Interim Director Jobs in USA with Visa Sponsorship
Interim Director roles attract visa sponsorship candidates with senior leadership credentials, but the fixed-term structure creates specific H-1B visa and O-1 visa filing considerations. Employers must document a genuine specialty occupation need, and your contract duration directly shapes the petition timeline and extension strategy.
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Get Access To All JobsINTRODUCTION
Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to assist in planning, organizing, and directing key human resources operations and overseeing the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with other HR and Office of Equal Opportunity (OEO) leaders, the Director is responsible for the development and execution of labor and employee relations strategy to support a positive work environment that promotes positive labor relationships, employee engagement, employee satisfaction, effective communication, and a culture of teamwork and trust. The ideal candidate combines deep labor and employee relations expertise with sound judgement, exceptional interpersonal skills, and the ability to build productive relationships across a varied university community and with external partners.
The hiring range for the position is $160k-$180k.
JOB DUTIES
Employee Relations (60%)
- Provide strategic consultation and support to senior leadership and managers throughout the University regarding all human capital-related issues including organizational structure, reorganizations, positive employee engagement, employee communications, performance concerns, and reorganizations/reductions in force.
- Coordinate and direct all aspects of Brandeis’ employee relations practice, including the development of human resources policies and practices designed to foster engagement, drafting and revising employee communications, and counseling managers and supervisors and oversight of performance management.
- Supervise and oversee the University’s Human Resources Business Partners who serve as the entry point for accessing human resources services and partner closely with their operational units to provide a high level of HR consultation and support.
- Oversee and conduct employee investigations that are not related to allegations of discrimination or sexual misconduct, including investigations related to employee conduct, workplace violence and consensual relationships.
- Support organizational change initiatives by ensuring that communication and employee relations strategies are in place to effectively manage transitions. Provide support and guidance to leaders and managers on implementing change.
- Provide technical guidance, leadership and support to human resources colleagues with regard leaves leave of absence, equitable hiring practices, and other compliance-related concerns.
- Support and facilitate all ADA reasonable accommodations for university faculty and staff.
- Partner with HR colleagues’ other constituents to design and deliver training to managers and employees on relevant employee relations compliance topics and recent employment law updates.
- Serve as the Human Resources Business Partner for faculty.
Labor Relations (40%)
- Coordinate and direct all aspects of the University’s labor relations practice, including contract negotiations, contract administration, grievance administration, oversight of union elections, developing labor strategy, union-related metrics and reporting, maintaining and cultivating union relationships and encouraging positive employee relations in non-union sectors of the University.
- Advise senior leadership and managers on labor compliance, reorganizations and other employment actions related to unionized employees, emerging issues and potential legal risks.
- Partner with General Counsel’s office and external counsel to manage labor relations issues and processes.
QUALIFICATIONS
Education: Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field. Masters in a related field or Law degree preferred.
Experience: 8-10 years of demonstrated, progressive human resources and labor relations experience, typically with direct exposure to unionized work environments. 5+ years of direct management experience. Experience in higher education is preferred.
Skills: Deep knowledge of labor and employment law, strong negotiation and mediation abilities, high emotional intelligence, and sound analytical and crisis-management skills.
Strong knowledge of related federal and state rules and regulations; excellent project management skills including successful leadership of projects from planning phase through completion; experience collaborating with groups, including faculty, staff, students, consultants, federal, state and local agencies, auditors, and community groups.
Pay Range Disclosure
The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.
Equal Opportunity Statement
Brandeis University is an equal opportunity employer which does not discriminate against any applicant or employee on the basis of race, color, ancestry, religious creed, gender identity and expression, national or ethnic origin, sex, sexual orientation, pregnancy, age, genetic information, disability, caste, military or veteran status or any other category protected by law (also known as membership in a "protected class").
INTRODUCTION
Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to assist in planning, organizing, and directing key human resources operations and overseeing the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with other HR and Office of Equal Opportunity (OEO) leaders, the Director is responsible for the development and execution of labor and employee relations strategy to support a positive work environment that promotes positive labor relationships, employee engagement, employee satisfaction, effective communication, and a culture of teamwork and trust. The ideal candidate combines deep labor and employee relations expertise with sound judgement, exceptional interpersonal skills, and the ability to build productive relationships across a varied university community and with external partners.
The hiring range for the position is $160k-$180k.
JOB DUTIES
Employee Relations (60%)
- Provide strategic consultation and support to senior leadership and managers throughout the University regarding all human capital-related issues including organizational structure, reorganizations, positive employee engagement, employee communications, performance concerns, and reorganizations/reductions in force.
- Coordinate and direct all aspects of Brandeis’ employee relations practice, including the development of human resources policies and practices designed to foster engagement, drafting and revising employee communications, and counseling managers and supervisors and oversight of performance management.
- Supervise and oversee the University’s Human Resources Business Partners who serve as the entry point for accessing human resources services and partner closely with their operational units to provide a high level of HR consultation and support.
- Oversee and conduct employee investigations that are not related to allegations of discrimination or sexual misconduct, including investigations related to employee conduct, workplace violence and consensual relationships.
- Support organizational change initiatives by ensuring that communication and employee relations strategies are in place to effectively manage transitions. Provide support and guidance to leaders and managers on implementing change.
