Midwife Jobs in USA with Visa Sponsorship
Midwife roles qualify for H-1B visa and EB-3 visa sponsorship when the position requires a bachelor's degree or higher in nursing or midwifery. U.S. hospitals and birth centers actively sponsor internationally trained midwives, but NCLEX licensure and credential verification add lead time most candidates underestimate. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsPosition Status:
Part time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
0
Job Information
Exemption Status: Non-Exempt
A Brief Overview
A Certified Nursing Midwife provides medical care for women's reproductive health and childbirth. Their duties include providing reproductive care, family planning services and recordkeeping. Midwives provide comprehensive assessment, diagnosis and treatment. They conduct physical examinations; prescribe medications including contraceptive methods and controlled substances; admit, manage and discharge patients; order and interpret laboratory and diagnostic tests. In providing care they consult, collaborate, and refer to and with other health care professionals to ensure individuals receive team-based medical care consistent with medical needs and personal preferences. The APP assumes the management of patients, functioning in both an independent and collaborative role with the physician, case manager, and other members of the health care team. As a practitioner, they perform select procedures, designs individualized treatment plans, evaluates outcomes, and modifies the treatment plan as needed in accordance with established management protocols and regulating bodies. The APP facilitates the transition of patients between service units and provides/coordinates complex patients and family teaching. The delivery of professional nursing care at Stormont Vail Health is guided by Jean Watson's Theory of Human Caring and the theory of Shared governance, both of which are congruent with the mission, vision, and values of the organization.
Education Qualifications
* Graduate of an accredited PA/APRN program. Meets educational preparation or other qualifications within specified time frames as determined/outlined by specific department policy. Required
Skills and Abilities
* All APRN incumbents are required to maintain Registered Nurse competencies as designated by Federal and State organizations and as outlined in SVH policy.
* Demonstrates supportive behaviors necessary for age-specific care as determined by specific department(s). Develops, maintains and fosters positive working relationships with customers and other staff members.
* Receives peer’s and supervisor’s feedback for improvement in a constructive manner and accepts as an opportunity for growth.
* Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
* Is knowledgeable of billing and reimbursement issues related to the management of patients.
* Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present information to top management, public groups, and/or boards of directors.
Licenses and Certifications
* Physician Assistant (PA) - KSBHA Required or
* Nurse Practitioner - KSBN Must hold a RN license with advanced practice certification Required
* Additional certifications may be required for certain patient care settings or populations. DEA registration number is required.
* Certified Nurse-Midwife - AMCB - Magnet Required
* Neonatal Resuscitation Program - NRP required within 90 days of hire.
* Basic Life Support - BLS required within 90 days of hire.
What you will do
* Functions independently and collaboratively with the physician and all disciplines to provide continuity of health care services for individuals, families, and/or groups. Provides prenatal and obstetric care for the M&I clinic in the outpatient and inpatient setting, including assessment of antepartum, intrapartum, and postpartum care of M&I patients.
* For outpatient and M&I patients. Provides appropriate antepartum care including diagnosis of pregnancy; collection of historical data; calculation of current gestational age and estimated date of birth; orders/obtains/interprets baseline laboratory tests; management of pregnancy; patient and family education to prepare for childbirth; assessment and management of deviations from normal pregnancy including consultation, co-management or referrals, as indicated.
* Provides appropriate intrapartum care including assessment for admission to labor; fetal monitoring; labor support and management; monitoring woman receiving pharmacologic therapy during labor, delivery of infant; management of perineum; assessment and management of deviations from normal labor and delivery including consultation, co-management or referrals, as indicated.
* Provides appropriate postpartum care including assessment and management of the normal postpartum period.
* Ensures that care delivered to patients is provided according to the Stormont Vail Health mission, strategic plans, and all internal/external regulations, policies and procedures. Practices within the Kansas Nurse Practice Act and within the guidelines of management protocols. Supports the established care models of Stormont Vail Regional Health Center. Assists staff in the coordination of a plan of care for the MFM Services patients.
