Group Human Resources Director Jobs in USA with Visa Sponsorship
Group Human Resources Director roles qualify as specialty occupations under H-1B visa, requiring a bachelor's degree in human resources, business administration, or a related field. Employers file a Labor Condition Application before sponsoring, and dual-intent protection lets you pursue a green card while maintaining H-1B status.
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Get Access To All JobsSenior Group Director, Human Resources & Employee Relations Advisory
At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity, and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to CHANEL.
About the Role:
CHANEL is now hiring a Senior Group Director, People & Organization (P&O) Advisory to lead our Human Resources Generalists and Employee Relations Specialists in the delivery of best-in-class HR & ER support. This dynamic role sits within the CHANEL HQ offices located in New York City. The Senior Group Director, P&O Advisory team leads the HR Generalists, responsible for Service Delivery to employees and managers on life cycle moments, and the Employee Relations Specialists, responsible for all investigations. This role ensures the delivery of best-in-class HR support with the right service level by topic across the organization.
What impact you can create at CHANEL:
- Develop and maintain robust frameworks and standards for service delivery, ensuring consistency and quality of delivery across the organization.
- Oversee HR Generalists ensuring proactive, consistent value-added HR guidance in line with business needs.
- Oversee Employee Relations Specialists ensuring effective handling of complex employee relations cases and escalations.
- Implement and continuously improve triage and escalation protocols for efficient case management and service delivery.
- Proactive sharing of common insight, themes and learnings to HRBP and COEs.
- Monitor impact and effectiveness using data-driven insights to refine processes and ensure continuous improvement.
- Manage directly leadership complexities and escalation cases.
- Lead knowledge sharing and upskilling across the pool including Retail HRGs.
Key Decisions:
- Set standards for service level agreements (SLAs), process flows and oversee compliance.
- Determine escalation thresholds for complex or high-risk cases.
- Define and continuously refine triage and escalation frameworks.
- Identify efficiency and automation opportunities to enhance ways of working and impact with team and processes.
- Allocate HR Generalist and ER Specialist resources based on case complexity and business need.
- Build common tools and templates for delivery.
- Define metrics of delivery and continue service improvement.
Success Measures:
- Consistent and high-quality HR support across all topics.
- Ability to identify common themes and opportunities coming from cases raised, influence of HR roadmap.
- Timely case resolution and effective management of escalations.
- Positive stakeholder and employee feedback.
- Compliance with legal and regulatory requirements in case handling.
Proactive and effective collaboration with HRBP, COEs and other business partners.
You are energized by:
- Building employee services that address the needs of the organization and support the culture.
- Architecting scalable, future-ready HR & ER solutions that empower the business to accelerate growth and operational excellence.
- Measuring SLA delivery and impact through quality and quantity.
- Thriving within a highly collaborative, multicultural environment that values diversity of perspective and collective problem-solving.
- Navigating competing priorities with clarity and composure in a fast-paced, high-demand environment while maintaining strategic focus.
Inspiring and motivating cross-functional teams through inclusive leadership, intellectual curiosity, and a commitment to shared success.
What you will bring to the team:
- A minimum of 12 years' experience in Human Resources, Employee Relations, etc.
- Strong process design and delivery experience required.
- Experience developing metrics for service delivery and enhancing protocols.
- Strong balance of human experience and process efficiency.
- Direct experience managing HRG and Employee Relations work for client groups.
- People Leadership experience critical.
Retail, Hospitality, Service industry experience preferred but not required.
Position Logistics:
- Role requires a minimum of 3 days in-person office presence in the New York City office.
- Minimum of 12 years of relevant experience with expertise in Human Resources (HR), Employee Relations (ER), people leadership, operational excellence and process optimization.
- Will have BS/BA degree, master's degree a plus.
Compensation:
The anticipated base salary range for this position is $166,000-$210,000. A base salary is one component of the total compensation for this position. Other forms of variable pay may/will be offered for this position. Other components may/will include bonus potential, benefits, and/or perks.
Benefits and Perks:
- Wellbeing resources include dedicated paid time off for wellbeing (2-week August Office Closure) and a Wellbeing fund.
- Family and care giving benefits (inclusive of parental leave, fertility support, MilkStork, and Care.com Membership).
- Generous paid time off policies to include vacation, holiday, sick and volunteer days.
- 401K and other incentives.
- Robust healthcare offerings; medical, dental, vision, MDLIVE (virtual care), One Medical, Flexible Spending Accounts (Health Care & Dependent Care), Health Savings Account and Employee Assistance Program.
