Head Of People Jobs in USA with Visa Sponsorship
Head of People roles in the U.S. typically qualify for H-1B visa 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 JobsAbout Anterior
Anterior is on a mission to transform healthcare administration, making it seamless and invisible so clinicians can focus on delivering care. We’ve built an AI-powered platform designed by clinicians, for clinicians, to simplify administrative workflows and improve patient outcomes. By combining clinical expertise with cutting-edge technology, we’re revolutionizing healthcare operations with responsible AI. We're growing rapidly and are backed by world-class investors including Sequoia, New Enterprise Associates (NEA), and Neo along with notable angels including the founders of DeepMind, Google AI, and Inflection AI. Anterior is improving the experience of healthcare for everyone. We're working on the cutting edge of using technology to make clinical decision-making frictionless. We're building exciting tech for huge customers and we trust in the foundations: keep it simple, build strong foundations, and the rest will follow.
The Role
We're a 40-person company and will pass 50 this year. Talent is the differentiator: we're the AI transformation partner for health plans at enterprise scale, and the promise behind it is our people - engineers and clinicians they could never hire themselves. Your job is to make Anterior a distinctive company: the place exceptional people join, grow fastest, and stay - so distinctive that other companies aspire to it. You'll build our People function from its early foundations: how we onboard, develop, review, and reward people, and how we keep 50 of them feeling like one team while we scale. You'll shape it together with us, not inherit it. Hiring is part of the role. We'll continue to grow quickly and bring more people on board, mostly engineers, technical product hires, and clinical hires. This is not an HR role, and it's not a recruiting position. This is the first People role. We believe the best work is often done by someone doing it for the first time, and much of this job requires drive, creativity, and deep care for the people at Anterior. You'll report to our VP of Operations, work directly with our founders, and draw on coaches and mentors we'll put around you. We don't expect you to arrive with every answer; we expect you to figure it out with us.
Build a Distinctive Company
- Run our growth and performance system: semi-annual reviews built on our growth model, plus 360° feedback and development plans. The goal isn't to police performance; it's to give people a structured way to show their work, get honest feedback, and get rewarded for it.
- We don't manage careers, we enable our team to grow. Build the coaching, feedback, and development practices that turn strong people into distinctive ones.
- Own onboarding that gets new hires doing real work in week one, and the community and culture that keep 50 people feeling like one team.
- Own compensation benchmarking and leveling so we reward distinctiveness consistently and defensibly.
- Shape the team itself through workforce planning and forecasting with leadership.
Run hiring, with leverage
- Build a visible engineering culture with the team, e.g. events, hackathons, engineers writing and speaking — so the people we want find us before we ever reach out.
- Own the hiring plan and run the end-to-end process: intake with hiring managers, job descriptions, interviews and assessments for competence and fit.
- Run our external recruiting partners like an operator: brief them precisely, hold them to performance, and cut the ones that don't deliver. You make the external model work.
- Build always-on pipelines of active and passive candidates, and figure out the modern toolkit to do it: AI sourcing tools, referrals, communities, events. Work with Marketing and Engineering on the employer brand behind them.
- Build strong tooling and automation. Clean pipelines in our ATS, response-time SLAs, funnel metrics that show where we leak candidates, and a candidate experience people recommend whether or not they're hired.
We're Looking For
There's no ideal resume for this role. You might be an MBB consultant who gravitated toward people development, a chief of staff who found team-building the best part of the job, or an operator who became the de facto people person at a startup. What we care about:
- Smart, pragmatic and fast. You untangle complex problems, logically break them down and drive the most important changes first.
- High EQ, genuinely social. You understand people well, candidates and teammates open up to you, and a week full of conversations energizes rather than drains you.
- Entrepreneurial, even scrappy. You've built things from nothing without a playbook.
- Grit - High energy, high follow-through. Unglamorous work doesn't scare you.
- A development mindset. You care how people grow, and you've had some exposure to recruiting or people development - enough to tell a strong candidate from a weak one. You don't need to have run a function; we bet on trajectory over tenure.
This Isn't For You If
- You've spent your whole career in HR and want a bigger HR seat.
- You're a pure recruiter. Hiring is part of the mandate, not the whole job.
- You want a VP or C-level title with a team under you from day one. This is a Head-of role, and it's player-coach: you do the work yourself.
