People Operations Specialist Jobs in USA with Visa Sponsorship
People Operations Specialist roles are among the more sponsorship-friendly HR positions because the work is clearly defined, degree requirements are consistent, and employers in tech and professional services have established H-1B visa and E-3 visa filing track records for this title. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
AI Engineers is seeking an on-site HR & Talent Specialist to support the continued growth of our organization through effective talent acquisition and coordinated HR operations. This role will be responsible for managing the full-cycle recruitment process for professional, technical, and administrative positions while helping maintain an organized, responsive, and positive experience for candidates, hiring managers, and new employees.
The ideal candidate is a relationship-oriented recruiting professional who can independently manage multiple searches, develop creative sourcing strategies, build strong candidate pipelines, and partner effectively with hiring managers and leadership. In addition to recruiting, this position will support recruiting-related administration, pre-employment activities, and the transition from accepted offer to onboarding, while providing support for HR operational activities as needed.
AIE offers a competitive compensation and benefits package, including health benefits, 401(k) with company match, competitive PTO, company paid life/LTD/STD insurance, ESOP program, and opportunities for professional growth within an ENR-500 firm.
Key Responsibilities
Talent Acquisition & Recruiting
- Manage the full-cycle recruitment process for assigned professional, technical, and admin positions, from initial hiring discussions through candidate selection and offer acceptance.
- Partner with hiring managers and senior leaders to understand staffing needs, define position requirements, establish recruiting strategies, and identify qualified candidate profiles.
- Develop and maintain candidate pipelines through direct sourcing, networking, referrals, job boards, social media, industry associations, universities, and other relevant channels.
- Identify and attract talent across multiple engineering disciplines, including bridge engineering, civil, structural, facilities, water and wastewater design, land surveying, and construction engineering and inspection.
- Review resumes, conduct initial candidate screenings, assess qualifications, and coordinate candidate evaluations with hiring managers and technical teams.
- Coordinate interviews and maintain timely, consistent communication with candidates and hiring managers throughout the recruitment process.
- Collaborate with hiring managers on candidate selection, offer development, and compensation discussions; communicate offers and facilitate negotiations as appropriate.
- Build and maintain relationships with candidates, industry professionals, universities, and other talent sources to support current and future hiring needs.
Recruiting Operations & Talent Programs
- Administer and strengthen the employee referral program, including communicating opportunities, tracking referrals, monitoring participation, and coordinating referral-related processes.
- Maintain accurate and timely applicant tracking system (ATS) records, requisition information, candidate activity, and recruiting documentation.
- Develop and maintain recruiting reports and metrics, including requisition status, time-to-fill, source of hire, pipeline activity, and offer outcomes.
- Monitor recruiting activity and provide regular updates to HR leadership, hiring managers, and senior leaders regarding open positions, candidate pipelines, recruiting progress, and challenges.
- Coordinate college recruiting, career fairs, industry events, and other targeted talent acquisition initiatives.
- Monitor industry hiring trends, talent availability, compensation benchmarks, and competitor activity to inform recruiting strategies.
- Identify opportunities to improve recruiting processes, candidate experience, sourcing effectiveness, and hiring manager engagement.
Pre-Employment & Onboarding Coordination
- Manage the transition from accepted offer to onboarding, ensuring a positive experience and timely communication with the onboarding team and all stakeholders.
- Partner with HR operations to ensure new hires receive necessary information and complete required onboarding steps.
- Provide onboarding backup and administrative support as needed to maintain a consistent and positive new-hire experience.
HR Operations & Department Support
- Required recruiting administration including maintaining accurate employee and candidate records.
- Serve as a backup resource for HR administrative and employee lifecycle activities, including onboarding coordination and other operational processes as assigned.
- Collaborate with HR team members to support department initiatives, process improvements, employee communications, and organizational needs.
- Ensure recruiting and related employment processes are conducted in accordance with applicable employment laws, equal employment opportunity requirements, and company policies.
