Human Resources Jobs in USA with Visa Sponsorship
Human resources professionals are sponsored most reliably for people analytics, compensation analysis, and HRIS roles at Google, Amazon, Meta, Microsoft, and multinational firms like Deloitte and Unilever, where specific degrees in I/O psychology, statistics, or information systems strengthen H-1B classification. L-1 transfers from international HR operations teams bypass the lottery entirely for experienced HR business partners at companies with global workforces.
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Our vision is to ensure that “Washington state’s children and youth grow up safe and healthy—thriving physically, emotionally, and academically, nurtured by family and community."
Job Title: Human Resource Consultant 1 (HRC1)
Location: Thurston County - Olympia, WA (Hybrid with at least 2-4 times monthly in office at Olympia, the first 1-2 months of onboarding will be more frequent)
Closes: March 23rd, 2026
Salary: $4,428.00 - $5,956.00 Monthly
We are pleased to announce that we are looking for a talented HRC1 to join our fun, collaborative team. We value individuals that embody DCYF's core values of inclusion, respect, integrity, compassion, and transparency. As an HRC1, your role will play a meaningful part in advancing the agency's overall mission. While your responsibilities may often be behind the scenes, your work will directly support the dedicated team working towards improving long-term outcomes for the children, youth, and families we serve. We take pride in serving as a strategic partner to those we support, maintaining a strong work ethic and a commitment to cultivating a positive work environment. We also recognize the importance of team-building and enjoy our team gatherings. We are seeking a motivated individual to support our DCYF Headquarters Division in Olympia.
Opportunity
This position contributes to the agency’s mission to protect children and strengthen families by providing first-level professional Human Resource (HR) consultation and advice within an assigned region(s) or functional areas. This position has primary responsibility to consult with and provide first-level assistance to managers, supervisors, and employees regarding human resource issues including Department of Children, Youth, and Families (DCYF) policies, procedures, Civil service laws (WAC), Collective Bargaining Agreements (CBA) and laws pertaining to the Family and Medical Leave Act (FMLA) and the Fair Labor Standards Act (FLSA). The incumbent works under the regular guidance of higher-level human resource professionals.
Some Of What You Will Get To Do
- Consult with staff to offer guidance on HR-related procedures, guidelines, and policies.
- Manage all personnel and payroll actions associated with new hires, promotions, demotions, transfers, and other employee changes.
- Coordinate and lead new employee orientation, providing a comprehensive overview of the benefits available to state employees.
- Provide guidance to management and staff regarding job classification, salary, seniority and/or anniversary dates, review periods, leave use, and holidays.
- Explain and assist staff with the completion of HR-related documents.
- Respond to inquiries from employees, managers, and members of the public.
- Assist with processing and reviewing position allocation and recruitment requests.
- May assist with the initial stages of protected leave.
- This position involved utilizing multiple system platforms, making strong technical and organizational skills essential.
Required Qualifications
- Four (4) years of work experience in an office or human resources setting, or related field OR a mixture of relevant education and experience equaling four (4) years.
- Education must be with an emphasis on business or public administration, human resources, social or organizational behavioral sciences, or a related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA).
Preferred/Desired Qualifications
- SHRM-CP/SCP, S/PHR, or other professional HR certification
- Professional experience providing consultation and administrative support within a Human Resources Office.
- HRMS and NeoGov experience.
How do I apply?
Complete your applicant profile on careers.wa.gov and attach the following documents:
- Current resume detailing experience and education.
- Letter of Interest.
Supplemental Information
The Department of Children, Youth, and Families (DCYF) is committed to Washington’s children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway. The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.
This recruitment may be used to fill multiple vacancies. If you have any questions pertaining to this recruitment or if you would like to request an accommodation throughout the application/interview process, contact Cole Alford (Talent Acquisition Specialist) at cole.alford@dcyf.wa.gov. If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855) 524-5627 or emailsupport@neogov.com.
“Applicants who meet the minimum qualifications and wish to claim Veteran's Preference MUST attach a copy of their DD214 or NGB Form 22, or other verification of military service. Please blackout (redact) the social security number before attaching any documents. For additional information on Veteran's Preference and guidance on how to determine if you are eligible, click here.”
Persons needing accommodation in the application process or this announcement in an alternative format may call the Telecommunications Device for the Deaf (TDD) at 360-664-1960.
