Division Director Jobs in USA with Visa Sponsorship
Division Director roles qualify for H-1B visa sponsorship as specialty occupations requiring at least a bachelor's degree in a directly related field. Employers file a Labor Condition Application before you can begin, and many large organizations have active PERM pipelines for directors pursuing 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 Division Director Jobs
Frame your credentials around specialty occupation
USCIS scrutinizes whether a Division Director role genuinely requires a specific bachelor's degree, not just any degree. Gather transcripts, job descriptions, and org charts showing your degree field directly drives your division's function before approaching employers.
Target employers with active PERM pipelines
Many Division Director hires lead directly to green card sponsorship through PERM labor certification. Ask during late-stage interviews whether the organization has an established immigration program and outside counsel, since ad-hoc sponsors often stall at the EB-2 or EB-3 stage.
Verify prevailing wage before negotiating your offer
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your location and role. Run the OFLC Wage Search using the correct SOC category for your division's function so you know the floor before salary discussions begin.
Use Migrate Mate to find verified sponsoring employers
Search Migrate Mate's database of employers with confirmed LCA filing history filtered to director-level roles. This surfaces organizations that have already cleared DOL's wage-certification step, so you're not speculating about whether a company will sponsor.
Clarify H-1B portability before resigning
If you're already in H-1B status at another employer, you can start with a new Division Director sponsor once the new I-129 petition is filed with USCIS. Don't wait for approval before transitioning; portability applies at the filing stage, not the approval stage.
Build a specialty-occupation evidence file early
Collect performance reviews citing your degree-specific expertise, internal memos tying your divisional decisions to your academic discipline, and any licenses or certifications your field requires. Employers and their counsel use this documentation directly when drafting the H-1B petition.
Frequently Asked Questions
Does a Division Director role qualify as a specialty occupation for H-1B purposes?
It depends on how the role is scoped. USCIS requires that the position normally requires a bachelor's degree in a specific field, not just any degree. A Division Director overseeing engineering, finance, or clinical operations typically qualifies because the work is directly tied to a technical discipline. A general operations director with no defined degree requirement faces more scrutiny and may need additional documentation to support the petition.
Which visa types are realistic for a Division Director seeking sponsorship?
H-1B is the most common path for employer-sponsored Division Directors. If you're Australian, the E-3 visa offers the same specialty-occupation framework without a lottery. Canadian and Mexican nationals can use the TN visa only if the director role maps to a qualifying USMCA profession, which is rare for general management titles. For directors with exceptional records, the O-1A is worth exploring as a lottery-free alternative.
What degree does a Division Director typically need for visa sponsorship?
USCIS looks for a degree in a field directly related to the division's function. A Director of Finance needs an accounting, finance, or economics degree; a Director of Engineering needs an engineering degree. A general business degree supporting a highly technical division often triggers a Request for Evidence. O*NET lists the typical education for similar management occupations, which employers reference when drafting job requirements for the LCA.
How long does H-1B sponsorship take for a Division Director role?
The LCA certifies within seven business days at DOL. USCIS then adjudicates the I-129 petition under standard processing, which currently runs several months. Premium processing cuts that to 15 business days. If you're subject to the annual H-1B cap and lottery, add the selection cycle timeline. Directors transferring from an existing H-1B at another employer avoid the cap entirely and can start once the new petition is filed.
Where can I find Division Director jobs that offer visa sponsorship?
Migrate Mate lists Division Director openings from employers with verified sponsorship history, so you can focus your search on organizations that have already committed to the LCA filing process. This saves you from applying to roles where the company has never sponsored a work visa before.
What is the prevailing wage requirement for sponsored Division 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.