Recruitment Partner Jobs in USA with Visa Sponsorship
Recruitment Partner roles in the U.S. qualify as specialty occupations under H-1B visa, requiring a bachelor's degree in human resources, business, or a related field. Employers file a Labor Condition Application before sponsorship begins. No lottery applies to E-3 visa for Australians, and TN visa is not available for this role.
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Get Access To All JobsINTRODUCTION
Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture directly from our team.
MAKE AN IMPACT IN THIS ROLE
As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.
You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.
WHAT YOU'LL DO (% OF TIME)
70% | Full-Cycle Recruiting & Hiring Partnership
- Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
- Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
- Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
- Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
- Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
- Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
- Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
- Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
- Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
- Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
- Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
- Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
20% | Talent Pipelining & Market Insights
- Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
- Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
- Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
- Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
- Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.
10% | Technology, Process Improvement & Compliance
- Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
- Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
- Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
- Identify and recommend improvements to processes that create unnecessary delays, administrative burden, inconsistency, or poor candidate and hiring-manager experiences.
- Support Talent Acquisition projects, process enhancements, and technology adoption that improve consistency, efficiency, and scalability.
- Apply applicable employment laws, company policies, and equitable hiring practices throughout the recruiting and selection process.
SKILLS AND EXPERIENCE | WHAT YOU'LL BRING
REQUIRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Bachelor’s degree or an equivalent combination of education and directly relevant experience.
- Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
- Experience recruiting hourly, professional and difficult-to-fill roles.
- Demonstrated ability to act as a trusted hiring partner by coaching leaders on recruiting and selection best practices, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs.
- Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
- Strong judgment, communication, and relationship-building skills, with the ability to manage competing priorities and keep hiring leaders and candidates informed.
- Experience using an applicant tracking system and sourcing tools, along with working knowledge of employment laws and fair, consistent hiring practices.
PREFERRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Experience recruiting in manufacturing, distribution or another multi-site operational environment.
- Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
- Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
- Experience supporting multiple locations.
TRAVEL
This position requires domestic travel up to 10% of the time.
WORK STATUS & LOCATION
Full-Time, Hybrid, located in Columbus, Ohio. Requires a minimum of two days per week in the office, with the remaining days eligible for remote work.
RELOCATION
Relocation is not available for this position.
PAY (COMPENSATION)
$66,600 - $100,000 / year.
PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORK ENVIRONMENT
This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.
LI-Hybrid
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
- Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue — directly or indirectly – and should be rewarded by sharing the company profits.
- Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.
In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.
Please note all job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.
NowHiring #GetHired #Hiring #HiringNow
INTRODUCTION
Simpson Strong-Tie is a leader in engineered structural connectors, software, and solutions for the building industry. We maintain a reputation as a trusted manufacturer, partner, and corporate citizen committed to our customers and employees.
Our founder, Barc Simpson established 9 Principles of Business we live out as company values and have made Simpson Strong-Tie an inspiring place to work since 1956. Our team of talented people are dedicated to our shared mission: to provide solutions that help people design and build safer, stronger structures.
Learn about our company culture directly from our team.
MAKE AN IMPACT IN THIS ROLE
As a Talent Acquisition Business Partner, you will lead full-cycle recruiting and serve as a trusted advisor to hiring managers across your assigned locations. You will translate business and hiring needs into practical recruiting strategies, build strong candidate pipelines, and guide consistent, equitable selection practices to help the organization hire the right talent at the right time.
You will recruit across a diverse portfolio of roles, from high-volume hourly and skilled positions to professional, leadership, senior-level, and hard-to-fill talent. Using market insights, recruiting data, technology, and strong stakeholder partnerships, you will help improve hiring outcomes and create a positive experience for candidates and hiring teams. While primarily supporting an assigned region, you will also partner with Talent Acquisition, Human Resources, and business leaders across North America as business needs require.
WHAT YOU'LL DO (% OF TIME)
70% | Full-Cycle Recruiting & Hiring Partnership
- Lead full-cycle recruiting for hourly production, warehouse, distribution, skilled-trades, professional, technical, leadership, senior-level, and difficult-to-fill positions across assigned Ohio locations.
- Own each search from intake through accepted offer, including recruiting strategy, sourcing, screening, assessment, interview planning, candidate communication, selection support, and offer partnership.
- Conduct comprehensive intake discussions to clarify the business need, required and preferred qualifications, success profile, target talent, market considerations, interview approach, and hiring timeline.
- Develop and execute role-specific sourcing strategies using direct outreach, passive talent sourcing, LinkedIn Recruiter, Indeed, referrals, professional networks, schools, community partnerships, hiring events, talent pipelines, and other relevant channels.
