Recruitment Officer Jobs in USA with Visa Sponsorship
Recruitment Officer roles qualify as specialty occupations under H-1B visa and E-3 visas when the position requires a bachelor's degree in human resources, business, or a related field. Employers in staffing, corporate HR, and healthcare regularly file Labor Condition Applications for these roles, making sponsorship more common than candidates expect.
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Get Access To All JobsINTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
INTRODUCTION
Invenergy is North America’s largest privately held developer, owner, and operator of power infrastructure. With 25 years of trusted execution, we deliver reliable, affordable energy through a diverse portfolio that includes natural gas, solar, land-based wind, energy storage, transmission, and domestic manufacturing. Headquartered in Chicago, we develop, own, and operate large scale projects that power communities and support the energy future.
Invenergy follows a hybrid schedule, working in office Monday through Thursday and remotely on Fridays if work permits.
This position will be open for application for at least 3 calendar days from the posting date. This position will remain open for application based on business need, which may be before or after the 3-day posting window.
JOB DESCRIPTION
The Recruiting Operations Manager will be lead the governance, optimization, and continuous improvement of Talent Acquisition operations at Invenergy. This role will be responsible for ensuring that recruiting processes, systems, reporting, analytics, technologies, and vendor partnerships scale effectively to support the company's continued growth.
The Manager, Recruiting Operations partners closely with People & Culture leadership, HRIS, HR Operations, Compensation, and business leaders to drive operational excellence, enhance recruiter productivity, improve hiring manager and candidate experiences, and enable data-driven workforce decisions.
This role will play a critical part in building a modern, scalable recruiting organization capable of supporting significant company growth, expansion into new markets, and evolving workforce needs. This aligns closely with the broader HR focus on scalable operating models, process improvement, Workday optimization, and technology enablement.
KEY RESPONSIBILITIES
Talent Acquisition Operations Strategy
- Develop and execute a Talent Acquisition operations roadmap in alignment with business and workforce growth objectives.
- Establish scalable recruiting processes, standards, governance, and service delivery models.
- Identify opportunities to improve efficiency, consistency, and effectiveness across the recruiting lifecycle.
- Serve as the business owner for Talent Acquisition technology platforms, including Workday Recruiting and related tools.
- Partner with HRIS and technology teams to optimize recruiting workflows, integrations, automations, and user experiences.
Reporting, Analytics & Workforce Insights
- Design and maintain recruiting dashboards, metrics, and reporting frameworks.
- Deliver actionable insights and recommendations to Talent Acquisition leadership and executive stakeholders.
- Support workforce planning and forecasting activities through data analysis and reporting.
Process Improvement & Governance
- Lead continuous improvement initiatives across recruiting operations.
- Develop and document standard operating procedures, workflows, and service standards.
- Ensure compliance with applicable employment laws, regulations, and internal policies.
- Establish process controls and governance mechanisms to support consistency and quality across the organization.
Vendor & Program Management
- Manage relationships with external recruiting vendors, technology partners, assessment providers, background screening vendors, and other service providers.
- Monitor vendor performance and service level agreements.
- Lead contract review support, business cases, and vendor renewal evaluations.
- Optimize vendor utilization and investment effectiveness.
Artificial Intelligence & Automation
- Identify opportunities to leverage AI, automation, and emerging technologies to improve Talent Acquisition effectiveness and efficiency.
- Partner with HR and technology teams to support the responsible implementation of recruiting technologies.
- Measure outcomes and adoption of automation initiatives.
Leadership & Partnership
- Serve as a trusted advisor to Talent Acquisition leadership regarding operational strategy and execution.
- Collaborate across Talent Acquisition, HR, Compensation, HRIS, Finance, Legal, and business functions.
- Lead recruiting operations projects and cross-functional initiatives.
- Manage and develop recruiting operations team members as the function grows.
QUALIFICATIONS
Required
- Bachelor's degree
- 5+ years of Operations experience, preferably within Talent Acquisition or Recruiting Operations.
- Knowledge of the full recruiting life cycle.
- Experience with applicant tracking systems such as Workday.
- Strong analytical and problem-solving skills.
- Demonstrated project management and stakeholder management capabilities.
- Experience in Microsoft Suite including intermediate to advanced Excel Skills
Preferred
- Demonstrated success leading process improvement and operational transformation initiatives, preferably for the recruiting or human resources function.
- Experience leading technology initiatives and upgrades as a recruiting project lead.
- Experience developing and taking ownership of recruiting metrics, dashboards, and executive-level reporting.
- People management experience.
- Experience supporting fast-paced, high-growth organizations.
- Experience scaling recruiting infrastructure and processes.
