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
Sage Hospitality Group is set to hire an Area Director of People & Culture to join us here in Denver supporting both the Crawford and Oxford hotels!
As part of Sage Hospitality Group, we passionately strive to be the best and create excellence in everything we do. We believe in enriching lives one experience at a time. More than a slogan, we empower our employees to make positive impacts on the communities in which we live and work. By providing genuine service we build relationships with our guests and value for our shareholders, and we create unforgettable experiences.
At The Crawford and The Oxford Hotels, you’re not just joining a team—you’re becoming part of Denver’s living history.
Set within two of the city’s most iconic landmarks, our hotels offer distinct yet complementary experiences. Perched above the historic Denver Union Station, The Crawford Hotel blends vibrant energy with refined luxury, placing you at the center of a destination where connection, movement, and modern hospitality come to life. Just steps away, The Oxford Hotel—Denver’s most historic hotel, established in 1891—offers a more intimate, storied setting defined by timeless elegance, quiet confidence, and deeply personalized service.
Our team is united by a shared commitment to thoughtful, attentive service and a genuine passion for creating meaningful guest experiences. We take pride in the details, celebrate individuality, and foster an environment where team members can grow, explore, and make their mark. Work where you belong
JOB OVERVIEW
The purpose of this role is to design, align, and execute a People & Culture strategy that supports both the strategic and operational needs of multiple properties within an assigned area. The Area Director of People & Culture leads and oversees all People & Culture (Human Resources) activities across the portfolio, balancing compliance, culture, performance, and engagement while addressing evolving business needs and opportunities.
This role serves as a strategic advisor to property leadership and Executive Committees on all people-related matters and partners closely with General Managers. Functional alignment, guidance, and consistency are provided through a dotted-line relationship with the Regional Director of People & Culture. The Area Director ensures People & Culture practices are consistently applied, scalable, and aligned with Sage Hospitality Group values, brand standards, and applicable laws.
Responsibilities
Talent Management:
- Plan, develop, coordinate, and lead People & Culture functions across assigned properties to attract, develop, motivate, and retain associates in a safe, inclusive, and high-performing environment.
- Lead and oversee recruitment, interviewing, hiring, and onboarding strategies for hourly and leadership roles, ensuring consistency, compliance, and alignment with Sage standards.
- Monitor performance management practices across properties, ensuring evaluations are completed timely and performance improvement plans are developed and managed appropriately.
- Partner with property leadership to align staffing models and workforce plans with operational needs and financial goals.
Training:
- Assess organizational and property-level needs and oversee the planning, implementation, and coordination of training programs for hourly, supervisory, and management associates.
- Ensure delivery of Sage core training and brand-required programs to build leadership capability, strengthen culture, and reduce risk across the area.
Associate Relations:
- Counsel and coach leaders on associate relations matters, including performance, conduct, investigations, and conflict resolution.
- Oversee grievance resolution and exit interview processes, reviewing trends and recommending corrective or preventative actions.
- Support and implement associate engagement and relations initiatives that foster trust, inclusion, and retention across properties.
- Develop and manage budgets related to associate relations, training, recruitment advertising, and People & Culture staffing.
- Oversee People & Culture operations across assigned properties, including coaching and development of People & Culture leaders and teams.
- Ensure associate relations practices are administered consistently, equitably, and in a timely manner across all locations.
Strategic Management:
- Provide short- and long-term People & Culture planning aligned with area, property, and Sage-wide strategies.
- Establish People & Culture objectives, metrics, and reporting that support operational excellence and cultural health.
- Participate as a trusted advisor to property leadership teams and Executive Committees.
- Position assigned properties as employers of choice through community partnerships, branding efforts, and associate advocacy.
- Proactively identify potential risk or liability and notify General Managers and the Regional Director of People & Culture with recommended mitigation strategies.
Total Rewards:
- Partner in the administration and oversight of hourly wage structures and leadership compensation programs in alignment with corporate guidelines and legal requirements.
- Ensure benefit programs are communicated, administered, and supported consistently across properties in accordance with corporate policies.
- Recommend enhancements to compensation or benefits programs through appropriate approval channels.
Risk/Safety/Security:
- Ensure accident prevention, safety, and security policies are consistently followed across assigned properties.
- Align property safety practices with corporate SOPs and support the development of property-specific standards as needed.
Compliance:
- Ensure compliance with Sage policies, brand standards, and all applicable federal, state, and local employment laws across assigned properties.
- Maintain oversight of associate records, files, and People & Culture systems to ensure audit readiness and confidentiality.
- Oversee People & Culture reporting, analyzing trends and providing leadership with accurate, actionable insights.
