People Business Partner Jobs in USA with Visa Sponsorship
People Business Partner roles are regularly sponsored under the H-1B visa, which requires a relevant bachelor's degree in human resources, organizational psychology, business administration, or a related field. Employers file a Labor Condition Application before petitioning USCIS, and most sponsorships target mid-to-senior HR generalist experience. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsOur Purpose
Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we’re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential.
Title And Summary
Director, People Business Partner
Overview
The Director, People Business Partner (PBP) is a hands-on leadership role within the People & Capability (P&C) organization, responsible for driving the local execution of people priorities while also leading and developing a team, or Pod, of Location People Business Partners. This role operates as a player–coach, maintaining a local PBP portfolio while providing people leadership, coaching, and day-to-day guidance to PBPs within the Pod. The Director serves as a trusted advisor to people leaders and employees, supporting both location-based needs and broader P&C priorities. This role partners closely with business leaders, People Business Partners, and COEs to ensure people programs, processes, and initiatives are effectively implemented, locally relevant, and aligned with Mastercard’s people strategy and business goals. This role reports to the Vice President, People Business Partner, U.S. Location PBPs and plays a critical role in enabling strong, consistent people leadership across U.S. locations. Success in this role requires strong execution skills, the ability to lead through influence, and comfort balancing strategic leadership with hands-on delivery in a dynamic, evolving environment.
Role Leadership Through Change & Ambiguity
- Leads with confidence during periods of change, transformation, and ambiguity, helping people leaders, employees, and PBPs navigate evolving priorities, organizational shifts, and new ways of working.
- Applies strong change management principles to translate enterprise and P&C strategy into clear, actionable local execution.
- Acts as a stabilizing presence for the Pod, broader team, and local stakeholders, balancing speed, clarity, and thoughtful decision-making.
People Leadership & Pod Management
- Leads, coaches, and develops a team of Location People Business Partners, providing ongoing direction, feedback, and support to ensure high-quality delivery of P&C services.
- Acts as a player–coach by maintaining a local PBP portfolio while modeling strong business partnering and people leadership behaviors.
- Sets clear priorities, ensures consistent ways of working, and supports capability-building across the Pod.
People Strategy & Program Execution
- Drives the local execution of core People & Capability programs, including talent and performance management, learning and development, employee engagement, workforce planning, and year-end compensation processes.
- Partners with P&C leadership and COEs to translate enterprise people strategies into effective local and regional execution.
- Shares local and field-based insights to inform the ongoing evolution and effectiveness of people programs and initiatives.
Business Partnership & Employee Support
- Serves as a trusted advisor to people leaders and employees within the Director’s local portfolio, providing coaching and guidance on development, performance, reward, and people processes.
- Manages a range of employee relations and general talent matters for U.S.-based employees and leaders, in partnership with Employee Relations Services as appropriate.
- Supports community engagement and culture-building efforts within assigned locations.
Advisory, Coaching & Collaboration
- Coaches people leaders and employees on navigating people processes, utilizing self-service tools, and addressing complex or sensitive matters.
- Collaborates closely with BU People Business Partners, COEs, and the GBSC to ensure seamless delivery of P&C services.
- Serves as a subject matter expert on the local labor market and regulatory environment, ensuring compliant and thoughtful people practices.
Operational Excellence
- Contributes to the daily delivery of local P&C operations, ensuring accuracy, consistency, and a positive employee experience.
- Balances strategic leadership with operational execution, ensuring both immediate needs and longer-term priorities are effectively addressed.
All About You
General
- Proven success coordinating and delivering corporate HR programs and processes (e.g., talent management, performance management, and year-end compensation planning), including tracking progress and outcomes.
- Demonstrated ability to lead, coach, and develop other People Business Partners or HR professionals in a matrixed or distributed environment.
- Strong experience consulting with people leaders and senior stakeholders on both strategic and local people-related matters.
- Solid background advising employees and leaders on employee relations, talent, and performance topics within a U.S. regulatory context.
- Demonstrated ability to build trusted relationships and collaborate effectively with COEs, business leaders, and cross-functional partners.
- Agile, growth-oriented mindset with a continuous focus on simplicity, clarity, and practical solutions.
- Strong understanding of business drivers and the ability to translate that understanding into effective people strategies and actions.
- Highly self-motivated, organized, and comfortable balancing hands-on execution with leadership responsibilities.
