Head Of People Jobs in USA with Visa Sponsorship
Head of People roles in the U.S. typically qualify for H-1B sponsorship as specialty occupations requiring a bachelor's degree in HR, organizational psychology, or a related field. Employers across tech, healthcare, and finance regularly sponsor this title, though competition for visas remains high. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
We are evolving our People function into an innovative, data-driven, high-performing team that directly fuels business strategy and performance. We're seeking a strategic leader for Head of People Business Partners & Team Member Relations to drive this shift at the critical intersection of executive leadership, organizational health, talent strength, and employee trust.
Reporting directly to the Chief People Officer, you will:
- Act as a trusted strategic advisor to the executive team and senior leaders on high-impact people and org decisions
- Build and lead a proactive, insights-led People Business Partner team deeply integrated with the business
- Own a forward-thinking Team Member Relations function that resolves complex matters with fairness, strong judgment, and smart risk management
Geo-Salary Information:
An in-person interview may be required during the hiring process
The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.
Responsibilities
Partner strategically with executives
- Translate business strategy into enterprise-wide people priorities, talent plans, and org actions
- Advise on org design, operating models, workforce planning, change management for growth/transformation/restructuring
- Provide external perspective on how top progressive companies create resilient, high-performing cultures
Lead the People Business Partner function
- Define vision, standards, and operating model for a strategic, data-informed HRBP team
- Equip HRBPs to deliver exceptional advice on team effectiveness, talent strategy, org health, and business impact
- Elevate executive partnership, diagnostics, and strategic influence across the function
Drive leadership, talent, and org effectiveness
- Coach senior leaders to build high-performing teams and strong leadership pipelines
- Lead enterprise talent reviews, people risk assessments, and action planning for exec visibility
- Guide on performance management, succession, critical-talent retention, and development (in close partnership with broader People teams)
Own talent planning and people risk insights
- Collaborate with Finance, Talent Acquisition, and People Ops on headcount planning, critical-role coverage, and forecasting
- Leverage people data, business context, and org insights to spot emerging risks/opportunities
- Instill stronger discipline in talent strategy and decision-making
Lead people-centered Team Member Relations
- Oversee investigations, case management, conflict resolution, and complex employee issues
- Ensure consistent, timely, values-aligned practices with a focus on both resolution and systemic prevention
- Use case patterns to inform policy, leadership training, and manager capability building
- Empower managers to handle people matters confidently and effectively
Shape policy, governance, and employment decisions
- Develop scalable people governance that balances business agility, employee experience, and compliance
- Partner with Legal and stakeholders for efficient, high-quality decisions
- Maintain rigor and consistency without excess bureaucracy
Build and scale the function
- Recruit, develop, and lead a high-performing team across HRBP and TMR
- Design integrated operating models with Total Rewards, TA, People Ops, Legal, and tech/AI partners
- Create scalable tools, processes, and capabilities for company growth and evolving work models
What success looks like in 12–18 months
- Executives view People as a core strategic driver of business performance
- Talent and org strategies align tightly with current priorities and future needs
- Leaders make faster, more disciplined people decisions with clear risk visibility
- Managers gain confidence in performance leadership and issue navigation
- TMR handles issues fairly, quickly, and preventively — building greater trust
- Governance feels modern, trusted, and low-friction
QUALIFICATIONS
Education:
- Minimum: Bachelor’s degree
- Preferred: MBA HR or HR certifications a plus
Experience:
- 15+ years leading People Business Partnering at scale
- 10+ years of depth in Employee/Team Member Relations, including investigations, case management, and complex employment matters
ABOUT THE COMPANY
Why choose a career at Mercury?
At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it.
Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life. We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals.
PERKS AND BENEFITS
We offer many great benefits, including:
- Competitive compensation
- Flexibility to work from anywhere in the United States for most positions
- Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
- Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
- Medical, dental, vision, life, and pet insurance
- 401 (k) retirement savings plan with company match
- Engaging work environment
- Promotional opportunities
- Education assistance
- Professional and personal development opportunities
- Company recognition program
- Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more
Mercury Insurance is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state, or local law.
PAY RANGE
USD $145,409.64 - USD $382,539.28 /Yr.
