Employee Experience Manager Jobs in USA with Visa Sponsorship
Employee Experience Manager roles qualify for H-1B visa sponsorship as a specialty occupation requiring a bachelor's degree in human resources, organizational psychology, or a related field. Employers file a Labor Condition Application before sponsorship begins, and the H-1B is subject to an annual cap and selection process.
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Get Access To All JobsINTRODUCTION
If you are a current worker, please log into Workday and access our internal career site to apply.
Salary Range:
$65,000.00 - $74,500.00 USD annually.
As part of Arizona State University's charter to provide access and excellence, ASU Preparatory Academy (ASU Prep) shares this commitment by demonstrating all students can achieve at the highest levels, regardless of their background. To scale our current impact, ASU Prep is advancing a major expansion program taking fundamental responsibility for the communities we serve.
The Total Rewards & Employee Experience Program Manager leads the design, implementation, and continuous improvement of programs that support employee wellbeing, engagement, and the overall employee experience. This role is responsible for managing key total rewards programs, including benefits, leave and accommodations, recognition, wellbeing, and compensation-related initiatives. Working across departments and with external partners, the Program Manager drives strategic projects, leverages data to inform decisions, and ensures programs are compliant, effective, and aligned with organizational goals. This position serves as a trusted advisor and subject matter expert, influencing outcomes through collaboration and program leadership rather than direct supervision.
Success in this role requires a balance of operational excellence, analytical thinking, customer service, and a commitment to creating exceptional employee experiences throughout the employee lifecycle.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, Public Administration, or related field is required.
- Professional certifications such as CEBS, SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or related certifications, preferred.
- 5-7 years of progressive experience in total rewards, benefits administration, compensation, employee experience, or related human resources functions.
- Demonstrated experience administering employee benefits, retirement plans, leaves of absence, accommodations, and employee wellness programs.
- Experience supporting compensation processes such as annual merit reviews, salary benchmarking, salary administration, or pay practices.
- Experience managing vendor relationships and working with insurance carriers, brokers, third-party administrators, and leave management providers.
- Strong analytical, project management, communication, and stakeholder partnership skills.
- Active AZ Department of Public Safety (DPS) IVP Fingerprint Clearance Card.
- Any equivalent combination of experience, training and/or education from which comparable knowledge, skills and abilities may be considered.
DUTIES AND RESPONSIBILITIES
Essential Functions:
- Lead and manage total rewards and employee experience programs that support organizational goals and employee wellbeing.
- Serve as the subject matter expert for benefits, leave, accommodations, engagement, and related workforce programs.
- Manage enterprise-wide projects and initiatives from planning through implementation and evaluation.
- Analyze program, workforce, and employee feedback data to develop recommendations and drive continuous improvement.
- Build strong partnerships with leaders, stakeholders, and vendors to deliver effective and impactful employee programs.
Total Rewards Program Management:
- Lead the administration, evaluation, and continuous improvement of employee benefits, retirement, recognition, wellbeing, and voluntary benefit programs.
- Manage annual open enrollment planning, implementation, communications, and vendor coordination.
- Develop recommendations to enhance employee value propositions and support attraction and retention efforts.
- Monitor program utilization, trends, and outcomes to inform strategic decision-making.
Leave, Accommodations, and Compliance:
- Oversee organizational leave of absence and accommodation programs in partnership with internal stakeholders and third-party administrators.
- Serve as a subject matter expert on leave, accommodation, and related compliance requirements.
- Ensure compliance with applicable federal, state, and local employment laws and regulations.
- Develop and maintain program processes, resources, communications, and reporting.
- Identify and implement process improvements that enhance employee support and operational efficiency.
Employee Experience and Engagement:
- Support employee wellbeing initiatives that promote physical, emotional, social, and financial wellbeing.
- Support organizational action planning efforts related to employee engagement and employee experience initiatives.
- Support the administration and optimization of employee listening programs, including Peakon surveys and other employee feedback mechanisms.
