HR Operations Analyst Jobs in USA with Visa Sponsorship
HR Operations Analysts who need visa sponsorship face a narrower market than most, HR roles qualify as specialty occupations under the H-1B visa when the position requires a degree in human resources, business administration, or a related field, but not every employer is willing to sponsor. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsPosition Summary
We are looking for an organized and driven individual, who is comfortable being a member of a fast-paced team. The ability to multi-task, while maintaining complex daily activities and providing administrative support, is essential in this position.
The Human Resource (HR) Analyst will oversee and/or support all areas of the HR lifecycle including but not limited to: onboarding, maintaining employee files, employment verifications and investigations, compliance with state and federal laws. The HR Analyst will also lead HR programs and projects such as Learning, reverification projects, Annual Compliance Training, and more projects that come up.
ESSENTIAL DUTIES AND RESPONSIBILITIES
HR Operations
- Manage and oversee new hire onboarding process, and act as primary POC for internal teams for new hire set up.
- Data entry and maintaining accuracy in UKG for employee setup based on job level and type.
- Conduct Employment Verifications for Background Investigations.
- Primary POC for general employee inquiries and the management of the HR Operations and HRIS email inboxes.
- FLSA Audit and management. Conduct or assist with classification audits to ensure that jobs are properly classified as exempt or nonexempt.
- Ensures compliance with data privacy regulations and best practices.
- Manage I-9 verification and reverification for all new hires to maintain USCIS compliance.
- Conduct and lead new hire orientation.
- Regularly review and enhance onboarding and orientation content and procedures to ensure all policy and document acknowledgements are up to date and compliant.
- Train internal team POCs on system administration of HRIS and Learning Management System.
- Review HR Operations vendor relationships and complete due diligence on relationships and agreements.
- Process vendor invoices.
Employee Lifecycle
- Facilitate implementation of new training, development, and other related initiatives.
- Own usage of Learning Management System; including trainings for annual requirements or learning opportunities, employee access, and training internal team POCs on system administration.
- Manage the launch, preparation, and completion of company-wide Annual Compliance Training.
- Partner with internal teams to create curriculum and assignment groups for Annual Compliance Training, monitor deadlines and completion statistics for reporting to leadership.
- May guide and/or assist with performance, benefit, and compensation review and evaluation processes.
- Process Leave of Absence Requests in partnership with Total Rewards Team.
- Identify and recommend reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
- Backup support to HR Business partners, including but not limited to offer approvals, terminations, and data collection.
HR Analytics
- Collect and compile HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, may assist with exit interviews, employment records, government labor statistics, competitors’ practices, and other sources.
- Analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.
- Prepare reports of data results, presenting and explaining findings to senior leadership.
- Manage system workflows, approvals, mass imports/uploads and support leadership or internal teams with change requests as needed.
- Primary POC for HRIS vendor UKG.
- Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
- Performs other duties as assigned.
REQUIREMENTS
Required Skills/Abilities:
- Excellent verbal and written communication skills.
- Strong analytical and problem-solving skills.
- Thorough understanding of local, state, and federal laws involving employment, HR, and HR policies.
- Proficient with Microsoft Office Suite or related software.
- Proficient with or the ability to quickly learn the organization’s HRIS, payroll, and similar employee management software.
Education and Experience:
- Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or related field required.
- Two to three years of experience in related areas such as job classification and compensation, recruitment, selection, training, employee benefits, and/or equal opportunity compliance preferred.
Physical Requirements:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at times.
SPECIAL NOTE
The position is contingent upon candidate’s ability to meet physical and medical requirements as needed by the position; including compliance with all applicable federal, state, and local jurisdictional requirements.
BENEFITS AND COMPENSATION
At MAG Aerospace, we value your contributions providing our employees with a robust Total Rewards package that supports your total well-being. Full-time and part-time employees working at least 30 hours a week on a regular basis are eligible to participate in MAG's Total Rewards programs. Our offerings include health, life, disability, financial, and retirement benefits as well as paid leave, professional development, and tuition assistance. Individuals that do not meet the threshold are only eligible for select offerings not inclusive of health benefits. We encourage you to learn more about our Total Rewards Program by visiting the Resource page on our Careers site.