More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation. We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read About Our Benefits
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state. Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts. To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs. Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses. Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction. The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement And Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site. Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year. Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information. Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 non-overtime hours during the month of the holiday; or for the entire work shift preceding the holiday. Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave. Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 non-overtime hours in a month do not earn a monthly accrual of vacation leave. Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro-rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional Leave
- Leave Sharing
- Parental Leave
- Family and Medical Leave Act (FMLA)
- Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 01-07-2026
Description
Our vision is to ensure that “Washington state’s children and youth grow up safe and healthy—thriving physically, emotionally, and academically, nurtured by family and community."
Job Title: Human Resource Consultant 1 (HRC1)
Location: Thurston County - Olympia, WA (Hybrid with at least 2-4 times monthly in office at Olympia, the first 1-2 months of onboarding will be more frequent)
Closes: March 23rd, 2026
Salary: $4,428.00 - $5,956.00 Monthly
We are pleased to announce that we are looking for a talented HRC1 to join our fun, collaborative team. We value individuals that embody DCYF's core values of inclusion, respect, integrity, compassion, and transparency. As an HRC1, your role will play a meaningful part in advancing the agency's overall mission. While your responsibilities may often be behind the scenes, your work will directly support the dedicated team working towards improving long-term outcomes for the children, youth, and families we serve. We take pride in serving as a strategic partner to those we support, maintaining a strong work ethic and a commitment to cultivating a positive work environment. We also recognize the importance of team-building and enjoy our team gatherings. We are seeking a motivated individual to support our DCYF Headquarters Division in Olympia.
Opportunity
This position contributes to the agency’s mission to protect children and strengthen families by providing first-level professional Human Resource (HR) consultation and advice within an assigned region(s) or functional areas. This position has primary responsibility to consult with and provide first-level assistance to managers, supervisors, and employees regarding human resource issues including Department of Children, Youth, and Families (DCYF) policies, procedures, Civil service laws (WAC), Collective Bargaining Agreements (CBA) and laws pertaining to the Family and Medical Leave Act (FMLA) and the Fair Labor Standards Act (FLSA). The incumbent works under the regular guidance of higher-level human resource professionals.
Some Of What You Will Get To Do
- Consult with staff to offer guidance on HR-related procedures, guidelines, and policies.
- Manage all personnel and payroll actions associated with new hires, promotions, demotions, transfers, and other employee changes.
- Coordinate and lead new employee orientation, providing a comprehensive overview of the benefits available to state employees.
- Provide guidance to management and staff regarding job classification, salary, seniority and/or anniversary dates, review periods, leave use, and holidays.
- Explain and assist staff with the completion of HR-related documents.
- Respond to inquiries from employees, managers, and members of the public.
- Assist with processing and reviewing position allocation and recruitment requests.
- May assist with the initial stages of protected leave.
- This position involved utilizing multiple system platforms, making strong technical and organizational skills essential.
Required Qualifications
- Four (4) years of work experience in an office or human resources setting, or related field OR a mixture of relevant education and experience equaling four (4) years.
- Education must be with an emphasis on business or public administration, human resources, social or organizational behavioral sciences, or a related field from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA).
Preferred/Desired Qualifications
- SHRM-CP/SCP, S/PHR, or other professional HR certification
- Professional experience providing consultation and administrative support within a Human Resources Office.
- HRMS and NeoGov experience.
How do I apply?
Complete your applicant profile on careers.wa.gov and attach the following documents:
- Current resume detailing experience and education.
- Letter of Interest.
Supplemental Information
The Department of Children, Youth, and Families (DCYF) is committed to Washington’s children and youth growing up safe, healthy, and thriving. We invite all candidates to join us in our mission to create a diverse and equitable workplace that reflects the communities we serve. If you are excited about this role but you believe that your education and/or experience might not align perfectly with every qualification in the job posting, we encourage you to apply anyway. The Department of Children, Youth, and Families (DCYF) is an equal opportunity employer and does not discriminate on the basis of age, sex, marital status, sexual orientation, race, creed, color, national origin, honorably discharged veteran or military status, or the presence of any sensory, mental, or physical disability or the use of a trained service animal by a person with a disability.