- Provide technical guidance, leadership and support to human resources colleagues with regard leaves leave of absence, equitable hiring practices, and other compliance-related concerns.
- Support and facilitate all ADA reasonable accommodations for university faculty and staff.
- Partner with HR colleagues’ other constituents to design and deliver training to managers and employees on relevant employee relations compliance topics and recent employment law updates.
- Serve as the Human Resources Business Partner for faculty.
Labor Relations (40%)
- Coordinate and direct all aspects of the University’s labor relations practice, including contract negotiations, contract administration, grievance administration, oversight of union elections, developing labor strategy, union-related metrics and reporting, maintaining and cultivating union relationships and encouraging positive employee relations in non-union sectors of the University.
- Advise senior leadership and managers on labor compliance, reorganizations and other employment actions related to unionized employees, emerging issues and potential legal risks.
- Partner with General Counsel’s office and external counsel to manage labor relations issues and processes.
QUALIFICATIONS
Education: Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field. Masters in a related field or Law degree preferred.
Experience: 8-10 years of demonstrated, progressive human resources and labor relations experience, typically with direct exposure to unionized work environments. 5+ years of direct management experience. Experience in higher education is preferred.
Skills: Deep knowledge of labor and employment law, strong negotiation and mediation abilities, high emotional intelligence, and sound analytical and crisis-management skills.
Strong knowledge of related federal and state rules and regulations; excellent project management skills including successful leadership of projects from planning phase through completion; experience collaborating with groups, including faculty, staff, students, consultants, federal, state and local agencies, auditors, and community groups.
Pay Range Disclosure
The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.
Equal Opportunity Statement
Brandeis University is an equal opportunity employer which does not discriminate against any applicant or employee on the basis of race, color, ancestry, religious creed, gender identity and expression, national or ethnic origin, sex, sexual orientation, pregnancy, age, genetic information, disability, caste, military or veteran status or any other category protected by law (also known as membership in a "protected class").
See all 33+ Interim Director Jobs
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Get Access To All JobsTips for Finding Interim Director Jobs
Frame your interim role as a specialty occupation
An Interim Director title alone doesn't guarantee H-1B approval. Document that the role requires a bachelor's degree in a directly related field, not just general management experience, since USCIS scrutinizes executive titles for specialty occupation evidence.
Align your contract length with petition validity
H-1B status is granted for up to three years initially. If your interim engagement is under 12 months, confirm your employer will file for the full three-year period, not just the contract term, so you retain status flexibility.
Verify prevailing wage before the LCA is filed
Interim Director roles span multiple O*NET occupational categories with different wage levels. Use the OFLC Wage Search to identify your correct wage level before your employer certifies the Labor Condition Application, since a misclassified level delays certification.
Target organizations with established immigration infrastructure
Interim roles are often filled through board decisions or consulting firms. Prioritize employers who have filed LCAs before, as organizations without prior sponsorship experience routinely underestimate the PERM or H-1B timeline relative to your start date.
Search Migrate Mate for verified sponsorship history
Interim Director positions with real visa sponsorship history are hard to identify from job postings alone. Migrate Mate surfaces employers with verified LCA filing history by role, so you can focus outreach on organizations that have actually sponsored comparable positions.
Prepare a concurrent filing strategy if switching employers
If you're already in H-1B status and moving to a new interim engagement, your new employer can file a transfer petition and you can start work once it's received by USCIS, without waiting for approval, under H-1B portability rules.
Frequently Asked Questions
Can an Interim Director role qualify as a specialty occupation for H-1B purposes?
Yes, but the burden of proof is higher than for standard professional roles. USCIS will look beyond the title to confirm the position normally requires a specific bachelor's degree, not just broad leadership experience. Your employer needs to document the theoretical and practical application of that degree within the interim scope of work.
Does the fixed-term nature of an interim contract affect my H-1B petition?
It can. Employers sometimes file only for the contract period rather than the full three-year initial term, which limits your flexibility to stay in status if the engagement extends or transitions. Push your employer to petition for the maximum allowable period, and confirm the offer letter reflects ongoing employment intent, not just project-based engagement.
Which visa types are realistic for a foreign national taking an Interim Director role?
H-1B is the most common path if the role is a specialty occupation. O-1A is a viable alternative for candidates with documented extraordinary ability in their field, particularly for board-level or turnaround roles that come with significant recognition. TN visa applies only to Canadian and Mexican nationals in USMCA-listed professions, and most general management titles don't appear on that list.
How do I find employers willing to sponsor an Interim Director position?
Browse Migrate Mate to identify organizations that have sponsored comparable senior roles before. Interim positions are rarely posted with explicit sponsorship flags, so focusing on employers with a documented history of H-1B or O-1 filings in your functional area gives you a much more targeted starting point than applying broadly.
Does a green card PERM process work for an interim role?
Rarely, because PERM labor certification requires the employer to demonstrate a permanent, full-time job offer. An interim or fixed-term contract doesn't meet that standard. If a permanent Director role is likely to follow, some employers begin PERM during the interim period tied to the anticipated permanent position, but that requires careful legal structuring and employer commitment.
What is the prevailing wage requirement for sponsored Interim Director 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.