* Evaluates the health/pregnancy status, acute episodes of illness, and health care needs of individuals through emphasis on history, physical exam, and psychosocial assessment in collaboration with other health care teams.
* Coordinates care for continuity of care across the health care continuum.
* Serves as resource to house staff regarding institutional policy and procedures pertinent to the care of obstetric patients.
* Facilitates patient/family participation in health care by identifying learning needs and providing education to enhance decision-making.
* Evaluates patients in the outpatient clinic setting, monitors problem development and provides appropriate referrals for follow-up and problem resolution.
* Attends antenatal rounds, participates in patient evaluation and care planning, reviews laboratory studies, vital signs and x-rays. Intervenes as determined appropriate in collaboration with the interdisciplinary team and within management protocols standards.
* Under the supervision of the obstetric/MFM department physician, writes and effectively communicates orders in accordance with management protocols and according to SVH rules and regulations.
* Chairs the Birthplace Morbidity/Mortality Committee.
* After discussion of the plan of care with the MFM consultant and/or obstetric provider, provides information to patients and their families regarding diagnosis, plan of care, expectations, and prognosis.
* Provides early identification of discharge needs and ensures that appropriate referrals are made with case management and social services or community services as needed.
Required for All Jobs
* Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
* Performs other duties as assigned
Patient Facing Options
* Position is Patient Facing
Remote Work Guidelines
* Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
* Stable access to electricity and a minimum of 25mb upload and internet speed.
* Dedicate full attention to the job duties and communication with others during working hours.
* Adhere to break and attendance schedules agreed upon with supervisor.
* Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.
Remote Work Capability
* Hybrid
Scope
No Supervisory Responsibility
- No Budget Responsibility
Physical Demands
* Balancing: Rarely less than 1 hour
* Carrying: Rarely less than 1 hour
* Climbing (Stairs): Rarely less than 1 hour
* Crawling: Rarely less than 1 hour
* Crouching: Rarely less than 1 hour
* Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
* Feeling: Occasionally 1-3 Hours
* Grasping (Fine Motor): Occasionally 1-3 Hours
* Grasping (Gross Hand): Occasionally 1-3 Hours
* Handling: Occasionally 1-3 Hours
* Hearing: Occasionally 1-3 Hours
* Kneeling: Occasionally 1-3 Hours
* Lifting: Occasionally 1-3 Hours
* Pulling: Occasionally 1-3 Hours
* Pushing: Occasionally 1-3 Hours
* Reaching (Forward): Occasionally 1-3 Hours
* Reaching (Overhead): Occasionally 1-3 Hours
* Repetitive Motions: Occasionally 1-3 Hours
* Sitting: Occasionally 1-3 Hours
* Standing: Occasionally 1-3 Hours
* Stooping: Occasionally 1-3 Hours
* Talking: Occasionally 1-3 Hours
* Walking: Occasionally 1-3 Hours
Working Conditions
* Burn: Rarely less than 1 hour
* Chemical: Rarely less than 1 hour
* Combative Patients: Occasionally 1-3 Hours
* Dusts: Rarely less than 1 hour
* Electrical: Rarely less than 1 hour
* Infectious Diseases: Occasionally 1-3 Hours
* Mechanical: Occasionally 1-3 Hours
* Needle Stick: Occasionally 1-3 Hours
* Noise/Sounds: Occasionally 1-3 Hours
* Other Atmospheric Conditions: Rarely less than 1 hour
* Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour
* Radiant Energy: Rarely less than 1 hour
* Risk of Exposure to Blood and Body Fluids: Occasionally 1-3 Hours
* Risk of Exposure to Hazardous Drugs: Rarely less than 1 hour
* Hazards (other): Rarely less than 1 hour
* Vibration: Rarely less than 1 hour
* Wet and/or Humid: Rarely less than 1 hour
Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.
