Director of People Operations Jobs in USA with Visa Sponsorship
Director of People Operations roles sit at the intersection of HR leadership and workforce compliance, making them strong candidates for H-1B visa specialty occupation sponsorship. Employers in this space routinely file Labor Condition Applications and support PERM green card processes, giving sponsored candidates a clear path from offer to permanent residence.
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Get Access To All JobsINTRODUCTION
Discover Your Career at Emory University:
Emory University is a leading research university that fosters excellence and attracts world-class talent to innovate today and prepare leaders for the future. We welcome candidates who can contribute to the excellence of our academic community.
ABOUT THE ROLE
This position serves as the Human Resources leader for Winship Cancer Institute, an NCI designated Comprehensive Cancer Center. Winship is a matrix cancer center that serves as the organizing hub of all cancer related research and clinical care across Emory University and Emory Healthcare. The role aligns as a liaison and collaborative partner with Emory University Human Resources and Emory Healthcare Human Resources. The position supervises staff and reports to the Chief Administrative Officer/Chief Business Officer for Winship.
KEY RESPONSIBILITIES:
- Provides leadership and strategic direction for human resources for a division or school and ensures compliance with University policies and procedures.
- Participates in the strategic succession planning process, generally serves as a member of the senior leadership team and facilitates partnerships across the University.
- Leads processes related to recruitment, employee relations, performance management, reclassifications, promotions and terminations.
- Serves as a liaison with the University Human Resources Division and Faculty/Staff Assistance Program.
- Consults with supervisors and managers regarding staffing needs; is responsible for job and salary documentation and the review of reclassification and promotion requests and changes in organizational structure.
- Assesses training needs; develops in-house workshops/seminars and identifies other training resources, as appropriate.
- Reviews and approves supplemental pay requests and other position and pay transactions.
- Leads the performance management process, ensuring the regular and timely evaluation for staff.
- Contributes to the culture and employee development focus for the division/school.
- Participates in or leads other staff or faculty related programs/initiatives as needed.
- May oversee faculty appointment processes. Supervises staff and generally reports to the Chief Business Office, Dean, VP or equivalent.
- Performs related responsibilities as required.
MINIMUM QUALIFICATIONS:
- Bachelor's degree in human resources, business administration or a related field and eight years of human resources experience including HR management experience.
- Experience working with more than one HR specialty strongly preferred.
- Certification as a Senior Human Resources Professional preferred.
NOTE: Position tasks are generally required to be performed in-person at an Emory University location. Remote work from home day options may be granted at department discretion. Emory reserves the right to change remote work status with notice to employee.
ADDITIONAL DETAILS:
Emory is an equal opportunity employer, and qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by state or federal law. Emory University does not discriminate in admissions, educational programs, or employment, including recruitment, hiring, promotions, transfers, discipline, terminations, wage and salary administration, benefits, and training. Students, faculty, and staff are assured of participation in university programs and in the use of facilities without such discrimination. Emory University complies with Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veteran's Readjustment Assistance Act, and applicable executive orders, federal and state regulations regarding nondiscrimination, equal opportunity, and affirmative action (for protected veterans and individuals with disabilities). Inquiries regarding this policy should be directed to the Emory University Department of Equity and Civil Rights Compliance, 201 Dowman Drive, Administration Building, Atlanta, GA 30322. Telephone: 404-727-9867 (V) | 404-712-2049 (TDD).
Emory University is committed to ensuring equal access and providing reasonable accommodations to qualified individuals with disabilities upon request. To request this document in an alternate format or to seek a reasonable accommodation, please contact the Department of Accessibility Services at accessibility@emory.edu or call 404-727-9877 (Voice) | 404-712-2049 (TDD). We kindly ask that requests be made at least seven business days in advance to allow adequate time for coordination.
INTRODUCTION
Discover Your Career at Emory University:
Emory University is a leading research university that fosters excellence and attracts world-class talent to innovate today and prepare leaders for the future. We welcome candidates who can contribute to the excellence of our academic community.
ABOUT THE ROLE
This position serves as the Human Resources leader for Winship Cancer Institute, an NCI designated Comprehensive Cancer Center. Winship is a matrix cancer center that serves as the organizing hub of all cancer related research and clinical care across Emory University and Emory Healthcare. The role aligns as a liaison and collaborative partner with Emory University Human Resources and Emory Healthcare Human Resources. The position supervises staff and reports to the Chief Administrative Officer/Chief Business Officer for Winship.
KEY RESPONSIBILITIES:
- Provides leadership and strategic direction for human resources for a division or school and ensures compliance with University policies and procedures.
- Participates in the strategic succession planning process, generally serves as a member of the senior leadership team and facilitates partnerships across the University.
- Leads processes related to recruitment, employee relations, performance management, reclassifications, promotions and terminations.
- Serves as a liaison with the University Human Resources Division and Faculty/Staff Assistance Program.
- Consults with supervisors and managers regarding staffing needs; is responsible for job and salary documentation and the review of reclassification and promotion requests and changes in organizational structure.
- Assesses training needs; develops in-house workshops/seminars and identifies other training resources, as appropriate.
- Reviews and approves supplemental pay requests and other position and pay transactions.
- Leads the performance management process, ensuring the regular and timely evaluation for staff.
- Contributes to the culture and employee development focus for the division/school.
- Participates in or leads other staff or faculty related programs/initiatives as needed.
