HR Generalist Jobs in USA with Visa Sponsorship
HR Generalist positions qualify for H-1B visa sponsorship when they require specialized knowledge in employment law, compensation analysis, or HR systems. Many companies sponsor HR professionals for H-1B visa, E-3 visa, and TN visas, particularly for roles involving compliance, benefits administration, or organizational development. For detailed occupation requirements, see the O*NET profile.
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Bilingual HR Generalist
Job Description:
NOW HIRING: HR Generalist (Bilingual English/Spanish)
Compensation: $75,000-$85,000 per year
This role will require travel to different sites and locations as needed.
Experience in both union and non-union environments is required.
Job Overview
The HR Generalist coordinates assigned division(s) responsibilities in employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, retention and compliance with company, state and federal laws, regulations and policies.
Roles & Responsibilities
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.
- Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
- Partner with training department or identify and recommended external resources to arrange training needs for employee and manager development.
- Coaches and assists managers with employee relations issues, ensuring alignment with SBM and CBA policies and procedures.
- Drive people engagement through training of site management team on engagement strategies, regular site visits, and use of the mobile app (where available). Also ensure quarterly ESAT action plans are communicated and assigned.
- Draft, execute, review, and maintain records of personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting. Provide regular departmental reporting.
- Champion talent review processes; help embed these processes year-round and not only when formal reviews are performed. Prepares employee separation notices, RIF actions and related supporting documentation assessing risk.
- Conducts exit interviews to determine reasons behind separations when voluntary. Trains managers how to handle separations and serves as a witness when necessary. Ensures all necessary investigations, reviews, and approvals are obtained before action is taken.
- Consult with managers and finance on all pay activities; support annual wage reviews and pay changes when needed; ensure that pay changes are within established pay ranges.
- Provide guidance and coaching to management around performance management (Discipline, PIPs and CAPs). Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.
- Manages expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing reports.
- Investigates Employee Relations issues and grievances; participate in personnel-related hearings.
- Establishes strong relationship with operations team as an HR consultant and maintains constant communication with sites and managers.
- Some travel may be required for this position.
Qualification
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Other duties, responsibilities and activities may change or be assigned at any time with or without notice.
Education and/ or Experience
Bachelor’s degree in Business Management, or a related field from a four-year college or university with 2-4 years of experience as an HR Generalist; or equivalent combination of education and experience. Bilingual in English/Spanish.
Certificates, Licenses, Registrations
May be required to have a valid driver’s license and meet SBM Driver Approval requirements.
Completed all safety and task training certifications.
Supervisory Responsibilities
Carries out management responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, planning, assigning, and directing work; performance evaluations; rewarding and disciplining employees; addressing complaints and resolving problems. Ensure employees are properly trained on tasks and safety requirements. May have supervisory responsibility within assigned division(s).
Benefits:
SBM offers comprehensive benefit packages. For information about SBM's benefits, please visit SBM's website at:
www.sbmmanagement.com/careers Careers – SBM
SBM Management Services, LP and its affiliates are proud to be equal opportunity workplaces. We are committed to equal employment opportunity regardless of race, sex, color, ancestry, religion, national origin, sexual orientation, citizenship, age, marital status, disability, gender identity, Veteran status, or other legally protected status.
Title:
Bilingual HR Generalist
Job Description:
NOW HIRING: HR Generalist (Bilingual English/Spanish)
Compensation: $75,000-$85,000 per year
This role will require travel to different sites and locations as needed.
Experience in both union and non-union environments is required.
Job Overview
The HR Generalist coordinates assigned division(s) responsibilities in employee relations, training, performance management, onboarding, policy implementation, recruitment/employment, retention and compliance with company, state and federal laws, regulations and policies.
Roles & Responsibilities
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other duties may be assigned.
- Maintains knowledge of legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures, and reporting are in compliance.
- Partner with training department or identify and recommended external resources to arrange training needs for employee and manager development.
- Coaches and assists managers with employee relations issues, ensuring alignment with SBM and CBA policies and procedures.
- Drive people engagement through training of site management team on engagement strategies, regular site visits, and use of the mobile app (where available). Also ensure quarterly ESAT action plans are communicated and assigned.
- Draft, execute, review, and maintain records of personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting. Provide regular departmental reporting.
- Champion talent review processes; help embed these processes year-round and not only when formal reviews are performed. Prepares employee separation notices, RIF actions and related supporting documentation assessing risk.
- Conducts exit interviews to determine reasons behind separations when voluntary. Trains managers how to handle separations and serves as a witness when necessary. Ensures all necessary investigations, reviews, and approvals are obtained before action is taken.
- Consult with managers and finance on all pay activities; support annual wage reviews and pay changes when needed; ensure that pay changes are within established pay ranges.
