Division Vice President Jobs in USA with Visa Sponsorship
Division Vice President roles sit squarely in H-1B visa specialty occupation territory, requiring a directly related bachelor's degree at minimum. Employers file a Labor Condition Application before sponsorship begins. The seniority of the title means prevailing wage compliance is closely scrutinized, and PERM labor certification is typically required for green card pathways.
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Mount Prospect, IL, US, 60056
INTRODUCTION:
The Division Vice President of HR for MCT division of AMETEK is an exciting opportunity to manage the development and delivery of programs to improve the operating performance. The successful candidate must be a strategic yet action-oriented leader who can partner with the leadership team to accelerate strategy implementation. Candidates must have strong collaboration skills, strategic thinking ability, a sharp eye for talent, and unquestioned integrity.
The position reports directly to the Vice President & General Manager of the Division, with dotted line oversight of the Business Unit HR Managers.
ROLE AND RESPONSIBILITIES:
- Serve as a senior advisor, coach, and trusted resource to the GM and leadership team. Provide leadership and direction to the management team and business unit HR leaders to resolve HR problems, manage organizational change and drive success.
- Develop and implement a divisional HR plan, supporting the strategic and annual operating plans of the businesses.
- Drive programs to support talent recruitment, development, and career path management and develop sustaining practices across the business units.
- Stay tuned to the employment marketplace to charter required activities to keep the division nimble and relevant to employees.
- Lead HR due diligence and integration activities for acquisitions in the Division.
- Provide oversight and direction to HR and business managers on employee relations, engagement, development and retention initiatives.
- Evaluate Division opportunities to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership.
- Collaborate with Corporate HR on AMETEK HR processes and policies to be deployed in the Division.
- Travel regularly (~ 30%) to the various international and domestic locations to keep a pulse on employee engagement.
BASIC QUALIFICATIONS:
- Bachelor’s degree required; Master’s degree preferred.
- Minimum of 10 years of progressive and diverse practical experience in Human Resources leadership in a multi-site manufacturing environment.
- Adept at recruiting and managing talent to ensure that the business is positioned for growth and excellence.
- An ability to influence senior executives, establish and maintain partnerships, and provide thought leadership.
- Proficiency in managing international employees preferred.
COMPENSATION
- Employee Type: Salaried
- Currency: USD
- Salary Minimum: 250,000
- Salary Maximum: 275,000
- Incentive: Yes
Disclaimer: Where a specific pay range is noted, it is a good faith estimate at the time of this posting. The actual salary offered will be based on experience, skills, qualifications, market/business considerations, and geographic location.
For more information on AMETEK's competitive benefits, please click here.
AMETEK, Inc. is a leading global provider of industrial technology solutions serving a diverse set of attractive niche markets with annual sales over $7.5 billion.
AMETEK is committed to making a safer, sustainable, and more productive world a reality. We use differentiated technology solutions to solve our customers’ most complex challenges. We employ 22,000 colleagues, in 35 countries, that are grounded by our core values: Ethics and Integrity, Respect for the Individual, Inclusion, Teamwork, and Social Responsibility. AMETEK is a component of the S&P 500.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Individuals who need a reasonable accommodation because of a disability for any part of the employment process should call 1 (866) 263-8359.
LOCATION:
Mount Prospect, IL, US, 60056
INTRODUCTION:
The Division Vice President of HR for MCT division of AMETEK is an exciting opportunity to manage the development and delivery of programs to improve the operating performance. The successful candidate must be a strategic yet action-oriented leader who can partner with the leadership team to accelerate strategy implementation. Candidates must have strong collaboration skills, strategic thinking ability, a sharp eye for talent, and unquestioned integrity.
The position reports directly to the Vice President & General Manager of the Division, with dotted line oversight of the Business Unit HR Managers.
ROLE AND RESPONSIBILITIES:
- Serve as a senior advisor, coach, and trusted resource to the GM and leadership team. Provide leadership and direction to the management team and business unit HR leaders to resolve HR problems, manage organizational change and drive success.
- Develop and implement a divisional HR plan, supporting the strategic and annual operating plans of the businesses.
- Drive programs to support talent recruitment, development, and career path management and develop sustaining practices across the business units.
- Stay tuned to the employment marketplace to charter required activities to keep the division nimble and relevant to employees.
- Lead HR due diligence and integration activities for acquisitions in the Division.
- Provide oversight and direction to HR and business managers on employee relations, engagement, development and retention initiatives.
- Evaluate Division opportunities to improve effectiveness in areas such as organizational structure, work processes, teamwork, and leadership.
- Collaborate with Corporate HR on AMETEK HR processes and policies to be deployed in the Division.
- Travel regularly (~ 30%) to the various international and domestic locations to keep a pulse on employee engagement.
BASIC QUALIFICATIONS:
- Bachelor’s degree required; Master’s degree preferred.