- Excellent written and verbal communication skills, with the ability to tailor messaging to different audiences.
- High level of proficiency with Microsoft Office tools.
- Strong knowledge of U.S. federal and applicable state labor laws.
Creative & Innovative Leadership
- A creative and innovative thinker who thrives in ambiguity and is energized by building, shaping, and evolving new ways of working.
- Demonstrated ability to lean in and help design, pilot, and refine new P&C approaches, capabilities, and operating models.
- Comfortable challenging the status quo, bringing forward new ideas, and translating vision into practical, scalable solutions.
- Motivated by the opportunity to help create and strengthen a modern People & Capability function that meets the needs of a dynamic, evolving organization.
Mastercard is a merit-based, inclusive, equal opportunity employer that considers applicants without regard to gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law. We hire the most qualified candidate for the role. In the US or Canada, if you require accommodations or assistance to complete the online application process or during the recruitment process, please contact reasonable_accommodation@mastercard.com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly.
Corporate Security Responsibility
All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must:
- Abide by Mastercard’s security policies and practices;
- Ensure the confidentiality and integrity of the information being accessed;
- Report any suspected information security violation or breach, and
- Complete all periodic mandatory security trainings in accordance with Mastercard’s guidelines.
In line with Mastercard’s total compensation philosophy and assuming that the job will be performed in the US, the successful candidate will be offered a competitive base salary and may be eligible for an annual bonus or commissions depending on the role. The base salary offered may vary depending on multiple factors, including but not limited to location, job-related knowledge, skills, and experience.
Mastercard benefits for full time (and certain part time) employees generally include:
- insurance (including medical, prescription drug, dental, vision, disability, life insurance);
- flexible spending account and health savings account;
- paid leaves (including 16 weeks of new parent leave and up to 20 days of bereavement leave);
- 80 hours of Paid Sick and Safe Time, 25 days of vacation time and 5 personal days, pro-rated based on date of hire;
- 10 annual paid U.S. observed holidays;
- 401k with a best-in-class company match;
- deferred compensation for eligible roles;
- fitness reimbursement or on-site fitness facilities;
- eligibility for tuition reimbursement; and many more.
Mastercard benefits for interns generally include:
- 56 hours of Paid Sick and Safe Time;
- jury duty leave; and
- on-site fitness facilities in some locations.
Pay Ranges
Purchase, New York: $168,000 - $269,000 USD
O'Fallon, Missouri: $146,000 - $234,000 USD
Our Purpose
Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we’re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential.
Title And Summary
Director, People Business Partner
Overview
The Director, People Business Partner (PBP) is a hands-on leadership role within the People & Capability (P&C) organization, responsible for driving the local execution of people priorities while also leading and developing a team, or Pod, of Location People Business Partners. This role operates as a player–coach, maintaining a local PBP portfolio while providing people leadership, coaching, and day-to-day guidance to PBPs within the Pod. The Director serves as a trusted advisor to people leaders and employees, supporting both location-based needs and broader P&C priorities. This role partners closely with business leaders, People Business Partners, and COEs to ensure people programs, processes, and initiatives are effectively implemented, locally relevant, and aligned with Mastercard’s people strategy and business goals. This role reports to the Vice President, People Business Partner, U.S. Location PBPs and plays a critical role in enabling strong, consistent people leadership across U.S. locations. Success in this role requires strong execution skills, the ability to lead through influence, and comfort balancing strategic leadership with hands-on delivery in a dynamic, evolving environment.
Role Leadership Through Change & Ambiguity
- Leads with confidence during periods of change, transformation, and ambiguity, helping people leaders, employees, and PBPs navigate evolving priorities, organizational shifts, and new ways of working.
- Applies strong change management principles to translate enterprise and P&C strategy into clear, actionable local execution.
- Acts as a stabilizing presence for the Pod, broader team, and local stakeholders, balancing speed, clarity, and thoughtful decision-making.
People Leadership & Pod Management
- Leads, coaches, and develops a team of Location People Business Partners, providing ongoing direction, feedback, and support to ensure high-quality delivery of P&C services.
- Acts as a player–coach by maintaining a local PBP portfolio while modeling strong business partnering and people leadership behaviors.
- Sets clear priorities, ensures consistent ways of working, and supports capability-building across the Pod.