Position Status:
Part time
Shift:
First Shift (Days - Less than 12 hours per shift) (United States of America)
Hours per week:
0
Job Information
Exemption Status: Non-Exempt
A Brief Overview
A Certified Nursing Midwife provides medical care for women's reproductive health and childbirth. Their duties include providing reproductive care, family planning services and recordkeeping. Midwives provide comprehensive assessment, diagnosis and treatment. They conduct physical examinations; prescribe medications including contraceptive methods and controlled substances; admit, manage and discharge patients; order and interpret laboratory and diagnostic tests. In providing care they consult, collaborate, and refer to and with other health care professionals to ensure individuals receive team-based medical care consistent with medical needs and personal preferences. The APP assumes the management of patients, functioning in both an independent and collaborative role with the physician, case manager, and other members of the health care team. As a practitioner, they perform select procedures, designs individualized treatment plans, evaluates outcomes, and modifies the treatment plan as needed in accordance with established management protocols and regulating bodies. The APP facilitates the transition of patients between service units and provides/coordinates complex patients and family teaching. The delivery of professional nursing care at Stormont Vail Health is guided by Jean Watson's Theory of Human Caring and the theory of Shared governance, both of which are congruent with the mission, vision, and values of the organization.
Education Qualifications
* Graduate of an accredited PA/APRN program. Meets educational preparation or other qualifications within specified time frames as determined/outlined by specific department policy. Required
Skills and Abilities
* All APRN incumbents are required to maintain Registered Nurse competencies as designated by Federal and State organizations and as outlined in SVH policy.
* Demonstrates supportive behaviors necessary for age-specific care as determined by specific department(s). Develops, maintains and fosters positive working relationships with customers and other staff members.
* Receives peer’s and supervisor’s feedback for improvement in a constructive manner and accepts as an opportunity for growth.
* Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
* Is knowledgeable of billing and reimbursement issues related to the management of patients.
* Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present information to top management, public groups, and/or boards of directors.
Licenses and Certifications
* Physician Assistant (PA) - KSBHA Required or
* Nurse Practitioner - KSBN Must hold a RN license with advanced practice certification Required
* Additional certifications may be required for certain patient care settings or populations. DEA registration number is required.
* Certified Nurse-Midwife - AMCB - Magnet Required
* Neonatal Resuscitation Program - NRP required within 90 days of hire.
* Basic Life Support - BLS required within 90 days of hire.
What you will do
* Functions independently and collaboratively with the physician and all disciplines to provide continuity of health care services for individuals, families, and/or groups. Provides prenatal and obstetric care for the M&I clinic in the outpatient and inpatient setting, including assessment of antepartum, intrapartum, and postpartum care of M&I patients.
* For outpatient and M&I patients. Provides appropriate antepartum care including diagnosis of pregnancy; collection of historical data; calculation of current gestational age and estimated date of birth; orders/obtains/interprets baseline laboratory tests; management of pregnancy; patient and family education to prepare for childbirth; assessment and management of deviations from normal pregnancy including consultation, co-management or referrals, as indicated.
* Provides appropriate intrapartum care including assessment for admission to labor; fetal monitoring; labor support and management; monitoring woman receiving pharmacologic therapy during labor, delivery of infant; management of perineum; assessment and management of deviations from normal labor and delivery including consultation, co-management or referrals, as indicated.
* Provides appropriate postpartum care including assessment and management of the normal postpartum period.
* Ensures that care delivered to patients is provided according to the Stormont Vail Health mission, strategic plans, and all internal/external regulations, policies and procedures. Practices within the Kansas Nurse Practice Act and within the guidelines of management protocols. Supports the established care models of Stormont Vail Regional Health Center. Assists staff in the coordination of a plan of care for the MFM Services patients.
* Evaluates the health/pregnancy status, acute episodes of illness, and health care needs of individuals through emphasis on history, physical exam, and psychosocial assessment in collaboration with other health care teams.
* Coordinates care for continuity of care across the health care continuum.
* Serves as resource to house staff regarding institutional policy and procedures pertinent to the care of obstetric patients.
* Facilitates patient/family participation in health care by identifying learning needs and providing education to enhance decision-making.
