HRIS Manager Jobs in USA with Visa Sponsorship
HRIS Manager roles qualify as H-1B visa specialty occupations when tied to a directly related degree in information systems, human resources, or business. Employers in this space file LCAs regularly, and candidates with Workday or SAP HCM expertise attract the strongest sponsorship interest.
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Get Access To All JobsINTRODUCTION
Wahl Empowers People To Be Their Best!
Connecting People, Technology, and Data on a Global Scale
At Wahl Clipper, people processes are only as strong as the systems that support them. As our global workforce continues to evolve, data integrity, user experience, and technology enablement have become critical drivers of organizational success. As the HRIS Manager, you will serve as the HR-side owner of our global SAP SuccessFactors environment, helping ensure that our HR systems remain accurate, reliable, secure, and positioned to support strategic decision-making around the world. This is a highly visible role that blends technology, analytics, process improvement, and business partnership. You'll work at the center of Human Resources, IT, Security, Payroll, and global business operations, helping transform HR data into meaningful insights and exceptional employee experiences.
ROLE AND RESPONSIBILITIES
As a HRIS Manager, your day to day will include:
- Own day-to-day administration of SAP SuccessFactors Employee Central, including its data structures, business rules, and approved configuration.
- Serve as the primary liaison between HR Module Owners, and Wahl IT / Security, and the SAP / AMS Partner, translating business needs into clear system requirements.
- Provide hands-on, step-by-step guidance to HR Module Owners and HR users, who are primarily business-focused rather than technical, on system tasks, changes, testing, and issue resolution.
- Build user-friendly job aids and process documentation for Employee Central, and train users on it; advise HR Module Owners, who own training and adoption for their modules.
- Own the HR system support process end to end and serve as the first point of contact for HR system questions from HR, managers, and employees; log, track, and resolve support tickets.
- Triage incoming issues and route technical issues to Wahl IT / Security and the SAP / AMS Partner.
- Set intake categories, severity levels, and service levels for the support queue, and analyze recurring issues to drive permanent fixes.
- Reproduce and document SAP product defects, raise them through the SAP / AMS Partner, which owns resolution, and confirm fixes before closing.
- Own the accuracy of employee records, organizational structure, positions, job codes, and locations.
- Conduct regular data audits and correct errors in partnership with Local HR and Country Payroll.
- Protect confidential employee data (PII) and support resolution of PII data issues with Wahl IT / Security.
- Gather requirements, document, and configure system changes within approved limits; changes are approved by the Sr. Manager, Compensation / HRIS Lead.
- Help define and maintain the approval process for requested system changes.
- Review SAP release cycle: review release notes, perform HR-side regression testing, and provide HR sign-off; Wahl IT / Security leads troubleshooting and rollout.
- Request and verify role-based permissions; Wahl IT / Security approves and grants access.
- Build and maintain standard and ad hoc HR reports, including headcount, turnover, and other workforce metrics.
- Develop dashboards for HR leaders and evaluate use of the Global Data Warehouse for HR reporting.
- Own the HR report catalog and lead the reporting workstream in each implementation phase, from requirements through build, testing, and sign-off.
- Provide HR input on integrations and technical incidents (led by Wahl IT / Security) and payroll output validation (led by Country Payroll).
- Provide input on system priorities, approvals, and escalations, which are owned by the Sr. Manager, Compensation / HRIS Lead.
- Coordinate HR Module Owners' regression testing during SAP releases and support adoption of their modules.
- Accuracy and integrity of global employee and foundation data.
- Timely and effective resolution of user support requests.
- Reliable, timely HR reporting and analytics used by HR leaders.
- Well-planned SAP release testing and timely release sign-off.
- Complete, well-documented change requests that follow the approved process.
- Growing system confidence among HR Module Owners and users.
- Accurate role-based permission administration and protection of confidential employee data.
BASIC QUALIFICATIONS
- Bachelor's degree in Human Resources, Information Systems, Business, or a related field, or equivalent experience.
- 5+ years of experience in HRIS, HR operations, or HR systems roles, including leading system projects or release cycles.
- Hands-on experience with SAP SuccessFactors Employee Central, including configuration and data management.
- Advanced Excel skills and experience building HR reports.
- Experience planning and running regression testing for system releases.
- Demonstrated discretion in handling confidential employee data (PII).
- Strong communication skills and a patient, coaching-oriented approach to supporting non-technical users.
- Ability to work independently in a remote environment while collaborating effectively across teams.
- Ability to travel occasionally to the office.
- Demonstrates behaviors consistent with The Wahl Way values.
PREFERRED QUALIFICATIONS
- SAP SuccessFactors Employee Central certification.
- Working knowledge of other SuccessFactors modules (e.g., Recruiting, Performance Goals, Compensation, Learning).
- Experience with system go-lives.
- Experience supporting HR in multiple countries.
- Knowledge of how HR data feeds payroll.
- Familiarity with role-based permissions and data privacy regulations such as GDPR.
