Head of Recruitment Jobs in USA with Visa Sponsorship
Head of Recruitment roles in the U.S. fall under specialty occupation criteria, making H-1B visa the primary sponsorship path. Employers file a Labor Condition Application before your petition, certifying prevailing wage compliance. No lottery-exempt visa covers this role, so timing your job search around the H-1B registration window matters.
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Get Access To All JobsLocation: Davidson, North Carolina, United States of America
Category: Human Resources
Job Id: JR-10753 Corporate
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
About the Role
This is a rare opportunity for a seasoned executive talent professional to do meaningful work at two levels simultaneously: execute full-cycle search for our most consequential leadership roles while building the philosophy, and practices that will define how we identify, attract, and develop senior talent for the long term.
Reporting to the Vice President of Talent and Organization Capability, this role sits at the intersection of executive search craft and organizational capability building. The right person brings the poise and discretion of a trusted advisor to the C-suite, the rigor of a strategic talent partner, and the builder’s mindset to create something lasting.
What You’ll Do
Executive Search and Full-Cycle Recruitment
- Lead full-cycle executive searches across the global enterprise, partnering directly with senior business leaders, the ELT and our senior HR leaders.
- Collaborate with internal sourcing team on select searches ensuring we’re finding the best talent in the world.
- Develop comprehensive sourcing strategies that go beyond reactive posting — building pipelines, cultivating relationships, and mapping markets proactively.
- Facilitate rigorous assessment processes that evaluate both capability and leadership capacity, integrating structured interviews, behavioral assessment, and third-party tools where appropriate.
- Serve as a trusted advisor and thought partner to hiring leaders throughout the search process, bringing a point of view while remaining responsive to business needs.
- Manage candidate experience at the executive level with the care and discretion the audience expects.
Collaboration & Stakeholder Partnership
- Build credibility and partnership at the ELT level; know when to advise, when to align, and when to hold a position.
- Partner closely with HRBPs, Total Rewards, and the broader Talent team to ensure executive hiring is connected to the full talent ecosystem.
- Represent Trane Technologies externally as a brand ambassador in the executive talent market.
COE Development & Internal Mobility
- Continuously improve the foundational frameworks, processes, and standards for an enterprise Executive Talent COE — from search methodology to onboarding integration.
- Build and scale an internal executive mobility program, partnering with HRBPs and business leaders to surface internal talent for senior opportunities.
- Cultivate and lead agency and partner relationships to understand the market and build pipelines.
- Establish talent intelligence practices — competitive landscaping, succession bench insights, market compensation data — to inform both search and strategic workforce planning.
- Create enabling tools and resources for the broader HR community, including search templates, assessment guides, and hiring manager playbooks.
- Define and track meaningful metrics: time-to-fill, quality-of-hire, internal mobility rates, offer acceptance, and retention at 12 months.
What You Bring
- 10+ years of progressive executive recruiting experience, with demonstrated success leading VP+ searches in a complex, matrixed organization or top-tier search firm.
- Proven track record building or significantly scaling a talent function, program, or COE — not just executing within one.
- Executive presence: able to engage peers and senior leaders with confidence, candor, and credibility; a trusted voice in the room.
- Sound judgment, especially under ambiguity — knows when to move fast and when to slow down; brings calm and clarity under pressure.
- Deep expertise in assessment methodology; experience with tools such as Hogan, Korn Ferry, or similar is a plus.
- Strong understanding of internal mobility as a talent lever, with experience or genuine curiosity about building internal pipelines for senior roles.
- Collaborative by nature — builds bridges across functions, earns trust quickly, and operates without ego.
- Excellent written and verbal communication; able to translate complex talent data and insights into clear recommendations for senior stakeholders.
Who Thrives Here
This role is right for someone who is energized by both the craft of search and the challenge of building. You’re as comfortable in a whiteboard session designing a process as you are managing a nuanced search with a demanding hiring leader.
You know that executive recruiting at this level is as much about relationships, judgment, and timing as it is about sourcing technique. You bring energy without ego, opinions without rigidity, and an unshakeable commitment to doing right by the business and by the candidates in your care.
The salary range posted below is the base salary range. This position does also include an incentive plan and overall total direct compensation range is 250k-325k.
Annual Base Salary Range or Hourly Base Pay Range:
$174,515.00 - $217,200.00
Compensation Type:
Salary
Incentive Eligible:
Yes
Sales Commission Eligible:
No
Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are 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, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
Location: Davidson, North Carolina, United States of America
Category: Human Resources
Job Id: JR-10753 Corporate
Be a part of our mission! As a world leader in creating comfortable, sustainable, and efficient climate solutions for buildings, homes and transportation, it's our responsibility to put the planet first. For us at Trane Technologies, and through our businesses including Trane® and Thermo King, sustainability is not just how we do business—it is our business. Do you dare to look at the world's challenges and see impactful possibilities? Do you want to contribute to making a better future? If the answer is yes, we invite you to consider joining us in boldly challenging what's possible for a sustainable world.