Compensation Range: $180K - $230K
About Anterior
Anterior is on a mission to transform healthcare administration, making it seamless and invisible so clinicians can focus on delivering care. We’ve built an AI-powered platform designed by clinicians, for clinicians, to simplify administrative workflows and improve patient outcomes. By combining clinical expertise with cutting-edge technology, we’re revolutionizing healthcare operations with responsible AI. We're growing rapidly and are backed by world-class investors including Sequoia, New Enterprise Associates (NEA), and Neo along with notable angels including the founders of DeepMind, Google AI, and Inflection AI. Anterior is improving the experience of healthcare for everyone. We're working on the cutting edge of using technology to make clinical decision-making frictionless. We're building exciting tech for huge customers and we trust in the foundations: keep it simple, build strong foundations, and the rest will follow.
The Role
We're a 40-person company and will pass 50 this year. Talent is the differentiator: we're the AI transformation partner for health plans at enterprise scale, and the promise behind it is our people - engineers and clinicians they could never hire themselves. Your job is to make Anterior a distinctive company: the place exceptional people join, grow fastest, and stay - so distinctive that other companies aspire to it. You'll build our People function from its early foundations: how we onboard, develop, review, and reward people, and how we keep 50 of them feeling like one team while we scale. You'll shape it together with us, not inherit it. Hiring is part of the role. We'll continue to grow quickly and bring more people on board, mostly engineers, technical product hires, and clinical hires. This is not an HR role, and it's not a recruiting position. This is the first People role. We believe the best work is often done by someone doing it for the first time, and much of this job requires drive, creativity, and deep care for the people at Anterior. You'll report to our VP of Operations, work directly with our founders, and draw on coaches and mentors we'll put around you. We don't expect you to arrive with every answer; we expect you to figure it out with us.
Build a Distinctive Company
- Run our growth and performance system: semi-annual reviews built on our growth model, plus 360° feedback and development plans. The goal isn't to police performance; it's to give people a structured way to show their work, get honest feedback, and get rewarded for it.
- We don't manage careers, we enable our team to grow. Build the coaching, feedback, and development practices that turn strong people into distinctive ones.
- Own onboarding that gets new hires doing real work in week one, and the community and culture that keep 50 people feeling like one team.
- Own compensation benchmarking and leveling so we reward distinctiveness consistently and defensibly.
- Shape the team itself through workforce planning and forecasting with leadership.
Run hiring, with leverage
- Build a visible engineering culture with the team, e.g. events, hackathons, engineers writing and speaking — so the people we want find us before we ever reach out.
- Own the hiring plan and run the end-to-end process: intake with hiring managers, job descriptions, interviews and assessments for competence and fit.
- Run our external recruiting partners like an operator: brief them precisely, hold them to performance, and cut the ones that don't deliver. You make the external model work.
- Build always-on pipelines of active and passive candidates, and figure out the modern toolkit to do it: AI sourcing tools, referrals, communities, events. Work with Marketing and Engineering on the employer brand behind them.
- Build strong tooling and automation. Clean pipelines in our ATS, response-time SLAs, funnel metrics that show where we leak candidates, and a candidate experience people recommend whether or not they're hired.
We're Looking For
There's no ideal resume for this role. You might be an MBB consultant who gravitated toward people development, a chief of staff who found team-building the best part of the job, or an operator who became the de facto people person at a startup. What we care about:
- Smart, pragmatic and fast. You untangle complex problems, logically break them down and drive the most important changes first.
- High EQ, genuinely social. You understand people well, candidates and teammates open up to you, and a week full of conversations energizes rather than drains you.
- Entrepreneurial, even scrappy. You've built things from nothing without a playbook.
- Grit - High energy, high follow-through. Unglamorous work doesn't scare you.
- A development mindset. You care how people grow, and you've had some exposure to recruiting or people development - enough to tell a strong candidate from a weak one. You don't need to have run a function; we bet on trajectory over tenure.
This Isn't For You If
- You've spent your whole career in HR and want a bigger HR seat.
- You're a pure recruiter. Hiring is part of the mandate, not the whole job.
- You want a VP or C-level title with a team under you from day one. This is a Head-of role, and it's player-coach: you do the work yourself.
Compensation Range: $180K - $230K
See all 769+ Head Of People Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Head Of People roles.
Get Access To All JobsTips for Finding Head Of People Jobs
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.
Frequently Asked Questions
Can a Head of People role qualify for H-1B sponsorship?
Yes, Head of People roles generally qualify as H-1B visa 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.