- Life insurance, Accidental Death & Dismemberment, Short Term Disability, Long Term Disability, Health Advocate, International Business Travel Accident & Medical, and Commuter Transit & Parking.
Additional Information:
Chanel is a private company whose values are grounded in creating conditions for people to perform at their best and feel fulfilled and confident in their work. We offer a unique work environment where individuals are encouraged to better understand the brand, the business, and motivations, so that together we can unlock the possibilities of growth. This is reflected in:
Diversity and Inclusion:
- At CHANEL, we are intentional in promoting Diversity & Inclusion. We foster respect, empathy, and dignity for all. We believe strongly that the diversity of our people across the full spectrum of human differences is essential to our organisation and the connections we have with each other and our clients.
- We offer Employee Resource Groups in the US that are voluntary, open to all, employee-led groups formed around a shared identity or lived experience, whose aim is to foster a diverse, inclusive, and equitable community aligned with the values and missions of the communities they support.
Chanel Community:
- CHANEL Community empowers our employees to channel their passions, talents and sense of purpose to contribute to and learn from our communities. Employees are encouraged to take time off annually to volunteer through the CHANEL Community. CHANEL also matches employee donations to select charitable organizations.
Sustainability:
- CHANEL Mission 1.5° is our climate action plan. It is focused on transforming the business in line with the ambitions of the Paris Agreement on climate change to limit the average global mean temperature increase to 1.5 degrees Celsius above preindustrial levels. Employees are encouraged to contribute to our US Sustainability efforts at the corporate level and within the divisions, through organized taskforces and initiatives.
Arts and Culture:
We are committed to extending our legacy of cultural engagement. Global support includes the CHANEL Culture Fund, which supports a select group of leading art culture institutions across the globe, and the CHANEL Next Prize for the next generation of creative talent. US support currently includes Annual sponsorship of the MoMA film program, Tribeca Film Festival programs and Through Her Lens, Support of the Academy Gold Fellowship for Women and Sponsorship of the BAAND Together Dance Festival at Lincoln Center.
Fondation Chanel:
- Since 2011, Fondation CHANEL’s mission is for women and girls to be free to shape their own destiny. Through multi-year partnerships with financial and technical support, Fondation CHANEL is committed to improving the safety and autonomy of women and adolescent girls around the world, impacting over a million women and girls in its first 10 years.
Career and Leadership Development:
- We have dedicated in-house teams focused on supporting the onboarding of employees, developing leadership skills via custom programs like Imagine Chanel People, Heart of Leadership and group and individual coaching, and blended online and live classes offered on our Bloom platform and by skilled trainers, such as Shape Your Career, to develop career building skills.
Chanel, Inc. reserves the right to edit, change, or make exceptions on designations where circumstances where deemed appropriate.
Chanel, Inc. benefits and perks are dependent on eligibility and subject to modification by Chanel at any time.
Senior Group Director, Human Resources & Employee Relations Advisory
At Chanel, we are focused on creating an inclusive culture that nurtures personal growth, contributing to collective progress. We believe the uniqueness of each individual increases the diversity, complementarity, and effectiveness of our teams. We strongly encourage your application, as we value the perspective, experience and potential you could bring to CHANEL.
About the Role:
CHANEL is now hiring a Senior Group Director, People & Organization (P&O) Advisory to lead our Human Resources Generalists and Employee Relations Specialists in the delivery of best-in-class HR & ER support. This dynamic role sits within the CHANEL HQ offices located in New York City. The Senior Group Director, P&O Advisory team leads the HR Generalists, responsible for Service Delivery to employees and managers on life cycle moments, and the Employee Relations Specialists, responsible for all investigations. This role ensures the delivery of best-in-class HR support with the right service level by topic across the organization.
What impact you can create at CHANEL:
- Develop and maintain robust frameworks and standards for service delivery, ensuring consistency and quality of delivery across the organization.
- Oversee HR Generalists ensuring proactive, consistent value-added HR guidance in line with business needs.
- Oversee Employee Relations Specialists ensuring effective handling of complex employee relations cases and escalations.
- Implement and continuously improve triage and escalation protocols for efficient case management and service delivery.
- Proactive sharing of common insight, themes and learnings to HRBP and COEs.
- Monitor impact and effectiveness using data-driven insights to refine processes and ensure continuous improvement.
- Manage directly leadership complexities and escalation cases.