People Strategy & Program Execution
- Drives the local execution of core People & Capability programs, including talent and performance management, learning and development, employee engagement, workforce planning, and year-end compensation processes.
- Partners with P&C leadership and COEs to translate enterprise people strategies into effective local and regional execution.
- Shares local and field-based insights to inform the ongoing evolution and effectiveness of people programs and initiatives.
Business Partnership & Employee Support
- Serves as a trusted advisor to people leaders and employees within the Director’s local portfolio, providing coaching and guidance on development, performance, reward, and people processes.
- Manages a range of employee relations and general talent matters for U.S.-based employees and leaders, in partnership with Employee Relations Services as appropriate.
- Supports community engagement and culture-building efforts within assigned locations.
Advisory, Coaching & Collaboration
- Coaches people leaders and employees on navigating people processes, utilizing self-service tools, and addressing complex or sensitive matters.
- Collaborates closely with BU People Business Partners, COEs, and the GBSC to ensure seamless delivery of P&C services.
- Serves as a subject matter expert on the local labor market and regulatory environment, ensuring compliant and thoughtful people practices.
Operational Excellence
- Contributes to the daily delivery of local P&C operations, ensuring accuracy, consistency, and a positive employee experience.
- Balances strategic leadership with operational execution, ensuring both immediate needs and longer-term priorities are effectively addressed.
All About You
General
- Proven success coordinating and delivering corporate HR programs and processes (e.g., talent management, performance management, and year-end compensation planning), including tracking progress and outcomes.
- Demonstrated ability to lead, coach, and develop other People Business Partners or HR professionals in a matrixed or distributed environment.
- Strong experience consulting with people leaders and senior stakeholders on both strategic and local people-related matters.
- Solid background advising employees and leaders on employee relations, talent, and performance topics within a U.S. regulatory context.
- Demonstrated ability to build trusted relationships and collaborate effectively with COEs, business leaders, and cross-functional partners.
- Agile, growth-oriented mindset with a continuous focus on simplicity, clarity, and practical solutions.
- Strong understanding of business drivers and the ability to translate that understanding into effective people strategies and actions.
- Highly self-motivated, organized, and comfortable balancing hands-on execution with leadership responsibilities.
- Excellent written and verbal communication skills, with the ability to tailor messaging to different audiences.
- High level of proficiency with Microsoft Office tools.
- Strong knowledge of U.S. federal and applicable state labor laws.
Creative & Innovative Leadership
- A creative and innovative thinker who thrives in ambiguity and is energized by building, shaping, and evolving new ways of working.
- Demonstrated ability to lean in and help design, pilot, and refine new P&C approaches, capabilities, and operating models.
- Comfortable challenging the status quo, bringing forward new ideas, and translating vision into practical, scalable solutions.
- Motivated by the opportunity to help create and strengthen a modern People & Capability function that meets the needs of a dynamic, evolving organization.
Mastercard is a merit-based, inclusive, equal opportunity employer that considers applicants without regard to gender, gender identity, sexual orientation, race, ethnicity, disabled or veteran status, or any other characteristic protected by law. We hire the most qualified candidate for the role. In the US or Canada, if you require accommodations or assistance to complete the online application process or during the recruitment process, please contact reasonable_accommodation@mastercard.com and identify the type of accommodation or assistance you are requesting. Do not include any medical or health information in this email. The Reasonable Accommodations team will respond to your email promptly.
Corporate Security Responsibility
All activities involving access to Mastercard assets, information, and networks comes with an inherent risk to the organization and, therefore, it is expected that every person working for, or on behalf of, Mastercard is responsible for information security and must:
- Abide by Mastercard’s security policies and practices;
- Ensure the confidentiality and integrity of the information being accessed;
- Report any suspected information security violation or breach, and
- Complete all periodic mandatory security trainings in accordance with Mastercard’s guidelines.
In line with Mastercard’s total compensation philosophy and assuming that the job will be performed in the US, the successful candidate will be offered a competitive base salary and may be eligible for an annual bonus or commissions depending on the role. The base salary offered may vary depending on multiple factors, including but not limited to location, job-related knowledge, skills, and experience.