Onboarding, Communications, and Education:
- Lead the total rewards and benefits components of new employee orientation and onboarding programs.
- Develop and maintain employee-facing resources, FAQs, benefits guides, webpages, training materials, and communication campaigns.
- Facilitate educational sessions related to benefits, retirement readiness, wellbeing programs, leave administration, and total rewards offerings.
- Ensure employee communications are accurate, timely, and designed to enhance understanding and engagement.
Data, Systems, and Continuous Improvement:
- Maintain data integrity across benefits, compensation, leave, and related HRIS processes.
- Participate in system implementations, upgrades, testing, audits, and process improvement initiatives.
- Develop dashboards, metrics, and key performance indicators related to total rewards and employee experience programs.
- Identify opportunities to streamline processes, improve service delivery, enhance employee experience, and leverage technology solutions.
- Collaborate with Finance, Payroll, Human Resources, and external partners to ensure efficient, compliant, and employee-centered program administration.
- Lead or participate in special projects and additional duties as assigned.
Compensation Support:
- Support annual compensation planning activities, including merit increase administration, salary review processes, and compensation communications.
- Assist with market benchmarking and salary analysis to support compensation recommendations and pay structure maintenance.
- Support compensation-related system configuration, testing, reporting, and process improvements.
KNOWLEDGE, SKILLS AND ABILITIES
- Knowledge of employee engagement, employee experience and benefit management practices.
- Strong attention to detail and organizational skills.
- Ability to translate complex total rewards concepts into clear, employee-friendly communications.
- Proficiency with Microsoft Excel, Google Suite, HRIS reporting tools, and data visualization techniques.
- Strong consultative skills with the ability to influence and build credibility across all levels of the organization.
- Ability to analyze workforce, compensation, benefits, and engagement data to identify trends and develop actionable recommendations.
- Ability to maintain confidentiality and exercise sound judgment when handling sensitive information.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand and talk or hear and sometimes walk and sit. The employee must use hands, arms and fingers to input data, handle, feel or reach. While performing the duties of this job, the employee may occasionally push or lift up to 15 lbs such as boxes, supplies, etc. Specific vision abilities required by this job include close vision such as to read handwritten or typed material, and the ability to adjust focus, close vision, distance vision, color vision, peripheral vision and depth perception.
LOCATION:
UCENT
TRAVEL:
Occasional travel may be required for site visits, meetings, trainings and/or conferences. Locations may vary and may require overnight stays.
This job description is subject to change at any time.
INTRODUCTION
If you are a current worker, please log into Workday and access our internal career site to apply.
Salary Range:
$65,000.00 - $74,500.00 USD annually.
As part of Arizona State University's charter to provide access and excellence, ASU Preparatory Academy (ASU Prep) shares this commitment by demonstrating all students can achieve at the highest levels, regardless of their background. To scale our current impact, ASU Prep is advancing a major expansion program taking fundamental responsibility for the communities we serve.
The Total Rewards & Employee Experience Program Manager leads the design, implementation, and continuous improvement of programs that support employee wellbeing, engagement, and the overall employee experience. This role is responsible for managing key total rewards programs, including benefits, leave and accommodations, recognition, wellbeing, and compensation-related initiatives. Working across departments and with external partners, the Program Manager drives strategic projects, leverages data to inform decisions, and ensures programs are compliant, effective, and aligned with organizational goals. This position serves as a trusted advisor and subject matter expert, influencing outcomes through collaboration and program leadership rather than direct supervision.
Success in this role requires a balance of operational excellence, analytical thinking, customer service, and a commitment to creating exceptional employee experiences throughout the employee lifecycle.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, Public Administration, or related field is required.
- Professional certifications such as CEBS, SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or related certifications, preferred.
- 5-7 years of progressive experience in total rewards, benefits administration, compensation, employee experience, or related human resources functions.
- Demonstrated experience administering employee benefits, retirement plans, leaves of absence, accommodations, and employee wellness programs.
