Head Of People Operations Jobs in USA with Visa Sponsorship
Head of People Operations roles attract H-1B and O-1 visa sponsorship from mid-size and enterprise employers, particularly in tech and healthcare. Most require a bachelor's degree in HR, business, or organizational psychology, with senior experience typically substituting for advanced credentials. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
McKesson is an impact-driven, Fortune 10 company that touches virtually every aspect of healthcare. We are known for delivering insights, products, and services that make quality care more accessible and affordable. Here, we focus on the health, happiness, and well-being of you and those we serve – we care. What you do at McKesson matters. We foster a culture where you can grow, make an impact, and are empowered to bring new ideas. Together, we thrive as we shape the future of health for patients, our communities, and our people. If you want to be part of tomorrow’s health today, we want to hear from you.
ROLE OVERVIEW
As the Head of HR Systems & Analytics, you will be a foundational leader in building our new company’s HR technology and analytics capabilities from the ground up. You will serve as a strategic partner and hands-on contributor, working closely with IT and Product Management to guide the direction of our Human Capital Management (HCM) implementation, shape our broader HR technology ecosystem, and lead the development of our data, analytics, and governance framework—while supporting alignment of new processes across teams. Your work will enable data-driven decision-making and actionable insights for HR, business leaders, and the broader organization.
KEY RESPONSIBILITIES
- System Implementation & Selection
- Lead the implementation of our selected HCM system – partnering with an implementation partner, IT, Product and HR teams to ensure system is configured and deployed in the most effective and employee friendly manner. Drive business requirements, participate in testing and go-live activities.
- Partner with technology and product teams to develop a framework for evaluating, selecting and deploying HR technology.
- Ensure seamless integration of HR systems with other HR and enterprise platforms.
- Data Framework & Governance
- Design and establish the company’s HR data architecture, including data governance, quality, and security standards.
- Develop protocols for data integrity, privacy, and compliance from day one.
-
Partnering with IT, Legal and Compliance.
-
Analytics & Reporting
- Build and deliver analytics and reporting capabilities to support HR strategy, workforce planning, and business operations.
- Translate complex data into clear, actionable insights for HR, leaders, and the organization.
-
Develop self-service analytics tools and dashboards for stakeholders and business leaders.
-
Change Management & Enablement
- Drive adoption of new systems and data-driven practices across all levels of the organization.
- Develop scalable, technology-enabled HR processes that integrate seamlessly with new platforms and support continuous improvement.
-
Develop training and communication plans to support system rollouts and analytics literacy.
-
Innovation & Continuous Improvement
- Introduce new analytics methodologies, tools, and technologies to enhance HR decision-making.
-
Stay ahead of industry trends in HR technology, analytics, and data governance.
-
Collaboration & Leadership
- Partner closely with HR, IT, Product Management, Finance, and business leaders to align technology and data strategies.
- Strong communication skills with the ability to tell a compelling story both verbally and in written presentations.
- Build a team of highly qualified individuals to strategize and execute the HR technology, analytics and data framework roadmap.
- Foster a collaborative, growth-oriented culture within the HR systems and analytics team.
- Serve as a trusted advisor to HR and business leadership on technology and analytics matters.
MINIMUM JOB QUALIFICATIONS
- Degree or equivalent experience. Typically requires 12+ years of professional experience and 4+ years of management experience.
ADDITIONAL QUALIFICATIONS
- Proven experience implementing HCM and other HR systems, ideally in a greenfield or transformation environment. Experience with DayForce is ideal.
- 5-10 years’ experience working in an HCM and leading a team of systems experts and analysts.
- Strong program/project management skills; able to manage multiple priorities and deliver results.
- Advanced analytical skills, with expertise in data visualization, statistical analysis, and reporting.
- Experience establishing or partnering with IT to establish data governance, quality, and security protocols.
- Exceptional communication skills; able to translate technical concepts for non-technical audiences.
- Demonstrated ability to innovate and drive continuous improvement.
- Experience in change management and stakeholder engagement.
PREFERRED QUALIFICATIONS
- Prior experience in a fast-paced, entrepreneurial, or spin-off/startup environment
Education
- Bachelor’s degree in a relevant field required
LOCATION
- Richmond, VA
We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. The pay range shown below is aligned with McKesson's pay philosophy, and pay will always be compliant with any applicable regulations. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered.