- Lead knowledge sharing and upskilling across the pool including Retail HRGs.
Key Decisions:
- Set standards for service level agreements (SLAs), process flows and oversee compliance.
- Determine escalation thresholds for complex or high-risk cases.
- Define and continuously refine triage and escalation frameworks.
- Identify efficiency and automation opportunities to enhance ways of working and impact with team and processes.
- Allocate HR Generalist and ER Specialist resources based on case complexity and business need.
- Build common tools and templates for delivery.
- Define metrics of delivery and continue service improvement.
Success Measures:
- Consistent and high-quality HR support across all topics.
- Ability to identify common themes and opportunities coming from cases raised, influence of HR roadmap.
- Timely case resolution and effective management of escalations.
- Positive stakeholder and employee feedback.
- Compliance with legal and regulatory requirements in case handling.
Proactive and effective collaboration with HRBP, COEs and other business partners.
You are energized by:
- Building employee services that address the needs of the organization and support the culture.
- Architecting scalable, future-ready HR & ER solutions that empower the business to accelerate growth and operational excellence.
- Measuring SLA delivery and impact through quality and quantity.
- Thriving within a highly collaborative, multicultural environment that values diversity of perspective and collective problem-solving.
- Navigating competing priorities with clarity and composure in a fast-paced, high-demand environment while maintaining strategic focus.
Inspiring and motivating cross-functional teams through inclusive leadership, intellectual curiosity, and a commitment to shared success.
What you will bring to the team:
- A minimum of 12 years' experience in Human Resources, Employee Relations, etc.
- Strong process design and delivery experience required.
- Experience developing metrics for service delivery and enhancing protocols.
- Strong balance of human experience and process efficiency.
- Direct experience managing HRG and Employee Relations work for client groups.
- People Leadership experience critical.
Retail, Hospitality, Service industry experience preferred but not required.
Position Logistics:
- Role requires a minimum of 3 days in-person office presence in the New York City office.
- Minimum of 12 years of relevant experience with expertise in Human Resources (HR), Employee Relations (ER), people leadership, operational excellence and process optimization.
- Will have BS/BA degree, master's degree a plus.
Compensation:
The anticipated base salary range for this position is $166,000-$210,000. A base salary is one component of the total compensation for this position. Other forms of variable pay may/will be offered for this position. Other components may/will include bonus potential, benefits, and/or perks.
Benefits and Perks:
- Wellbeing resources include dedicated paid time off for wellbeing (2-week August Office Closure) and a Wellbeing fund.
- Family and care giving benefits (inclusive of parental leave, fertility support, MilkStork, and Care.com Membership).
- Generous paid time off policies to include vacation, holiday, sick and volunteer days.
- 401K and other incentives.
- Robust healthcare offerings; medical, dental, vision, MDLIVE (virtual care), One Medical, Flexible Spending Accounts (Health Care & Dependent Care), Health Savings Account and Employee Assistance Program.
- Life insurance, Accidental Death & Dismemberment, Short Term Disability, Long Term Disability, Health Advocate, International Business Travel Accident & Medical, and Commuter Transit & Parking.
Additional Information:
Chanel is a private company whose values are grounded in creating conditions for people to perform at their best and feel fulfilled and confident in their work. We offer a unique work environment where individuals are encouraged to better understand the brand, the business, and motivations, so that together we can unlock the possibilities of growth. This is reflected in:
Diversity and Inclusion:
- At CHANEL, we are intentional in promoting Diversity & Inclusion. We foster respect, empathy, and dignity for all. We believe strongly that the diversity of our people across the full spectrum of human differences is essential to our organisation and the connections we have with each other and our clients.
- We offer Employee Resource Groups in the US that are voluntary, open to all, employee-led groups formed around a shared identity or lived experience, whose aim is to foster a diverse, inclusive, and equitable community aligned with the values and missions of the communities they support.
Chanel Community:
- CHANEL Community empowers our employees to channel their passions, talents and sense of purpose to contribute to and learn from our communities. Employees are encouraged to take time off annually to volunteer through the CHANEL Community. CHANEL also matches employee donations to select charitable organizations.
Sustainability:
- CHANEL Mission 1.5° is our climate action plan. It is focused on transforming the business in line with the ambitions of the Paris Agreement on climate change to limit the average global mean temperature increase to 1.5 degrees Celsius above preindustrial levels. Employees are encouraged to contribute to our US Sustainability efforts at the corporate level and within the divisions, through organized taskforces and initiatives.
