HR Operations Specialist Jobs in USA with Visa Sponsorship
HR Operations Specialists are routinely sponsored on H-1B visas, but approval depends on framing the role as a specialty occupation requiring a degree in human resources, business administration, or a related field. Employers in tech, healthcare, and professional services sponsor this role most consistently. 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 16,129+ HR Operations Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HR Operations Specialist roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a HR Operations Specialist
Target industries with established HR sponsorship track records
Tech companies, healthcare systems, and large financial services firms file H-1B petitions for HR Operations roles far more consistently than small businesses. Focusing your search on these industries meaningfully improves your odds of finding a willing sponsor.
Emphasize the specialty occupation case in your application
USCIS scrutinizes HR roles for specialty occupation status. Highlight responsibilities that require specialized knowledge, such as HRIS implementation, compliance program management, or workforce analytics, rather than generalist administrative duties that any degree could support.
Align your degree field to the role description as closely as possible
A degree in human resources management, organizational psychology, or business administration strengthens your petition. If your degree is in an unrelated field, document how your coursework and experience connect directly to the HR operations functions you will perform.
Look for employers with prior HR sponsorship history
Companies that have sponsored HR Operations Specialists before have established internal processes and legal counsel familiar with the specialty occupation argument. These employers are significantly more likely to approve sponsorship requests than those encountering the process for the first time.
Prepare your employer for the LCA and prevailing wage process
Many employers hesitate because they do not understand the Labor Condition Application requirements. Offering a clear, simple explanation of what is involved, and confirming the role meets prevailing wage levels, removes a common barrier before it becomes a reason to decline.
Browse HR Operations roles on Migrate Mate to find sponsorship-ready employers
Migrate Mate curates job listings from employers who have demonstrated willingness to sponsor work visas. Filtering to HR Operations roles surfaces companies already open to the conversation, which reduces wasted applications to employers who will not sponsor.
Frequently Asked Questions
Can an HR Operations Specialist role qualify as a specialty occupation for H-1B purposes?
Yes, but the petition needs to be carefully constructed. USCIS requires that the role normally requires a bachelor's degree or higher in a specific field. HR Operations roles focused on HRIS systems, compliance, or workforce planning are stronger candidates than general HR coordinator positions. The job description must clearly require specialized knowledge, not just broad business acumen.
Which visa types are most commonly used to sponsor HR Operations Specialists?
The H-1B is the primary path for most HR Operations Specialists. Australians may qualify for the E-3 visa, which has no lottery and processes faster. Canadians and Mexicans can explore the TN visa under the USMCA, which covers HR-related professional roles. L-1 visa transfers are an option for those already working for a multinational employer abroad.
What degree does an HR Operations Specialist typically need for visa sponsorship?
A bachelor's degree in human resources, business administration, industrial-organizational psychology, or a closely related field is the standard expectation. USCIS will review whether the degree field directly relates to the duties of the specific role. A general business degree is usually acceptable if the job description emphasizes HR-specific functions over generic management tasks.
How often do USCIS approve H-1B petitions for HR roles, and what are the main denial reasons?
HR roles face higher scrutiny than engineering or IT positions because USCIS sometimes questions whether they meet the specialty occupation standard. Common denial reasons include job descriptions that list duties performable by someone without a specific degree, or roles that appear primarily administrative. Petitions with detailed, technically specific duty descriptions and strong employer support letters have meaningfully better outcomes.
Where can I find HR Operations Specialist jobs where the employer is open to sponsorship?
Migrate Mate lists HR Operations roles from employers who have indicated willingness to sponsor work visas, which removes the guesswork of cold-applying to companies that will decline. Filtering by role and visa type on Migrate Mate lets you prioritize employers already familiar with the sponsorship process, which significantly improves your chances of reaching an offer stage.
What is the prevailing wage requirement for sponsored HR Operations Specialist 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.