INTRODUCTION
We are evolving our People function into an innovative, data-driven, high-performing team that directly fuels business strategy and performance. We're seeking a strategic leader for Head of People Business Partners & Team Member Relations to drive this shift at the critical intersection of executive leadership, organizational health, talent strength, and employee trust.
Reporting directly to the Chief People Officer, you will:
- Act as a trusted strategic advisor to the executive team and senior leaders on high-impact people and org decisions
- Build and lead a proactive, insights-led People Business Partner team deeply integrated with the business
- Own a forward-thinking Team Member Relations function that resolves complex matters with fairness, strong judgment, and smart risk management
Geo-Salary Information:
An in-person interview may be required during the hiring process
The expected base salary for this position will vary depending on a number of factors, including relevant experience, skills and location.
Responsibilities
Partner strategically with executives
- Translate business strategy into enterprise-wide people priorities, talent plans, and org actions
- Advise on org design, operating models, workforce planning, change management for growth/transformation/restructuring
- Provide external perspective on how top progressive companies create resilient, high-performing cultures
Lead the People Business Partner function
- Define vision, standards, and operating model for a strategic, data-informed HRBP team
- Equip HRBPs to deliver exceptional advice on team effectiveness, talent strategy, org health, and business impact
- Elevate executive partnership, diagnostics, and strategic influence across the function
Drive leadership, talent, and org effectiveness
- Coach senior leaders to build high-performing teams and strong leadership pipelines
- Lead enterprise talent reviews, people risk assessments, and action planning for exec visibility
- Guide on performance management, succession, critical-talent retention, and development (in close partnership with broader People teams)
Own talent planning and people risk insights
- Collaborate with Finance, Talent Acquisition, and People Ops on headcount planning, critical-role coverage, and forecasting
- Leverage people data, business context, and org insights to spot emerging risks/opportunities
- Instill stronger discipline in talent strategy and decision-making
Lead people-centered Team Member Relations
- Oversee investigations, case management, conflict resolution, and complex employee issues
- Ensure consistent, timely, values-aligned practices with a focus on both resolution and systemic prevention
- Use case patterns to inform policy, leadership training, and manager capability building
- Empower managers to handle people matters confidently and effectively
Shape policy, governance, and employment decisions
- Develop scalable people governance that balances business agility, employee experience, and compliance
- Partner with Legal and stakeholders for efficient, high-quality decisions
- Maintain rigor and consistency without excess bureaucracy
Build and scale the function
- Recruit, develop, and lead a high-performing team across HRBP and TMR
- Design integrated operating models with Total Rewards, TA, People Ops, Legal, and tech/AI partners
- Create scalable tools, processes, and capabilities for company growth and evolving work models
What success looks like in 12–18 months
- Executives view People as a core strategic driver of business performance
- Talent and org strategies align tightly with current priorities and future needs
- Leaders make faster, more disciplined people decisions with clear risk visibility
- Managers gain confidence in performance leadership and issue navigation
- TMR handles issues fairly, quickly, and preventively — building greater trust
- Governance feels modern, trusted, and low-friction
QUALIFICATIONS
Education:
- Minimum: Bachelor’s degree
- Preferred: MBA HR or HR certifications a plus
Experience:
- 15+ years leading People Business Partnering at scale
- 10+ years of depth in Employee/Team Member Relations, including investigations, case management, and complex employment matters
ABOUT THE COMPANY
Why choose a career at Mercury?
At Mercury, we have been guided by our purpose to help people reduce risk and overcome unexpected events for more than 60 years. We are one team with a common goal to help others. Everyone needs insurance and we can’t imagine a world without it.
Our team will encourage you to grow, make time to have fun, and work together to make great things happen. We embrace the strengths and values of each team member. We believe in having diverse perspectives where everyone is included, to serve customers from all walks of life. We care about our people, and we mean it. We reward our talented professionals with a competitive salary, bonus potential, and a variety of benefits to help our team members reach their health, retirement, and professional goals.
