HR Business Partner Jobs in USA with Visa Sponsorship
HR Business Partn visaers in the U.S. typically qualify for H-1B visa sponsorship as the role requires specialized knowledge in human resources strategy, organizational development, and business analytics. Most positions require a bachelor's degree in HR, business administration, or psychology, making them strong candidates for specialty occupation classification under immigration law. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsLabcorp is a global leader in diagnostic testing and drug development solutions, helping healthcare providers, researchers, and patients make informed decisions that advance care. Join us in our mission to improve health and improve lives.
Labcorp is seeking a Director, HR Business Partnering to join our team in Raleigh, NC with the flexibility of a hybrid work schedule!
Job Responsibilities
Strategic Leadership Partnership
- Serves as the trusted advisor to multiple (SVPs/VPs) and their global leadership teams translating business strategy into integrated people strategy
- Provides strategic counsel on leadership effectiveness, performance outcomes, culture and engagement impacts, and talent/succession planning
- Advises on executive onboarding, transitions, and leadership team dynamics
- Anticipates people-related risks tied to business priorities and operating changes
- Ensures alignment between global functional priorities and regional/local execution, balancing trade-offs between global standardization and local requirements
Organizational Design
- Leads complex organizational design efforts across one or more global functions, ensuring org design reflects evolving business needs and digital/technology-enabled operating models required to drive growth
- Facilitates executive decision-making on structure, roles, and organizational trade-offs
- Integrates organizational design with succession and talent strategy
- Anticipates downstream impacts of organizational changes
- Partners with regional HR and business leaders to optimize global operating models, spans/layers, and location strategies
Talent Performance, Development & Engagement
- Leads SVP and VP level succession planning and executive talent reviews
- Ensures consistent application of performance and talent standards globally, while incorporating regional nuances via a partnership with regional HR
- Advises on performance differentiation and pay-for-performance decisions with Total Rewards
- Partners with Talent and Learning COEs on leadership development strategies
- Identifies and develops global leadership pipelines, including mobility strategies and cross-market talent deployment
- Partners with client leaders on development and execution of employee engagement and retention strategies
- Coaches senior leaders on leadership effectiveness
Enterprise Alignment and HR Integration
- Acts as the central point of integration between global function leadership and regional HR organizations, ensuring seamless execution of HR strategies across countries
- Partners with HR COEs: Compensation, Talent, Learning, Global Benefits, Talent Acquisition, HR Analytics, HR Tech, ID&B, Compliance on execution of talent processes and programs
- Ensures people decisions align with enterprise HR governance
- Navigates complex multi-country labor laws, regulatory environments, and cultural considerations, proactively mitigating risk
- Provides strategic insights and decision materials to business leaders
- Represents client organizations’ people agenda in HR forums
Data, Analytics and Technology
- Leverages workforce analytics and external benchmarks to inform decisions
- Uses data to diagnose organizational health and predict risks
- Partners with HR Analytics to build insights and dashboards
- Leverages technology, digital tools, and AI-enabled insights to improve decision quality, organizational effectiveness, and workforce productivity
- Partners with HR Tech and IT to drive adoption of digital solutions that enhance employee experience, automation, and data visibility
Scope and Escalation
- Operates with high autonomy, escalating only the most critical risks
- Makes independent, data-informed recommendations on executive talent, organizational design, and workforce strategy, with direct influence on final leadership decisions
Requirements
- Bachelors' Degree
- 12 or more years of progressive HR leadership experience
Preferred qualifications
- Advanced degree (MBA, MA in HR or related field)
- HR certification (e.g., SPHR, SHRM-SCP)
- 1 or more years' experience in healthcare or life sciences industry
Additional Job Standards
- Demonstrated success advising on and influencing business strategy working with Vice Presidents and Senior Vice Presidents
- Experience in global, matrixed environments supporting complex functions, influencing outcomes across regions without direct authority
- Experience leading complex organizational design in partnership with the Business and COEs
- Experience using data and analytics to drive talent and organizational decisions
- Expertise in performance management, succession planning, and leadership effectiveness
- Strong business acumen and financial acumen; Experience aligning workforce strategies with financial plans, including headcount planning, budgeting, and cost management
- Excellent executive communication skills and presence
- Strong cross-COE partnership capability
- Ability to travel as needed (~15% -20%)
The Director, HR Business Partner (HRBP) – Global IT serves as a senior enterprise HR leader and strategic advisor to executive leadership (SVPs/VPs), driving integrated people strategies across globally distributed, matrixed organizations. This role operates at the intersection of business strategy, global workforce dynamics, and functional transformation, ensuring alignment of talent, organizational design, and culture to enable sustainable business performance across regions.