- Minimum of 10 years of progressive and diverse practical experience in Human Resources leadership in a multi-site manufacturing environment.
- Adept at recruiting and managing talent to ensure that the business is positioned for growth and excellence.
- An ability to influence senior executives, establish and maintain partnerships, and provide thought leadership.
- Proficiency in managing international employees preferred.
COMPENSATION
- Employee Type: Salaried
- Currency: USD
- Salary Minimum: 250,000
- Salary Maximum: 275,000
- Incentive: Yes
Disclaimer: Where a specific pay range is noted, it is a good faith estimate at the time of this posting. The actual salary offered will be based on experience, skills, qualifications, market/business considerations, and geographic location.
For more information on AMETEK's competitive benefits, please click here.
AMETEK, Inc. is a leading global provider of industrial technology solutions serving a diverse set of attractive niche markets with annual sales over $7.5 billion.
AMETEK is committed to making a safer, sustainable, and more productive world a reality. We use differentiated technology solutions to solve our customers’ most complex challenges. We employ 22,000 colleagues, in 35 countries, that are grounded by our core values: Ethics and Integrity, Respect for the Individual, Inclusion, Teamwork, and Social Responsibility. AMETEK is a component of the S&P 500.
We are an Equal Opportunity Employer and do not discriminate against any employee or applicant for employment because of race, color, sex, age, national origin, religion, sexual orientation, gender identity, status as a veteran, and basis of disability or any other federal, state or local protected class. Individuals who need a reasonable accommodation because of a disability for any part of the employment process should call 1 (866) 263-8359.
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Get Access To All JobsTips for Finding Division Vice President Jobs
Document your specialty occupation case early
VP-level roles often blend strategy and operations, which can blur the specialty occupation line for USCIS. Build a paper trail showing your degree field directly controls your core duties, not just your general management responsibilities.
Target companies with existing H-1B LCA history
Use Migrate Mate to find employers with verified LCA filing history for executive and senior management roles. Companies that have sponsored at this level before already have internal processes, reducing the friction you'd face negotiating sponsorship from scratch.
Request prevailing wage documentation before signing
At the VP level, your offered compensation must meet or exceed the DOL prevailing wage for your SOC code and work location. Cross-check the employer's wage tier against OFLC Wage Search before accepting, so there are no surprises at the LCA stage.
Align your O*NET profile to job description language
VP roles vary widely across industries. Confirm your O*NET occupation classification matches the actual duties in your offer letter. Misalignment between the O*NET profile and the job description is a common RFE trigger for executive-level H-1B petitions.
Clarify H-1B portability rules before switching employers
If you're already in H-1B status, you can start with a new employer once the new petition is filed, without waiting for USCIS approval. Confirm the new employer files I-129 before your current role ends to maintain continuous work authorization.
Frequently Asked Questions
Does a Division Vice President role qualify as a specialty occupation for H-1B purposes?
It can, but it's not automatic. USCIS scrutinizes VP-level roles carefully because broad management titles don't always require a degree in a specific field. Your petition needs to show that the position's core duties, not just the seniority level, require a bachelor's degree in a directly related discipline. Industry-specific VP roles in engineering, finance, or technology tend to clear this bar more cleanly than general operations titles.
Which visa types realistically cover a Division Vice President position?
The H-1B is the primary path for most foreign nationals in this role, requiring a specialty occupation and employer sponsorship. Canadians and Mexicans may qualify for TN visa status if the role fits a USMCA-listed profession. Senior executives with significant international experience might also explore the O-1A for extraordinary ability or an EB-1C green card if they've managed a multinational organization. USCIS evaluates each case on its specific facts.
How do I find employers who actively sponsor Division Vice President roles?
Migrate Mate lists employers with verified sponsorship history for senior and executive roles, so you can focus your search on companies that have navigated this process before. At the VP level, sponsorship willingness is as important as role fit, since the legal costs and PERM timelines are higher than for entry-level positions.
Does a Division Vice President need a U.S. degree, or is a foreign degree accepted?
A foreign degree is accepted, but it must be evaluated as equivalent to a U.S. bachelor's degree in a directly related field. For VP roles, USCIS will look at whether your degree, combined with any progressive experience, supports the specialty occupation claim. A credential evaluation from a recognized service is standard practice for H-1B petitions involving foreign academic credentials.
What makes a Division Vice President H-1B petition more likely to face an RFE?
Generic or broadly worded job descriptions are the most common trigger. If your duties read like a standard management role rather than a position requiring specialized expertise, USCIS may issue a Request for Evidence challenging specialty occupation status. VP titles in sectors like retail, logistics, or general operations face higher scrutiny than those in technical fields. A well-drafted position description tied directly to your degree field significantly reduces RFE risk.
What is the prevailing wage requirement for sponsored Division Vice President 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.