Mastercard benefits for full time (and certain part time) employees generally include:
- insurance (including medical, prescription drug, dental, vision, disability, life insurance);
- flexible spending account and health savings account;
- paid leaves (including 16 weeks of new parent leave and up to 20 days of bereavement leave);
- 80 hours of Paid Sick and Safe Time, 25 days of vacation time and 5 personal days, pro-rated based on date of hire;
- 10 annual paid U.S. observed holidays;
- 401k with a best-in-class company match;
- deferred compensation for eligible roles;
- fitness reimbursement or on-site fitness facilities;
- eligibility for tuition reimbursement; and many more.
Mastercard benefits for interns generally include:
- 56 hours of Paid Sick and Safe Time;
- jury duty leave; and
- on-site fitness facilities in some locations.
Pay Ranges
Purchase, New York: $168,000 - $269,000 USD
O'Fallon, Missouri: $146,000 - $234,000 USD
How to Get Visa Sponsorship in People Business Partner
Lead with your HR credentials, not just experience
Employers sponsoring a People Business Partner need to justify the specialty occupation requirement. A degree in human resources, industrial-organizational psychology, or business administration strengthens the case significantly more than years of experience alone.
Target companies with dedicated HR infrastructure
Large tech, healthcare, and financial services employers maintain in-house immigration teams that handle H-1B filings regularly. These organizations understand the process and are far less likely to withdraw an offer once they've committed to sponsorship for an HR role.
Be specific about your HR specialization
People Business Partners who focus on workforce planning, organizational design, or HRIS implementation are easier for employers to sponsor because the specialized scope supports the specialty occupation argument better than a broad generalist description.
Understand the LCA and prevailing wage process
Your employer must file a Labor Condition Application certifying your role meets prevailing wage standards before your H-1B petition is submitted. Knowing this process helps you have informed conversations with recruiters and HR teams about realistic timelines.
Address sponsorship early in the hiring process
Raise visa requirements before the final interview stage, not after an offer. HR-focused employers appreciate candidates who understand the process clearly. Framing it as a straightforward administrative step reduces hesitation from hiring managers unfamiliar with sponsorship.
Cap-exempt employers can bypass the H-1B lottery
Universities, nonprofit research institutions, and government-affiliated organizations are exempt from the annual H-1B cap and lottery. People Business Partner roles at these organizations can be filed at any time of year, removing the uncertainty of the selection process entirely.
People Business Partner jobs are hiring across the US. Find yours.
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Get Access To All JobsFrequently Asked Questions
Can a People Business Partner role qualify for H-1B sponsorship?
Yes, People Business Partner positions regularly qualify as specialty occupations under H-1B rules because they typically require a bachelor's degree or higher in human resources, organizational psychology, or business administration. The role's scope matters. Positions with clear strategic responsibilities in workforce planning, talent management, or organizational development are stronger candidates than broadly defined generalist roles where any degree field is accepted.
What degree do I need for an employer to sponsor a People Business Partner visa?
A bachelor's degree in human resources, industrial-organizational psychology, business administration, or a closely related field is the standard requirement. The degree must align specifically with the HR function of the role. A general business degree can work if your coursework covered HR-specific subjects. Unrelated degrees are harder to support unless you have substantial documented HR experience that substitutes under the three-for-one equivalency rule.
How do I find People Business Partner jobs that offer visa sponsorship?
Migrate Mate lists People Business Partner roles from employers who have a demonstrated history of sponsoring work visas. Filtering by sponsorship willingness saves significant time compared to applying broadly and discovering late in the process that an employer won't file. Large technology companies, healthcare systems, and financial services firms are the most consistent sponsors for HR business partner roles at the mid-to-senior level.
Does the H-1B lottery affect my chances of getting sponsored as a People Business Partner?
It depends on the employer. Cap-subject employers are subject to the annual H-1B lottery, which selects roughly 14 to 20 percent of registrations in recent years. Cap-exempt employers such as universities, nonprofit research institutions, and their affiliated entities can file at any time without lottery exposure. If you're currently on OPT or STEM OPT, you may already have cap-gap protections that bridge timing gaps.
Are there visa options other than H-1B for People Business Partner roles?
Australian citizens can pursue the E-3 visa, which has no lottery and a historically low competition rate. Canadian and Mexican nationals may qualify under the TN visa category if the role meets USMCA professional standards, though HR Business Partner is not always a listed TN occupation and requires careful documentation. The O-1A is available for candidates with extraordinary achievement in the HR field, but the evidentiary bar is high for this category.
What is the prevailing wage requirement for sponsored People 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.
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