- Experience with workforce planning and talent analytics.
- Experience evaluating and implementing AI and automation solutions.
- Experience managing vendor relationships and third-party recruiting solutions.
BASE PAY
- Base Pay: $115,000 - $134,000 USD Annual
- Bonus: 10 - 35%
The base pay range reflects the minimum and maximum target salary for the position. Invenergy considers a number of factors when determining base pay offers such as the scope and responsibilities of the position and the candidate's experience, education and skills.
In addition to base pay, the total annual compensation package may also include eligibility to participate in our bonus program(s) which are designed to reward individual and company performance. Your recruiter can share more about bonus eligibility for this position during the hiring process.
Invenergy offers a variety of other benefits including medical, dental and vision insurance, 401k, paid time off, etc.
Invenergy LLC is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to, among other things, race, color, religion, sex, sexual orientation, gender identity, national origin, age, status as a protected veteran, or disability.
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Get Access To All JobsTips for Finding Recruitment Officer Jobs
Frame your HR credentials around specialty occupation
Consular officers and USCIS scrutinize whether Recruitment Officer roles truly require a specific degree. Document your bachelor's in human resources, organizational psychology, or business administration, and show how your coursework directly maps to sourcing, compliance, and workforce planning duties.
Target employers with active LCA filing histories
Corporate HR departments at healthcare systems, universities, and technology firms file LCAs for Recruitment Officers far more consistently than small staffing agencies. Use Migrate Mate to identify employers with verified sponsorship history for HR and talent acquisition roles before you apply.
Look up prevailing wages before salary negotiations
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your location and role level. Run the OFLC Wage Search for HR Specialists or Recruitment Officers in your target metro so you enter negotiations knowing the floor the employer is legally required to meet.
Distinguish yourself from general HR generalist candidates
Employers sometimes reclassify Recruitment Officer positions as general HR Generalist roles, which can complicate specialty occupation arguments. Ask during the interview whether the role is filed under a dedicated talent acquisition title, since the job duties and SOC classification affect how USCIS evaluates the petition.
Confirm E-Verify enrollment if you're on STEM OPT
If you're extending OPT under STEM authorization, your employer must be enrolled in E-Verify before your extension begins. Verify this during the offer stage, not after signing, because unenrolled employers can't legally onboard STEM OPT workers even when they're otherwise willing to sponsor.
Understand TN visa eligibility before accepting Canadian or Mexican offers
TN status covers HR managers and specialists only for Canadian and Mexican nationals under USMCA. If you're negotiating a cross-border Recruitment Officer role, confirm the specific job title matches USMCA's listed professions, since slight title variations can disqualify the classification at the port of entry.
Frequently Asked Questions
Does a Recruitment Officer role qualify as a specialty occupation for H-1B purposes?
Yes, but the employer must demonstrate the position routinely requires a bachelor's degree in a specific field, such as human resources, business administration, or organizational psychology. Roles framed as generalist HR work are more vulnerable to USCIS Requests for Evidence. The stronger the job description ties daily duties to degree-specific knowledge, the better the specialty occupation argument holds.
Which visa types are realistic for a Recruitment Officer seeking U.S. sponsorship?
H-1B is the most common path for Recruitment Officers from any country. Australian nationals can apply for the E-3, which has no lottery and renews indefinitely in two-year increments. Canadian and Mexican nationals may qualify under TN visa status if the job title maps cleanly to USMCA's listed HR professions. F-1 graduates can bridge to sponsorship through OPT or STEM OPT while an employer pursues H-1B.
Where can I find employers who sponsor Recruitment Officer roles?
Migrate Mate lists employers with verified Labor Condition Application sponsorship history for HR and talent acquisition roles, so you can focus your applications on companies that have actually filed for similar positions rather than guessing from job postings.
How does the H-1B annual cap and lottery affect Recruitment Officer candidates?
Most Recruitment Officer positions at for-profit companies are subject to the H-1B cap of 65,000 visas plus 20,000 for U.S. advanced degree holders. Because demand routinely exceeds supply, USCIS uses a lottery to select registrations. The selection rules have changed recently, so candidates should confirm current mechanics directly with USCIS before the registration window opens each year.
Can a Recruitment Officer change employers mid-sponsorship?
Yes. If you're already in H-1B status, your new employer can file a transfer petition with USCIS and you can begin work once that petition is received, without waiting for approval. The O*NET occupation profile for HR Specialists and Recruitment Officers is consistent enough across employers that most transfers don't require significant reclassification, though the new employer must file a fresh LCA at the prevailing wage for their location.
What is the prevailing wage requirement for sponsored Recruitment Officer 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.