OUR BASE PAY RANGE FOR THIS POSITION
$129,000 - $215,000
McKesson has become aware of online recruiting-related scams in which individuals who are not affiliated with or authorized by McKesson are using McKesson’s (or affiliated entities, like CoverMyMeds or RxCrossroads) name in fraudulent emails, job postings or social media messages. In light of these scams, please bear the following in mind: McKesson Talent Advisors will never solicit money or credit card information in connection with a McKesson job application. McKesson Talent Advisors do not communicate with candidates via online chatrooms or using email accounts such as Gmail or Hotmail. Note that McKesson does rely on a virtual assistant (Gia) for certain recruiting-related communications with candidates. McKesson job postings are posted on our career site: careers.mckesson.com.
McKesson is an Equal Opportunity Employer
McKesson provides equal employment opportunities to applicants and employees, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, genetic information, or any other legally protected category. For additional information on McKesson’s full Equal Employment Opportunity policies, visit our Equal Employment Opportunity page.
Join us at McKesson!
INTRODUCTION
McKesson is an impact-driven, Fortune 10 company that touches virtually every aspect of healthcare. We are known for delivering insights, products, and services that make quality care more accessible and affordable. Here, we focus on the health, happiness, and well-being of you and those we serve – we care. What you do at McKesson matters. We foster a culture where you can grow, make an impact, and are empowered to bring new ideas. Together, we thrive as we shape the future of health for patients, our communities, and our people. If you want to be part of tomorrow’s health today, we want to hear from you.
ROLE OVERVIEW
As the Head of HR Systems & Analytics, you will be a foundational leader in building our new company’s HR technology and analytics capabilities from the ground up. You will serve as a strategic partner and hands-on contributor, working closely with IT and Product Management to guide the direction of our Human Capital Management (HCM) implementation, shape our broader HR technology ecosystem, and lead the development of our data, analytics, and governance framework—while supporting alignment of new processes across teams. Your work will enable data-driven decision-making and actionable insights for HR, business leaders, and the broader organization.
KEY RESPONSIBILITIES
- System Implementation & Selection
- Lead the implementation of our selected HCM system – partnering with an implementation partner, IT, Product and HR teams to ensure system is configured and deployed in the most effective and employee friendly manner. Drive business requirements, participate in testing and go-live activities.
- Partner with technology and product teams to develop a framework for evaluating, selecting and deploying HR technology.
- Ensure seamless integration of HR systems with other HR and enterprise platforms.
- Data Framework & Governance
- Design and establish the company’s HR data architecture, including data governance, quality, and security standards.
- Develop protocols for data integrity, privacy, and compliance from day one.
-
Partnering with IT, Legal and Compliance.
-
Analytics & Reporting
- Build and deliver analytics and reporting capabilities to support HR strategy, workforce planning, and business operations.
- Translate complex data into clear, actionable insights for HR, leaders, and the organization.
-
Develop self-service analytics tools and dashboards for stakeholders and business leaders.
-
Change Management & Enablement
- Drive adoption of new systems and data-driven practices across all levels of the organization.
- Develop scalable, technology-enabled HR processes that integrate seamlessly with new platforms and support continuous improvement.
-
Develop training and communication plans to support system rollouts and analytics literacy.
-
Innovation & Continuous Improvement
- Introduce new analytics methodologies, tools, and technologies to enhance HR decision-making.
-
Stay ahead of industry trends in HR technology, analytics, and data governance.
-
Collaboration & Leadership
- Partner closely with HR, IT, Product Management, Finance, and business leaders to align technology and data strategies.
- Strong communication skills with the ability to tell a compelling story both verbally and in written presentations.
- Build a team of highly qualified individuals to strategize and execute the HR technology, analytics and data framework roadmap.
- Foster a collaborative, growth-oriented culture within the HR systems and analytics team.
- Serve as a trusted advisor to HR and business leadership on technology and analytics matters.
MINIMUM JOB QUALIFICATIONS
- Degree or equivalent experience. Typically requires 12+ years of professional experience and 4+ years of management experience.
ADDITIONAL QUALIFICATIONS
- Proven experience implementing HCM and other HR systems, ideally in a greenfield or transformation environment. Experience with DayForce is ideal.
- 5-10 years’ experience working in an HCM and leading a team of systems experts and analysts.
- Strong program/project management skills; able to manage multiple priorities and deliver results.
- Advanced analytical skills, with expertise in data visualization, statistical analysis, and reporting.
- Experience establishing or partnering with IT to establish data governance, quality, and security protocols.
- Exceptional communication skills; able to translate technical concepts for non-technical audiences.
- Demonstrated ability to innovate and drive continuous improvement.
- Experience in change management and stakeholder engagement.
PREFERRED QUALIFICATIONS
- Prior experience in a fast-paced, entrepreneurial, or spin-off/startup environment
Education
- Bachelor’s degree in a relevant field required
LOCATION
- Richmond, VA
We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. The pay range shown below is aligned with McKesson's pay philosophy, and pay will always be compliant with any applicable regulations. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered.