Salary at MAG Aerospace is determined by various factors including but not limited to location, the particular combination of education, knowledge, skills, competencies, and experience as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $70,000 to $80,000 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of MAG's total compensation package for employees.
Position Summary
We are looking for an organized and driven individual, who is comfortable being a member of a fast-paced team. The ability to multi-task, while maintaining complex daily activities and providing administrative support, is essential in this position.
The Human Resource (HR) Analyst will oversee and/or support all areas of the HR lifecycle including but not limited to: onboarding, maintaining employee files, employment verifications and investigations, compliance with state and federal laws. The HR Analyst will also lead HR programs and projects such as Learning, reverification projects, Annual Compliance Training, and more projects that come up.
ESSENTIAL DUTIES AND RESPONSIBILITIES
HR Operations
- Manage and oversee new hire onboarding process, and act as primary POC for internal teams for new hire set up.
- Data entry and maintaining accuracy in UKG for employee setup based on job level and type.
- Conduct Employment Verifications for Background Investigations.
- Primary POC for general employee inquiries and the management of the HR Operations and HRIS email inboxes.
- FLSA Audit and management. Conduct or assist with classification audits to ensure that jobs are properly classified as exempt or nonexempt.
- Ensures compliance with data privacy regulations and best practices.
- Manage I-9 verification and reverification for all new hires to maintain USCIS compliance.
- Conduct and lead new hire orientation.
- Regularly review and enhance onboarding and orientation content and procedures to ensure all policy and document acknowledgements are up to date and compliant.
- Train internal team POCs on system administration of HRIS and Learning Management System.
- Review HR Operations vendor relationships and complete due diligence on relationships and agreements.
- Process vendor invoices.
Employee Lifecycle
- Facilitate implementation of new training, development, and other related initiatives.
- Own usage of Learning Management System; including trainings for annual requirements or learning opportunities, employee access, and training internal team POCs on system administration.
- Manage the launch, preparation, and completion of company-wide Annual Compliance Training.
- Partner with internal teams to create curriculum and assignment groups for Annual Compliance Training, monitor deadlines and completion statistics for reporting to leadership.
- May guide and/or assist with performance, benefit, and compensation review and evaluation processes.
- Process Leave of Absence Requests in partnership with Total Rewards Team.
- Identify and recommend reasonable short- and long-term goals, milestones, and benchmarks for key performance metrics.
- Backup support to HR Business partners, including but not limited to offer approvals, terminations, and data collection.
HR Analytics
- Collect and compile HR metrics and data from a variety of sources including the human resource information system (HRIS) and payroll outputs, may assist with exit interviews, employment records, government labor statistics, competitors’ practices, and other sources.
- Analyze data and statistics for trends and patterns with attention to recruitment, hiring practices, turnover, and compliance with employment laws and regulations.
- Prepare reports of data results, presenting and explaining findings to senior leadership.
- Manage system workflows, approvals, mass imports/uploads and support leadership or internal teams with change requests as needed.
- Primary POC for HRIS vendor UKG.
- Based on metrics and analysis, makes recommendations for policies and activities to improve the organizational culture including suggestions to attract and hire qualified candidates, to motivate and retain employees, to address staffing issues, and to maintain legal compliance.
- Performs other duties as assigned.
REQUIREMENTS
Required Skills/Abilities:
- Excellent verbal and written communication skills.
- Strong analytical and problem-solving skills.
- Thorough understanding of local, state, and federal laws involving employment, HR, and HR policies.
- Proficient with Microsoft Office Suite or related software.
- Proficient with or the ability to quickly learn the organization’s HRIS, payroll, and similar employee management software.
Education and Experience:
- Bachelor’s degree in Human Resources, Business Administration, Industrial Psychology, or related field required.
- Two to three years of experience in related areas such as job classification and compensation, recruitment, selection, training, employee benefits, and/or equal opportunity compliance preferred.
Physical Requirements:
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at times.
SPECIAL NOTE
The position is contingent upon candidate’s ability to meet physical and medical requirements as needed by the position; including compliance with all applicable federal, state, and local jurisdictional requirements.