- Experience with SuccessFactors People Analytics (Story reports).
WHY YOU'LL LOVE WAHL CLIPPER
We offer a competitive benefits package designed to support your well-being and growth, including:
- Low-cost BCBSIL medical, dental, and vision plans
- A generous company-matched 401(k) and profit sharing
- Tuition support to fuel your learning
- Paid holidays and a vibrant, casual work environment
But that's just the beginning. At Wahl, you'll also enjoy:
- A legacy of quality and innovation.
- A team that values your expertise and ideas.
- Opportunities to grow and contribute to meaningful projects.
- A culture built on respect, precision, and progress.
Ready to Transform HR Through Technology?
If you're passionate about HR systems, workforce analytics, process improvement, and helping organizations leverage technology to better serve their people, we'd love to hear from you. Join Wahl Clipper and play a key role in shaping the future of Human Resources on a global scale.
LI-TR1
LI-HYBRID
INTRODUCTION
Wahl Empowers People To Be Their Best!
Connecting People, Technology, and Data on a Global Scale
At Wahl Clipper, people processes are only as strong as the systems that support them. As our global workforce continues to evolve, data integrity, user experience, and technology enablement have become critical drivers of organizational success. As the HRIS Manager, you will serve as the HR-side owner of our global SAP SuccessFactors environment, helping ensure that our HR systems remain accurate, reliable, secure, and positioned to support strategic decision-making around the world. This is a highly visible role that blends technology, analytics, process improvement, and business partnership. You'll work at the center of Human Resources, IT, Security, Payroll, and global business operations, helping transform HR data into meaningful insights and exceptional employee experiences.
ROLE AND RESPONSIBILITIES
As a HRIS Manager, your day to day will include:
- Own day-to-day administration of SAP SuccessFactors Employee Central, including its data structures, business rules, and approved configuration.
- Serve as the primary liaison between HR Module Owners, and Wahl IT / Security, and the SAP / AMS Partner, translating business needs into clear system requirements.
- Provide hands-on, step-by-step guidance to HR Module Owners and HR users, who are primarily business-focused rather than technical, on system tasks, changes, testing, and issue resolution.
- Build user-friendly job aids and process documentation for Employee Central, and train users on it; advise HR Module Owners, who own training and adoption for their modules.
- Own the HR system support process end to end and serve as the first point of contact for HR system questions from HR, managers, and employees; log, track, and resolve support tickets.
- Triage incoming issues and route technical issues to Wahl IT / Security and the SAP / AMS Partner.
- Set intake categories, severity levels, and service levels for the support queue, and analyze recurring issues to drive permanent fixes.
- Reproduce and document SAP product defects, raise them through the SAP / AMS Partner, which owns resolution, and confirm fixes before closing.
- Own the accuracy of employee records, organizational structure, positions, job codes, and locations.
- Conduct regular data audits and correct errors in partnership with Local HR and Country Payroll.
- Protect confidential employee data (PII) and support resolution of PII data issues with Wahl IT / Security.
- Gather requirements, document, and configure system changes within approved limits; changes are approved by the Sr. Manager, Compensation / HRIS Lead.
- Help define and maintain the approval process for requested system changes.
- Review SAP release cycle: review release notes, perform HR-side regression testing, and provide HR sign-off; Wahl IT / Security leads troubleshooting and rollout.
- Request and verify role-based permissions; Wahl IT / Security approves and grants access.
- Build and maintain standard and ad hoc HR reports, including headcount, turnover, and other workforce metrics.
- Develop dashboards for HR leaders and evaluate use of the Global Data Warehouse for HR reporting.
- Own the HR report catalog and lead the reporting workstream in each implementation phase, from requirements through build, testing, and sign-off.
- Provide HR input on integrations and technical incidents (led by Wahl IT / Security) and payroll output validation (led by Country Payroll).
- Provide input on system priorities, approvals, and escalations, which are owned by the Sr. Manager, Compensation / HRIS Lead.
- Coordinate HR Module Owners' regression testing during SAP releases and support adoption of their modules.
- Accuracy and integrity of global employee and foundation data.
- Timely and effective resolution of user support requests.
- Reliable, timely HR reporting and analytics used by HR leaders.
- Well-planned SAP release testing and timely release sign-off.
- Complete, well-documented change requests that follow the approved process.
- Growing system confidence among HR Module Owners and users.
- Accurate role-based permission administration and protection of confidential employee data.
BASIC QUALIFICATIONS
- Bachelor's degree in Human Resources, Information Systems, Business, or a related field, or equivalent experience.
- 5+ years of experience in HRIS, HR operations, or HR systems roles, including leading system projects or release cycles.
- Hands-on experience with SAP SuccessFactors Employee Central, including configuration and data management.
- Advanced Excel skills and experience building HR reports.
- Experience planning and running regression testing for system releases.
- Demonstrated discretion in handling confidential employee data (PII).
- Strong communication skills and a patient, coaching-oriented approach to supporting non-technical users.
- Ability to work independently in a remote environment while collaborating effectively across teams.