- May oversee faculty appointment processes. Supervises staff and generally reports to the Chief Business Office, Dean, VP or equivalent.
- Performs related responsibilities as required.
MINIMUM QUALIFICATIONS:
- Bachelor's degree in human resources, business administration or a related field and eight years of human resources experience including HR management experience.
- Experience working with more than one HR specialty strongly preferred.
- Certification as a Senior Human Resources Professional preferred.
NOTE: Position tasks are generally required to be performed in-person at an Emory University location. Remote work from home day options may be granted at department discretion. Emory reserves the right to change remote work status with notice to employee.
ADDITIONAL DETAILS:
Emory is an equal opportunity employer, and qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, protected veteran status or other characteristics protected by state or federal law. Emory University does not discriminate in admissions, educational programs, or employment, including recruitment, hiring, promotions, transfers, discipline, terminations, wage and salary administration, benefits, and training. Students, faculty, and staff are assured of participation in university programs and in the use of facilities without such discrimination. Emory University complies with Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veteran's Readjustment Assistance Act, and applicable executive orders, federal and state regulations regarding nondiscrimination, equal opportunity, and affirmative action (for protected veterans and individuals with disabilities). Inquiries regarding this policy should be directed to the Emory University Department of Equity and Civil Rights Compliance, 201 Dowman Drive, Administration Building, Atlanta, GA 30322. Telephone: 404-727-9867 (V) | 404-712-2049 (TDD).
Emory University is committed to ensuring equal access and providing reasonable accommodations to qualified individuals with disabilities upon request. To request this document in an alternate format or to seek a reasonable accommodation, please contact the Department of Accessibility Services at accessibility@emory.edu or call 404-727-9877 (Voice) | 404-712-2049 (TDD). We kindly ask that requests be made at least seven business days in advance to allow adequate time for coordination.
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Get Access To All JobsTips for Finding Director of People Operations Jobs
Frame your HR credentials around specialty occupation
H-1B eligibility hinges on proving the role requires a directly related bachelor's degree. Pull your job description language from O*NET's profile for HR managers to show USCIS that strategic People Operations work qualifies as a specialty occupation.
Target companies with active LCA filing history
Use Migrate Mate to identify employers who have already filed Labor Condition Applications for HR and People Operations roles, so you're approaching companies with an established sponsorship process rather than asking them to build one from scratch.
Distinguish yourself from generalist HR applicants
Directors of People Operations who own HRIS architecture, compensation benchmarking, or workforce analytics are easier for employers to justify under the specialty occupation standard. Quantify these technical competencies in your resume before you apply.
Verify prevailing wage tier before accepting an offer
Run your offered title and work location through the OFLC Wage Search before signing. The LCA must certify wages at or above the prevailing rate, and accepting a Level I or II offer when your duties align with Level III can create compliance problems at renewal.
Ask about PERM readiness during offer negotiation
Many employers sponsor the H-1B but delay PERM until year three or four. For nationals from high-backlog countries, that delay compounds. Ask during negotiations whether the company has an established PERM timeline and outside counsel who handles labor certification filings.
Prepare for dual-role scrutiny on the LCA
If your People Operations role includes payroll, benefits administration, and DEI strategy under one title, USCIS may request evidence that the blended role still qualifies as a specialty occupation. Have your employer document the degree-requiring components of each function separately.
Frequently Asked Questions
Does a Director of People Operations role qualify as a specialty occupation for H-1B purposes?
Yes, in most cases. USCIS looks for roles that normally require at least a bachelor's degree in a directly related field, such as human resources, organizational psychology, or business administration. Senior People Operations roles that involve workforce strategy, compensation design, or HRIS management typically satisfy this standard, but generic HR coordinator duties are harder to defend. The employer's job description does the heavy lifting here.
What degree background do employers typically expect for visa sponsorship in this role?
Most sponsoring employers expect a bachelor's degree in human resources, organizational behavior, business administration, or a closely related field. An MBA or master's in HR management strengthens the specialty occupation argument considerably. Degrees in unrelated fields paired with years of HR experience can still qualify under the three-to-one experience substitution rule, but that requires additional documentation for USCIS.
How can I find Director of People Operations jobs where employers are open to visa sponsorship?
Browse Migrate Mate, which lists U.S. employers with verified LCA sponsorship history for HR and People Operations roles. This filters out companies that have never sponsored work visas, so you can focus your applications on employers who already understand the process and have filed Labor Condition Applications for similar titles.
Does a Director of People Operations role typically support green card sponsorship through PERM?
Many do, particularly at mid-size to large companies with dedicated immigration counsel. The PERM labor certification process requires the employer to conduct a supervised recruitment effort and demonstrate no qualified U.S. workers were available. Because People Operations directors are senior roles with specific degree and experience requirements, the PERM audit risk is generally manageable, though it still takes 18 months or longer on average.
Can a Director of People Operations who already oversees the company's immigration program sponsor their own visa?
This is a genuine edge case. USCIS scrutinizes petitions where the sponsored employee has significant control over the company's HR or immigration decisions, treating it as a potential conflict of interest. The employer should ensure the H-1B petition is signed by an officer senior to the People Operations director, and that a separate approval chain exists for the sponsorship decision. Outside immigration counsel is strongly recommended in this scenario.
What is the prevailing wage requirement for sponsored Director of People Operations 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.