Employee Relations Specialist Jobs in USA with Visa Sponsorship
Employee Relations Specialists can qualify for H-1B visa, E-3 visa, 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 JobsINTRODUCTION
Step into the innovative world of LG Electronics. As a global leader in technology, LG Electronics is dedicated to creating innovative solutions for a better life. Our brand promise, 'Life's Good', embodies our commitment to ensuring a happier life for all. We have a rich history spanning over six decades and a global presence in over 290 locations. Our diverse portfolio includes Home Appliance Solutions, Media Entertainment Solutions, Vehicle Solutions, and Eco Solutions. Our management philosophy, "Jeong-do Management," embodies our commitment to high ethical standards and transparent operations. Grounded in the principles of 'Customer-Value Creation' and 'People-Oriented Management', these values shape our corporate culture, fostering creativity, diversity, and integrity. At LG, we believe in the power of collective wisdom through an inclusive work environment. Join us and become a part of a company that is shaping the future of technology. At LG, we strive to make Life Good for Everyone.
ROLE AND RESPONSIBILITIES
Senior Employee Relations Specialist & Cultural Ambassador
We are seeking an experienced Senior Employee Relations Specialist and Cultural Ambassador with HR Business Partner expertise to lead employee relations for key business units across the United States. In this role, you will foster a positive organizational culture and strengthen people management capabilities through training, coaching, and workforce analytics.
You will lead workplace investigations—including complex, high-risk cases—in partnership with Legal, Compliance, and business leadership. You will also own compliance and risk management responsibilities across all HR practices and policies (including PTO, severance, leaves, and anti-discrimination) for an extended HR shared services environment spanning multiple manufacturing and office locations.
The ideal candidate is a trusted advisor with sound judgment, exceptional communication skills, and a passion for building an ethical, inclusive workplace. This role operates at a manager level in scope and requires the ability to achieve measurable improvements in engagement, performance, and risk mitigation within a multicultural, multilingual environment.
Performance Goals
- Analyze employee relations trends and recommend proactive solutions to strengthen culture and reduce risk; reduce repeat complaints and grievances year-over-year through targeted interventions.
- Close employee relations cases within agreed SLAs while maintaining legally defensible documentation.
- Develop and facilitate manager coaching and training programs that improve manager effectiveness scores and increase participation through engaging content.
- Lead investigations and corrective actions that reduce legal exposure and mitigate litigation risk in high-stakes cases.
- Identify systemic issues and launch prevention initiatives that measurably improve engagement and retention in assigned business units.
- Educate and coach leaders assigned from headquarters on U.S. employment law, regulatory expectations, and workplace practices.
Key Responsibilities
Employee Relations & Investigations
- Serve as the lead HR partner for employee relations: intake, triage, investigation, resolution, and documentation.
- Resolve complex employee relations issues in alignment with company values and legal compliance requirements.
- Conduct impartial workplace investigations and produce clear, defensible reports with actionable recommendations.
- Partner with Legal, Internal Audit, Compliance, and Compensation on high-risk and sensitive matters.
Manager Development & Coaching
- Coach leaders on performance management, progressive discipline, restructuring, and terminations to ensure consistency, compliance, and cultural competency.
- Design and deliver high-impact manager training on topics such as performance coaching, difficult conversations, and anti-harassment.
- Serve as a key stakeholder in initiatives to strengthen people manager capabilities across the organization.
- Provide assimilation support and ongoing coaching for internationally assigned leaders to help them effectively manage employees in the U.S. context.
Compliance, Policy & Analytics
- Design, communicate, and deliver training on policy enhancements for employees and managers at all levels.
- Maintain company policy documentation—online and in handbooks—ensuring it is accurate, accessible, and user-friendly.
- Conduct HR process audits across key compliance and regulatory areas to measure effectiveness.
- Track employee relations metrics, produce trend analyses, and implement targeted prevention programs.
- Develop and monitor key analytics, KPIs, and audit indicators in partnership with HR Centers of Excellence for core programs (compensation decisions, promotions, learning and development, performance distributions).
- Manage Affirmative Action Plan (AAP) compliance and related matters.
Culture & Engagement
- Play a visible role in HR department and company-wide cultural and employee engagement initiatives, including Global Culture Council and Employee Resource Groups.
- Contribute to continuous improvement of employee relations processes, tools, and reporting.
- Provide backup support to HRBPs on specific matters or during peak periods as needed.
