Employee Relations Specialist Jobs in USA with Visa Sponsorship
Employee Relations Specialists can qualify for H-1B, E-3, and TN visas if their role requires specialized knowledge in labor relations, organizational psychology, or human resources management. Most positions require a bachelor's degree in HR, business, psychology, or related field. Corporate HR departments at mid-to-large companies frequently sponsor these roles. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsSr. Employee Relations Specialist – Remote
Must be willing to travel at least 1x per quarter for business/job related duties
Job Overview
The Sr. Employee Relations Specialist will be an integral part of the North America Employee Relations team at ADM. This position is responsible for addressing employee relations matters ranging from advising on performance management issues, policy violations, and interpretation to investigating and resolving employee complaints related to Title VII of the Civil Rights Act, and other workplace issues. This role requires the ability to analyze information, develop valued fact-based conclusions using a variety of resources and techniques, and present findings to all levels of management and leadership. The Sr. Employee Relations Specialist will collaborate with HR professionals, legal counsel, and other stakeholders to develop and implement strategies to mitigate risks and foster a positive work environment. This position will ensure that project and team milestones and goals are achieved on time and while adhering to approved budgets. You will report to the head of the Employee Relations CoE.
Key Responsibilities
Employee Relations Case Leadership:
- Serve as the first point of contact for employee relations questions, provides relevant, clear, consistent and effective advice and guidance to HR partners and business leaders on matters involving colleague misconduct, performance concerns, disciplinary decisions/requests, policy violations and other related areas.
- Independently lead and conduct thorough, unbiased, impartial end-to-end workplace investigations into colleague complaints, misconduct, and workplace issues, while ensuring all process reflect fairness, consistency, and compliance with ADM’s policies and applicable laws.
- Deliver clear findings and partners closely with HRBPs, Legal, Compliance, and COEs to deliver fair, consistent, and integrity-based outcomes to mitigate risks and align organizational and legal investigation standards and approaches.
- Prepare high-quality case documentation that demonstrates strong analytical reasoning, and contains precise, audit-ready detail.
Guidance & Colleague Support:
- Guide field HR teams and managers through complex employee relations issues, relative to performance management; workplace investigations and fact-finding; involuntary terminations, disciplinary and policy enforcement.
- Maintain detailed, confidential, and compliant records of investigations, findings, and resolutions in a centralized case management system.
- Help leaders recognize and address culture-impacting behaviors early and effectively.
Data, Trend & Risk Prevention:
- Analyze trends in employee relations and recommend proactive strategies to reduce risk and improve workplace culture.
- Recognize potential trends in employee experience/relations data and partner with the appropriate stakeholders on proactive solutions.
Policy & Governance:
- Manage HR policies in the policy management system; create a policy governance model to ensure policies are up-to-date and centrally located; develop, create, and implement policies in partnership with Legal, COEs, and other policy owners to ensure compliance with federal and local laws.
- Aid in development and facilitation of employee relations training programs for managers and employees, that ensure alignment with ADM’s values and compliance with legal standards.
- Apply a solid understanding of company policy, culture, and core values to provide recommendations in partnership with Sr. ER Manager, HR Business partners, and legal counsel.
- Other duties as assigned.
Key skills:
- Excellent written and verbal communication skills (including presentation capabilities) with the ability to engage and influence diverse audiences and all levels of leadership; possession of strong interpersonal skills and the ability to interact and communicate complex information professionally, clearly, and persuasively to leaders, colleagues and key stakeholders.
- Advanced analytical and problem-solving skills to handle complex, sensitive matters and drive effective and consistent resolutions. Must be able to provide fair, consistent and well-reasoned guidance and recommendations in an unbiased, empathic and fact-based approach.
- Proficient knowledge and understanding of U.S. employment policies/procedures and related federal, state, and local employment laws and regulations, including but not limited to Title VII, ADA, FMLA, FLSA, and EEOC guidelines.
- Proficiency in using HRIS systems, case management software (i.e., EthicsPoint), and Microsoft Office Suite (Word, Excel, PowerPoint).
- Flexible, innovative and composed in a fast paced, growth-oriented and time-critical environment.
- Strong ability to build trusted relationships across all levels of the organization.
- Commitment to maintaining the highest standards of professionalism, integrity, and ethical conduct in all employee relations activities.
Education/Experience:
- Bachelor's degree in Human Resources, Business Administration/Management, Law, or a related field required.
- Master's degree or professional certification (e.g., PHR, SHRM-CP, AWI) is a plus.
- 8+ years of progressive Human Resources Generalist/HRBP experience with at least 5 years of experience in Employee Relations and workplace investigations.
- Strong and thorough understanding of U.S. employment policies/procedures and related federal, state, and local employment and labor laws and regulations, including but not limited to Title VII, ADA, ADAAA, FMLA, FLSA, and EEOC guidelines and a sound understanding of compliance in the workplace.
