Head Of Talent Jobs in USA with Visa Sponsorship
Head of Talent roles qualify for H-1B visa and O-1 visa sponsorship when the position requires a bachelor's degree or higher in human resources, organizational psychology, or a related field. Employers in tech, consulting, and high-growth startups sponsor most frequently. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsAbout Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We’re looking for a strategic and operationally rigorous Senior Manager, Head of Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally.
This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor.
- Talent Operations Leadership
- Lead, coach, and develop a team of four Talent Operations professionals.
- Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization.
-
Be hands on where needed to continue to shape and grow this critical function.
-
Recruiting Technology Strategy & Ownership
- Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.).
- Partner with Tech Enablement to drive system implementation, integration, automation, and optimization.
- Evaluate and implement new tools as the organization scales.
-
Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function.
-
Headcount Planning & Governance
- Own execution and operational tracking of the company’s headcount plan in partnership with finance.
-
Build systems to monitor hiring progress, recruiter capacity, and forecasting.
-
Interview Operations & Scheduling
- Own end-to-end interview operations, including scheduling infrastructure.
- Build scalable processes and tooling to support high-volume, complex hiring.
-
Ensure a seamless and efficient experience for candidates, recruiters, and interviewers.
-
Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience)
- Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale.
-
Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance.
-
Compliance & Global Hiring Expansion
- Ensure recruiting processes meet compliance requirements across jurisdictions.
- Partner with People Ops & Legal to support international hiring expansion.
What You Need
8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus.
3+ years of experience managing high-performing teams.
Experience supporting a large, complex recruiting organization (30+ recruiters preferred).
Strong headcount planning, workforce planning, and reporting experience.
Demonstrated experience building scalable processes in high-growth environments.
Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously.
Experience supporting global hiring and multi-jurisdiction compliance.
Data-driven decision maker with strong analytical capabilities.
* Exceptional cross-functional communication and stakeholder management skills.
Benefits available to all full-time Ramp employees (Global)
Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
* Weekly coffee stipend
United States
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
401(k), including employer match on contributions made while employed by Ramp
Fertility HRA (up to $10,000 per year)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
Pet insurance
In-office perks: lunch, snacks, drinks, and more
Relocation expense coverage to NYC or SF (if needed)
Canada
Group medical, dental, and vision coverage through Sun Life
Life, AD&D, and disability coverage
Fertility drug coverage (up to $4,000 lifetime)
Group Retirement Plan with employer match (RRSP + DPSP)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
Employee Assistance Program and virtual care through Lumino Health
United Kingdom
Private medical insurance through Freedom Elite
Virtual GP and at-home care via eMed x Livi
Workplace pension through Penfold, with salary sacrifice option
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $220K - $302K
About Ramp
Ramp is building the smart infrastructure for finance teams, embedded in the transaction flow of every dollar a business spends. We automate how over $200B in annualized spend flows in and out of 70,000+ companies: authorizing payments, flagging risk, categorizing spend, and closing books.
The problems are high-stakes, data-dense, and unforgiving.
We hire people with high agency and high urgency. We look for slope over intercept. We care less about where you trained and more about what you’ve built. At Ramp, everyone is a builder who owns problems end to end and makes consequential decisions that shape the outcome.
The median Ramp customer saves 5% and grows revenue 16% in their first year – far in excess of businesses operating without Ramp. We believe every ambitious company deserves the same.
If you want to build systems that directly shape how companies move and manage billions, Ramp is the place to do it.
About the Role
We’re looking for a strategic and operationally rigorous Senior Manager, Head of Talent Operations to lead and scale the engine behind our recruiting organization. You will lead a team of 4 Talent Operations professionals and oversee the operational backbone supporting our ~40-person recruiting team, which is growing rapidly in scale and complexity across functions and globally.
This role owns and strengthens core recruiting infrastructure — including interview scheduling and operations, headcount governance, tech stack strategy, interviewer enablement, compliance, and candidate experience — ensuring our systems are efficient, scalable, and built for continued growth. This is a highly cross-functional leadership role requiring strong systems thinking and execution rigor.
- Talent Operations Leadership
- Lead, coach, and develop a team of four Talent Operations professionals.
- Drive prioritization, operational rigor, and scalable infrastructure to support a 40+ recruiter organization.
-
Be hands on where needed to continue to shape and grow this critical function.
-
Recruiting Technology Strategy & Ownership
- Own the full recruiting tech stack (ATS, scheduling tools, sourcing tools, CRM, interview tools, etc.).
- Partner with Tech Enablement to drive system implementation, integration, automation, and optimization.
- Evaluate and implement new tools as the organization scales.
-
Oversee and evolve the internal recruiting “help desk” into a scalable, automated support function.
-
Headcount Planning & Governance
- Own execution and operational tracking of the company’s headcount plan in partnership with finance.
-
Build systems to monitor hiring progress, recruiter capacity, and forecasting.
-
Interview Operations & Scheduling
- Own end-to-end interview operations, including scheduling infrastructure.
- Build scalable processes and tooling to support high-volume, complex hiring.
-
Ensure a seamless and efficient experience for candidates, recruiters, and interviewers.
-
Programs & Experience (Interviewer Enablement, Referrals, Candidate Experience)
- Own and scale core recruiting programs, including interviewer enablement, referrals, and candidate experience, ensuring they drive hiring excellence at scale.
-
Define success metrics and lead ongoing optimization to improve quality of hire, engagement, and overall recruiting performance.
-
Compliance & Global Hiring Expansion
- Ensure recruiting processes meet compliance requirements across jurisdictions.