BASIC QUALIFICATIONS
Required
- 10+ years of HR experience, including 5+ years in employee relations handling complex investigations, sensitive situations, or labor relations
- Proven track record of reducing employee relations incidents and improving manager performance through coaching and process improvements
- Strong investigative, analytical, and written reporting skills
- Deep knowledge of employment law, policy interpretation, and risk mitigation
- Exceptional communication skills across all formats, with strong interpersonal professionalism and problem-solving abilities
- High emotional intelligence and credibility with senior leaders
- Demonstrated ability to handle confidential and sensitive matters with discretion
- Ability to work on-site five days per week in Englewood Cliffs, NJ, if in the commutable area, or one of the main LGE facilities in the US
- Willingness to travel as needed for training delivery, investigations, forums, or conferences
Preferred
- HRBP experience in a global or matrixed organization
- Experience communicating employment matters across diverse cultural perspectives and organizational levels
COMPENSATION
- Recruiting Range: $150,000—$185,000 USD
Benefits Offered Full-Time Employees:
- No-cost employee premiums for you and your eligible dependents for competitive medical, dental, vision and prescription benefits.
- Auto enrollment with immediate vesting of competitive company matching contributions in a 401(k) Retirement Savings Plan with several investment options.
- Generous Paid Time Off program that includes company holidays and a combined bank of paid sick and vacation time.
- Performance based Short-Term Incentives (varies by role).
- Access to confidential mental health resources to help you and your loved ones improve your quality of life. Personal fitness goal incentives.
- Family orientated benefits such as paid parental leave and support for families raising children with learning, social, behavioral challenges, or developmental disabilities.
- Group Rate Life and Disability Insurance.
Benefits Offered Temporary/Contractors:
- Eligible for the relevant benefit programs offered through our partner agencies.
Applicants who need assistance or a reasonable accommodation during the hiring process may contact our team by phone at: 973-477-7090 or support@lg4me.freshdesk.com. This email and phone number will only reply to accommodation requests and is not intended for general employment inquiries.
At LG, we aspire to empower people and celebrate differences because we believe diversity will create the unexpected. We provide equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. Consistent with our commitment to providing equal opportunity and embracing diversity, LG has implemented affirmative action to ensure applicants are employed and employees are treated without regard to these characteristics.
In addition to the above, LG believes that pay transparency is a key part of diversity, equity, and inclusion. Our salary ranges take into account many factors in making compensation decisions including but not limited to skillset, experience, licensure, certifications, internal equity, and other business needs. While we consider geographic pay differentials in final offers, because we operate in many geographies where applicable, the salary range listed may not reflect all geographic differentials applied.
INTRODUCTION
Step into the innovative world of LG Electronics. As a global leader in technology, LG Electronics is dedicated to creating innovative solutions for a better life. Our brand promise, 'Life's Good', embodies our commitment to ensuring a happier life for all. We have a rich history spanning over six decades and a global presence in over 290 locations. Our diverse portfolio includes Home Appliance Solutions, Media Entertainment Solutions, Vehicle Solutions, and Eco Solutions. Our management philosophy, "Jeong-do Management," embodies our commitment to high ethical standards and transparent operations. Grounded in the principles of 'Customer-Value Creation' and 'People-Oriented Management', these values shape our corporate culture, fostering creativity, diversity, and integrity. At LG, we believe in the power of collective wisdom through an inclusive work environment. Join us and become a part of a company that is shaping the future of technology. At LG, we strive to make Life Good for Everyone.
ROLE AND RESPONSIBILITIES
Senior Employee Relations Specialist & Cultural Ambassador
We are seeking an experienced Senior Employee Relations Specialist and Cultural Ambassador with HR Business Partner expertise to lead employee relations for key business units across the United States. In this role, you will foster a positive organizational culture and strengthen people management capabilities through training, coaching, and workforce analytics.
You will lead workplace investigations—including complex, high-risk cases—in partnership with Legal, Compliance, and business leadership. You will also own compliance and risk management responsibilities across all HR practices and policies (including PTO, severance, leaves, and anti-discrimination) for an extended HR shared services environment spanning multiple manufacturing and office locations.
The ideal candidate is a trusted advisor with sound judgment, exceptional communication skills, and a passion for building an ethical, inclusive workplace. This role operates at a manager level in scope and requires the ability to achieve measurable improvements in engagement, performance, and risk mitigation within a multicultural, multilingual environment.
Performance Goals
- Analyze employee relations trends and recommend proactive solutions to strengthen culture and reduce risk; reduce repeat complaints and grievances year-over-year through targeted interventions.
- Close employee relations cases within agreed SLAs while maintaining legally defensible documentation.
- Develop and facilitate manager coaching and training programs that improve manager effectiveness scores and increase participation through engaging content.
- Lead investigations and corrective actions that reduce legal exposure and mitigate litigation risk in high-stakes cases.
- Identify systemic issues and launch prevention initiatives that measurably improve engagement and retention in assigned business units.
- Educate and coach leaders assigned from headquarters on U.S. employment law, regulatory expectations, and workplace practices.
Key Responsibilities
Employee Relations & Investigations
- Serve as the lead HR partner for employee relations: intake, triage, investigation, resolution, and documentation.
- Resolve complex employee relations issues in alignment with company values and legal compliance requirements.
- Conduct impartial workplace investigations and produce clear, defensible reports with actionable recommendations.