- Demonstrated passion for employment law, labor relations, and investigations, with an emphasis on labor and employee relations work.
- Investigation or legal experience, and experience planning, conducting and documenting basic to complex investigations.
- Unquestionable integrity, confidentiality, and professionalism in a wide variety of situations.
Excited about this role but don’t think you meet every requirement listed? We encourage you to apply anyway. You may be just the right candidate for this role or another one of our openings. ADM requires the successful completion of a background check.
REF: 106850BR
Base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. Hourly and salaried non-exempt employees will also be paid overtime pay when working qualifying overtime hours. If hired, employees will be in an “at-will position” and the Company reserves the right to modify base pay (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. The pay range for this position is expected to be between: $74,900.00 - $140,200.00
Salaried Incentive Plan
The total compensation package for this position will also include annual bonus
Benefits And Perks
Enriching the quality of life for the world begins by taking care of our colleagues. In addition to competitive pay, we support your diverse needs with a comprehensive total rewards package to enhance your well-being, including:
- Physical wellness – medical/Rx, dental, vision and on-site wellness center access or gym reimbursement (as applicable).
- Financial wellness – flexible spending accounts, health savings account, 401(k) with matching contributions and cash balance plan, discounted employee stock purchasing program, life insurance, disability, workers’ compensation, legal assistance, identity theft protection.
- Mental and social wellness – Employee Assistance Program (EAP), Employee Resource Groups (ERGs) and Colleague Giving Programs (ADM Cares).
Additional Benefits Include
- Paid time off including paid holidays.
- Adoption assistance and paid maternity and parental leave.
- Tuition assistance.
- Company-sponsored training and development resources, such as LinkedIn Learning, language training and mentoring programs.
Benefits may vary for bargained locations, confirm benefit eligibility with your recruiter.
#IncludingYou
Diversity, equity, inclusion and belonging are cornerstones of ADM’s efforts to continue innovating, driving growth, and delivering outstanding performance. We are committed to attracting and retaining a diverse workforce and create welcoming, truly inclusive work environments — environments that enable every ADM colleague to feel comfortable on the job, make meaningful contributions to our success, and grow their career. We respect and value the unique backgrounds and experiences that each person can bring to ADM because we know that diversity of perspectives makes us better, together. We welcome everyone to apply. We are committed to ensuring all qualified applicants receive consideration for employment regardless of race, color, ethnicity, disability, religion, national origin, language, gender, gender identity, gender expression, marital status, sexual orientation, age, protected veteran status, or any other characteristic protected by law.
About ADM
At ADM, we unlock the power of nature to provide access to nutrition worldwide. With industry-advancing innovations, a complete portfolio of ingredients and solutions to meet any taste, and a commitment to sustainability, we give customers an edge in solving the nutritional challenges of today and tomorrow. We’re a global leader in human and animal nutrition and the world’s premier agricultural origination and processing company. Our breadth, depth, insights, facilities and logistical expertise give us unparalleled capabilities to meet needs for food, beverages, health and wellness, and more. From the seed of the idea to the outcome of the solution, we enrich the quality of life the world over.
Sr. Employee Relations Specialist – Remote
Must be willing to travel at least 1x per quarter for business/job related duties
Job Overview
The Sr. Employee Relations Specialist will be an integral part of the North America Employee Relations team at ADM. This position is responsible for addressing employee relations matters ranging from advising on performance management issues, policy violations, and interpretation to investigating and resolving employee complaints related to Title VII of the Civil Rights Act, and other workplace issues. This role requires the ability to analyze information, develop valued fact-based conclusions using a variety of resources and techniques, and present findings to all levels of management and leadership. The Sr. Employee Relations Specialist will collaborate with HR professionals, legal counsel, and other stakeholders to develop and implement strategies to mitigate risks and foster a positive work environment. This position will ensure that project and team milestones and goals are achieved on time and while adhering to approved budgets. You will report to the head of the Employee Relations CoE.
Key Responsibilities
Employee Relations Case Leadership:
- Serve as the first point of contact for employee relations questions, provides relevant, clear, consistent and effective advice and guidance to HR partners and business leaders on matters involving colleague misconduct, performance concerns, disciplinary decisions/requests, policy violations and other related areas.
- Independently lead and conduct thorough, unbiased, impartial end-to-end workplace investigations into colleague complaints, misconduct, and workplace issues, while ensuring all process reflect fairness, consistency, and compliance with ADM’s policies and applicable laws.
- Deliver clear findings and partners closely with HRBPs, Legal, Compliance, and COEs to deliver fair, consistent, and integrity-based outcomes to mitigate risks and align organizational and legal investigation standards and approaches.