Learn about our benefits designed for you to Thrive at work and at home.
We boldly go.
Where is the work:
Monday to Thursday, work onsite with your colleagues. Fridays, choose your work location, balancing what your work requires.
About the Role
This is a rare opportunity for a seasoned executive talent professional to do meaningful work at two levels simultaneously: execute full-cycle search for our most consequential leadership roles while building the philosophy, and practices that will define how we identify, attract, and develop senior talent for the long term.
Reporting to the Vice President of Talent and Organization Capability, this role sits at the intersection of executive search craft and organizational capability building. The right person brings the poise and discretion of a trusted advisor to the C-suite, the rigor of a strategic talent partner, and the builder’s mindset to create something lasting.
What You’ll Do
Executive Search and Full-Cycle Recruitment
- Lead full-cycle executive searches across the global enterprise, partnering directly with senior business leaders, the ELT and our senior HR leaders.
- Collaborate with internal sourcing team on select searches ensuring we’re finding the best talent in the world.
- Develop comprehensive sourcing strategies that go beyond reactive posting — building pipelines, cultivating relationships, and mapping markets proactively.
- Facilitate rigorous assessment processes that evaluate both capability and leadership capacity, integrating structured interviews, behavioral assessment, and third-party tools where appropriate.
- Serve as a trusted advisor and thought partner to hiring leaders throughout the search process, bringing a point of view while remaining responsive to business needs.
- Manage candidate experience at the executive level with the care and discretion the audience expects.
Collaboration & Stakeholder Partnership
- Build credibility and partnership at the ELT level; know when to advise, when to align, and when to hold a position.
- Partner closely with HRBPs, Total Rewards, and the broader Talent team to ensure executive hiring is connected to the full talent ecosystem.
- Represent Trane Technologies externally as a brand ambassador in the executive talent market.
COE Development & Internal Mobility
- Continuously improve the foundational frameworks, processes, and standards for an enterprise Executive Talent COE — from search methodology to onboarding integration.
- Build and scale an internal executive mobility program, partnering with HRBPs and business leaders to surface internal talent for senior opportunities.
- Cultivate and lead agency and partner relationships to understand the market and build pipelines.
- Establish talent intelligence practices — competitive landscaping, succession bench insights, market compensation data — to inform both search and strategic workforce planning.
- Create enabling tools and resources for the broader HR community, including search templates, assessment guides, and hiring manager playbooks.
- Define and track meaningful metrics: time-to-fill, quality-of-hire, internal mobility rates, offer acceptance, and retention at 12 months.
What You Bring
- 10+ years of progressive executive recruiting experience, with demonstrated success leading VP+ searches in a complex, matrixed organization or top-tier search firm.
- Proven track record building or significantly scaling a talent function, program, or COE — not just executing within one.
- Executive presence: able to engage peers and senior leaders with confidence, candor, and credibility; a trusted voice in the room.
- Sound judgment, especially under ambiguity — knows when to move fast and when to slow down; brings calm and clarity under pressure.
- Deep expertise in assessment methodology; experience with tools such as Hogan, Korn Ferry, or similar is a plus.
- Strong understanding of internal mobility as a talent lever, with experience or genuine curiosity about building internal pipelines for senior roles.
- Collaborative by nature — builds bridges across functions, earns trust quickly, and operates without ego.
- Excellent written and verbal communication; able to translate complex talent data and insights into clear recommendations for senior stakeholders.
Who Thrives Here
This role is right for someone who is energized by both the craft of search and the challenge of building. You’re as comfortable in a whiteboard session designing a process as you are managing a nuanced search with a demanding hiring leader.
You know that executive recruiting at this level is as much about relationships, judgment, and timing as it is about sourcing technique. You bring energy without ego, opinions without rigidity, and an unshakeable commitment to doing right by the business and by the candidates in your care.
The salary range posted below is the base salary range. This position does also include an incentive plan and overall total direct compensation range is 250k-325k.
Annual Base Salary Range or Hourly Base Pay Range:
$174,515.00 - $217,200.00
Compensation Type:
Salary
Incentive Eligible:
Yes
Sales Commission Eligible:
No
Disclaimer: We strive to provide competitive compensation for this position, tailored to a variety of factors. The actual compensation will depend on elements such as seniority, merit, geographic location, education, experience, travel requirements, and union designation. Our compensation range is generally based on the national average for the country. Additionally, benefits may vary depending on the region, business alignment, union involvement, and employee status.