Acting as the functional HR leader for Global IT, this role partners closely with regional HR leaders across key geographies to ensure consistent execution of enterprise priorities while adapting to local regulatory, cultural, and market dynamics.
Success in this role is defined by measurable business impact, including improved organizational effectiveness, global leadership capability, talent pipeline strength, and workforce productivity.
The role requires deep global HRBP expertise, strong business acumen, and the ability to influence decisions in a highly complex, multi-country environment.
Applicants who live within 35 miles of either the Burlington, NC or Durham, NC location will follow a hybrid schedule. This schedule includes a minimum of three in-office days per week at an assigned location, either Burlington or Durham, supporting both collaboration and flexibility.
Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan. Employees regularly scheduled to work less than 20 hours, Casual, Intern, and Temporary employees are only eligible to participate in the 401(k) Plan. Employees who are regularly scheduled to work a 7 on/7 off schedule are eligible to receive all the foregoing benefits except PTO or FTO. For more detailed information, please click here.
Labcorp is proud to be an Equal Opportunity Employer:
Labcorp strives for inclusion and belonging in the workforce and does not tolerate harassment or discrimination of any kind. We make employment decisions based on the needs of our business and the qualifications and merit of the individual. Qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), family or parental status, marital, civil union or domestic partnership status, sexual orientation, gender identity, gender expression, personal appearance, age, veteran status, disability, genetic information, or any other legally protected characteristic. Additionally, all qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law.
We encourage all to apply
If you are an individual with a disability who needs assistance using our online tools to search and apply for jobs, or needs an accommodation, please visit our accessibility site or contact us at Labcorp Accessibility. For more information about how we collect and store your personal data, please see our Privacy Statement.
Labcorp is a global leader in diagnostic testing and drug development solutions, helping healthcare providers, researchers, and patients make informed decisions that advance care. Join us in our mission to improve health and improve lives.
Labcorp is seeking a Director, HR Business Partnering to join our team in Raleigh, NC with the flexibility of a hybrid work schedule!
Job Responsibilities
Strategic Leadership Partnership
- Serves as the trusted advisor to multiple (SVPs/VPs) and their global leadership teams translating business strategy into integrated people strategy
- Provides strategic counsel on leadership effectiveness, performance outcomes, culture and engagement impacts, and talent/succession planning
- Advises on executive onboarding, transitions, and leadership team dynamics
- Anticipates people-related risks tied to business priorities and operating changes
- Ensures alignment between global functional priorities and regional/local execution, balancing trade-offs between global standardization and local requirements
Organizational Design
- Leads complex organizational design efforts across one or more global functions, ensuring org design reflects evolving business needs and digital/technology-enabled operating models required to drive growth
- Facilitates executive decision-making on structure, roles, and organizational trade-offs
- Integrates organizational design with succession and talent strategy
- Anticipates downstream impacts of organizational changes
- Partners with regional HR and business leaders to optimize global operating models, spans/layers, and location strategies
Talent Performance, Development & Engagement
- Leads SVP and VP level succession planning and executive talent reviews
- Ensures consistent application of performance and talent standards globally, while incorporating regional nuances via a partnership with regional HR
- Advises on performance differentiation and pay-for-performance decisions with Total Rewards
- Partners with Talent and Learning COEs on leadership development strategies
- Identifies and develops global leadership pipelines, including mobility strategies and cross-market talent deployment
- Partners with client leaders on development and execution of employee engagement and retention strategies
- Coaches senior leaders on leadership effectiveness