- Prepare high-quality case documentation that demonstrates strong analytical reasoning, and contains precise, audit-ready detail.
Guidance & Colleague Support:
- Guide field HR teams and managers through complex employee relations issues, relative to performance management; workplace investigations and fact-finding; involuntary terminations, disciplinary and policy enforcement.
- Maintain detailed, confidential, and compliant records of investigations, findings, and resolutions in a centralized case management system.
- Help leaders recognize and address culture-impacting behaviors early and effectively.
Data, Trend & Risk Prevention:
- Analyze trends in employee relations and recommend proactive strategies to reduce risk and improve workplace culture.
- Recognize potential trends in employee experience/relations data and partner with the appropriate stakeholders on proactive solutions.
Policy & Governance:
- Manage HR policies in the policy management system; create a policy governance model to ensure policies are up-to-date and centrally located; develop, create, and implement policies in partnership with Legal, COEs, and other policy owners to ensure compliance with federal and local laws.
- Aid in development and facilitation of employee relations training programs for managers and employees, that ensure alignment with ADM’s values and compliance with legal standards.
- Apply a solid understanding of company policy, culture, and core values to provide recommendations in partnership with Sr. ER Manager, HR Business partners, and legal counsel.
- Other duties as assigned.
Key skills:
- Excellent written and verbal communication skills (including presentation capabilities) with the ability to engage and influence diverse audiences and all levels of leadership; possession of strong interpersonal skills and the ability to interact and communicate complex information professionally, clearly, and persuasively to leaders, colleagues and key stakeholders.
- Advanced analytical and problem-solving skills to handle complex, sensitive matters and drive effective and consistent resolutions. Must be able to provide fair, consistent and well-reasoned guidance and recommendations in an unbiased, empathic and fact-based approach.
- Proficient knowledge and understanding of U.S. employment policies/procedures and related federal, state, and local employment laws and regulations, including but not limited to Title VII, ADA, FMLA, FLSA, and EEOC guidelines.
- Proficiency in using HRIS systems, case management software (i.e., EthicsPoint), and Microsoft Office Suite (Word, Excel, PowerPoint).
- Flexible, innovative and composed in a fast paced, growth-oriented and time-critical environment.
- Strong ability to build trusted relationships across all levels of the organization.
- Commitment to maintaining the highest standards of professionalism, integrity, and ethical conduct in all employee relations activities.
Education/Experience:
- Bachelor's degree in Human Resources, Business Administration/Management, Law, or a related field required.
- Master's degree or professional certification (e.g., PHR, SHRM-CP, AWI) is a plus.
- 8+ years of progressive Human Resources Generalist/HRBP experience with at least 5 years of experience in Employee Relations and workplace investigations.
- Strong and thorough understanding of U.S. employment policies/procedures and related federal, state, and local employment and labor laws and regulations, including but not limited to Title VII, ADA, ADAAA, FMLA, FLSA, and EEOC guidelines and a sound understanding of compliance in the workplace.
- Demonstrated passion for employment law, labor relations, and investigations, with an emphasis on labor and employee relations work.
- Investigation or legal experience, and experience planning, conducting and documenting basic to complex investigations.
- Unquestionable integrity, confidentiality, and professionalism in a wide variety of situations.
Excited about this role but don’t think you meet every requirement listed? We encourage you to apply anyway. You may be just the right candidate for this role or another one of our openings. ADM requires the successful completion of a background check.
REF: 106850BR
Base pay offered may vary depending on multiple individualized factors, including market location, job-related knowledge, skills, and experience. Hourly and salaried non-exempt employees will also be paid overtime pay when working qualifying overtime hours. If hired, employees will be in an “at-will position” and the Company reserves the right to modify base pay (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. The pay range for this position is expected to be between: $74,900.00 - $140,200.00
Salaried Incentive Plan
The total compensation package for this position will also include annual bonus
Benefits And Perks
Enriching the quality of life for the world begins by taking care of our colleagues. In addition to competitive pay, we support your diverse needs with a comprehensive total rewards package to enhance your well-being, including:
- Physical wellness – medical/Rx, dental, vision and on-site wellness center access or gym reimbursement (as applicable).
- Financial wellness – flexible spending accounts, health savings account, 401(k) with matching contributions and cash balance plan, discounted employee stock purchasing program, life insurance, disability, workers’ compensation, legal assistance, identity theft protection.
- Mental and social wellness – Employee Assistance Program (EAP), Employee Resource Groups (ERGs) and Colleague Giving Programs (ADM Cares).
Additional Benefits Include
- Paid time off including paid holidays.
- Adoption assistance and paid maternity and parental leave.
- Tuition assistance.
- Company-sponsored training and development resources, such as LinkedIn Learning, language training and mentoring programs.