- Ability to travel occasionally to the office.
- Demonstrates behaviors consistent with The Wahl Way values.
PREFERRED QUALIFICATIONS
- SAP SuccessFactors Employee Central certification.
- Working knowledge of other SuccessFactors modules (e.g., Recruiting, Performance Goals, Compensation, Learning).
- Experience with system go-lives.
- Experience supporting HR in multiple countries.
- Knowledge of how HR data feeds payroll.
- Familiarity with role-based permissions and data privacy regulations such as GDPR.
- Experience with SuccessFactors People Analytics (Story reports).
WHY YOU'LL LOVE WAHL CLIPPER
We offer a competitive benefits package designed to support your well-being and growth, including:
- Low-cost BCBSIL medical, dental, and vision plans
- A generous company-matched 401(k) and profit sharing
- Tuition support to fuel your learning
- Paid holidays and a vibrant, casual work environment
But that's just the beginning. At Wahl, you'll also enjoy:
- A legacy of quality and innovation.
- A team that values your expertise and ideas.
- Opportunities to grow and contribute to meaningful projects.
- A culture built on respect, precision, and progress.
Ready to Transform HR Through Technology?
If you're passionate about HR systems, workforce analytics, process improvement, and helping organizations leverage technology to better serve their people, we'd love to hear from you. Join Wahl Clipper and play a key role in shaping the future of Human Resources on a global scale.
LI-TR1
LI-HYBRID
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Get Access To All JobsTips for Finding Visa Sponsorship as a HRIS Manager
Frame your HRIS credentials around system ownership
Consular officers and USCIS adjudicators look for a direct line between your degree and your role. Emphasize system implementation, data architecture, or analytics ownership, not just administration, to reinforce the specialty occupation argument.
Target employers with active LCA filing histories
Use Migrate Mate to find employers with verified H-1B LCA filings for HRIS and HR technology roles, so you're applying to companies that have already cleared the sponsorship decision rather than starting that conversation from scratch.
Prioritize enterprise employers running multi-module HCM platforms
Large organizations running Workday, SAP SuccessFactors, or Oracle HCM across multiple business units generate the most complex HRIS needs and are more likely to sponsor because replacing a mid-implementation manager is costly.
Check prevailing wage tiers before accepting an offer
Your employer's LCA must certify your wage at or above the DOL prevailing wage for your location and job title. Use the OFLC Wage Search to verify which wage level your offer falls under before you counter or sign.
Anticipate PERM labor certification timelines for green card planning
If your employer plans to sponsor you for a green card, PERM requires a full recruitment cycle proving no qualified U.S. workers are available. HRIS Manager is not a shortage occupation, so budget 18 to 24 months from PERM filing to I-140 approval.
Document integrations and project scope in your offer letter
If your role bridges HRIS and IT, make sure your offer letter spells out technical duties like API integrations, data migration, or vendor management. Vague HR titles invite RFEs questioning whether the position qualifies as a specialty occupation.
Frequently Asked Questions
Does an HRIS Manager role qualify as an H-1B specialty occupation?
Yes, provided the position genuinely requires a bachelor's degree or higher in a directly related field such as information systems, computer science, human resources, or business administration. If the job posting accepts any degree or substitutes experience freely, USCIS may issue an RFE challenging specialty occupation status. Roles centered on system configuration, data governance, or HCM platform implementation carry the strongest qualifying arguments.
What degree background do HRIS Manager sponsorship candidates typically need?
Most employers sponsoring this role expect a bachelor's in information systems, HR, business, or a closely related field. A general business degree may be accepted when paired with significant platform-specific credentials such as Workday Pro or SAP certifications, but the degree-to-role connection must hold up under USCIS scrutiny. Unrelated degrees in fields like arts or social sciences create meaningful specialty occupation risk.
Which visa types are realistic for HRIS Manager candidates?
H-1B is the primary path for most nationalities. Australian citizens can pursue the E-3 visa, which has no lottery and a cap that has never been exhausted. Chilean and Singaporean nationals may qualify for the H-1B1 visa under their respective USMCA-adjacent treaty allocations. TN visa is not an option for HRIS Manager, as the role does not appear on the USMCA profession list.
How do I find employers actively sponsoring HRIS Manager positions?
Browse Migrate Mate's job listings for HRIS Manager roles, which are sourced from employers with verified sponsorship filing history. This saves time by surfacing companies that have already committed to sponsoring candidates in HR technology roles, rather than applying broadly and discovering a company's policy only at the offer stage.
Can an HRIS Manager on H-1B change employers mid-project?
Yes. Under H-1B portability, you can start with a new employer once the new petition is filed, without waiting for USCIS approval, as long as you've been in valid H-1B status and the new role also qualifies as a specialty occupation. Mid-project transitions are common in HRIS because implementations attract contract and permanent opportunities simultaneously, but confirm the new employer is prepared to file immediately to avoid any gap.
What is the prevailing wage requirement for sponsored HRIS Manager 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.