OUR BASE PAY RANGE FOR THIS POSITION
$129,000 - $215,000
McKesson has become aware of online recruiting-related scams in which individuals who are not affiliated with or authorized by McKesson are using McKesson’s (or affiliated entities, like CoverMyMeds or RxCrossroads) name in fraudulent emails, job postings or social media messages. In light of these scams, please bear the following in mind: McKesson Talent Advisors will never solicit money or credit card information in connection with a McKesson job application. McKesson Talent Advisors do not communicate with candidates via online chatrooms or using email accounts such as Gmail or Hotmail. Note that McKesson does rely on a virtual assistant (Gia) for certain recruiting-related communications with candidates. McKesson job postings are posted on our career site: careers.mckesson.com.
McKesson is an Equal Opportunity Employer
McKesson provides equal employment opportunities to applicants and employees, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, genetic information, or any other legally protected category. For additional information on McKesson’s full Equal Employment Opportunity policies, visit our Equal Employment Opportunity page.
Join us at McKesson!
How to Get Visa Sponsorship in Head Of People Operations
Target employers with 500+ employees
Larger companies have dedicated HR infrastructure and legal budgets to support H-1B sponsorship. Mid-size and enterprise firms in tech, healthcare, and professional services sponsor People Operations leaders far more consistently than startups or small businesses.
Emphasize your specialty occupation credentials
USCIS scrutinizes HR leadership roles for specialty occupation status. A bachelor's or master's degree in human resources, organizational psychology, or business administration strengthens your petition considerably. Generalist credentials with no field-specific degree invite RFEs.
Document your strategic scope, not just day-to-day tasks
H-1B approvals for People Operations heads hinge on demonstrating that the role requires specialized degree-level knowledge. Offer letters and support letters should highlight workforce strategy, organizational design, and executive-level HR functions, not administrative tasks.
Ask about cap-exempt employer options
Universities, nonprofits affiliated with higher education, and qualifying research institutions are cap-exempt H-1B employers. People Operations roles exist at these organizations, and cap-exempt petitions can be filed year-round without lottery risk.
Explore O-1A if you have a strong professional record
If you've built HR programs that earned industry recognition, spoken at conferences, held board or advisory roles, or published thought leadership, the O-1A visa for extraordinary ability bypasses the H-1B lottery entirely and is employer-sponsored.
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Get Access To All JobsFrequently Asked Questions
Can a Head of People Operations role qualify for H-1B sponsorship?
Yes, but approval depends on how the role is defined. USCIS requires that the position qualify as a specialty occupation, meaning it normally requires a bachelor's degree or higher in a specific field. Head of People Operations roles supported by a degree in human resources, organizational psychology, or business administration are generally approvable. Vaguely defined HR generalist roles without a specific degree requirement are more likely to receive a Request for Evidence.
Does my degree field matter for H-1B sponsorship in this role?
It matters significantly. USCIS evaluates whether your degree directly relates to the duties of the role. A degree in human resources, industrial-organizational psychology, organizational behavior, or business administration aligns well with a Head of People Operations position. A degree in an unrelated field, even at the graduate level, can complicate the petition. Your employer's immigration attorney will typically advise on how to frame the degree-to-role connection in the H-1B support letter.
How do I find employers sponsoring Head of People Operations roles?
Migrate Mate is the most targeted way to find People Operations leadership roles where employers are actively open to visa sponsorship. Filtering by role seniority and sponsorship willingness saves significant time compared to broad job searches that rarely surface this detail upfront. Focusing on tech companies, healthcare systems, and professional services firms also improves your odds, as these industries sponsor at higher rates.
Are there visa options if I don't win the H-1B lottery?
Yes. If your employer is a university, nonprofit affiliated with higher education, or qualifying research organization, they can file a cap-exempt H-1B petition without lottery participation. Separately, if you have documented recognition in your field, the O-1A visa is a lottery-free alternative. Australian citizens may also qualify for the E-3 visa. TN status covers Canadian and Mexican nationals in qualifying management and professional categories, though People Operations leadership roles require careful review against TN's defined profession list.
Will sponsoring a Head of People Operations role trigger extra scrutiny from USCIS?
HR and people leadership roles receive more scrutiny than technical roles because USCIS has historically questioned whether they meet the specialty occupation standard. Approval rates improve when the employer's support letter demonstrates that the role requires and actually uses specialized HR knowledge at a strategic level, the job description avoids administrative task language, and the petitioner holds a directly relevant degree. Working with an experienced immigration attorney on the petition drafts meaningfully reduces RFE risk.
What is the prevailing wage requirement for sponsored Head Of People Operations 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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