Human Resources Lead Jobs in USA with Visa Sponsorship
Human Resources Lead 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 in this space actively file Labor Condition Applications, and candidates with SHRM credentials or strategic HR experience tend to move through the offer process faster.
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The HR Business Partner Lead leads the people management agenda in a business unit/area and acts as a strategic advisor to senior leadership. Applies broad experience across Human Resources disciplines, including workforce strategy, organizational effectiveness, talent management, succession planning, change leadership, and executive coaching. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial. The HR Business Partner Lead is a strategic advisor and trusted partner to senior leaders within Stars and Risk Adjustment. This role helps shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture.
The HR Business Partner Lead partners closely with business and HR leaders to align workforce, talent, leadership, and organizational strategies with business objectives. This role operates with a high degree of autonomy and influence, providing data-driven insights, organizational consulting, and change leadership to support business success in a complex and highly matrixed environment.
This position serves as a connector across HR functions, bringing together talent, compensation, learning, workforce planning, and other people solutions to drive coordinated outcomes that improve business performance and organizational capability.
Responsibilities:
- Translate business priorities into workforce plans, organizational capabilities, leadership strategies, and talent initiatives.
- Serve as a trusted advisor to senior leaders, providing guidance on organizational effectiveness, talent management, succession planning, and workforce-related decisions.
- Lead organizational design efforts, including role clarity, decision rights, operating models, and team effectiveness initiatives.
- Drive leadership and succession strategies that strengthen organizational capability and support future business needs.
- Lead change management efforts by developing stakeholder engagement, communication, readiness, adoption, and sustainment strategies.
- Leverage workforce, talent, and business data to identify trends, assess organizational health, inform decisions, and measure outcomes.
- Partner with HR Centers of Excellence and other key stakeholders to develop and deliver integrated people solutions that support business objectives.
- Influence and support organizational decisions by identifying risks, evaluating options, and providing evidence-based recommendations.
- Facilitate collaboration across business areas and HR teams to improve effectiveness, alignment, and execution.
- Drive adoption of HR programs, processes, and best practices that support a consistent and positive associate experience.
- Advise leaders through organizational changes, leadership transitions, and evolving business priorities.
- Contribute to the advancement of HR capabilities through knowledge sharing, best practices, and scalable solutions that can be leveraged across the organization.
- Present workforce insights, organizational trends, and strategic recommendations to senior leadership.
- Lead confidential and special projects that improve organizational effectiveness and support business transformation.
Knowledge, Skills, Abilities, and Expectations:
- Demonstrated success advising senior leaders within complex, highly matrixed organizations.
- Deep understanding of workforce planning, talent management, succession planning, organizational effectiveness, and change leadership principles.
- Ability to leverage workforce and business data to identify trends, challenge assumptions, and support strategic decision-making.
- Strong business acumen with the ability to connect workforce, operational, customer, and business considerations.
- Demonstrated ability to influence outcomes and build consensus without direct authority.
- Exercises sound judgment and discretion when handling sensitive and complex situations.
- Builds strong partnerships across HR and business teams to deliver effective solutions.
- Demonstrates resilience, adaptability, and the ability to navigate ambiguity while maintaining focus on priorities.
- Proven ability to proactively identify issues, develop solutions, and drive execution in a fast-paced environment.
Required Qualifications
- Bachelor’s degree in Human Resources, Business, or a related field.
- Experience coaching and advising senior leaders, including serving as an accountability partner for company values and leadership behaviors.
- Demonstrated ability to advise on workforce planning and succession strategies that build a strong pipeline of future leadership talent.
- Ability to lead and/or facilitate effective change initiatives and activate change through influence rather than direct oversight.
- Seven or more years of progressive HR experience, with emphasis on strategic business partnership, talent management, and data analysis.
- Strong communication and interpersonal skills, with demonstrated ability to build trusted relationships at all levels of the organization.
- Demonstrated ability to interpret performance analytics and identify meaningful insights that inform action.
- Proven track record contributing to improvements in talent retention and organizational effectiveness.
- Strong proficiency with HRIS platforms, business intelligence tools, and other technology required to perform the essential functions of the role.
- Ability to travel approximately 25% based on business needs.
Preferred Qualifications
- PHR or SPHR certification.
- Master’s degree in Human Resources, Business, or a related field.
- Experience in the healthcare industry and/or with a multi-site, multi-state employer.