- Perform other related duties and special projects as needed.
Requirements & Qualifications
- Minimum of 4 years of recruiting or talent acquisition experience, preferably within the architecture, engineering, and construction (AEC) industry or other technical/STEM environments.
- Bachelor's degree in Human Resources, Business, or a related field preferred, or equivalent relevant professional experience.
- Experience managing full-cycle recruitment, including requisition creation, sourcing, screening, interviewing, candidate management, and offer coordination.
- Ability to understand technical positions and evaluate candidate qualifications, with an interest and willingness to learn the engineering industry and the roles within it.
- Experience using applicant tracking systems (ATS), recruiting platforms, social media, and other sourcing tools.
- Familiarity with applicable employment and recruiting laws and regulations (preferably multi-state).
Skills & Abilities
- Exceptional interpersonal and communication skills, with the ability to establish relationships and effectively partner with hiring managers, candidates, colleagues, and leaders at all levels.
- Strong organizational skills and attention to detail, with the ability to manage multiple open positions, effectively prioritize, and meet recruiting service standards.
- Ability to work independently, exercise sound judgment, and take initiative in identifying solutions and improving processes.
- Results-oriented, adaptable, and comfortable working in a fast-paced, growing organization.
Work Environment & Travel
This is an on-site position based at AI Engineers' corporate headquarters in Middletown, Connecticut. Occasional travel to branch offices, college campuses, career fairs, and industry events may be required.
Salary Range
$75,000 - $95,000
About AI Engineers, Inc.
AIE is a multi-disciplinary, ENR-500 company with 13 offices in the U.S and over 350 employees. We are an engineering consulting firm providing Bridge, Transportation, Construction Engineering, Water/Wastewater, Site/Civil, Building Systems, Design-Build, Survey/Mapping, and Technology services to public and private clients nationwide. Design, Analysis, Inspection & Evaluation are among the core expertise of the firm, earning us a national reputation for serving on major projects in over 20 states. AIE integrates advanced equipment and technology into our infrastructure engineering services, including drones, laser scanning, artificial intelligence, and point-cloud mapping. Armed with this tech, we are enabling our engineers to perform their work at the highest level.
AIE is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or other protected characteristics protected by law. AIE fully endorses equal opportunity for all. EOE/M/F/D/VEV
INTRODUCTION
AI Engineers is seeking an on-site HR & Talent Specialist to support the continued growth of our organization through effective talent acquisition and coordinated HR operations. This role will be responsible for managing the full-cycle recruitment process for professional, technical, and administrative positions while helping maintain an organized, responsive, and positive experience for candidates, hiring managers, and new employees.
The ideal candidate is a relationship-oriented recruiting professional who can independently manage multiple searches, develop creative sourcing strategies, build strong candidate pipelines, and partner effectively with hiring managers and leadership. In addition to recruiting, this position will support recruiting-related administration, pre-employment activities, and the transition from accepted offer to onboarding, while providing support for HR operational activities as needed.
AIE offers a competitive compensation and benefits package, including health benefits, 401(k) with company match, competitive PTO, company paid life/LTD/STD insurance, ESOP program, and opportunities for professional growth within an ENR-500 firm.
Key Responsibilities
Talent Acquisition & Recruiting
- Manage the full-cycle recruitment process for assigned professional, technical, and admin positions, from initial hiring discussions through candidate selection and offer acceptance.
- Partner with hiring managers and senior leaders to understand staffing needs, define position requirements, establish recruiting strategies, and identify qualified candidate profiles.
- Develop and maintain candidate pipelines through direct sourcing, networking, referrals, job boards, social media, industry associations, universities, and other relevant channels.
- Identify and attract talent across multiple engineering disciplines, including bridge engineering, civil, structural, facilities, water and wastewater design, land surveying, and construction engineering and inspection.
- Review resumes, conduct initial candidate screenings, assess qualifications, and coordinate candidate evaluations with hiring managers and technical teams.