This recruitment may be used to fill multiple vacancies. If you have any questions pertaining to this recruitment or if you would like to request an accommodation throughout the application/interview process, contact Cole Alford (Talent Acquisition Specialist) at cole.alford@dcyf.wa.gov. If you're experiencing technical difficulties creating, accessing or completing your application, call NEOGOV toll-free at (855) 524-5627 or emailsupport@neogov.com.
“Applicants who meet the minimum qualifications and wish to claim Veteran's Preference MUST attach a copy of their DD214 or NGB Form 22, or other verification of military service. Please blackout (redact) the social security number before attaching any documents. For additional information on Veteran's Preference and guidance on how to determine if you are eligible, click here.”
Persons needing accommodation in the application process or this announcement in an alternative format may call the Telecommunications Device for the Deaf (TDD) at 360-664-1960.
More than Just a Paycheck!
Employee benefits are not just about the kind of services you get, they are also about how much you may have to pay out of pocket. Washington State offers one of the most competitive benefits packages in the nation. We understand that your life revolves around more than just your career. Like everyone, your first priority is ensuring that you and your family will maintain health and financial security. That's why choice is a key component of our benefits package. We have a selection of health and retirement plans, paid leave, staff training and other compensation benefits that you can mix and match to meet your current and future needs.
Read About Our Benefits
The following information describes typical benefits available for full-time employees who are expected to work more than six months. Actual benefits may vary by appointment type or be prorated for other than full-time work (e.g. part-time); view the job posting for benefits details for job types other than full-time.
Insurance Benefits
Employees and their families are covered by medical (including vision), dental and basic life insurance. There are multiple medical plans with affordable monthly premiums that offer coverage throughout the state. Staff are eligible to enroll each year in a medical flexible spending account which enables them to use tax-deferred dollars toward their health care expenses. Employees are also covered by basic life and long-term disability insurance, with the option to purchase additional coverage amounts. To view premium rates, coverage choice in your area and how to enroll, please visit the Public Employees Benefits Board (PEBB) website. The Washington Wellness program from the Health Care Authority works with PEBB to support our workplace wellness programs. Dependent care assistance allows the employee to save pre-tax dollars for a child or elder care expenses. Other insurance coverage for auto, boat, home, and renter insurance is available through payroll deduction. The Washington State Employee Assistance Program promotes the health and well-being of employees.
Retirement And Deferred Compensation
State Employees are members of the Washington Public Employees' Retirement System (PERS). New employees have the option of two employer contributed retirement programs. For additional information, check out the Department of Retirement Systems' web site. Employees also have the ability to participate in the Deferred Compensation Program (DCP). This is a supplemental retirement savings program (similar to an IRA) that allows you control over the amount of pre-tax salary dollars you defer as well as the flexibility to choose between multiple investment options.
Social Security
All state employees are covered by the federal Social Security and Medicare systems. The state and the employee pay an equal amount into the system.
Public Service Loan Forgiveness
If you are employed by a government or not-for-profit organization, and meet the qualifying criteria, you may be eligible to receive student loan forgiveness under the Public Service Loan Forgiveness Program.
Holidays
Full-time and part-time employees are entitled to paid holidays and one paid personal holiday per calendar year. Employees who are members of certain Unions may be entitled to additional personal leave day(s), please refer to position specific Collective Bargaining Agreements for more information. Full-time employees who work full monthly schedules qualify for holiday compensation if they are employed before the holiday and are in pay status for at least 80 non-overtime hours during the month of the holiday; or for the entire work shift preceding the holiday. Part-time employees who are in pay status during the month of the holiday qualify for the holiday on a pro-rata basis. Compensation for holidays (including personal holiday) will be proportionate to the number of hours in pay status in the month to that required for full-time employment, excluding all holiday hours. Pay status includes hours worked and time on paid leave.
Sick Leave
Full-time employees earn eight hours of sick leave per month. Overtime eligible employees who are in pay status for less than 80 hours per month earn a monthly proportionate to the number of hours in pay status, in the month to that required for full-time employment. Overtime exempt employees who are in pay status for less than 80 hours per month do not earn a monthly accrual of sick leave. Sick leave accruals for part-time employees will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
Vacation (Annual Leave)
Full-time employees accrue vacation leave at the rates specified in WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA). Full-time employees who are in pay status for less than 80 non-overtime hours in a month do not earn a monthly accrual of vacation leave. Part-time employees accrue vacation leave hours in accordance with WAC 357-31-165(1) or the applicable collective bargaining agreement (CBA) on a pro-rata basis. Vacation leave accrual will be proportionate to the number of hours in pay status, in the month to that required for full-time employment. Pay status includes hours worked, time on paid leave and paid holiday.