- Use recruiting expertise, market conditions, pipeline data, and candidate feedback to advise and influence hiring managers throughout the search.
- Appropriately challenge unclear requirements, assumptions, timelines, selection criteria, compensation alignment, or process steps that may unnecessarily limit the talent pool or delay hiring outcomes.
- Assess candidates consistently against documented required and preferred qualifications, relevant accomplishments, and the capabilities needed for success in the role.
- Present qualified candidates with clear, objective recommendations and facilitate productive slate-review and debrief discussions.
- Guide hiring managers in structured, behavior-based, consistent, and equitable interviewing and selection practices.
- Maintain timely, transparent communication with candidates and hiring teams while providing a professional and inclusive candidate experience.
- Manage multiple concurrent searches, set clear expectations, identify risks early, and adjust recruiting strategies when results or market conditions indicate a different approach is needed.
- Partner with hiring managers and HR partners throughout the recruiting process to drive timely decisions, coach on recruiting and selection best practices, and balance hiring urgency, candidate quality, candidate experience, and business needs.
20% | Talent Pipelining & Market Insights
- Partner with hiring managers and HR partners to understand upcoming hiring needs and roles that may be opening so recruiting can prepare before a requisition becomes urgent.
- Research the talent market to understand candidate availability, where qualified talent can be found, local competition, pay expectations, and potential challenges in filling roles.
- Build and maintain candidate pipelines for anticipated, recurring, difficult-to-fill, and business-critical positions.
- Identify the most effective sourcing approaches, channels, professional networks, schools, community organizations, and workforce partners for different roles and candidate populations.
- Use market insights, sourcing results, and candidate feedback to recommend adjustments to role requirements, sourcing strategies, compensation considerations, or timelines when the current approach is not producing the right talent.
10% | Technology, Process Improvement & Compliance
- Use Workday Recruiting and available talent technology, including HiredScore, Paradox, LinkedIn Recruiter, and Indeed, to manage workflows, strengthen sourcing, maintain accurate data, and improve the hiring experience.
- Maintain complete and accurate recruiting records, status updates, disposition information, and documentation in accordance with company practices and applicable requirements.
- Use recruiting results to identify delays, improve outcomes, and reinforce agreed-upon responsibilities with hiring partners.
- Identify and recommend improvements to processes that create unnecessary delays, administrative burden, inconsistency, or poor candidate and hiring-manager experiences.
- Support Talent Acquisition projects, process enhancements, and technology adoption that improve consistency, efficiency, and scalability.
- Apply applicable employment laws, company policies, and equitable hiring practices throughout the recruiting and selection process.
SKILLS AND EXPERIENCE | WHAT YOU'LL BRING
REQUIRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Bachelor’s degree or an equivalent combination of education and directly relevant experience.
- Five or more years of full-cycle recruiting experience, including direct sourcing and independent ownership of searches from intake through accepted offer.
- Experience recruiting hourly, professional and difficult-to-fill roles.
- Demonstrated ability to act as a trusted hiring partner by coaching leaders on recruiting and selection best practices, influencing decisions, appropriately challenging requirements or processes, and partnering with hiring managers and HR to prepare for upcoming hiring needs.
- Proven ability to develop proactive sourcing strategies, engage passive candidates, and build pipelines.
- Strong judgment, communication, and relationship-building skills, with the ability to manage competing priorities and keep hiring leaders and candidates informed.
- Experience using an applicant tracking system and sourcing tools, along with working knowledge of employment laws and fair, consistent hiring practices.
PREFERRED QUALIFICATIONS, TECHNICAL SKILLS, AND KNOWLEDGE
- Experience recruiting in manufacturing, distribution or another multi-site operational environment.
- Experience recruiting skilled trades, engineering, sales, operations leadership, or other specialized roles.
- Experience using Workday Recruiting, HiredScore, Paradox, LinkedIn Recruiter, Indeed, or comparable recruiting tools.
- Experience supporting multiple locations.
TRAVEL
This position requires domestic travel up to 10% of the time.
WORK STATUS & LOCATION
Full-Time, Hybrid, located in Columbus, Ohio. Requires a minimum of two days per week in the office, with the remaining days eligible for remote work.
RELOCATION
Relocation is not available for this position.
PAY (COMPENSATION)
$66,600 - $100,000 / year.
PHYSICAL REQUIREMENTS AND WORK ENVIRONMENT
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Physical Requirements
While performing the duties of this job, the employee is frequently required to sit, talk, and hear, and sometimes walk and stand. While performing the duties of this job, the employee may occasionally push or lift up to 25 lbs.
WORK ENVIRONMENT
This job operates in a professional office environment where standard office equipment such as computers, phones, printers/scanners, etc. are frequently used.