BENEFITS AND COMPENSATION
At MAG Aerospace, we value your contributions providing our employees with a robust Total Rewards package that supports your total well-being. Full-time and part-time employees working at least 30 hours a week on a regular basis are eligible to participate in MAG's Total Rewards programs. Our offerings include health, life, disability, financial, and retirement benefits as well as paid leave, professional development, and tuition assistance. Individuals that do not meet the threshold are only eligible for select offerings not inclusive of health benefits. We encourage you to learn more about our Total Rewards Program by visiting the Resource page on our Careers site.
Salary at MAG Aerospace is determined by various factors including but not limited to location, the particular combination of education, knowledge, skills, competencies, and experience as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $70,000 to $80,000 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of MAG's total compensation package for employees.
See all 4,049+ HR Operations Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HR Operations Analyst roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a HR Operations Analyst
Target employers with established HR functions
Large companies with dedicated HR departments are far more likely to sponsor than small businesses. Firms with 500+ employees typically have legal infrastructure and budget to support H-1B or other work visa petitions for HR roles.
Emphasize your degree field in applications
H-1B eligibility for HR Operations Analyst roles hinges on your degree matching the position. A bachelor's in human resources, business administration, organizational psychology, or information systems strengthens your specialty occupation case significantly.
Highlight systems experience prominently
HR Operations roles that involve HRIS platforms like Workday, SAP SuccessFactors, or Oracle HCM are easier to defend as specialty occupations. Technical system expertise differentiates your application from generalist HR candidates and supports sponsorship approval.
Clarify your work authorization status early
Bring up sponsorship needs before final interview stages, not after an offer. Framing it as a straightforward process reduces employer hesitation and lets HR teams verify their legal team's capacity before investing further in your candidacy.
Look for companies already filing HR LCAs
Employers who have sponsored HR Operations or HR Analyst roles before have cleared internal approval processes and understand the cost. Targeting these companies avoids the friction of educating an employer on sponsorship from scratch.
Consider OPT or STEM OPT as a bridge
If you graduated with a qualifying STEM degree such as information systems or applied psychology, you may have up to three years of OPT work authorization. This gives employers time to assess fit before committing to H-1B sponsorship.
Frequently Asked Questions
Does an HR Operations Analyst role qualify for H-1B sponsorship?
Yes, HR Operations Analyst positions can qualify as H-1B visa specialty occupations when the role requires a bachelor's degree or higher in a specific field such as human resources, business administration, or information systems. The key is demonstrating that the position is complex enough to require that specific theoretical knowledge, routine HR administrative tasks without a degree requirement typically do not qualify. Roles involving HRIS implementation, workforce analytics, or compliance work are the strongest candidates.
What degree do I need for an HR Operations Analyst role to get sponsored?
Most sponsoring employers require a bachelor's degree in human resources, business administration, organizational behavior, or a related field. Some roles accepting information systems or applied psychology degrees also qualify. If your degree is in an unrelated field, employers and immigration attorneys will evaluate whether your coursework or experience substantially aligns with the HR Operations function, this is a case-by-case determination that USCIS scrutinizes closely.
How competitive is H-1B sponsorship for HR roles compared to tech jobs?
HR Operations Analyst roles face more scrutiny than software engineering positions because USCIS has historically questioned whether all HR roles require specialized degree knowledge. Approval rates are lower for generalist HR titles than for technical roles. Positions tied to specific systems, analytics, or compliance functions, and supported by strong documentation of degree requirements, have meaningfully better approval odds. Working with an experienced immigration attorney to build the specialty occupation argument is especially important here.
Can I find HR Operations Analyst jobs that sponsor visas on Migrate Mate?
Yes. Migrate Mate is built specifically for job seekers who need visa sponsorship, so every listing on the platform is from employers open to sponsoring. You can filter for HR Operations Analyst roles and see which companies have an active history of sponsoring work visas, saving time you would otherwise spend screening out employers who won't sponsor.
Does my Australian three-year bachelor's degree count for H-1B purposes as an HR Operations Analyst?
Generally yes. USCIS and most immigration attorneys treat Australian three-year bachelor's degrees as equivalent to U.S. four-year degrees for H-1B purposes, particularly when the degree is in a directly relevant field like human resources or business. A credential evaluation from a NACES-approved organization is typically required to formally establish equivalency, and your employer's immigration attorney will usually arrange this as part of the petition process.
What is the prevailing wage requirement for sponsored HR Operations Analyst 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.