Product Operations Specialist Jobs in USA with Visa Sponsorship
Product Operations Specialist roles qualify for H-1B visa and O-1 visa sponsorship when the position requires a bachelor's degree in business, engineering, or a related field. Employers across tech and SaaS regularly sponsor this title, though sponsorship rates vary by company size and structure. For detailed occupation requirements, see the O*NET profile.
Find Product Operations Specialist JobsOverview
Showing 5 of 12,021+ Product Operations Specialist jobs
See all 12,021+ Product Operations Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Product Operations Specialist roles.
Get Access To All JobsAbout Life360
Life360’s mission is to keep people close to the ones they love. Our category-leading mobile app, Tile tracking devices, and Pet GPS tracker empower members to protect the people, pets, and things they care about most with a range of services, including location sharing, safe driver reports, and crash detection with emergency dispatch. Life360 serves approximately 97.8 million monthly active users (MAU), as of March 31, 2026, across more than 180 countries. Life360 delivers peace of mind and enhances everyday family life with seamless coordination for all the moments that matter, big and small. By continuing to innovate and deliver for our customers, we have become a household name and the must-have mobile-based membership for families (and those friends who are basically family). Life360 has more than 500 (and growing!) remote-first employees.
Life360 is a Remote-First company, which means a remote work environment will be the primary experience for all employees. All positions, unless otherwise specified, can be performed remotely (within the US) regardless of any specified location above.
About The Team
Life360's People Operations team is the operational backbone of the employee experience, owning the systems, processes, and day-to-day execution that keep a scaling, remote-first, global workforce running smoothly. This is the team behind onboarding, offboarding, compliance, HR systems, global workforce operations, and the ticketing and service delivery that employees rely on for quick, accurate, and compassionate answers. Reporting to the Chief People Officer, People Ops works hand-in-hand with Talent Acquisition, HRBPs, Compensation, and L&D to make sure the mechanics of the employee lifecycle support the business rather than create friction for it. The team is in the middle of a deliberate shift, moving from checklist-based execution to automated, data-informed processes and embedding AI into core HR workflows as part of Life360's broader AI-native transformation. It's a small team of subject matter experts operating with a continuous-improvement mindset, direct communication, and a bias toward eliminating low-value work so the human parts of HR get the attention they deserve.
About The Job
We are seeking a Director of People Operations to scale our HR Operations function for the next phase of company growth. This is a high-impact, hands-on role focused on operational excellence, automation, and the change management required to evolve how an experienced team works. You will lead a group of subject matter experts who bring deep domain knowledge, helping them shift from adding steps to existing processes toward rethinking and automating those processes so People Ops scales ahead of the business. In this position, you will provide direct leadership to a focused team of three to four professionals.
The US-based salary range for this position is $200,000 to $242,500 annually. We take into consideration an individual's background and experience in determining final salary — therefore, base pay offered may vary considerably depending on geographic location, job-related knowledge, skills, and experience. The compensation package includes a wide range of medical, dental, vision, financial, and other benefits, as well as equity.
Scaling & Operational Transformation:
- Audit current People Ops workflows and systematically identify where automation, AI tooling, and process redesign can eliminate manual work, reduce cycle time, and improve accuracy.
- Lead the team's adoption of AI-powered tools for core HR processes, including onboarding, offboarding, compliance, ticketing, and reporting. Set clear adoption milestones and measure impact.
- Drive a shift in team operating model from checklist-based execution to automated, data-informed processes; this requires active change management, not just implementation.
- Identify and implement scalable, cost-effective solutions to boost the efficiency of the People Team, focusing on building infrastructure, increasing automation, and responsible use of AI to streamline operations.
People Management & Team Development:
- Directly manage a team of experienced HR Operations professionals, with a focus on raising the team's capability around operational efficiency, automation, and scalable process design.
- Set clear performance expectations, provide direct and timely feedback, and hold the team accountable to measurable outcomes.
- Develop team members' skills in systems thinking and automation.
Program & Project Management:
- Develop and execute HR operational strategies to streamline and improve processes throughout the employee lifecycle.
- Lead the design, implementation, and documentation of HR initiatives and projects, ensuring they align with organizational goals and deliver measurable efficiency gains.
- Oversee HR projects from initiation to completion, ensuring they are delivered on time and with active stakeholder involvement.
- Develop detailed project plans, document procedures, allocate resources, manage budgets, and provide regular updates to stakeholders.
- Manage HR audits and compliance processes, ensuring adherence to SOX, local labor laws, and internal policies, while maintaining a strong control environment and promoting continuous process improvement.
- Improve People Team service delivery by refining processes for quick, accurate, and compassionate responses to employee inquiries through the ticketing system. Use metrics and feedback to drive ongoing improvements in service effectiveness.