Arts and Culture:
We are committed to extending our legacy of cultural engagement. Global support includes the CHANEL Culture Fund, which supports a select group of leading art culture institutions across the globe, and the CHANEL Next Prize for the next generation of creative talent. US support currently includes Annual sponsorship of the MoMA film program, Tribeca Film Festival programs and Through Her Lens, Support of the Academy Gold Fellowship for Women and Sponsorship of the BAAND Together Dance Festival at Lincoln Center.
Fondation Chanel:
- Since 2011, Fondation CHANEL’s mission is for women and girls to be free to shape their own destiny. Through multi-year partnerships with financial and technical support, Fondation CHANEL is committed to improving the safety and autonomy of women and adolescent girls around the world, impacting over a million women and girls in its first 10 years.
Career and Leadership Development:
- We have dedicated in-house teams focused on supporting the onboarding of employees, developing leadership skills via custom programs like Imagine Chanel People, Heart of Leadership and group and individual coaching, and blended online and live classes offered on our Bloom platform and by skilled trainers, such as Shape Your Career, to develop career building skills.
Chanel, Inc. reserves the right to edit, change, or make exceptions on designations where circumstances where deemed appropriate.
Chanel, Inc. benefits and perks are dependent on eligibility and subject to modification by Chanel at any time.
See all 124+ Group Human Resources Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Group Human Resources Director roles.
Get Access To All JobsTips for Finding Group Human Resources Director Jobs
Frame your credentials around specialty occupation
Your degree must directly relate to HR leadership, not just management broadly. A business administration or organizational psychology degree works. A general arts degree requires supplementing with HR certifications like SHRM-SCP to establish the specialty occupation link.
Target companies with existing HR LCA history
Use Migrate Mate to browse employers with verified LCA filings for HR Director-level roles. Multinational corporations and large professional services firms file most consistently because they have standing HR infrastructure to handle sponsorship internally.
Anticipate the prevailing wage tier for director roles
Group HR Director positions typically land at Wage Level III or IV under DOL's four-tier system. Run your target metro area through the OFLC Wage Search before interviews so your salary expectations align with what an employer can certify on the LCA.
Distinguish your global HR scope in applications
Employers sponsoring Group HR Directors often need to justify specialty occupation to USCIS. Your resume and cover letter should explicitly document cross-border workforce strategy, multi-jurisdiction compliance, and organizational design, not just generalist HR duties.
Clarify who controls the LCA filing process internally
At large companies, HR sponsorship requests route through legal or global mobility teams, not the hiring manager. Ask during offer negotiations whether the company has an in-house immigration team or uses outside counsel, so you know whose desk your petition lands on.
Frequently Asked Questions
Does a Group Human Resources Director role qualify as a specialty occupation for H-1B purposes?
Yes, provided the role genuinely requires a bachelor's degree in a directly related field such as human resources, business administration, industrial-organizational psychology, or labor relations. USCIS scrutinizes HR roles more closely than technical positions, so the job description must emphasize strategic and specialized functions rather than generalist administrative tasks.
Which visa types support Group Human Resources Director sponsorship?
H-1B is the most common path, covering up to six years with extensions possible if a green card petition is filed. L-1A is an option for internal transfers from an overseas parent or subsidiary into a managerial HR role. TN visa is not available for HR Director positions because that occupation does not appear on the USMCA profession list.
How do I find employers actively sponsoring Group Human Resources Director roles?
Migrate Mate lists U.S. employers with verified LCA sponsorship history for HR leadership roles, searchable by city and function. Multinational corporations, professional services firms, and large technology companies file most consistently for senior HR positions, particularly when filling Group or Global HR Director roles that require cross-border workforce expertise.
Can a master's degree in human resources or an MBA strengthen my H-1B petition for this role?
Yes, in two ways. A master's degree makes you eligible for the H-1B advanced degree cap pool, which has historically offered better selection odds in the annual lottery. It also makes the specialty occupation argument more defensible to USCIS because it demonstrates a higher degree of HR specialization directly tied to the director-level position.
What are the common reasons H-1B petitions for HR Director roles receive Requests for Evidence?
USCIS frequently issues RFEs questioning whether HR management requires a specific specialty degree rather than any bachelor's degree. To defend the petition, your employer should document that the role involves complex labor law compliance, executive-level workforce planning, or multi-jurisdiction HR strategy. Generic HR job descriptions referencing routine administrative tasks are the most common trigger.
What is the prevailing wage requirement for sponsored Group Human Resources 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.