As provided in WAC 357-58-175, an employer may authorize a lump-sum accrual of vacation leave or accelerate the vacation leave accrual rate to support the recruitment and/or retention of a candidate or employee for a Washington Management Service position. Vacation leave accrual rates may only be accelerated using the rates established WAC 357-31-165.
Note: Most agencies follow the civil service rules covering leave and holidays for exempt employees even though there is no requirement for them to do so. However, agencies are required to adhere to the applicable RCWs pertaining holidays and leave.
Military Leave
Washington State supports members of the armed forces with 21 days paid military leave per year.
Bereavement Leave
Most employees whose family member or household member dies, or for loss of pregnancy, are entitled to five (5) days of paid bereavement leave. In addition, the employer may approve other available leave types for the purpose of bereavement leave.
Additional Leave
- Leave Sharing
- Parental Leave
- Family and Medical Leave Act (FMLA)
- Leave Without Pay
Please visit the State HR Website for more detailed information regarding benefits.
Updated 01-07-2026
How to Get Visa Sponsorship in Human Resources
People Analytics Has the Strongest H-1B Path
Roles requiring statistical modeling, workforce analytics, and data science clearly qualify as specialty occupations at Google, Meta, and Amazon. Target positions titled People Analytics Analyst or HR Data Scientist rather than generalist HR titles.
Compensation Analysis Is Highly Sponsorable
Total rewards roles at Salesforce, Goldman Sachs, and Amazon require pay equity modeling, market pricing, and regression analysis that support strong H-1B classification. WorldatWork CCP certification further differentiates your candidacy.
HRIS Roles Bridge HR and Technology
Workday, SAP SuccessFactors, and Oracle HCM implementation roles require information systems degrees that make H-1B straightforward. Platform certifications from Workday or SAP add significant credibility with both employers and USCIS.
Transfer From International HR Teams on L-1
Deloitte, PwC, Unilever, and Procter & Gamble rotate HR talent across global offices and transfer experienced HRBPs to U.S. operations on L-1 visas. Build one year of strong performance internationally before pursuing the move.
I/O Psychology Degrees Open the Most Doors
A master's or Ph.D. in industrial-organizational psychology directly supports specialty occupation classification across talent management, OD, and analytics roles. I/O psychologists earn 15 to 25% more than generalist HR professionals at equivalent levels.
Tech Companies Pay Significantly More
HR business partners at Google, Meta, and Amazon earn $130,000 to $200,000 in total compensation with equity, versus $80,000 to $120,000 at non-tech employers. These companies process HR sponsorship routinely as part of their broader H-1B operations.
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Get Access To All JobsFrequently Asked Questions
Do companies sponsor H-1B visas for Human Resources roles?
Yes, but selectively. People analytics, compensation, HRIS, and OD roles requiring I/O psychology, statistics, or IS degrees have the strongest classification, while generalist HR coordinator positions face more scrutiny. Google, Amazon, Meta, Deloitte, and Goldman Sachs are among the most active sponsors.
What is the typical salary for sponsored HR roles?
HR business partners at tech companies earn $130,000 to $200,000 in total compensation. Compensation analysts earn $85,000 to $130,000, people analytics specialists earn $100,000 to $160,000, and HR generalists at non-tech employers earn $60,000 to $95,000.
What qualifications strengthen an HR professional's sponsorship case?
A master's in I/O psychology, HR management, or business analytics provides the strongest foundation. Certifications like SHRM-SCP, WorldatWork CCP, or Workday HCM credentials demonstrate specialized expertise that supports both H-1B classification and employer competitiveness.
Which HR specializations have the best sponsorship prospects?
People analytics, compensation and total rewards, HRIS and HR technology, and organizational development have the strongest H-1B classification. These specializations require specific quantitative or technical degrees that generalist roles do not.
What is the career progression for a sponsored HR professional?
The path moves from analyst or specialist to HR business partner to director to VP of people or CHRO. People analytics and compensation directors earn $180,000 to $280,000 at major tech companies, and some transition into management consulting or executive coaching.
See which Human Resources employers are hiring and sponsoring visas right now.
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