PERKS AND BENEFITS
We offer many great benefits, including:
- Competitive compensation
- Flexibility to work from anywhere in the United States for most positions
- Paid time off (vacation time, sick time, 9 paid Company holidays, volunteer hours)
- Incentive bonus programs (potential for holiday bonus, referral bonus, and performance-based bonus)
- Medical, dental, vision, life, and pet insurance
- 401 (k) retirement savings plan with company match
- Engaging work environment
- Promotional opportunities
- Education assistance
- Professional and personal development opportunities
- Company recognition program
- Health and wellbeing resources, including free mental wellbeing therapy/coaching sessions, child and eldercare resources, and more
Mercury Insurance is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, status as a protected veteran, or any other characteristic protected by federal, state, or local law.
PAY RANGE
USD $145,409.64 - USD $382,539.28 /Yr.
How to Get Visa Sponsorship in Head Of People
Frame your degree as field-specific
USCIS requires a direct connection between your degree and the role. A degree in human resources, organizational behavior, or industrial-organizational psychology strengthens your H-1B specialty occupation argument far more than a generic business degree.
Target companies with HR leadership hiring history
Companies that have sponsored previous People Operations or CHRO-level roles are more likely to sponsor again. Look for employers with established HR functions and international hiring programs rather than early-stage startups with no sponsorship track record.
Highlight workforce scale and business impact
Sponsoring attorneys build the strongest petitions when the role demonstrates strategic necessity. Quantify the workforce you've managed, programs you've built, and business outcomes you've driven. Revenue impact and headcount growth are especially persuasive to USCIS reviewers.
Understand the H-1B lottery timing before you apply
H-1B registrations open in March for an October 1 start date. If you miss the lottery or aren't selected, explore O-1A as an alternative if you have notable HR achievements, publications, or industry recognition that demonstrate extraordinary ability.
Ask about cap-exempt employers early
Universities, nonprofit research institutions, and certain government-affiliated organizations are exempt from the H-1B cap. If you're open to in-house HR leadership roles at these organizations, you can file year-round and skip the lottery entirely.
Prepare for prevailing wage scrutiny at the senior level
Head of People roles typically fall at wage level III or IV under Department of Labor prevailing wage determinations. Confirm your offer aligns with the certified LCA wage before your petition is filed to avoid delays or denials.
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Get Access To All JobsFrequently Asked Questions
Can a Head of People role qualify for H-1B sponsorship?
Yes, Head of People roles generally qualify as H-1B specialty occupations when they require a bachelor's degree or higher in human resources, organizational psychology, or a closely related field. The key is demonstrating that the theoretical and practical application of specialized HR knowledge is a normal requirement for the role, not that any general degree will do.
What visa types are commonly sponsored for Head of People positions?
H-1B is the most common path. L-1A is available if you're transferring within a multinational company at the managerial or executive level, which most Head of People roles satisfy. O-1A is an option if you have demonstrable recognition in the HR field, such as published research, awards, or a prominent advisory role. Australian citizens should also consider the E-3 visa, which offers the same work authorization as H-1B without the lottery.
Do employers actually sponsor Head of People roles, or is it mostly technical jobs?
Sponsorship is more common in technical roles, but Head of People positions at mid-size and enterprise companies are sponsored regularly, particularly in tech, healthcare, and financial services. Companies that already have international workforces tend to be more comfortable with the sponsorship process for HR leadership. Use Migrate Mate to find employers actively sponsoring this specific title rather than applying broadly.
Will USCIS scrutinize a Head of People petition more than other roles?
HR and people operations roles do receive additional scrutiny because USCIS has historically questioned whether management roles require specialized degree knowledge. The strongest petitions tie the academic discipline directly to the job duties, citing specific HR frameworks, labor law requirements, or organizational design methodologies that a general manager without an HR degree couldn't apply. Attorney quality matters significantly here.
Does my degree field matter if I have extensive HR leadership experience?
For H-1B purposes, USCIS evaluates whether the role normally requires a degree in a specific field, not just any degree. Extensive experience helps, but if your degree is in an unrelated field like engineering or literature, you may need a credential evaluation or to demonstrate equivalent specialized education. A degree in human resources, business administration with an HR concentration, or industrial-organizational psychology is the cleanest path to approval.
What is the prevailing wage requirement for sponsored Head Of People 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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