Retirement Plan Administration Jobs in USA with Visa Sponsorship
Retirement plan administration roles qualify for H-1B visa and TN visas when the position requires a bachelor's degree in finance, accounting, or a related field. Employers in this space regularly sponsor candidates with ERISA expertise and defined benefit or 401(k) plan experience. For detailed occupation requirements, see the O*NET profile.
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The HR Business Partner Lead leads the people management agenda in a business unit/area, and acts as a facilitator for the company's management team. Applies broad experience in various Humana Resources (HR) areas of expertise. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial. Become a part of our caring community and help us put health first.
The HR Business Partner Lead is a strategic advisor and trusted partner to business leaders, helping shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture. This role applies broad HR expertise across talent management, workforce planning, organizational design, change leadership, compensation practices, talent acquisition, and employee engagement.
In this role, the HR Business Partner Lead will play a key part in advancing organizational success and HR transformation by partnering with senior leaders to promote knowledge sharing, adoption of best practices, and consistent HR processes across the assigned business area.
This position advises on people strategies aligned to operational goals while building strong, trusted relationships with leaders. The HR Business Partner Lead also represents the business area’s people data needs and partners closely with People Analytics to deliver insights that support talent attraction, retention, workforce planning, and informed decision-making.
Responsibilities:
- Lead and/or support execution of People Plan initiatives that strengthen talent attraction, retention, engagement, and a high-performance culture.
- Lead and influence HR transformation efforts that support both short- and long-term business success.
- Facilitate knowledge sharing between business areas to promote adoption of best practices and increased efficiencies.
- Develop and implement frameworks that increase consistency, scalability, and effectiveness of HR practices.
- Drive performance improvement and enable positive change in people management practices.
- Establish KPIs and metrics to measure the impact of programs and actions; monitor performance, generate insights, and recommend course corrections to improve outcomes.
- Strengthen organizational practices and controls related to talent management, performance management, and succession planning.
- Leverage data analytics to support HR decision-making, providing insights into talent retention, employee engagement, turnover trends, root causes, and workforce planning needs.
- Use data-driven insights to guide leadership in strategic decision-making and resource allocation in support of business goals and budget priorities.
- Ensure effective use of HR technology and tools to collect, analyze, and report on key HR metrics.
- Partner with M&A teams and business leadership to support successful acquisition and integration activities.
- Lead change management efforts to support successful implementation of new processes and standards, coordinating with HRBP teams and appropriate subject matter experts.
- Collaborate with other HR colleagues and CoE specialty partners (e.g., People Analytics, Talent Acquisition, Compensation, Culture and Engagement, etc.) to drive cohesive HR programs and strengthen culture.
- Present and report on HR metrics and strategic priorities to senior leadership.
- Lead confidential and special projects that improve organizational effectiveness and operational efficiency.
- Advise on workforce planning and succession strategies to help ensure a strong pipeline of future leadership talent.
Knowledge, Skills, Abilities, and Expectations:
- Partners effectively with cross-functional business teams and knows when to engage HR Centers of Excellence to deliver integrated solutions.
- Applies data-driven decision-making and translates insights into practical, actionable recommendations.
- Demonstrates initiative by independently identifying gaps, taking action to resolve issues, and following through on commitments.
- Prioritizes work effectively and adapts quickly as needs shift to ensure the most critical work is delivered on time.
Use your skills to make an impact
Required Qualifications:
- Bachelor’s degree in Human Resources, Business, or a related field.
- Experience coaching and advising senior leaders, including serving as an accountability partner for company values and leadership behaviors.
- Demonstrated ability to advise on workforce planning and succession strategies that build a strong pipeline of future leadership talent.
- Ability to lead and/or facilitate effective change initiatives and activate change through influence rather than direct oversight.
- Seven or more years of progressive HR experience, with emphasis on strategic business partnership, talent management, and data analysis.
- Strong communication and interpersonal skills, with demonstrated ability to build trusted relationships at all levels of the organization.
