Human Resources Executive Jobs in USA with Visa Sponsorship
Human Resources Executive roles qualify for H-1B visa sponsorship as a specialty occupation requiring a bachelor's degree in human resources, business, or a related field. Employers file a Labor Condition Application before your visa petition, and many large companies have established HR sponsorship pipelines, making this a realistic path for international candidates.
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Get Access To All JobsExecutive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
Executive Director, HR Transformation
ABOUT THE OPPORTUNITY
Johnson Controls is building one AI-powered, HR capability that leverages our business system to win. As Executive Director, HR Transformation, reporting to the Chief Human Resources Officer, you will own the end-to-end deployment of that change: a new operating model, standardized processes, executed through HR products and technology. You will lead an integrated roadmap, a team of deployment leaders, and a disciplined operating cadence that moves change from design to adoption and measurable value. You will partner closely with regional HR leaders, HR product teams, HR Operations & Technology and Workforce Planning & Analytics, and you will bring Lean and AI-enabled ways of working to every deployment.
ROLE OVERVIEW
The Executive Director, HR Transformation is the single accountable leader for deploying the next evolution of the Johnson Controls HR service delivery model. The role owns the integrated roadmap, sequencing, readiness, change and adoption for every HR system change, from organization and process changes to the release of HR products and technology.
The role delivers through one integrated execution system: one plan, one set of stage gates, one source of truth for value, and a weekly operating cadence. It sequences the work through clear phases: mobilize, lift and shift, simplify, accelerate and amplify. It simplifies the work before automating it. It works with HR product teams and HR Operations & Technology to move products from build to scaled adoption, and with regional HR leaders so that every region adopts change with service protected.
Success is a new HR system that is running, adopted, delivering its value, and sustained by its owners.
KEY ACCOUNTABILITIES
A) End-to-end deployment.
Own the deployment of organization, process, product and technology changes from approved design to stable operation in every region, including cutover, hypercare and confirmation of stability.
B) Product deployment.
With HR product and technology leaders, plan releases, set readiness criteria, run deployment waves and drive adoption to target. Feed adoption and field evidence back into product priorities.
C) Integrated roadmap and governance.
Own the integrated roadmap, critical path, stage gates and operating cadence. Coordinate dependencies and escalation across teams, and bring decisions, not updates, to leadership forums.
D) On time, on budget, value realized.
Own the integrated schedule, the HR transformation budget and the resourcing plan. Track milestones, spend and value through one source of truth, verify benefits net of costs, and recover variances early.
E) Lean, AI-enabled process.
Ensure standard work is designed before automation. Drive continuous improvement on high-volume, high-friction work, and shift routine support to self-service and AI-enabled channels, with human escalation preserved.
F) Change, communication and service protection.
Own the change and communication plan for HR and the people leaders it supports. Set service protections before every move. Partner with Employee & Labor Relations and Legal on consultation and works-council requirements across countries.
G) Leadership alignment and decision speed.
Work with the HR Leadership Team as a peer, hold leaders to the commitments their organizations own, surface disagreement early and drive trade-offs to decisions.
H) Build the transformation organization.
Lead a Director and core transformation teams. Build deployment, change and continuous-improvement capability across HR, and transition ownership to line leaders as each workstream reaches sustainment.
I) Measurement and reporting.
With Workforce Planning & Analytics, define and report the measures that prove the change works: adoption, service quality, colleague effort, cost, and capacity released.
KNOWLEDGE AND EXPERIENCE
Required
- 15+ years of progressive leadership, including accountability for an enterprise-wide HR, shared-services or operating-model transformation in a global, multi-region company.
- Proven leadership of large-scale deployments with stage-gate governance and control of schedule and budget.
- Track record of delivering technology-enabled change (for example Workday or an equivalent HCM platform, or case management) through to adoption and measurable value.
- Hands-on command of Lean (kaizen, value stream mapping, standard work) or equivalent continuous-improvement methods.
- Executive presence to influence and challenge senior HR, Finance and business leaders.
Strongly preferred
- Migration of HR work into global business services or shared services, including vendor and service-level governance.
- Deployment of AI and self-service at scale.
- Experience with works councils, unions and multi-country consultation.
- Top-tier consulting or chief transformation officer experience.
EXPECTATIONS FOR SUCCESS
First 12 months
- Integrated roadmap and weekly operating cadence running from one source of truth; stage gates met on schedule or re-baselined by decision.
- First product and technology releases deployed and adopted against target.
- Initial work transfers completed with service protected through hypercare.
- Transformation milestones delivered on time and on budget.
- Standard work in place for priority services, with continuous-improvement work under way.
24 months
- Transformation delivered on time and on budget, with the target organization in place.