Enterprise Alignment and HR Integration
- Acts as the central point of integration between global function leadership and regional HR organizations, ensuring seamless execution of HR strategies across countries
- Partners with HR COEs: Compensation, Talent, Learning, Global Benefits, Talent Acquisition, HR Analytics, HR Tech, ID&B, Compliance on execution of talent processes and programs
- Ensures people decisions align with enterprise HR governance
- Navigates complex multi-country labor laws, regulatory environments, and cultural considerations, proactively mitigating risk
- Provides strategic insights and decision materials to business leaders
- Represents client organizations’ people agenda in HR forums
Data, Analytics and Technology
- Leverages workforce analytics and external benchmarks to inform decisions
- Uses data to diagnose organizational health and predict risks
- Partners with HR Analytics to build insights and dashboards
- Leverages technology, digital tools, and AI-enabled insights to improve decision quality, organizational effectiveness, and workforce productivity
- Partners with HR Tech and IT to drive adoption of digital solutions that enhance employee experience, automation, and data visibility
Scope and Escalation
- Operates with high autonomy, escalating only the most critical risks
- Makes independent, data-informed recommendations on executive talent, organizational design, and workforce strategy, with direct influence on final leadership decisions
Requirements
- Bachelors' Degree
- 12 or more years of progressive HR leadership experience
Preferred qualifications
- Advanced degree (MBA, MA in HR or related field)
- HR certification (e.g., SPHR, SHRM-SCP)
- 1 or more years' experience in healthcare or life sciences industry
Additional Job Standards
- Demonstrated success advising on and influencing business strategy working with Vice Presidents and Senior Vice Presidents
- Experience in global, matrixed environments supporting complex functions, influencing outcomes across regions without direct authority
- Experience leading complex organizational design in partnership with the Business and COEs
- Experience using data and analytics to drive talent and organizational decisions
- Expertise in performance management, succession planning, and leadership effectiveness
- Strong business acumen and financial acumen; Experience aligning workforce strategies with financial plans, including headcount planning, budgeting, and cost management
- Excellent executive communication skills and presence
- Strong cross-COE partnership capability
- Ability to travel as needed (~15% -20%)
The Director, HR Business Partner (HRBP) – Global IT serves as a senior enterprise HR leader and strategic advisor to executive leadership (SVPs/VPs), driving integrated people strategies across globally distributed, matrixed organizations. This role operates at the intersection of business strategy, global workforce dynamics, and functional transformation, ensuring alignment of talent, organizational design, and culture to enable sustainable business performance across regions.
Acting as the functional HR leader for Global IT, this role partners closely with regional HR leaders across key geographies to ensure consistent execution of enterprise priorities while adapting to local regulatory, cultural, and market dynamics.
Success in this role is defined by measurable business impact, including improved organizational effectiveness, global leadership capability, talent pipeline strength, and workforce productivity.
The role requires deep global HRBP expertise, strong business acumen, and the ability to influence decisions in a highly complex, multi-country environment.
Applicants who live within 35 miles of either the Burlington, NC or Durham, NC location will follow a hybrid schedule. This schedule includes a minimum of three in-office days per week at an assigned location, either Burlington or Durham, supporting both collaboration and flexibility.
Employees regularly scheduled to work 20 or more hours per week are eligible for comprehensive benefits including: Medical, Dental, Vision, Life, STD/LTD, 401(k), Paid Time Off (PTO) or Flexible Time Off (FTO), Tuition Reimbursement and Employee Stock Purchase Plan. Employees regularly scheduled to work less than 20 hours, Casual, Intern, and Temporary employees are only eligible to participate in the 401(k) Plan. Employees who are regularly scheduled to work a 7 on/7 off schedule are eligible to receive all the foregoing benefits except PTO or FTO. For more detailed information, please click here.