- Ensure compliance with union agreements, if applicable, including contractual obligations and reporting requirements.
- Oversee and ensure accurate People & Culture transactions through UKG workflows, including hires, terminations, transfers, and compensation changes.
QUALIFICATIONS
Education/Formal Training
- Associate or Bachelor’s degree in Human Resources Management or a related field, or equivalent education and experience preferred.
- Professional in Human Resources (PHR) Certification and/or SHRM Certified Professional preferred.
Experience
- Four to five years of progressive experience in People & Culture (Human Resources) or a related field.
- Demonstrated success implementing people strategies, programs, and process improvements.
- Union experience preferred, where applicable.
Knowledge/Skills
- Strong executive-level communication, influencing, and advisory skills.
- Ability to think strategically while executing tactically in a fast-paced, multi-property environment.
- Proven ability to partner with and influence senior leaders and stakeholders.
- Bilingual fluency preferred.
- Strong hospitality orientation with the ability to manage complexity and competing priorities.
- High level of judgment, discretion, and emotional intelligence.
- Ability to manage multiple initiatives while maintaining attention to detail and compliance.
- Strong literacy and comprehension skills required for review and preparation of People & Culture documentation.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Lifting, pushing, pulling, or carrying materials approximately 5 percent of the time.
- Occasional bending or kneeling to access files.
- Mobility across properties, with a significant portion of time spent engaging with associates and leaders.
- Periodic standing during training and associate engagement activities.
- Driving may be required occasionally for hearings, meetings, or recruitment activities.
ENVIRONMENT
95% indoor office
BENEFITS
- Eligible to participate in Sage bonus plan
- Unlimited paid time off
- Medical, dental, & vision insurance
- Eligible to participate in the Company’s 401(k) program with employer matching
- Health savings and flexible spending accounts
- Basic Life and AD&D insurance
- Company-paid short-term disability
- Paid FMLA leave for up to a period of 12 weeks
- Employee Assistance Program
- Great discounts on Hotels, Restaurants, and much more.
- Eligible to participate in the Employee Referral Bonus Program. Up to $1,000 per referral.
Salary
USD $110,000.00 - USD $125,000.00 /Yr.
The application period will be open for approximately 30 days or until a suitable candidate is identified. We encourage qualified individuals to submit their applications within this timeframe.
INTRODUCTION
Sage Hospitality Group is set to hire an Area Director of People & Culture to join us here in Denver supporting both the Crawford and Oxford hotels!
As part of Sage Hospitality Group, we passionately strive to be the best and create excellence in everything we do. We believe in enriching lives one experience at a time. More than a slogan, we empower our employees to make positive impacts on the communities in which we live and work. By providing genuine service we build relationships with our guests and value for our shareholders, and we create unforgettable experiences.
At The Crawford and The Oxford Hotels, you’re not just joining a team—you’re becoming part of Denver’s living history.
Set within two of the city’s most iconic landmarks, our hotels offer distinct yet complementary experiences. Perched above the historic Denver Union Station, The Crawford Hotel blends vibrant energy with refined luxury, placing you at the center of a destination where connection, movement, and modern hospitality come to life. Just steps away, The Oxford Hotel—Denver’s most historic hotel, established in 1891—offers a more intimate, storied setting defined by timeless elegance, quiet confidence, and deeply personalized service.
Our team is united by a shared commitment to thoughtful, attentive service and a genuine passion for creating meaningful guest experiences. We take pride in the details, celebrate individuality, and foster an environment where team members can grow, explore, and make their mark. Work where you belong
JOB OVERVIEW
The purpose of this role is to design, align, and execute a People & Culture strategy that supports both the strategic and operational needs of multiple properties within an assigned area. The Area Director of People & Culture leads and oversees all People & Culture (Human Resources) activities across the portfolio, balancing compliance, culture, performance, and engagement while addressing evolving business needs and opportunities.
This role serves as a strategic advisor to property leadership and Executive Committees on all people-related matters and partners closely with General Managers. Functional alignment, guidance, and consistency are provided through a dotted-line relationship with the Regional Director of People & Culture. The Area Director ensures People & Culture practices are consistently applied, scalable, and aligned with Sage Hospitality Group values, brand standards, and applicable laws.
Responsibilities
Talent Management:
- Plan, develop, coordinate, and lead People & Culture functions across assigned properties to attract, develop, motivate, and retain associates in a safe, inclusive, and high-performing environment.
- Lead and oversee recruitment, interviewing, hiring, and onboarding strategies for hourly and leadership roles, ensuring consistency, compliance, and alignment with Sage standards.
- Monitor performance management practices across properties, ensuring evaluations are completed timely and performance improvement plans are developed and managed appropriately.