- Experience supporting compensation processes such as annual merit reviews, salary benchmarking, salary administration, or pay practices.
- Experience managing vendor relationships and working with insurance carriers, brokers, third-party administrators, and leave management providers.
- Strong analytical, project management, communication, and stakeholder partnership skills.
- Active AZ Department of Public Safety (DPS) IVP Fingerprint Clearance Card.
- Any equivalent combination of experience, training and/or education from which comparable knowledge, skills and abilities may be considered.
DUTIES AND RESPONSIBILITIES
Essential Functions:
- Lead and manage total rewards and employee experience programs that support organizational goals and employee wellbeing.
- Serve as the subject matter expert for benefits, leave, accommodations, engagement, and related workforce programs.
- Manage enterprise-wide projects and initiatives from planning through implementation and evaluation.
- Analyze program, workforce, and employee feedback data to develop recommendations and drive continuous improvement.
- Build strong partnerships with leaders, stakeholders, and vendors to deliver effective and impactful employee programs.
Total Rewards Program Management:
- Lead the administration, evaluation, and continuous improvement of employee benefits, retirement, recognition, wellbeing, and voluntary benefit programs.
- Manage annual open enrollment planning, implementation, communications, and vendor coordination.
- Develop recommendations to enhance employee value propositions and support attraction and retention efforts.
- Monitor program utilization, trends, and outcomes to inform strategic decision-making.
Leave, Accommodations, and Compliance:
- Oversee organizational leave of absence and accommodation programs in partnership with internal stakeholders and third-party administrators.
- Serve as a subject matter expert on leave, accommodation, and related compliance requirements.
- Ensure compliance with applicable federal, state, and local employment laws and regulations.
- Develop and maintain program processes, resources, communications, and reporting.
- Identify and implement process improvements that enhance employee support and operational efficiency.
Employee Experience and Engagement:
- Support employee wellbeing initiatives that promote physical, emotional, social, and financial wellbeing.
- Support organizational action planning efforts related to employee engagement and employee experience initiatives.
- Support the administration and optimization of employee listening programs, including Peakon surveys and other employee feedback mechanisms.
Onboarding, Communications, and Education:
- Lead the total rewards and benefits components of new employee orientation and onboarding programs.
- Develop and maintain employee-facing resources, FAQs, benefits guides, webpages, training materials, and communication campaigns.
- Facilitate educational sessions related to benefits, retirement readiness, wellbeing programs, leave administration, and total rewards offerings.
- Ensure employee communications are accurate, timely, and designed to enhance understanding and engagement.
Data, Systems, and Continuous Improvement:
- Maintain data integrity across benefits, compensation, leave, and related HRIS processes.
- Participate in system implementations, upgrades, testing, audits, and process improvement initiatives.
- Develop dashboards, metrics, and key performance indicators related to total rewards and employee experience programs.
- Identify opportunities to streamline processes, improve service delivery, enhance employee experience, and leverage technology solutions.
- Collaborate with Finance, Payroll, Human Resources, and external partners to ensure efficient, compliant, and employee-centered program administration.
- Lead or participate in special projects and additional duties as assigned.
Compensation Support:
- Support annual compensation planning activities, including merit increase administration, salary review processes, and compensation communications.
- Assist with market benchmarking and salary analysis to support compensation recommendations and pay structure maintenance.
- Support compensation-related system configuration, testing, reporting, and process improvements.
KNOWLEDGE, SKILLS AND ABILITIES
- Knowledge of employee engagement, employee experience and benefit management practices.
- Strong attention to detail and organizational skills.
- Ability to translate complex total rewards concepts into clear, employee-friendly communications.
- Proficiency with Microsoft Excel, Google Suite, HRIS reporting tools, and data visualization techniques.
- Strong consultative skills with the ability to influence and build credibility across all levels of the organization.
- Ability to analyze workforce, compensation, benefits, and engagement data to identify trends and develop actionable recommendations.
