Regional Technical Manager Jobs in USA with Visa Sponsorship
Regional Technical Manager roles qualify for H-1B visa sponsorship as specialty occupations requiring at least a bachelor's degree in engineering, operations, or a related technical field. Employers file a Labor Condition Application before sponsoring, and your multi-site management experience directly strengthens the specialty occupation case. For detailed occupation requirements, see the O*NET profile.
Find Regional Technical Manager JobsOverview
Showing 5 of 5,391+ Regional Technical Manager jobs
See all 5,391+ Regional Technical Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Regional Technical Manager roles.
Get Access To All JobsWho We Are
Johns Manville is a leading manufacturer and marketer of premium-quality insulation and commercial roofing, along with glass fibers and nonwovens for commercial, industrial and residential applications. Our products are used in a wide variety of industries including building products, aerospace, automotive and transportation, filtration, commercial interiors, waterproofing and wind energy.
A proud member of the Berkshire Hathaway family of companies, we serve customers in more than 80 countries around the globe. We are committed to delivering positive and powerful experiences, because we are successful only when our employees and customers thrive. We are passionate, we care about people, we perform at a superior level, and we protect others and our environments.
Pay Range
$96,200.00-$132,200.00 Annual
This is the base salary pay range that an applicant can expect to make upon hire. Pay within this range will vary based upon relevant experience, skills, and education among other factors. In addition, this position is eligible for an incentive bonus.
ROLE AND RESPONSIBILITIES
The Regional Technical Manager will be responsible for all aspects of the field technical functions for Roofing Systems products or systems within a geographic area, supervises a field technical organization and works with the District Sales Manager to decide target contractor base and what actions are needed to achieve the business plan. Responsible for managing the product complaint process for a geographic area.
Your Day-to-Day:
- Supervise and develop field technical organization; including initial onboarding training plan, product application, standard procedures related to the Technical Representative position, and ongoing career development
- Work with District Sales Manager, develop and implement a selective contractor base that grows sales and guarantee revenue profitably
- Respond to issues in a proactive manner and work with contractors to resolve installation issues
- Have up to $10,000 repair procedure authority
- Provide proactive services to our contractors to increase quality and workmanship while meeting commitments for our “Peak Advantage Contractor Program”
- Respond to product complaints in a timely manner, within one business day
- May be required to perform other related duties as assigned
BASIC QUALIFICATIONS
- Bachelor's degree in a technical discipline or 10 years of building product experience, with a minimum of 5 years' experience dealing with customers in a technical capacity in low slope commercial roofing or 3 years supervisory experience
- Thorough knowledge of roofing practices
- Thorough knowledge of legal issues relating to roofing or construction
- Solid leadership skills
- Solid customer service skills
- Strong interpersonal, verbal and written communication skills
- Proficient in Microsoft Word, Excel, PowerPoint, Outlook
- Proven negotiation and problem resolution skills
- Ability to work independently and in a team environment
- Ability to interface at all levels of the organization, both internally and externally
- Medium travel required (up to 50%)
- Must be able to drive a vehicle for long periods of time and carry a valid driver's license
- Primary work environment is not typical of an office setting
What You Bring to the Team:
If you do not meet 100% of these requirements, we at JM still want to hear from you. So, if you are interested in the role, we encourage you to apply so we can learn how your skills and talents can contribute to our team.
Benefits
Johns Manville (JM) offers a wide range of benefits to employees. Some are subsidized by the company and others are fully employee-paid. Health benefits include a choice of comprehensive medical plans, a dental plan, vision plan, wellness program and critical illness insurance. JM sponsors a 401(k) plan which includes a sizeable company match. JM offers paid vacation and also provides paid sick and parental leave for eligible employees.
Additionally, Johns Manville provides basic life Insurance, short-term and long-term disability coverage, an employee assistance program, and business travel accident coverage. Supplemental life insurance and accidental death and dismemberment insurance are available as well. The company also offers a variety of tax saving accounts; health spending account, traditional flexible spending account, and a dependent care spending account. JM also offers a tuition reimbursement program for undergraduate and certain graduate programs.
Johns Manville supports employee growth with vast educational opportunities and a company-wide mentoring program. This program pairs employees and leaders to grow skills, build stronger internal networks and strengthen the company’s succession planning process. Johns Manville also offers soft and hard skills training facilitated by internal and external presenters. Our talent management team prioritizes the holistic growth of our workforce.