Global Workforce Planning & HR Systems:
- Oversee all global HR operations, ensuring compliance with local laws and regulations in various regions.
- Partner with the systems and analytics function to ensure HR technology decisions support operational efficiency and are grounded in data.
- In partnership with the Talent team, manage the Contractor Program including vendor agreements, contractor tracking, onboarding, and offboarding.
HR Program Alignment:
- Collaborate with cross-functional HR teams including Talent Acquisition, HRBPs, Compensation, and L&D to ensure People Ops processes are aligned with business needs and don't create friction for other functions.
What We're Looking For
- 12+ years of experience in People Operations or HR Operations, with a proven track record of operationalizing and scaling HR processes in a high-growth environment
- Demonstrated experience leading a team through operational transformation - specifically modernizing how a team works, not just what it works on; references should be able to speak to this directly.
- Hands-on experience implementing AI tools, workflow automation, or process redesign within HR Operations.
- Strong people management track record, including managing performance and coaching team members through significant changes in how they operate.
- A practitioner's comfort with HR systems and technology, with the ability to evaluate tools on operational merit rather than brand recognition; familiarity with modern HR tech (HRIS, workflow automation, ticketing systems) required.
- Strong understanding of HR compliance, SOX requirements, and global employment law fundamentals.
- A data-driven approach: you use metrics to set baselines, track progress, and make the case for change.
- Direct communication style and the confidence to have hard conversations - with your team, with peers, and upward.
Our Benefits
- Competitive pay and benefits
- Medical, dental, vision, life and disability insurance plans (100% paid for employees)
- 401(k) plan with company matching program
- Mental Wellness Program & Employee Assistance Program (EAP) for mental well-being
- Flexible PTO, 13 company-wide days off throughout the year
- Winter and Summer Weeklong Synchronized Company Shutdowns
- Learning & Development programs
- Equipment, tools, and reimbursement support for a productive remote environment
- Free Life360 Platinum Membership for your preferred circle
- Free Tile Products
Life360 Values
Our company’s mission-driven culture is guided by our shared values to create a trusted work environment where you can bring your authentic self to work and make a positive difference
- Be a Good Person - We have a team of high integrity people you can trust.
- Be Direct With Respect - We communicate directly, even when it’s hard.
- Members Before Metrics - We focus on building an exceptional experience for families.
- High Intensity, High Impact - We do whatever it takes to get the job done.
Our Commitment to Diversity
We believe that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results. Together, we continue to build an inclusive culture that encourages, supports, and celebrates the diverse voices of our employees. It fuels our innovation and connects us closer to our customers and the communities we serve. We strive to create a workplace that reflects the communities we serve and where everyone feels empowered to bring their authentic best selves to work.
We are an equal opportunity employer and value diversity at Life360. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status or any legally protected status.
We encourage people of all backgrounds to apply. We believe that a diversity of perspectives and experiences create a foundation for the best ideas. Come join us in building something meaningful.
Even if you don’t meet 100% of the below qualifications, you should still seriously consider applying!
About Life360
Life360’s mission is to keep people close to the ones they love. Our category-leading mobile app, Tile tracking devices, and Pet GPS tracker empower members to protect the people, pets, and things they care about most with a range of services, including location sharing, safe driver reports, and crash detection with emergency dispatch. Life360 serves approximately 97.8 million monthly active users (MAU), as of March 31, 2026, across more than 180 countries. Life360 delivers peace of mind and enhances everyday family life with seamless coordination for all the moments that matter, big and small. By continuing to innovate and deliver for our customers, we have become a household name and the must-have mobile-based membership for families (and those friends who are basically family). Life360 has more than 500 (and growing!) remote-first employees.
Life360 is a Remote-First company, which means a remote work environment will be the primary experience for all employees. All positions, unless otherwise specified, can be performed remotely (within the US) regardless of any specified location above.
About The Team
Life360's People Operations team is the operational backbone of the employee experience, owning the systems, processes, and day-to-day execution that keep a scaling, remote-first, global workforce running smoothly. This is the team behind onboarding, offboarding, compliance, HR systems, global workforce operations, and the ticketing and service delivery that employees rely on for quick, accurate, and compassionate answers. Reporting to the Chief People Officer, People Ops works hand-in-hand with Talent Acquisition, HRBPs, Compensation, and L&D to make sure the mechanics of the employee lifecycle support the business rather than create friction for it. The team is in the middle of a deliberate shift, moving from checklist-based execution to automated, data-informed processes and embedding AI into core HR workflows as part of Life360's broader AI-native transformation. It's a small team of subject matter experts operating with a continuous-improvement mindset, direct communication, and a bias toward eliminating low-value work so the human parts of HR get the attention they deserve.