- Experience working in a highly matrixed organization.
Additional Information
Location: Remote position with travel for business needs. Preference may be given to candidates who reside near key business hubs, including to support in-person partnership and business engagement when needed.
Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.
Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.
Scheduled Weekly Hours
40
Pay Range
The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.
$115,200 - $158,400 per year
This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.
Description of Benefits
Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.
Application Deadline: 11-13-2026
About us
About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.
Equal Opportunity Employer
It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
Become a part of our caring community
The HR Business Partner Lead leads the people management agenda in a business unit/area and acts as a strategic advisor to senior leadership. Applies broad experience across Human Resources disciplines, including workforce strategy, organizational effectiveness, talent management, succession planning, change leadership, and executive coaching. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial. The HR Business Partner Lead is a strategic advisor and trusted partner to senior leaders within Stars and Risk Adjustment. This role helps shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture.
The HR Business Partner Lead partners closely with business and HR leaders to align workforce, talent, leadership, and organizational strategies with business objectives. This role operates with a high degree of autonomy and influence, providing data-driven insights, organizational consulting, and change leadership to support business success in a complex and highly matrixed environment.
This position serves as a connector across HR functions, bringing together talent, compensation, learning, workforce planning, and other people solutions to drive coordinated outcomes that improve business performance and organizational capability.
Responsibilities:
- Translate business priorities into workforce plans, organizational capabilities, leadership strategies, and talent initiatives.
- Serve as a trusted advisor to senior leaders, providing guidance on organizational effectiveness, talent management, succession planning, and workforce-related decisions.
- Lead organizational design efforts, including role clarity, decision rights, operating models, and team effectiveness initiatives.
- Drive leadership and succession strategies that strengthen organizational capability and support future business needs.
- Lead change management efforts by developing stakeholder engagement, communication, readiness, adoption, and sustainment strategies.
- Leverage workforce, talent, and business data to identify trends, assess organizational health, inform decisions, and measure outcomes.
- Partner with HR Centers of Excellence and other key stakeholders to develop and deliver integrated people solutions that support business objectives.
- Influence and support organizational decisions by identifying risks, evaluating options, and providing evidence-based recommendations.
- Facilitate collaboration across business areas and HR teams to improve effectiveness, alignment, and execution.
- Drive adoption of HR programs, processes, and best practices that support a consistent and positive associate experience.
- Advise leaders through organizational changes, leadership transitions, and evolving business priorities.
- Contribute to the advancement of HR capabilities through knowledge sharing, best practices, and scalable solutions that can be leveraged across the organization.
- Present workforce insights, organizational trends, and strategic recommendations to senior leadership.
- Lead confidential and special projects that improve organizational effectiveness and support business transformation.
Knowledge, Skills, Abilities, and Expectations:
- Demonstrated success advising senior leaders within complex, highly matrixed organizations.
- Deep understanding of workforce planning, talent management, succession planning, organizational effectiveness, and change leadership principles.
- Ability to leverage workforce and business data to identify trends, challenge assumptions, and support strategic decision-making.
- Strong business acumen with the ability to connect workforce, operational, customer, and business considerations.
- Demonstrated ability to influence outcomes and build consensus without direct authority.
- Exercises sound judgment and discretion when handling sensitive and complex situations.
- Builds strong partnerships across HR and business teams to deliver effective solutions.
- Demonstrates resilience, adaptability, and the ability to navigate ambiguity while maintaining focus on priorities.
- Proven ability to proactively identify issues, develop solutions, and drive execution in a fast-paced environment.
Required Qualifications
- Bachelor’s degree in Human Resources, Business, or a related field.
- Experience coaching and advising senior leaders, including serving as an accountability partner for company values and leadership behaviors.
- Demonstrated ability to advise on workforce planning and succession strategies that build a strong pipeline of future leadership talent.
- Ability to lead and/or facilitate effective change initiatives and activate change through influence rather than direct oversight.
- Seven or more years of progressive HR experience, with emphasis on strategic business partnership, talent management, and data analysis.
- Strong communication and interpersonal skills, with demonstrated ability to build trusted relationships at all levels of the organization.
- Demonstrated ability to interpret performance analytics and identify meaningful insights that inform action.
- Proven track record contributing to improvements in talent retention and organizational effectiveness.
- Strong proficiency with HRIS platforms, business intelligence tools, and other technology required to perform the essential functions of the role.