- Products scaled to adoption targets across regions, with measurable capacity released and benefits verified net of costs.
- Routine support resolved through self-service and first-line channels at agreed service levels, with less effort for colleagues.
- Every outcome in the target model has one named owner, and workstreams have transitioned to line leaders.
- Lean, continuous-improvement and AI capability embedded across HR, with the model sustaining itself.
SALARY RANGE
$184,000-276,000 (Salary to be determined by the education, experience, knowledge, skills, and abilities of the applicant, internal equity, and alignment with market data.) This role offers a competitive Bonus plan that will take into account individual, group, and corporate performance. This position includes a competitive benefits package. The posted salary range reflects the target compensation for this role. However, we recognize that exceptional candidates may bring unique skills and experiences that exceed the typical profile. If you believe your background warrants consideration beyond the stated range, we encourage you to apply. To support an efficient and fair hiring process, we may use technology assisted tools, including artificial intelligence (AI), to help identify and evaluate candidates. All hiring decisions are ultimately made by human reviewers. For details, please visit the About Us tab on the Johnson Controls Careers site at https://jobs.johnsoncontrols.com/about-us
See all Human Resources Executive Jobs
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Get Access To All JobsTips for Finding Human Resources Executive Jobs
Frame your HR credentials around specialty occupation
Your degree must directly relate to the HR Executive role, not just business broadly. A degree in industrial-organizational psychology, HR management, or organizational behavior strengthens the specialty occupation argument significantly more than a general business degree.
Target employers with CHRO reporting structures
Companies where the HR Executive reports directly to the C-suite are more likely to treat the role as a strategic specialty occupation. That organizational structure supports the H-1B petition narrative that the position requires specialized professional knowledge.
Verify prevailing wage tier before accepting any offer
Use OFLC Wage Search to confirm your offer meets the Level III or IV prevailing wage for HR managers in the employer's metro area. Accepting a Level I or II wage as a senior HR leader can trigger compliance issues during LCA certification.
Use Migrate Mate to find verified HR sponsorship employers
Search Migrate Mate's database of employers with confirmed LCA filing history for HR roles. This filters out companies that hire HR generalists on payroll but have never sponsored a visa for a human resources position specifically.
Clarify PERM labor certification timelines upfront
If you're negotiating toward a green card pathway, ask whether the employer uses PERM for HR Executive roles. Some companies exclude senior HR staff from PERM sponsorship due to internal policy, and discovering this after the H-1B is filed wastes years of status.
Get the LCA job title aligned with your actual duties
Employers sometimes file LCAs under generic titles like 'HR Manager' when your role is executive in scope. Misalignment between the LCA title and your actual seniority can complicate renewals or adjustments of status later in the process.
Frequently Asked Questions
Does an HR Executive role qualify as a specialty occupation for H-1B purposes?
Yes, provided the position genuinely requires a bachelor's degree or higher in a directly related field such as human resources, organizational development, or industrial-organizational psychology. USCIS scrutinizes HR roles closely because some HR positions accept any degree, so the job description must emphasize specialized analytical or strategic functions rather than generalist HR administration.
Which visa types are realistic for a Human Resources Executive seeking U.S. sponsorship?
H-1B is the primary path for most nationalities. Australian citizens can pursue the E-3 visa, which has no lottery and renews indefinitely in two-year increments. Canadian and Mexican nationals may qualify under TN visa if the role fits the USMCA HR professional category. For executives with significant international experience, the L-1A is worth exploring if you're transferring within a multinational employer.
How do I find HR Executive roles where employers are actually willing to sponsor?
Migrate Mate lists employers with verified LCA filing history for human resources positions, so you can focus your search on companies that have sponsored HR roles before rather than cold-applying to companies with no sponsorship track record.
Does USCIS treat senior HR roles differently from junior HR roles in H-1B adjudications?
USCIS applies the same specialty occupation test regardless of seniority, but senior HR Executive roles are easier to defend because strategic workforce planning, compensation architecture, and labor relations typically require a specialized degree. Junior HR coordinator or generalist roles are more likely to receive Requests for Evidence questioning whether a specific degree is truly required.
Can an HR Executive self-petition for a green card, or does the employer have to sponsor it?
Most HR Executives cannot self-petition. The EB-2 National Interest Waiver requires demonstrating that your work benefits the U.S. broadly, which is difficult to establish for a corporate HR function. The EB-1A extraordinary ability path is possible but demands substantial published work, awards, or industry recognition. In practice, most HR Executives pursue employer-sponsored PERM labor certification under EB-2 or EB-3.
What is the prevailing wage requirement for sponsored Human Resources Executive 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.