Lead Human Resources Business Partner Jobs in USA with Visa Sponsorship
Lead HR Business Partner roles qualify as specialty occupations under H-1B visa, requiring a bachelor's degree in human resources, business, or a related field. Employers in this space regularly file LCAs and sponsor H-1B petitions, making it one of the more accessible corporate paths for international candidates with SHRM credentials or advanced HR degrees.
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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 89+ Lead Human Resources Business Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Lead Human Resources Business Partner roles.
Get Access To All JobsTips for Finding Lead Human Resources Business Partner Jobs
Frame your SHRM credential for specialty occupation
USCIS scrutinizes whether HR roles truly require a specific degree. Document how your SHRM-CP, SHRM-SCP, or advanced HR degree connects directly to the strategic advisory work in Lead HRBP job descriptions, not just generalist duties.
Target employers with PERM and LCA filing history
Use Migrate Mate to find employers who have filed LCAs for HR Business Partner roles specifically. Companies with active DOL filing history for this title are far more likely to sponsor again than those doing it for the first time.
Verify prevailing wage tier before accepting offers
Lead HRBP roles span DOL wage levels II through IV depending on scope. Run your target metro and job title through the OFLC Wage Search before negotiations so you know whether a salary offer meets the LCA certification threshold.
Distinguish strategic HRBP scope from generalist roles
Employers sometimes post Lead HRBP titles that are operationally generalist, which creates specialty occupation risk. During interviews, confirm the role centers on workforce strategy, organizational design, or M&A HR integration, not primarily transactional HR tasks.
Account for LCA certification timing in your start date
DOL certifies LCAs within seven working days on average, but your employer needs that certification before USCIS can adjudicate the I-129 petition. Build at least three to four weeks of LCA processing buffer into any agreed start date.
Use O*NET to anchor your specialty occupation evidence
If your employer receives a Request for Evidence on specialty occupation, the O*NET profile for HR managers and business partners consistently shows a master's degree as the typical entry credential, which supports the theoretical and practical application standard USCIS applies.
Frequently Asked Questions
Does a Lead HR Business Partner role qualify as a specialty occupation for H-1B?
Yes, Lead HRBP roles generally qualify, but the job description matters. USCIS looks for roles requiring a bachelor's degree in a directly related field like human resources, organizational development, or business administration. Roles that mix strategic HR with predominantly administrative or clerical duties are more likely to receive a Request for Evidence challenging specialty occupation status.
Which visa types are realistic for Lead HR Business Partner candidates?
H-1B is the primary path for most nationalities, covering up to six years with extensions possible if a green card process is underway. Australian citizens can pursue the E-3 visa, which has a 10,500 annual cap that has never been exhausted and renews in two-year increments. Chilean and Singaporean nationals may qualify for the H-1B1 visa, which also avoids the H-1B lottery.
How do I find employers who actively sponsor visas for HR Business Partner roles?
Migrate Mate lists employers with verified LCA sponsorship history for HR and people operations roles, so you can focus your applications on companies that have already committed to sponsoring this job category rather than cold-pitching employers unfamiliar with the process.
Does a master's degree in HR or an MBA improve sponsorship outcomes for this role?
It strengthens both the specialty occupation argument and the LCA prevailing wage tier. A master's degree positions you at wage level III or IV, which signals seniority and reduces USCIS scrutiny about whether the role genuinely requires specialized knowledge. It also supports an H-1B advanced degree exemption, giving you an additional lottery entry if you're in the H-1B cap pool.
Can a Lead HRBP employer sponsor a green card, and what category applies?
Yes. Most Lead HRBP green card sponsorships proceed through EB-2, which requires an advanced degree or equivalent, or EB-3 for skilled workers with a bachelor's degree and two or more years of experience. Both require PERM labor certification, where the employer must demonstrate through DOL-defined recruitment steps that no qualified U.S. worker was available for the role.
What is the prevailing wage requirement for sponsored Lead Human Resources Business Partner 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.