- Coordinate interviews and maintain timely, consistent communication with candidates and hiring managers throughout the recruitment process.
- Collaborate with hiring managers on candidate selection, offer development, and compensation discussions; communicate offers and facilitate negotiations as appropriate.
- Build and maintain relationships with candidates, industry professionals, universities, and other talent sources to support current and future hiring needs.
Recruiting Operations & Talent Programs
- Administer and strengthen the employee referral program, including communicating opportunities, tracking referrals, monitoring participation, and coordinating referral-related processes.
- Maintain accurate and timely applicant tracking system (ATS) records, requisition information, candidate activity, and recruiting documentation.
- Develop and maintain recruiting reports and metrics, including requisition status, time-to-fill, source of hire, pipeline activity, and offer outcomes.
- Monitor recruiting activity and provide regular updates to HR leadership, hiring managers, and senior leaders regarding open positions, candidate pipelines, recruiting progress, and challenges.
- Coordinate college recruiting, career fairs, industry events, and other targeted talent acquisition initiatives.
- Monitor industry hiring trends, talent availability, compensation benchmarks, and competitor activity to inform recruiting strategies.
- Identify opportunities to improve recruiting processes, candidate experience, sourcing effectiveness, and hiring manager engagement.
Pre-Employment & Onboarding Coordination
- Manage the transition from accepted offer to onboarding, ensuring a positive experience and timely communication with the onboarding team and all stakeholders.
- Partner with HR operations to ensure new hires receive necessary information and complete required onboarding steps.
- Provide onboarding backup and administrative support as needed to maintain a consistent and positive new-hire experience.
HR Operations & Department Support
- Required recruiting administration including maintaining accurate employee and candidate records.
- Serve as a backup resource for HR administrative and employee lifecycle activities, including onboarding coordination and other operational processes as assigned.
- Collaborate with HR team members to support department initiatives, process improvements, employee communications, and organizational needs.
- Ensure recruiting and related employment processes are conducted in accordance with applicable employment laws, equal employment opportunity requirements, and company policies.
- Perform other related duties and special projects as needed.
Requirements & Qualifications
- Minimum of 4 years of recruiting or talent acquisition experience, preferably within the architecture, engineering, and construction (AEC) industry or other technical/STEM environments.
- Bachelor's degree in Human Resources, Business, or a related field preferred, or equivalent relevant professional experience.
- Experience managing full-cycle recruitment, including requisition creation, sourcing, screening, interviewing, candidate management, and offer coordination.
- Ability to understand technical positions and evaluate candidate qualifications, with an interest and willingness to learn the engineering industry and the roles within it.
- Experience using applicant tracking systems (ATS), recruiting platforms, social media, and other sourcing tools.
- Familiarity with applicable employment and recruiting laws and regulations (preferably multi-state).
Skills & Abilities
- Exceptional interpersonal and communication skills, with the ability to establish relationships and effectively partner with hiring managers, candidates, colleagues, and leaders at all levels.
- Strong organizational skills and attention to detail, with the ability to manage multiple open positions, effectively prioritize, and meet recruiting service standards.
- Ability to work independently, exercise sound judgment, and take initiative in identifying solutions and improving processes.
- Results-oriented, adaptable, and comfortable working in a fast-paced, growing organization.
Work Environment & Travel
This is an on-site position based at AI Engineers' corporate headquarters in Middletown, Connecticut. Occasional travel to branch offices, college campuses, career fairs, and industry events may be required.
Salary Range
$75,000 - $95,000
About AI Engineers, Inc.
AIE is a multi-disciplinary, ENR-500 company with 13 offices in the U.S and over 350 employees. We are an engineering consulting firm providing Bridge, Transportation, Construction Engineering, Water/Wastewater, Site/Civil, Building Systems, Design-Build, Survey/Mapping, and Technology services to public and private clients nationwide. Design, Analysis, Inspection & Evaluation are among the core expertise of the firm, earning us a national reputation for serving on major projects in over 20 states. AIE integrates advanced equipment and technology into our infrastructure engineering services, including drones, laser scanning, artificial intelligence, and point-cloud mapping. Armed with this tech, we are enabling our engineers to perform their work at the highest level.