* Evaluates patients in the outpatient clinic setting, monitors problem development and provides appropriate referrals for follow-up and problem resolution.
* Attends antenatal rounds, participates in patient evaluation and care planning, reviews laboratory studies, vital signs and x-rays. Intervenes as determined appropriate in collaboration with the interdisciplinary team and within management protocols standards.
* Under the supervision of the obstetric/MFM department physician, writes and effectively communicates orders in accordance with management protocols and according to SVH rules and regulations.
* Chairs the Birthplace Morbidity/Mortality Committee.
* After discussion of the plan of care with the MFM consultant and/or obstetric provider, provides information to patients and their families regarding diagnosis, plan of care, expectations, and prognosis.
* Provides early identification of discharge needs and ensures that appropriate referrals are made with case management and social services or community services as needed.
Required for All Jobs
* Complies with all policies, standards, mandatory training and requirements of Stormont Vail Health
* Performs other duties as assigned
Patient Facing Options
* Position is Patient Facing
Remote Work Guidelines
* Workspace is a quiet and distraction-free allowing the ability to comply with all security and privacy standards.
* Stable access to electricity and a minimum of 25mb upload and internet speed.
* Dedicate full attention to the job duties and communication with others during working hours.
* Adhere to break and attendance schedules agreed upon with supervisor.
* Abide by Stormont Vail’s Remote Worker Policy and will review and acknowledge the Remote Work Agreement annually.
Remote Work Capability
* Hybrid
Scope
No Supervisory Responsibility
- No Budget Responsibility
Physical Demands
* Balancing: Rarely less than 1 hour
* Carrying: Rarely less than 1 hour
* Climbing (Stairs): Rarely less than 1 hour
* Crawling: Rarely less than 1 hour
* Crouching: Rarely less than 1 hour
* Eye/Hand/Foot Coordination: Occasionally 1-3 Hours
* Feeling: Occasionally 1-3 Hours
* Grasping (Fine Motor): Occasionally 1-3 Hours
* Grasping (Gross Hand): Occasionally 1-3 Hours
* Handling: Occasionally 1-3 Hours
* Hearing: Occasionally 1-3 Hours
* Kneeling: Occasionally 1-3 Hours
* Lifting: Occasionally 1-3 Hours
* Pulling: Occasionally 1-3 Hours
* Pushing: Occasionally 1-3 Hours
* Reaching (Forward): Occasionally 1-3 Hours
* Reaching (Overhead): Occasionally 1-3 Hours
* Repetitive Motions: Occasionally 1-3 Hours
* Sitting: Occasionally 1-3 Hours
* Standing: Occasionally 1-3 Hours
* Stooping: Occasionally 1-3 Hours
* Talking: Occasionally 1-3 Hours
* Walking: Occasionally 1-3 Hours
Working Conditions
* Burn: Rarely less than 1 hour
* Chemical: Rarely less than 1 hour
* Combative Patients: Occasionally 1-3 Hours
* Dusts: Rarely less than 1 hour
* Electrical: Rarely less than 1 hour
* Infectious Diseases: Occasionally 1-3 Hours
* Mechanical: Occasionally 1-3 Hours
* Needle Stick: Occasionally 1-3 Hours
* Noise/Sounds: Occasionally 1-3 Hours
* Other Atmospheric Conditions: Rarely less than 1 hour
* Poor Ventilation, Fumes and/or Gases: Rarely less than 1 hour
* Radiant Energy: Rarely less than 1 hour
* Risk of Exposure to Blood and Body Fluids: Occasionally 1-3 Hours
* Risk of Exposure to Hazardous Drugs: Rarely less than 1 hour
* Hazards (other): Rarely less than 1 hour
* Vibration: Rarely less than 1 hour
* Wet and/or Humid: Rarely less than 1 hour
Stormont Vail is an equal opportunity employer and adheres to the philosophy and practice of providing equal opportunities for all employees and prospective employees, without regard to the following classifications: race, color, ethnicity, sex, sexual orientation, gender identity and expression, religion, national origin, citizenship, age, marital status, uniformed service, disability or genetic information. This applies to all aspects of employment practices including hiring, firing, pay, benefits, promotions, lateral movements, job training, and any other terms or conditions of employment.