Labcorp is proud to be an Equal Opportunity Employer:
Labcorp strives for inclusion and belonging in the workforce and does not tolerate harassment or discrimination of any kind. We make employment decisions based on the needs of our business and the qualifications and merit of the individual. Qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), family or parental status, marital, civil union or domestic partnership status, sexual orientation, gender identity, gender expression, personal appearance, age, veteran status, disability, genetic information, or any other legally protected characteristic. Additionally, all qualified applicants with arrest or conviction records will be considered for employment in accordance with applicable law.
We encourage all to apply
If you are an individual with a disability who needs assistance using our online tools to search and apply for jobs, or needs an accommodation, please visit our accessibility site or contact us at Labcorp Accessibility. For more information about how we collect and store your personal data, please see our Privacy Statement.
See all 3,946+ HR Business Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HR Business Partner roles.
Get Access To All JobsTips for Finding HR Business Partner Jobs
Highlight strategic HR expertise over administrative tasks
Emphasize your experience in workforce planning, organizational design, and HR analytics. USCIS looks for roles requiring specialized knowledge beyond basic HR administration, so focus on strategic business partnership responsibilities.
Document your degree's relevance to business operations
HR Business Partner roles accept degrees in HR, business, psychology, or organizational behavior. Clearly connect your academic background to the strategic business consulting aspects of the position.
Target companies with established global HR programs
Large corporations and multinational companies are more likely to sponsor because they understand the strategic value of HR Business Partners and have experience with visa processes.
Emphasize data-driven HR decision making skills
Highlight experience with HR metrics, workforce analytics, and business intelligence tools. These technical skills strengthen the specialty occupation argument for your visa application with immigration authorities.
Show cross-functional business partnership experience
Demonstrate how you've worked directly with senior leadership and department heads on strategic initiatives. This business consulting aspect differentiates the role from traditional HR positions.
Consider HR tech companies and consulting firms
Organizations in the HR technology space or management consulting often sponsor visas and value international talent with diverse business perspectives and HR transformation experience.
Frequently Asked Questions
Do HR Business Partners qualify for H-1B visa sponsorship?
Yes, HR Business Partners typically qualify for H-1B visa sponsorship because the role requires specialized knowledge in strategic human resources, organizational development, and business analytics. The position must involve complex business consulting rather than routine administrative HR tasks to meet specialty occupation requirements.
What degree do I need for H-1B sponsorship as an HR Business Partner?
Most HR Business Partner positions accept bachelor's degrees in human resources, business administration, psychology, organizational behavior, or related fields. The key is demonstrating how your degree directly relates to the strategic business consulting and workforce planning aspects of the role.
How competitive is H-1B sponsorship for HR Business Partner roles?
HR Business Partner roles have moderate H-1B approval rates because they require demonstrating the position's strategic nature beyond basic HR functions. Success depends on clearly articulating the specialized business consulting, analytics, and organizational development expertise required for the specific role.
Can international HR experience help with visa sponsorship?
Yes, international HR experience can strengthen your case by demonstrating expertise in global workforce management, cross-cultural organizational development, and international compliance. This specialized knowledge supports the argument that the role requires unique skills and business perspective.
How to find HR Business Partner jobs with visa sponsorship?
Use Migrate Mate to find HR Business Partner positions with visa sponsorship. Focus on multinational corporations, tech companies, and consulting firms that frequently sponsor H-1B, L-1 visa, or other work visas for HR professionals. These roles are particularly common in companies with 500+ employees who need strategic HR support and have established sponsorship programs for qualified international candidates.
What if my degree isn't specifically in HR or business?
You may still qualify if your degree combined with relevant work experience demonstrates the specialized knowledge needed for strategic HR business partnership. Psychology, sociology, or organizational behavior degrees are often accepted, especially with strong HR analytics or consulting experience.
What is the prevailing wage requirement for sponsored HR Business Partner 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.