About The Job
We are seeking a Director of People Operations to scale our HR Operations function for the next phase of company growth. This is a high-impact, hands-on role focused on operational excellence, automation, and the change management required to evolve how an experienced team works. You will lead a group of subject matter experts who bring deep domain knowledge, helping them shift from adding steps to existing processes toward rethinking and automating those processes so People Ops scales ahead of the business. In this position, you will provide direct leadership to a focused team of three to four professionals.
The US-based salary range for this position is $200,000 to $242,500 annually. We take into consideration an individual's background and experience in determining final salary — therefore, base pay offered may vary considerably depending on geographic location, job-related knowledge, skills, and experience. The compensation package includes a wide range of medical, dental, vision, financial, and other benefits, as well as equity.
Scaling & Operational Transformation:
- Audit current People Ops workflows and systematically identify where automation, AI tooling, and process redesign can eliminate manual work, reduce cycle time, and improve accuracy.
- Lead the team's adoption of AI-powered tools for core HR processes, including onboarding, offboarding, compliance, ticketing, and reporting. Set clear adoption milestones and measure impact.
- Drive a shift in team operating model from checklist-based execution to automated, data-informed processes; this requires active change management, not just implementation.
- Identify and implement scalable, cost-effective solutions to boost the efficiency of the People Team, focusing on building infrastructure, increasing automation, and responsible use of AI to streamline operations.
People Management & Team Development:
- Directly manage a team of experienced HR Operations professionals, with a focus on raising the team's capability around operational efficiency, automation, and scalable process design.
- Set clear performance expectations, provide direct and timely feedback, and hold the team accountable to measurable outcomes.
- Develop team members' skills in systems thinking and automation.
Program & Project Management:
- Develop and execute HR operational strategies to streamline and improve processes throughout the employee lifecycle.
- Lead the design, implementation, and documentation of HR initiatives and projects, ensuring they align with organizational goals and deliver measurable efficiency gains.
- Oversee HR projects from initiation to completion, ensuring they are delivered on time and with active stakeholder involvement.
- Develop detailed project plans, document procedures, allocate resources, manage budgets, and provide regular updates to stakeholders.
- Manage HR audits and compliance processes, ensuring adherence to SOX, local labor laws, and internal policies, while maintaining a strong control environment and promoting continuous process improvement.
- Improve People Team service delivery by refining processes for quick, accurate, and compassionate responses to employee inquiries through the ticketing system. Use metrics and feedback to drive ongoing improvements in service effectiveness.
Global Workforce Planning & HR Systems:
- Oversee all global HR operations, ensuring compliance with local laws and regulations in various regions.
- Partner with the systems and analytics function to ensure HR technology decisions support operational efficiency and are grounded in data.
- In partnership with the Talent team, manage the Contractor Program including vendor agreements, contractor tracking, onboarding, and offboarding.
HR Program Alignment:
- Collaborate with cross-functional HR teams including Talent Acquisition, HRBPs, Compensation, and L&D to ensure People Ops processes are aligned with business needs and don't create friction for other functions.
What We're Looking For
- 12+ years of experience in People Operations or HR Operations, with a proven track record of operationalizing and scaling HR processes in a high-growth environment
- Demonstrated experience leading a team through operational transformation - specifically modernizing how a team works, not just what it works on; references should be able to speak to this directly.
- Hands-on experience implementing AI tools, workflow automation, or process redesign within HR Operations.
- Strong people management track record, including managing performance and coaching team members through significant changes in how they operate.
- A practitioner's comfort with HR systems and technology, with the ability to evaluate tools on operational merit rather than brand recognition; familiarity with modern HR tech (HRIS, workflow automation, ticketing systems) required.
- Strong understanding of HR compliance, SOX requirements, and global employment law fundamentals.
- A data-driven approach: you use metrics to set baselines, track progress, and make the case for change.
- Direct communication style and the confidence to have hard conversations - with your team, with peers, and upward.
Our Benefits
- Competitive pay and benefits
- Medical, dental, vision, life and disability insurance plans (100% paid for employees)
- 401(k) plan with company matching program
- Mental Wellness Program & Employee Assistance Program (EAP) for mental well-being
- Flexible PTO, 13 company-wide days off throughout the year
- Winter and Summer Weeklong Synchronized Company Shutdowns
- Learning & Development programs
- Equipment, tools, and reimbursement support for a productive remote environment
- Free Life360 Platinum Membership for your preferred circle
- Free Tile Products
Life360 Values
Our company’s mission-driven culture is guided by our shared values to create a trusted work environment where you can bring your authentic self to work and make a positive difference
- Be a Good Person - We have a team of high integrity people you can trust.
