Compliance & Risk Management:
- Ensure compliance with federal, state, and local labor laws.
- Maintain up-to-date associate records and HR documentation.
- Lead workplace investigations and implement corrective actions as needed.
- Oversee workplace safety programs and support risk mitigation strategies.
REQUIRED SKILLS/ABILITIES:
- 5+ years of HR leadership experience, with a minimum of 2 years at an HRD level in the hospitality or related industry is preferred.
- Proven experience with UKG/Ultipro systems and payroll processing is required.
- Proven knowledge of Ohio wage and employment laws is required.
- Bachelor's degree in Human Resources, Business Administration, or a related field is preferred.
The Hilton Columbus Polaris is seeking an experienced Director of People & Culture to join our team. This role is responsible for overseeing all HR functions, ensuring compliance with labor laws, and fostering a positive workplace culture aligned with the hotel's luxury service standards. This leadership role requires a strategic thinker with a passion for hospitality, talent development, and employee engagement.
At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!
We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.
We are committed to providing you with:
- Highly competitive annual salary of $93,000-$95,000
- Performance bonus eligibility
- An exceptional benefit plan for eligible associates & your family members
- 401K matching program for eligible associates
- Flexible scheduling to allow you to focus on what is important to you
- Discounts with our Crescent managed properties in North America for you & your family members
ESSENTIAL JOB FUNCTIONS:
Talent Management:
- Develop and implement recruitment strategies to attract top hospitality talent for leadership and hourly positions across all departments, as needed.
- Oversee onboarding programs to ensure new hires are integrated seamlessly.
Associate Relations & Engagement:
- Foster a positive, inclusive, and productive, issue-free work environment.
- Serve as a credible, visible and trusted advisor to managers and associates on HR matters.
- Timely address and resolve associate concerns, ensuring compliance with company policies.
- Organize associate engagement and recognition programs in alignment with Crescent’s associate recognition and communication initiatives.
Training & Development:
- Facilitate training programs to enhance associate job skills and guest service focus and delivery.
- Oversee leadership development and succession planning efforts.
- Ensure timely and comprehensive compliance training for all associates.
Compensation & Benefits:
- Manage payroll processes in collaboration with Finance to ensure accuracy and compliance.
- Administer employee benefits programs, including health insurance, retirement plans, and wellness initiatives.
- Monitor industry trends to ensure competitive compensation structures.
Compliance & Risk Management:
- Ensure compliance with federal, state, and local labor laws.
- Maintain up-to-date associate records and HR documentation.
- Lead workplace investigations and implement corrective actions as needed.
- Oversee workplace safety programs and support risk mitigation strategies.
REQUIRED SKILLS/ABILITIES:
- 5+ years of HR leadership experience, with a minimum of 2 years at an HRD level in the hospitality or related industry is preferred.
- Proven experience with UKG/Ultipro systems and payroll processing is required.
- Proven knowledge of Ohio wage and employment laws is required.
- Bachelor's degree in Human Resources, Business Administration, or a related field is preferred.
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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.
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Find Director Of People JobsFrequently 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 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.
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