Retaliation is prohibited against any person who files a claim of discrimination, participates in a discrimination investigation, or otherwise opposes an unlawful employment act based upon the above classifications.
See all 81+ Midwife Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Midwife roles.
Get Access To All JobsTips for Finding Midwife Jobs
Verify your credential equivalency early
International midwifery qualifications vary widely. Get your credentials evaluated by a CGFNS-approved agency before applying, so employers see a U.S.-equivalent degree assessment rather than an unfamiliar foreign transcript.
Pass NCLEX before targeting sponsoring employers
Most hospitals won't start an H-1B or EB-3 filing until you hold an active state nursing or midwifery license. Clearing NCLEX first removes the conditional offer problem that stalls most international midwife sponsorships.
Target hospital-employed midwifery practices specifically
Freestanding birth centers rarely have immigration counsel on retainer. Focus your search on hospital systems and large OB/GYN group practices, where HR teams already have established processes for filing LCAs with DOL.
Check prevailing wage before negotiating your offer
Your employer's LCA must certify your wage meets the DOL prevailing wage for your location and role. Use the OFLC Wage Search to look up the Level I and Level II rates for your county before your offer conversation.
Use Migrate Mate to file your H-1B paperwork cleanly
Once your employer extends an offer, Migrate Mate handles the LCA and H-1B petition at a flat fee, with a dedicated visa expert reviewing midwife-specific specialty occupation documentation that USCIS scrutinizes closely.
Prepare a specialty occupation letter tied to your degree
USCIS sometimes challenges whether midwifery meets the specialty occupation standard. Your employer's support letter should cite the O*NET occupational profile and explicitly connect the role's clinical duties to your specific degree field.
Frequently Asked Questions
Does midwifery qualify as a specialty occupation for H-1B purposes?
Yes, provided the position normally requires at minimum a bachelor's degree in nursing, midwifery, or a directly related field. Certified Nurse-Midwife roles tied to a BSN or MSN typically meet the standard. Lay midwife or direct-entry positions without a degree requirement often don't, so the job description needs to specify the degree as a baseline requirement, not a preference.
Which visa is better for international midwives: H-1B or EB-3?
It depends on your timeline and the employer's willingness to sponsor permanent residency. H-1B gets you working faster but requires lottery selection and is temporary. EB-3 is employer-sponsored permanent residency, bypasses the H-1B lottery, but involves a PERM labor certification that typically takes one to two years before USCIS even sees the petition. Many midwives pursue H-1B first, then convert to EB-3 with the same employer.
Do I need to pass NCLEX before an employer will sponsor my visa?
Almost always, yes. U.S. hospitals require an active state license to practice, and they won't file an LCA or H-1B petition for a candidate who can't legally work on arrival. Some employers issue a conditional offer while you complete NCLEX, but the visa filing doesn't begin until licensure is confirmed. Getting NCLEX done before you apply significantly speeds up the sponsorship timeline.
How do I find midwife roles where employers are already willing to sponsor?
Search Migrate Mate for midwife positions filtered by visa sponsorship. Hospital systems with OB/GYN departments and Certified Nurse-Midwife programs are the most consistent sponsors. Rural and underserved area hospitals often have more urgency to fill these roles and are more flexible on sponsorship timelines than urban academic medical centers.
Can a midwife from Australia, Canada, or the UK transfer credentials directly?
Not directly. Even with strong home-country qualifications, you'll need a CGFNS credential evaluation, English language testing if your training wasn't conducted in English, and you must pass the NCLEX for the state where you'll practice. Some states have streamlined endorsement processes for nurses from certain countries, but no state waives NCLEX entirely for foreign-trained midwives.
What is the prevailing wage requirement for sponsored Midwife 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.