- Be Direct With Respect - We communicate directly, even when it’s hard.
- Members Before Metrics - We focus on building an exceptional experience for families.
- High Intensity, High Impact - We do whatever it takes to get the job done.
Our Commitment to Diversity
We believe that different ideas, perspectives and backgrounds create a stronger and more creative work environment that delivers better results. Together, we continue to build an inclusive culture that encourages, supports, and celebrates the diverse voices of our employees. It fuels our innovation and connects us closer to our customers and the communities we serve. We strive to create a workplace that reflects the communities we serve and where everyone feels empowered to bring their authentic best selves to work.
We are an equal opportunity employer and value diversity at Life360. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, disability status or any legally protected status.
We encourage people of all backgrounds to apply. We believe that a diversity of perspectives and experiences create a foundation for the best ideas. Come join us in building something meaningful.
Even if you don’t meet 100% of the below qualifications, you should still seriously consider applying!
See all 12,021+ Product Operations Specialist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Product Operations Specialist roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Product Operations Specialist
Target companies with established H-1B filing histories
Larger tech and SaaS companies file H-1B petitions regularly and have immigration counsel in place. Smaller startups may be willing but lack the infrastructure, which adds delays and uncertainty to your sponsorship timeline.
Clarify the degree requirement before applying
Product Operations Specialist roles must require a specific bachelor's degree field to qualify as a specialty occupation. If the job posting says 'any bachelor's degree,' the H-1B petition becomes harder to defend during USCIS adjudication.
Frame your background around systems and cross-functional coordination
USCIS scrutinizes operational roles more than pure engineering titles. Emphasizing technical complexity, tools expertise, and degree-specific knowledge strengthens the specialty occupation argument in your employer's I-129 petition.
Ask about sponsorship scope before the offer stage
Some employers sponsor H-1B transfers but won't file new cap-subject petitions. Confirm whether they'll support an initial H-1B registration, not just a transfer, so you're not blindsided after clearing multiple interview rounds.
Understand how your current status affects timing
If you're on OPT or STEM OPT, your employer can start an H-1B registration in March for an October 1 start. Aligning your OPT expiration with this calendar is critical to avoiding any gap in work authorization.
Use Migrate Mate to filter for verified sponsoring employers
Not every job listing that omits sponsorship language means the company won't sponsor. Migrate Mate surfaces Product Operations roles from employers with documented sponsorship history, saving you from applying to companies that won't support your visa.
Frequently Asked Questions
Does a Product Operations Specialist role qualify as a specialty occupation for H-1B purposes?
It can, but it's not automatic. USCIS requires that the position normally requires a bachelor's degree in a specific field, such as business operations, industrial engineering, or information systems. Generalist roles where any degree qualifies are harder to approve. The strength of the petition depends heavily on how the employer documents the degree requirement in the Labor Condition Application and I-129 support letter.
Which visa types are most commonly used to sponsor Product Operations Specialists?
H-1B visa is the most common path, typically filed by mid-to-large tech companies. L-1B is an option if you're transferring within a multinational employer and have specialized knowledge of proprietary systems or processes. O-1A is theoretically available but requires demonstrating extraordinary ability, which is a high bar for an operations role. TN visa status applies only to Canadian and Mexican nationals in qualifying NAFTA categories, and Product Operations doesn't have a direct TN classification.
How do approval rates for H-1B petitions look for operations roles compared to engineering titles?
Approval rates for business operations and product-adjacent roles are generally lower than for software engineering or data science titles, where the specialty occupation argument is more straightforward. USCIS issues Requests for Evidence more frequently on roles with 'operations' or 'specialist' in the title. A well-documented petition from an experienced immigration attorney significantly improves outcomes. Choosing employers who have successfully sponsored similar roles before reduces risk considerably.
Can I find Product Operations Specialist jobs that already include visa sponsorship on Migrate Mate?
Yes. Migrate Mate lists Product Operations Specialist openings from employers with verified H-1B sponsorship histories, so you can filter directly for companies that have sponsored similar roles rather than guessing from job descriptions. This is particularly useful if you're on OPT with limited time to find a sponsoring employer before your authorization expires.
Does my degree field affect sponsorship eligibility for this role?
It matters more than most candidates expect. A degree in business administration, operations management, industrial engineering, or information systems directly supports the specialty occupation argument. A degree in an unrelated field, even a strong one, can create complications if the employer can't draw a clear line between your major and the job duties. Some employers accept related work experience as a supplement, and three years of qualifying experience can substitute for one year of formal education under H-1B rules.
What is the prevailing wage requirement for sponsored Product 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.