Thrive at work and at home:
- Benefits kick in on DAY ONE for you and your family, including health insurance and holistic wellness programs that include generous incentives – WE DARE TO CARE!
- Family building benefits include fertility coverage and adoption/surrogacy assistance.
- Paid time off includes up to 15 vacation days, paid holidays, sick leave, and additional options to support volunteer and parental leave.
- 401K match up, educational and training opportunities through company programs along with tuition assistance and student debt support.
Disclaimer: Benefit offerings may vary by site as well as Collective Bargaining Agreements and local/state regulations.
Safety Sensitive Role:
No
The company designates certain roles as Safety Sensitive. Safety Sensitive roles may require that you pass additional drug screening.
We offer competitive compensation and comprehensive benefits and programs. We are 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, pregnancy, age, marital status, disability, status as a protected veteran, or any legally protected status.
See all Head of Recruitment Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Head of Recruitment roles.
Get Access To All JobsTips for Finding Head of Recruitment Jobs
Frame your credentials around specialty occupation
Head of Recruitment requires a directly related bachelor's degree, typically in human resources, business, or organizational psychology. Pull the O*NET profile for this occupation to document the degree requirement before your first employer conversation.
Target employers with active LCA filing history
Search Migrate Mate to find U.S. employers with verified LCA sponsorship records for HR leadership roles. Companies that have sponsored similar positions before understand the process and are far less likely to withdraw an offer mid-filing.
Anticipate the dual-intent problem in interviews
H-1B allows dual intent, but some hiring managers conflate sponsorship willingness with immigration permanence concerns. Address the question directly by explaining that H-1B status doesn't require you to pursue a green card and that your work authorization is fully employer-controlled.
Verify prevailing wage before negotiating your offer
Use the OFLC Wage Search to look up the prevailing wage for your specific role and location before salary discussions begin. If your offer falls below Level II, the LCA will still certify, but it signals a weaker case and can affect future green card PERM filings.
Push the employer to file the LCA early
DOL certifies LCAs quickly, but delays in employer-side preparation are common. The LCA must be certified before USCIS can receive your I-129 petition, so ask your offer letter to include a target LCA submission date to keep the timeline on track.
Understand how cap-exempt employers change your options
Universities, nonprofit research organizations, and certain government-affiliated entities are H-1B cap-exempt. A Head of Recruitment role at one of these employers lets you file outside the annual lottery window, giving you year-round access to sponsorship without waiting for April registration.
Frequently Asked Questions
Does a Head of Recruitment role qualify as a specialty occupation for H-1B sponsorship?
Yes, Head of Recruitment typically qualifies as a specialty occupation because the role normally requires at least a bachelor's degree in human resources, business administration, or a related field. USCIS evaluates the specific job duties, not just the title, so your offer letter should clearly describe responsibilities that necessitate that specialized degree background rather than general management experience alone.
Which visa types realistically cover Head of Recruitment jobs in the U.S.?
H-1B is the primary path. If you're an Australian citizen, the E-3 visa offers the same specialty occupation framework without a lottery and with a cap that has never been exhausted. Chilean nationals can use H-1B1 visa and Singapore nationals have their own H-1B1 allocation. TN visa does not cover recruitment roles because the occupation isn't listed on the USMCA profession list.
How do I find employers actively sponsoring Head of Recruitment roles?
Search Migrate Mate, which lists U.S. employers with verified sponsorship history for HR leadership positions. Focusing on companies that have previously filed LCAs for similar roles saves significant time and reduces the risk of an employer agreeing to sponsor in principle but stalling when the actual filing process begins.
Will my overseas HR experience count if my degree isn't directly in human resources?
USCIS allows a combination of education and work experience to satisfy specialty occupation requirements. Three years of progressively responsible experience in a directly related field can substitute for one year of formal education. If your degree is in a related discipline like organizational psychology or business, the gap narrows considerably and an employer's HR attorney can structure the petition accordingly.
Does the employer need to run a PERM labor certification to sponsor a Head of Recruitment role?
PERM applies to employment-based green cards, not to H-1B or E-3 visa nonimmigrant sponsorship. For initial work visa sponsorship, the employer files a Labor Condition Application with DOL and then submits an I-129 petition to USCIS. PERM only becomes relevant if you and the employer later decide to pursue permanent residence through an EB-2 or EB-3 category.
What is the prevailing wage requirement for sponsored Head of Recruitment 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.