- Partner with Legal, Internal Audit, Compliance, and Compensation on high-risk and sensitive matters.
Manager Development & Coaching
- Coach leaders on performance management, progressive discipline, restructuring, and terminations to ensure consistency, compliance, and cultural competency.
- Design and deliver high-impact manager training on topics such as performance coaching, difficult conversations, and anti-harassment.
- Serve as a key stakeholder in initiatives to strengthen people manager capabilities across the organization.
- Provide assimilation support and ongoing coaching for internationally assigned leaders to help them effectively manage employees in the U.S. context.
Compliance, Policy & Analytics
- Design, communicate, and deliver training on policy enhancements for employees and managers at all levels.
- Maintain company policy documentation—online and in handbooks—ensuring it is accurate, accessible, and user-friendly.
- Conduct HR process audits across key compliance and regulatory areas to measure effectiveness.
- Track employee relations metrics, produce trend analyses, and implement targeted prevention programs.
- Develop and monitor key analytics, KPIs, and audit indicators in partnership with HR Centers of Excellence for core programs (compensation decisions, promotions, learning and development, performance distributions).
- Manage Affirmative Action Plan (AAP) compliance and related matters.
Culture & Engagement
- Play a visible role in HR department and company-wide cultural and employee engagement initiatives, including Global Culture Council and Employee Resource Groups.
- Contribute to continuous improvement of employee relations processes, tools, and reporting.
- Provide backup support to HRBPs on specific matters or during peak periods as needed.
BASIC QUALIFICATIONS
Required
- 10+ years of HR experience, including 5+ years in employee relations handling complex investigations, sensitive situations, or labor relations
- Proven track record of reducing employee relations incidents and improving manager performance through coaching and process improvements
- Strong investigative, analytical, and written reporting skills
- Deep knowledge of employment law, policy interpretation, and risk mitigation
- Exceptional communication skills across all formats, with strong interpersonal professionalism and problem-solving abilities
- High emotional intelligence and credibility with senior leaders
- Demonstrated ability to handle confidential and sensitive matters with discretion
- Ability to work on-site five days per week in Englewood Cliffs, NJ, if in the commutable area, or one of the main LGE facilities in the US
- Willingness to travel as needed for training delivery, investigations, forums, or conferences
Preferred
- HRBP experience in a global or matrixed organization
- Experience communicating employment matters across diverse cultural perspectives and organizational levels
COMPENSATION
- Recruiting Range: $150,000—$185,000 USD
Benefits Offered Full-Time Employees:
- No-cost employee premiums for you and your eligible dependents for competitive medical, dental, vision and prescription benefits.
- Auto enrollment with immediate vesting of competitive company matching contributions in a 401(k) Retirement Savings Plan with several investment options.
- Generous Paid Time Off program that includes company holidays and a combined bank of paid sick and vacation time.
- Performance based Short-Term Incentives (varies by role).
- Access to confidential mental health resources to help you and your loved ones improve your quality of life. Personal fitness goal incentives.
- Family orientated benefits such as paid parental leave and support for families raising children with learning, social, behavioral challenges, or developmental disabilities.
- Group Rate Life and Disability Insurance.
Benefits Offered Temporary/Contractors:
- Eligible for the relevant benefit programs offered through our partner agencies.
Applicants who need assistance or a reasonable accommodation during the hiring process may contact our team by phone at: 973-477-7090 or support@lg4me.freshdesk.com. This email and phone number will only reply to accommodation requests and is not intended for general employment inquiries.
At LG, we aspire to empower people and celebrate differences because we believe diversity will create the unexpected. We provide equal employment opportunity to all individuals regardless of their race, color, creed, religion, gender, age, sexual orientation, national origin, disability, veteran status, or any other characteristic protected by state, federal, or local law. Consistent with our commitment to providing equal opportunity and embracing diversity, LG has implemented affirmative action to ensure applicants are employed and employees are treated without regard to these characteristics.
In addition to the above, LG believes that pay transparency is a key part of diversity, equity, and inclusion. Our salary ranges take into account many factors in making compensation decisions including but not limited to skillset, experience, licensure, certifications, internal equity, and other business needs. While we consider geographic pay differentials in final offers, because we operate in many geographies where applicable, the salary range listed may not reflect all geographic differentials applied.
See all 40+ Employee Relations Specialist jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Employee Relations Specialist roles.
Get Access To All JobsTips for Finding 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.
Find Employee Relations Specialist 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.
How to find Employee Relations Specialist jobs with visa sponsorship?
Use Migrate Mate to search specifically for Employee Relations Specialist positions offering H-1B or other work visa sponsorship. Focus on multinational corporations, technology companies, healthcare systems, and manufacturing firms that frequently sponsor visas for HR professionals. Filter by companies with established sponsorship programs and strong employee relations departments requiring specialized expertise in workplace conflict resolution and policy development.
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