AIE is an equal opportunity employer. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or other protected characteristics protected by law. AIE fully endorses equal opportunity for all. EOE/M/F/D/VEV
See all 4,543+ People Operations Specialist Jobs
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Get Access To All JobsTips for Finding Visa Sponsorship as a People Operations Specialist
Target tech and professional services employers
Companies in software, consulting, and financial services file H-1B petitions for People Operations Specialists at far higher rates than traditional industries. Focusing your search on these sectors significantly improves your odds of finding a willing sponsor.
Frame your degree field precisely
USCIS requires a direct connection between your degree and the role. Human Resources Management, Industrial-Organizational Psychology, Business Administration, and Organizational Behavior all map cleanly to this title and strengthen a specialty occupation argument considerably.
Quantify your HR systems experience
Employers sponsoring this role want evidence of specialized knowledge. Highlight hands-on experience with HRIS platforms, workforce analytics, compliance workflows, or benefits administration to differentiate yourself and reinforce the specialty occupation case in your petition.
Understand the LCA process timeline
Your employer must file a Labor Condition Application with the Department of Labor before submitting your H-1B petition. This step typically takes one to two weeks and must be completed first, so factor it into your start date planning with HR.
Ask about cap-exempt employers early
Universities, nonprofit research institutions, and government-affiliated organizations are exempt from the H-1B lottery. People Operations roles exist at these employers, and a position there means you can file year-round without waiting for the annual registration window.
Browse verified sponsoring employers on Migrate Mate
Not every company that posts an HR role is willing to sponsor. Migrate Mate surfaces People Operations Specialist openings from employers with confirmed sponsorship history, saving you from applying to roles that will stall at the offer stage.
Frequently Asked Questions
Does a People Operations Specialist role qualify as a specialty occupation for H-1B purposes?
It can, but it requires a well-built petition. USCIS scrutinizes generalist HR titles because the agency has historically questioned whether a specific degree field is required. Roles involving HRIS implementation, compliance program management, or workforce analytics carry stronger specialty occupation arguments than broad generalist descriptions. Your employer's attorney should document the theoretical and practical application of HR knowledge the position demands.
What degree field do I need to qualify for visa sponsorship in this role?
Human Resources Management, Industrial-Organizational Psychology, Business Administration, or Organizational Behavior are the most defensible degree fields for this title. A general business degree can work if your coursework included substantial HR-specific content. What matters to USCIS is that the degree field normally leads to this type of role, not just that you hold a bachelor's degree.
How common is H-1B sponsorship for People Operations Specialists?
Sponsorship is concentrated in tech, consulting, and financial services. Mid-size to large companies in these sectors file regularly for this title. Smaller employers and traditional industries file far less frequently, either due to cost concerns or unfamiliarity with the process. Targeting companies that already have immigration counsel on retainer dramatically improves your chances of getting a sponsor.
Can I use an E-3 visa for a People Operations Specialist role if I'm Australian?
Yes. The E-3 visa applies the same specialty occupation standard as the H-1B visa, so the degree field alignment requirement is identical. The key advantage is that the E-3 visa has no lottery and a 10,500 annual cap that has never been fully used. Australian applicants can apply at a U.S. consulate in Australia without waiting for a registration window, making it a significantly more predictable path.
Where can I find People Operations Specialist jobs that offer visa sponsorship?
Most job postings don't disclose sponsorship willingness upfront, which means you can spend weeks applying to roles that go nowhere. Migrate Mate filters specifically for employers with sponsorship history, so you can browse People Operations Specialist openings from companies that have actually filed visas for this type of role before.
What is the prevailing wage requirement for sponsored People Operations Specialist 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.