Benefits may vary for bargained locations, confirm benefit eligibility with your recruiter.
#IncludingYou
Diversity, equity, inclusion and belonging are cornerstones of ADM’s efforts to continue innovating, driving growth, and delivering outstanding performance. We are committed to attracting and retaining a diverse workforce and create welcoming, truly inclusive work environments — environments that enable every ADM colleague to feel comfortable on the job, make meaningful contributions to our success, and grow their career. We respect and value the unique backgrounds and experiences that each person can bring to ADM because we know that diversity of perspectives makes us better, together. We welcome everyone to apply. We are committed to ensuring all qualified applicants receive consideration for employment regardless of race, color, ethnicity, disability, religion, national origin, language, gender, gender identity, gender expression, marital status, sexual orientation, age, protected veteran status, or any other characteristic protected by law.
About ADM
At ADM, we unlock the power of nature to provide access to nutrition worldwide. With industry-advancing innovations, a complete portfolio of ingredients and solutions to meet any taste, and a commitment to sustainability, we give customers an edge in solving the nutritional challenges of today and tomorrow. We’re a global leader in human and animal nutrition and the world’s premier agricultural origination and processing company. Our breadth, depth, insights, facilities and logistical expertise give us unparalleled capabilities to meet needs for food, beverages, health and wellness, and more. From the seed of the idea to the outcome of the solution, we enrich the quality of life the world over.
How to Get Visa Sponsorship as an Employee Relations Specialist
Emphasize specialized HR knowledge requirements
Position your role as requiring advanced knowledge of labor law, employee engagement strategies, conflict resolution methodologies, or HRIS systems. Avoid generic "people person" descriptions that don't demonstrate specialty occupation requirements.
Target companies with existing HR compliance needs
Focus on employers with unionized workforces, multi-state operations, or regulated industries. These companies need specialized employee relations expertise and understand the value of sponsoring qualified international candidates.
Highlight relevant certifications and training
Include PHR, SHRM-CP, or specialized training in labor relations, mediation, or employment law. These credentials demonstrate the professional-level knowledge that supports specialty occupation classification for visa purposes.
Demonstrate measurable impact in previous roles
Quantify achievements like reduced grievance resolution times, improved employee satisfaction scores, or successful union negotiations. Concrete metrics show the specialized skills that justify H-1B or other visa sponsorship.
Research employer sponsorship history carefully
Use DOL disclosure data to identify companies that have sponsored H-1B petitions for HR roles. Look for employers with track records of sponsoring business operations specialists or human resources analysts.
Prepare for degree-to-role connection questions
Be ready to explain how your academic background directly relates to employee relations work. Connect coursework in psychology, business, or labor studies to the specialized knowledge required for your target position.
Employee Relations Specialist jobs are hiring across the US. Find yours.
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Get Access To All JobsFrequently Asked Questions
Do Employee Relations Specialists qualify for H-1B sponsorship?
Yes, Employee Relations Specialists can qualify for H-1B visas when the role requires specialized knowledge in labor relations, conflict resolution, or HR analytics. The position must require a bachelor's degree in HR, psychology, business, or related field. Generic administrative HR roles may not qualify, but positions involving policy development, compliance, or specialized employee programs typically meet specialty occupation requirements.
What degree is required for Employee Relations Specialist visa sponsorship?
Most sponsoring employers require a bachelor's degree in Human Resources, Psychology, Business Administration, Labor Relations, or Organizational Behavior. Some positions accept related fields like Sociology or Communications if combined with relevant HR experience. Advanced degrees or professional certifications (PHR, SHRM-CP) can strengthen visa applications by demonstrating specialized knowledge requirements.
Which companies typically sponsor Employee Relations Specialists?
Large corporations with complex workforce management needs frequently sponsor these roles, including healthcare systems, manufacturing companies, financial services firms, and government contractors. Companies with unionized employees, multi-location operations, or regulatory compliance requirements often need specialized employee relations expertise and are more likely to sponsor qualified international candidates.
Can Employee Relations Specialists get E-3 or TN visa sponsorship?
Australian citizens can pursue E-3 visas for Employee Relations Specialist roles that require specialized HR knowledge and a relevant bachelor's degree. Canadian and Mexican citizens may qualify for TN visas under the "Management Consultant" category if the role involves organizational analysis, process improvement, or strategic HR consulting rather than routine administrative functions.
What are common visa denial reasons for Employee Relations Specialists?
Denials often occur when the role appears too administrative or when the degree requirement isn't clearly established. USCIS may question positions focused on basic employee support rather than specialized functions. To avoid issues, emphasize policy development, compliance analysis, conflict resolution expertise, or strategic workforce planning responsibilities that require professional-level knowledge and education.
What is the prevailing wage requirement for sponsored Employee Relations Specialist 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.
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