- Ability to travel approximately 25% based on business needs.
Preferred Qualifications
- PHR or SPHR certification.
- Master’s degree in Human Resources, Business, or a related field.
- Experience in the healthcare industry and/or with a multi-site, multi-state employer.
- Experience working in a highly matrixed organization.
Additional Information
Location: Remote position with travel for business needs. Preference may be given to candidates who reside near key business hubs, including to support in-person partnership and business engagement when needed.
Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.
Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.
Scheduled Weekly Hours
40
Pay Range
The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.
$115,200 - $158,400 per year
This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.
Description of Benefits
Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.
Application Deadline: 11-13-2026
About us
About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.
Equal Opportunity Employer
It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
See all 291+ Human Resources Lead Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Human Resources Lead roles.
Get Access To All JobsTips for Finding Human Resources Lead Jobs
Frame your HR credentials around specialty occupation
Your degree field matters as much as your title. A bachelor's in human resources, organizational psychology, or business administration directly supports the specialty occupation argument USCIS uses to approve H-1B petitions for HR Lead roles.
Search for employers with active LCA filings
Use Migrate Mate to find companies with verified H-1B Labor Condition Application history in HR functions. Employers who've filed LCAs for HR roles before already understand the process and are far less likely to withdraw an offer mid-filing.
Target mid-size companies with dedicated HR functions
Companies large enough to have a standalone HR department but without in-house immigration counsel are your best targets. They need experienced HR leadership and are more likely to sponsor when you can explain the filing process confidently during negotiations.
Verify prevailing wage before your salary conversation
Run your target city and HR Lead title through the OFLC Wage Search before any offer discussion. Your employer must pay at least the DOL prevailing wage on the LCA, so knowing the floor in advance prevents surprises that can stall or kill the offer.
Prepare documentation that supports strategic HR duties
USCIS scrutinizes HR roles because some positions don't meet the specialty occupation bar. Document specific duties like workforce planning, compensation benchmarking, and HR policy design, not generalist tasks, to show your role requires a directly related degree.
Clarify PERM implications if green card talks start early
Some HR Lead offers come with long-term sponsorship discussions. If PERM labor certification comes up, understand that DOL requires the employer to test the labor market before filing, which adds months to the timeline and distinct requirements separate from the H-1B.
Frequently Asked Questions
Does an HR Lead role qualify as a specialty occupation for H-1B purposes?
Yes, HR Lead roles generally qualify when the position requires a bachelor's degree or higher in human resources, business administration, or organizational psychology. USCIS looks at whether the degree requirement is a genuine prerequisite for the role, not just a preference. Roles focused on strategic HR functions like workforce planning, compensation design, or policy development are stronger candidates than generalist positions, which can draw more scrutiny.
What degree background do employers expect when sponsoring an HR Lead?
Most employers sponsoring HR Leads require a bachelor's degree in human resources, business, psychology, or a closely related field. SHRM certification (SHRM-CP or SHRM-SCP) strengthens your profile but doesn't replace the degree requirement for visa purposes. If your degree is in a less directly related field, relevant graduate credentials or a master's in HR or organizational behavior can help close the gap in USCIS's specialty occupation analysis.
How do I find HR Lead jobs that offer visa sponsorship?
Migrate Mate lists HR Lead roles at employers with verified sponsorship history, so you're not wasting time applying to companies that don't sponsor. Focus your search on organizations with established HR departments across industries like technology, healthcare, and financial services, where HR Lead positions are both common and well-defined enough to support the specialty occupation filing.
Will an employer need to file a PERM labor certification for an HR Lead role?
Not for an H-1B, which is a temporary work visa that doesn't require PERM. PERM only applies if the employer is sponsoring you for an employment-based green card, specifically the EB-2 or EB-3 categories. If your employer raises green card sponsorship, DOL requires them to conduct a formal labor market test before filing, which is a separate and longer process from the H-1B LCA filing.
Can an HR Lead on OPT transition to H-1B with the same employer?
Yes, and HR Lead roles are well-suited to this transition because the degree requirement is clear and the specialty occupation argument is established. Your employer files an H-1B petition with USCIS while you continue working on OPT. The H-1B is subject to an annual cap and selection process, so timing matters. If you're on STEM OPT, the 24-month extension gives you additional runway to get through a cap year.
What is the prevailing wage requirement for sponsored Human Resources Lead 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.