- Provide guidance and coaching to management around performance management (Discipline, PIPs and CAPs). Completes special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling transactions.
- Manages expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing reports.
- Investigates Employee Relations issues and grievances; participate in personnel-related hearings.
- Establishes strong relationship with operations team as an HR consultant and maintains constant communication with sites and managers.
- Some travel may be required for this position.
Qualification
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Other duties, responsibilities and activities may change or be assigned at any time with or without notice.
Education and/ or Experience
Bachelor’s degree in Business Management, or a related field from a four-year college or university with 2-4 years of experience as an HR Generalist; or equivalent combination of education and experience. Bilingual in English/Spanish.
Certificates, Licenses, Registrations
May be required to have a valid driver’s license and meet SBM Driver Approval requirements.
Completed all safety and task training certifications.
Supervisory Responsibilities
Carries out management responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, planning, assigning, and directing work; performance evaluations; rewarding and disciplining employees; addressing complaints and resolving problems. Ensure employees are properly trained on tasks and safety requirements. May have supervisory responsibility within assigned division(s).
Benefits:
SBM offers comprehensive benefit packages. For information about SBM's benefits, please visit SBM's website at:
www.sbmmanagement.com/careers Careers – SBM
SBM Management Services, LP and its affiliates are proud to be equal opportunity workplaces. We are committed to equal employment opportunity regardless of race, sex, color, ancestry, religion, national origin, sexual orientation, citizenship, age, marital status, disability, gender identity, Veteran status, or other legally protected status.
See all 1,578+ HR Generalist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HR Generalist roles.
Get Access To All JobsTips for Finding HR Generalist Jobs
Target companies with complex HR needs
Large corporations, healthcare systems, and tech companies frequently sponsor HR Generalists because they need specialized knowledge of employment regulations, benefits compliance, and multi-state HR operations.
Highlight your degree connection to HR work
Business Administration, Psychology, Human Resources, or Industrial Relations degrees strongly support H-1B petitions. Emphasize coursework in employment law, organizational behavior, or compensation management during interviews.
Emphasize specialized HR knowledge areas
Focus on expertise in HRIS systems, benefits administration, compliance auditing, or employee relations. Generic administrative tasks won't qualify, but specialized HR functions demonstrate the degree-level knowledge requirement.
Apply to companies already sponsoring professionals
Search DOL disclosure data for employers who've filed H-1B petitions for HR roles. Companies with existing sponsorship experience are more likely to sponsor again and understand the process.
Consider multinational companies for L-1 transfers
If you work for a company with U.S. operations, an L-1 visa intracompany transfer might be easier than H-1B sponsorship. Many global firms transfer HR professionals to manage U.S. workforce expansion.
Prepare for degree scrutiny in petitions
USCIS closely examines whether HR Generalist roles require specialized knowledge. Document how your specific responsibilities demand degree-level expertise in employment law, organizational psychology, or HR analytics.
Frequently Asked Questions
Do HR Generalist positions qualify for H-1B sponsorship?
Yes, but only when the role requires specialized knowledge beyond general administrative tasks. USCIS looks for positions involving employment law compliance, benefits design, HRIS management, or organizational development. Generic HR duties like filing and basic recruiting may not qualify for H-1B visa sponsorship.
What degree do I need for HR visa sponsorship?
Business Administration, Human Resources, Psychology, or Industrial Relations degrees are most commonly accepted. The key is demonstrating how your degree relates to specialized HR functions. Some employers successfully sponsor candidates with related fields like Organizational Psychology or Labor Relations.
Can Australians get E-3 sponsorship for HR roles?
Yes, HR Generalist positions often qualify for E-3 visas when they involve specialized knowledge. Australian citizens can leverage their business degrees and HR experience for E-3 sponsorship, which has no cap and faster processing than H-1B applications.
What HR specializations have higher sponsorship success rates?
Compensation analysis, benefits administration, employment law compliance, and HRIS implementation have stronger sponsorship cases. These areas require specialized knowledge that supports the degree requirement. Generic administrative HR tasks are harder to justify for visa sponsorship.
How to find HR Generalist jobs with visa sponsorship?
Use Migrate Mate to discover HR Generalist positions with visa sponsorship across technology companies, healthcare organizations, and multinational corporations. These employers frequently sponsor H-1B, TN, and other work visas for HR professionals. Focus on mid to large-sized companies that have established immigration processes and regularly hire international talent for human resources roles.
How do I prove my HR role needs specialized knowledge?
Document responsibilities that require degree-level expertise: analyzing compensation data, ensuring regulatory compliance, implementing HR systems, or conducting workplace investigations. Avoid emphasizing routine tasks like scheduling interviews or maintaining files, which don't demonstrate specialized knowledge requirements.
What is the prevailing wage requirement for sponsored HR Generalist 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.