- Ability to maintain confidentiality and exercise sound judgment when handling sensitive information.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand and talk or hear and sometimes walk and sit. The employee must use hands, arms and fingers to input data, handle, feel or reach. While performing the duties of this job, the employee may occasionally push or lift up to 15 lbs such as boxes, supplies, etc. Specific vision abilities required by this job include close vision such as to read handwritten or typed material, and the ability to adjust focus, close vision, distance vision, color vision, peripheral vision and depth perception.
LOCATION:
UCENT
TRAVEL:
Occasional travel may be required for site visits, meetings, trainings and/or conferences. Locations may vary and may require overnight stays.
This job description is subject to change at any time.
See all Employee Experience Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Employee Experience Manager roles.
Get Access To All JobsTips for Finding Visa Sponsorship as an Employee Experience Manager
Frame your degree for specialty occupation
HR, organizational psychology, industrial-organizational psychology, and business administration degrees with an HR concentration all support a specialty occupation argument. Gather official transcripts and any credential evaluations showing U.S. equivalency before you start applying.
Target employers with LCA filing history
Use Migrate Mate to find employers with verified LCA sponsorship history for people-focused and HR leadership roles, so you're not wasting time on companies that have never filed for this occupation.
Verify prevailing wage before negotiating
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your location and role level. Run the OFLC Wage Search for your metro area before you enter salary discussions so you understand the floor they're committing to.
Distinguish your role from generalist HR titles
USCIS scrutinizes HR petitions for specialty occupation status. Document that your Employee Experience role requires specialized knowledge in organizational design, change management, or behavioral analytics, not just generalist HR duties, to strengthen the I-129 petition narrative.
Ask about PERM timelines if you need permanence
If you want a path to a green card, ask prospective employers during the offer stage whether they've run PERM labor certifications for HR leadership roles before. PERM for EB-2 or EB-3 can run 18 months or more, and employer willingness varies significantly.
Use O*NET to anchor your job description
O*NET lists the core tasks and required knowledge domains for HR-related management occupations. Sharing the relevant O*NET profile with your sponsoring employer helps their attorney write a petition that maps your actual duties to the specialty occupation definition precisely.
Frequently Asked Questions
Does an Employee Experience Manager role qualify as a specialty occupation for H-1B purposes?
Yes, provided the role genuinely requires a bachelor's degree or higher in a directly related field such as human resources, organizational psychology, or business administration. Roles that accept any bachelor's degree regardless of field face higher USCIS scrutiny, so the job description should specify a degree in a relevant discipline, not just 'a degree required.'
Which visas support sponsorship for Employee Experience Manager positions?
H-1B is the primary path for most nationalities. Australian citizens can use the E-3 visa, which has its own annual cap, requires an LCA, and doesn't involve a lottery. Chilean and Singaporean nationals may qualify for the H-1B1 visa. All three require the role to meet the specialty occupation standard, and all require the employer to file an LCA with DOL.
How do I find employers who actively sponsor this role?
Migrate Mate lists employers with verified LCA sponsorship history for HR and people-operations roles, so you can focus your search on companies that have already committed to sponsoring similar positions rather than guessing at willingness from job postings alone.
Is an Employee Experience Manager role eligible for a green card through PERM?
Yes. EB-2 requires a master's degree or its equivalent, while EB-3 covers positions requiring at least a bachelor's degree and two years of experience. PERM labor certification requires the employer to run a recruitment process proving no qualified U.S. workers are available. Priority date backlogs vary significantly by country of birth, particularly for India and China.
What makes an H-1B petition for this role vulnerable to a Request for Evidence?
USCIS frequently issues Requests for Evidence for HR-adjacent roles when the job description is broad enough that candidates without a specific degree could perform the duties. Petitions are strengthened when the role requires specialized competencies in organizational behavior, workforce analytics, or change management and the employer documents why a specific degree field is necessary.
What is the prevailing wage requirement for sponsored Employee Experience Manager 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.