Diversity & Inclusion
Johns Manville believes diversity and inclusion in our workplace is critical for the long-term success of our company. We are committed to retaining, developing and attracting a diverse workforce that fosters an inclusive work environment in which all employees are treated with dignity and respect. This is the right thing to do for our employees, our company and our communities.
Incumbent must be physically able to perform essential job functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions.
We are proud to be an Equal Opportunity/Affirmative Action employer. We maintain a drug-free workplace and perform pre-employment substance abuse testing.
Who We Are
Johns Manville is a leading manufacturer and marketer of premium-quality insulation and commercial roofing, along with glass fibers and nonwovens for commercial, industrial and residential applications. Our products are used in a wide variety of industries including building products, aerospace, automotive and transportation, filtration, commercial interiors, waterproofing and wind energy.
A proud member of the Berkshire Hathaway family of companies, we serve customers in more than 80 countries around the globe. We are committed to delivering positive and powerful experiences, because we are successful only when our employees and customers thrive. We are passionate, we care about people, we perform at a superior level, and we protect others and our environments.
Pay Range
$96,200.00-$132,200.00 Annual
This is the base salary pay range that an applicant can expect to make upon hire. Pay within this range will vary based upon relevant experience, skills, and education among other factors. In addition, this position is eligible for an incentive bonus.
ROLE AND RESPONSIBILITIES
The Regional Technical Manager will be responsible for all aspects of the field technical functions for Roofing Systems products or systems within a geographic area, supervises a field technical organization and works with the District Sales Manager to decide target contractor base and what actions are needed to achieve the business plan. Responsible for managing the product complaint process for a geographic area.
Your Day-to-Day:
- Supervise and develop field technical organization; including initial onboarding training plan, product application, standard procedures related to the Technical Representative position, and ongoing career development
- Work with District Sales Manager, develop and implement a selective contractor base that grows sales and guarantee revenue profitably
- Respond to issues in a proactive manner and work with contractors to resolve installation issues
- Have up to $10,000 repair procedure authority
- Provide proactive services to our contractors to increase quality and workmanship while meeting commitments for our “Peak Advantage Contractor Program”
- Respond to product complaints in a timely manner, within one business day
- May be required to perform other related duties as assigned
BASIC QUALIFICATIONS
- Bachelor's degree in a technical discipline or 10 years of building product experience, with a minimum of 5 years' experience dealing with customers in a technical capacity in low slope commercial roofing or 3 years supervisory experience
- Thorough knowledge of roofing practices
- Thorough knowledge of legal issues relating to roofing or construction
- Solid leadership skills
- Solid customer service skills
- Strong interpersonal, verbal and written communication skills
- Proficient in Microsoft Word, Excel, PowerPoint, Outlook
- Proven negotiation and problem resolution skills
- Ability to work independently and in a team environment
- Ability to interface at all levels of the organization, both internally and externally
- Medium travel required (up to 50%)
- Must be able to drive a vehicle for long periods of time and carry a valid driver's license
- Primary work environment is not typical of an office setting
What You Bring to the Team:
If you do not meet 100% of these requirements, we at JM still want to hear from you. So, if you are interested in the role, we encourage you to apply so we can learn how your skills and talents can contribute to our team.
Benefits
Johns Manville (JM) offers a wide range of benefits to employees. Some are subsidized by the company and others are fully employee-paid. Health benefits include a choice of comprehensive medical plans, a dental plan, vision plan, wellness program and critical illness insurance. JM sponsors a 401(k) plan which includes a sizeable company match. JM offers paid vacation and also provides paid sick and parental leave for eligible employees.
Additionally, Johns Manville provides basic life Insurance, short-term and long-term disability coverage, an employee assistance program, and business travel accident coverage. Supplemental life insurance and accidental death and dismemberment insurance are available as well. The company also offers a variety of tax saving accounts; health spending account, traditional flexible spending account, and a dependent care spending account. JM also offers a tuition reimbursement program for undergraduate and certain graduate programs.
Johns Manville supports employee growth with vast educational opportunities and a company-wide mentoring program. This program pairs employees and leaders to grow skills, build stronger internal networks and strengthen the company’s succession planning process. Johns Manville also offers soft and hard skills training facilitated by internal and external presenters. Our talent management team prioritizes the holistic growth of our workforce.