LI-Hybrid
REWARDS AT SIMPSON STRONG-TIE
We recognize and reward employees with a carefully designed and comprehensive rewards package, including competitive compensation, quarterly bonuses or commission and first-rate benefits. May exclude some positions, such as seasonal jobs.
- Quarterly Bonuses/Commission: You will be eligible for either a bonus or commission, paid on a quarterly basis. We believe all employees affect customers, sales and revenue — directly or indirectly – and should be rewarded by sharing the company profits.
- Benefits: We provide a wide range of benefits for eligible full-time employees including: medical, dental, vision, retirement contributions, employee stock purchase and bonus plans, pay for holidays, vacation, sick days, funerals and jury duty, years of service awards, employee discounts, employee referral bonuses, charitable contribution matching, education reimbursement and more. View benefit plan details here: https://benefits.strongtie.com/.
In keeping with our values and commitment to diversity, equity, and inclusion in our communities, we are an equal opportunity employer. This means that our employment decisions are based on your qualifications and merit, and our business needs.
Please note all job offers are contingent upon a successful drug screen and criminal background check, in accordance with applicable local, state, and federal laws.
NowHiring #GetHired #Hiring #HiringNow
See all 109+ Recruitment Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Recruitment Partner roles.
Get Access To All JobsTips for Finding Recruitment Partner Jobs
Frame your HR credentials precisely
Recruitment Partner roles require a degree in human resources, business administration, or a directly related field to qualify as a specialty occupation. A general business degree works, but document how your coursework connects to talent acquisition and workforce planning.
Verify the LCA before accepting any offer
Your employer must file a certified Labor Condition Application with DOL before sponsorship proceeds. Ask to see the LCA case number and confirm the prevailing wage level matches your offered compensation using the OFLC Wage Search.
Target companies with existing H-1B filing history
Firms that have sponsored Recruitment Partners or HR roles before understand the LCA and I-129 process. Use Migrate Mate to find employers with verified sponsorship history in talent acquisition and HR functions, filtered by location and role.
Distinguish your role from non-specialty positions
USCIS scrutinizes HR roles because some are classified as general management rather than specialty occupations. Ensure your job description emphasizes strategic talent functions, requires a specific degree field, and uses O*NET to anchor the professional classification.
Account for LCA certification timing in your start date
DOL typically certifies an LCA within seven business days, but your employer needs that certification before filing the I-129 petition. Build at least two to three weeks of buffer between your offer acceptance and your negotiated start date.
Australians should request an E-3 LCA explicitly
If you hold Australian citizenship, the E-3 visa has no lottery and no cap backlog. Confirm your employer files a separate E-3 LCA rather than defaulting to H-1B, since many HR teams are unfamiliar with E-3 and may not raise it without prompting.
Frequently Asked Questions
Does a Recruitment Partner role qualify as a specialty occupation for H-1B sponsorship?
Yes, but the job description matters significantly. USCIS requires that the position normally requires a bachelor's degree in a specific field such as human resources, industrial-organizational psychology, or business administration. Generalist roles that accept any degree tend to draw Requests for Evidence. A well-drafted job description that ties recruitment strategy to a specific academic discipline strengthens the petition.
Which visas can sponsor a Recruitment Partner working in the U.S.?
H-1B is the most common path for most nationalities. Australian citizens can use the E-3 visa, which has a separate annual cap that has never been exhausted and requires no lottery. TN status is not available for Recruitment Partner roles because the USMCA profession list does not include HR or talent acquisition positions. Employers can also sponsor green cards through the PERM labor certification process for long-term hires.
How do I find employers who actively sponsor Recruitment Partner roles?
Migrate Mate lists U.S. employers with verified sponsorship history in HR and talent acquisition, so you can focus your search on companies that have already navigated the LCA and petition process for similar roles. This saves time you'd otherwise spend vetting employers who have never sponsored a visa.
What degree do I need to get sponsored as a Recruitment Partner?
USCIS looks for a bachelor's degree in human resources, business administration, organizational behavior, or a closely related field. A degree in an unrelated discipline weakens the specialty occupation argument unless you can demonstrate that the specific role requires that academic background. Three years of specialized work experience can substitute for one year of formal education under USCIS equivalency rules.
Can my employer start the sponsorship process after I've already begun working?
For H-1B, the employer must file the I-129 petition and have a certified LCA before you begin working in H-1B status. If you're already in a valid status such as F-1 OPT, you can continue working while the petition is pending. However, the LCA certification and petition filing must be completed before your authorized period of stay expires to maintain continuous work authorization.
What is the prevailing wage requirement for sponsored Recruitment 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.