- Partner with People Ops & Legal to support international hiring expansion.
What You Need
8+ years of relevant operations experience; 3+ years in talent/recruiting operations a plus.
3+ years of experience managing high-performing teams.
Experience supporting a large, complex recruiting organization (30+ recruiters preferred).
Strong headcount planning, workforce planning, and reporting experience.
Demonstrated experience building scalable processes in high-growth environments.
Strong project management skills with the ability to manage multiple high-impact initiatives simultaneously.
Experience supporting global hiring and multi-jurisdiction compliance.
Data-driven decision maker with strong analytical capabilities.
* Exceptional cross-functional communication and stakeholder management skills.
Benefits available to all full-time Ramp employees (Global)
Flexible PTO
Centralized home-office equipment ordering
Health and wellness stipend
Budget for intra-office travel
* Weekly coffee stipend
United States
100% medical, dental & vision insurance coverage for you, with partial coverage for dependents
One Medical annual membership
401(k), including employer match on contributions made while employed by Ramp
Fertility HRA (up to $10,000 per year)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay
Pet insurance
In-office perks: lunch, snacks, drinks, and more
Relocation expense coverage to NYC or SF (if needed)
Canada
Group medical, dental, and vision coverage through Sun Life
Life, AD&D, and disability coverage
Fertility drug coverage (up to $4,000 lifetime)
Group Retirement Plan with employer match (RRSP + DPSP)
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay, with additional time available at reduced pay
Employee Assistance Program and virtual care through Lumino Health
United Kingdom
Private medical insurance through Freedom Elite
Virtual GP and at-home care via eMed x Livi
Workplace pension through Penfold, with salary sacrifice option
Parental leave: up to 16 weeks (birthing + bonding) or 8 weeks (bonding only) at 100% pay with additional time available at reduced pay
Referral Instructions
If you are being referred for the role, please contact that person to apply on your behalf.
Other notices
Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.
Beware of recruiting scams: Ramp will only contact you through official @Ramp.com email addresses and will never ask for payment or sensitive personal information during the hiring process.
Ramp Applicant Privacy Notice
Compensation Range: $220K - $302K
See all 1,111+ Head Of Talent Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Head Of Talent roles.
Get Access To All JobsTips for Finding Head Of Talent Jobs
Frame the role as a specialty occupation
USCIS scrutinizes HR leadership roles for specialty occupation status. Emphasize that the position requires a specific degree in human resources, industrial-organizational psychology, or business, not just any bachelor's degree, in your application materials.
Target companies with a sponsorship track record
Tech companies, management consulting firms, and venture-backed startups sponsor Head of Talent roles most consistently. Filtering by employers who have filed H-1B LCAs in prior years significantly improves your chances of landing a sponsoring offer.
Highlight measurable talent outcomes in your resume
Sponsoring employers expect senior-level impact. Quantify results: hiring velocity improved, attrition rates reduced, employer brand rankings gained. Concrete metrics make the specialty occupation argument easier for immigration counsel to support.
Understand the O-1A as a fallback pathway
If you missed the H-1B lottery, the O-1A visa is available year-round with no cap. Heads of Talent with industry recognition, publications, or board memberships may qualify, and approval timelines can be faster than the standard H-1B route.
Align your degree field to the job description
A degree in a tangentially related field, like general business, can weaken an H-1B petition for this role. Ask your prospective employer's immigration attorney to review the job description before it's posted to strengthen the specialty occupation foundation.
Negotiate sponsorship into the offer early
Sponsorship discussions are easier before an offer is extended than after. Raising it early signals professionalism, gives legal teams time to assess feasibility, and avoids delays if the employer needs to engage outside immigration counsel for the first time.
Frequently Asked Questions
Can a Head of Talent role qualify as a specialty occupation for H-1B purposes?
Yes, but it requires careful framing. USCIS expects the position to normally require a bachelor's degree in a specific field, human resources, organizational psychology, or industrial-organizational psychology, not just any degree. Generic HR leadership roles that accept any major can face RFEs. The job description and employer's recruitment history both factor into the analysis.
Which visa types do employers typically use to sponsor Heads of Talent?
H-1B visa is the most common pathway, filed by the employer and subject to the annual cap and lottery. O-1A is an alternative for candidates with demonstrated extraordinary ability, such as speaking at major HR conferences, publishing research, or holding leadership roles in professional associations. L-1A applies if you're transferring from a foreign affiliate of a U.S. company into a senior people leadership role.
What degree do I need to get sponsored as a Head of Talent?
A bachelor's degree or higher in human resources, organizational psychology, business administration with an HR concentration, or a closely related field is standard. A general business or unrelated degree can complicate the H-1B petition unless paired with substantial specialized experience. Some employers will accept equivalent experience under the 3-for-1 rule, though this adds complexity to the petition.
How do I find Head of Talent roles where employers are open to visa sponsorship?
Most job postings don't prominently flag sponsorship willingness, which makes filtering difficult on general platforms. Migrate Mate is built specifically for this, every role listed is from an employer open to visa sponsorship, so you can focus on applying rather than screening. Filtering by role seniority and industry helps narrow to the employers most likely to have immigration infrastructure already in place.
Are approval rates for H-1B petitions in HR leadership roles lower than in tech?
Historically, yes. HR and people operations roles face higher RFE rates than software engineering or quantitative fields because specialty occupation status is less straightforward to establish. Approval rates improve significantly when the petition includes a detailed explanation of why the role requires a specific degree, supported by industry wage data and the employer's internal job architecture documentation.
What is the prevailing wage requirement for sponsored Head Of Talent 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.