Diversity & Inclusion
Johns Manville believes diversity and inclusion in our workplace is critical for the long-term success of our company. We are committed to retaining, developing and attracting a diverse workforce that fosters an inclusive work environment in which all employees are treated with dignity and respect. This is the right thing to do for our employees, our company and our communities.
Incumbent must be physically able to perform essential job functions. Reasonable accommodations may be made to enable individuals with disabilities to perform essential job functions.
We are proud to be an Equal Opportunity/Affirmative Action employer. We maintain a drug-free workplace and perform pre-employment substance abuse testing.
See all 5,391+ Regional Technical Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Regional Technical Manager roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Regional Technical Manager
Document your multi-site technical authority
Gather org charts, project scopes, and performance records that show you held decision-making authority across multiple locations. USCIS scrutinizes whether a Regional Technical Manager role genuinely requires a specialty degree, so evidence of technical, not just administrative, leadership is essential.
Target employers with active LCA filing history
Use Migrate Mate to find employers with verified LCA filing history for technical management roles. Companies that have already filed for similar positions have cleared the internal approval process, which makes your sponsorship conversation far shorter and more credible.
Verify prevailing wage tier before accepting an offer
Run your target metro area through the OFLC Wage Search before salary negotiations close. Regional Technical Managers often span Wage Level II and III depending on supervisory scope; accepting a Level I offer can trigger a DOL audit of the LCA, delaying your start date.
Align your degree field to the posted job description
If your degree is in a field adjacent to the role, say, industrial engineering for an operations-focused position, ask the employer to tighten the job description language so the connection is explicit. A vague specialty occupation argument is the most common reason USCIS issues an RFE for manager-level H-1B petitions.
Ask about PERM timing if green card sponsorship is on the table
Regional Technical Managers with multi-year retention expectations often qualify for EB-2 or EB-3 sponsorship. Raise PERM early in negotiations because DOL recruitment requirements mean the process can take six months before the petition even files; starting late costs you priority date queue time.
Clarify which entity sponsors if the employer is a staffing firm
Some Regional Technical Manager openings are placed through managed-service or staffing intermediaries. USCIS requires the sponsoring employer to have a bona fide employer-employee relationship with you, so confirm in writing whether the end client or the staffing firm will be the petitioner before the offer process advances.
Frequently Asked Questions
Does a Regional Technical Manager role qualify as a specialty occupation for H-1B purposes?
Yes, provided the role requires at least a bachelor's degree in a directly related field such as engineering, computer science, or operations management. The key is that the degree must be a normal minimum requirement for entry into the position. USCIS will scrutinize roles where any bachelor's degree is accepted regardless of field, so the job description needs to specify the discipline.
Which visas can sponsor a Regional Technical Manager from outside the U.S.?
H-1B is the primary path for most nationalities and covers specialty occupations including technical management. Australian citizens can use the E-3 visa, which has a separate cap and no lottery. Canadian and Mexican nationals may qualify under TN visa if the role maps to an eligible USMCA profession such as engineer or management consultant. Each path requires a qualifying degree and a U.S. job offer.
How do I find employers actively sponsoring Regional Technical Manager positions?
Migrate Mate lists employers with verified sponsorship history for technical and operations management roles, searchable by location and role type. Because the platform draws on actual LCA filing data, you can focus your applications on companies that have already committed to sponsoring similar positions rather than approaching employers cold.
Can a Regional Technical Manager role support a green card through PERM?
Yes. Most Regional Technical Manager positions qualify under EB-2 if the role requires an advanced degree, or EB-3 as a skilled worker requiring at least two years of experience. The employer must complete PERM labor certification through DOL, which involves a formal recruitment test to show no qualified U.S. workers are available. Country of birth affects how long the priority date backlog adds to the overall timeline.
What happens to my H-1B status if I'm promoted or my regional scope changes significantly?
A material change in job duties, location, or reporting structure generally requires the employer to file an amended H-1B petition with USCIS before the change takes effect. Moving from a single-region to a national scope, or shifting from hands-on technical work to purely administrative oversight, can alter the specialty occupation analysis. Confirm with your employer's immigration counsel before accepting a modified role.
What is the prevailing wage requirement for sponsored Regional Technical Manager 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.