- Partner with property leadership to align staffing models and workforce plans with operational needs and financial goals.
Training:
- Assess organizational and property-level needs and oversee the planning, implementation, and coordination of training programs for hourly, supervisory, and management associates.
- Ensure delivery of Sage core training and brand-required programs to build leadership capability, strengthen culture, and reduce risk across the area.
Associate Relations:
- Counsel and coach leaders on associate relations matters, including performance, conduct, investigations, and conflict resolution.
- Oversee grievance resolution and exit interview processes, reviewing trends and recommending corrective or preventative actions.
- Support and implement associate engagement and relations initiatives that foster trust, inclusion, and retention across properties.
- Develop and manage budgets related to associate relations, training, recruitment advertising, and People & Culture staffing.
- Oversee People & Culture operations across assigned properties, including coaching and development of People & Culture leaders and teams.
- Ensure associate relations practices are administered consistently, equitably, and in a timely manner across all locations.
Strategic Management:
- Provide short- and long-term People & Culture planning aligned with area, property, and Sage-wide strategies.
- Establish People & Culture objectives, metrics, and reporting that support operational excellence and cultural health.
- Participate as a trusted advisor to property leadership teams and Executive Committees.
- Position assigned properties as employers of choice through community partnerships, branding efforts, and associate advocacy.
- Proactively identify potential risk or liability and notify General Managers and the Regional Director of People & Culture with recommended mitigation strategies.
Total Rewards:
- Partner in the administration and oversight of hourly wage structures and leadership compensation programs in alignment with corporate guidelines and legal requirements.
- Ensure benefit programs are communicated, administered, and supported consistently across properties in accordance with corporate policies.
- Recommend enhancements to compensation or benefits programs through appropriate approval channels.
Risk/Safety/Security:
- Ensure accident prevention, safety, and security policies are consistently followed across assigned properties.
- Align property safety practices with corporate SOPs and support the development of property-specific standards as needed.
Compliance:
- Ensure compliance with Sage policies, brand standards, and all applicable federal, state, and local employment laws across assigned properties.
- Maintain oversight of associate records, files, and People & Culture systems to ensure audit readiness and confidentiality.
- Oversee People & Culture reporting, analyzing trends and providing leadership with accurate, actionable insights.
- Ensure compliance with union agreements, if applicable, including contractual obligations and reporting requirements.
- Oversee and ensure accurate People & Culture transactions through UKG workflows, including hires, terminations, transfers, and compensation changes.
QUALIFICATIONS
Education/Formal Training
- Associate or Bachelor’s degree in Human Resources Management or a related field, or equivalent education and experience preferred.
- Professional in Human Resources (PHR) Certification and/or SHRM Certified Professional preferred.
Experience
- Four to five years of progressive experience in People & Culture (Human Resources) or a related field.
- Demonstrated success implementing people strategies, programs, and process improvements.
- Union experience preferred, where applicable.
Knowledge/Skills
- Strong executive-level communication, influencing, and advisory skills.
- Ability to think strategically while executing tactically in a fast-paced, multi-property environment.
- Proven ability to partner with and influence senior leaders and stakeholders.
- Bilingual fluency preferred.
- Strong hospitality orientation with the ability to manage complexity and competing priorities.
- High level of judgment, discretion, and emotional intelligence.
- Ability to manage multiple initiatives while maintaining attention to detail and compliance.
- Strong literacy and comprehension skills required for review and preparation of People & Culture documentation.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
- Lifting, pushing, pulling, or carrying materials approximately 5 percent of the time.
- Occasional bending or kneeling to access files.
- Mobility across properties, with a significant portion of time spent engaging with associates and leaders.
- Periodic standing during training and associate engagement activities.
- Driving may be required occasionally for hearings, meetings, or recruitment activities.
ENVIRONMENT
95% indoor office
BENEFITS
- Eligible to participate in Sage bonus plan
- Unlimited paid time off
- Medical, dental, & vision insurance
- Eligible to participate in the Company’s 401(k) program with employer matching
- Health savings and flexible spending accounts
- Basic Life and AD&D insurance
- Company-paid short-term disability
- Paid FMLA leave for up to a period of 12 weeks
- Employee Assistance Program
- Great discounts on Hotels, Restaurants, and much more.
- Eligible to participate in the Employee Referral Bonus Program. Up to $1,000 per referral.
Salary
USD $110,000.00 - USD $125,000.00 /Yr.
The application period will be open for approximately 30 days or until a suitable candidate is identified. We encourage qualified individuals to submit their applications within this timeframe.
See all Director Of People Jobs
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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.
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.