- Demonstrated ability to interpret performance analytics and identify meaningful insights that inform action.
- Proven track record contributing to improvements in talent retention and organizational effectiveness.
- Strong proficiency with HRIS platforms, business intelligence tools, and other technology required to perform the essential functions of the role.
- Ability to travel approximately 10% based on business needs.
Preferred Qualifications:
- PHR or SPHR certification.
- Master’s degree in Human Resources, Business, or a related field.
- Experience in the healthcare industry and/or with a multi-site, multi-state employer.
- Experience working in a highly matrixed organization.
Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.
Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.
Scheduled Weekly Hours
40
Pay Range
The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.
$115,200 - $158,400 per year
This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.
Description of Benefits
Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.
Application Deadline: 07-19-2026
About us
About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.
Equal Opportunity Employer
It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
Become a part of our caring community
The HR Business Partner Lead leads the people management agenda in a business unit/area, and acts as a facilitator for the company's management team. Applies broad experience in various Humana Resources (HR) areas of expertise. The HR Business Partner Lead works on problems of diverse scope and complexity ranging from moderate to substantial. Become a part of our caring community and help us put health first.
The HR Business Partner Lead is a strategic advisor and trusted partner to business leaders, helping shape and execute people strategies that support business priorities, strengthen organizational effectiveness, and enable a high-performing culture. This role applies broad HR expertise across talent management, workforce planning, organizational design, change leadership, compensation practices, talent acquisition, and employee engagement.
In this role, the HR Business Partner Lead will play a key part in advancing organizational success and HR transformation by partnering with senior leaders to promote knowledge sharing, adoption of best practices, and consistent HR processes across the assigned business area.
This position advises on people strategies aligned to operational goals while building strong, trusted relationships with leaders. The HR Business Partner Lead also represents the business area’s people data needs and partners closely with People Analytics to deliver insights that support talent attraction, retention, workforce planning, and informed decision-making.
Responsibilities:
- Lead and/or support execution of People Plan initiatives that strengthen talent attraction, retention, engagement, and a high-performance culture.
- Lead and influence HR transformation efforts that support both short- and long-term business success.
- Facilitate knowledge sharing between business areas to promote adoption of best practices and increased efficiencies.
- Develop and implement frameworks that increase consistency, scalability, and effectiveness of HR practices.
- Drive performance improvement and enable positive change in people management practices.
- Establish KPIs and metrics to measure the impact of programs and actions; monitor performance, generate insights, and recommend course corrections to improve outcomes.
- Strengthen organizational practices and controls related to talent management, performance management, and succession planning.
- Leverage data analytics to support HR decision-making, providing insights into talent retention, employee engagement, turnover trends, root causes, and workforce planning needs.
- Use data-driven insights to guide leadership in strategic decision-making and resource allocation in support of business goals and budget priorities.
- Ensure effective use of HR technology and tools to collect, analyze, and report on key HR metrics.
- Partner with M&A teams and business leadership to support successful acquisition and integration activities.
- Lead change management efforts to support successful implementation of new processes and standards, coordinating with HRBP teams and appropriate subject matter experts.
- Collaborate with other HR colleagues and CoE specialty partners (e.g., People Analytics, Talent Acquisition, Compensation, Culture and Engagement, etc.) to drive cohesive HR programs and strengthen culture.
- Present and report on HR metrics and strategic priorities to senior leadership.
- Lead confidential and special projects that improve organizational effectiveness and operational efficiency.
- Advise on workforce planning and succession strategies to help ensure a strong pipeline of future leadership talent.
Knowledge, Skills, Abilities, and Expectations:
- Partners effectively with cross-functional business teams and knows when to engage HR Centers of Excellence to deliver integrated solutions.
- Applies data-driven decision-making and translates insights into practical, actionable recommendations.
- Demonstrates initiative by independently identifying gaps, taking action to resolve issues, and following through on commitments.
- Prioritizes work effectively and adapts quickly as needs shift to ensure the most critical work is delivered on time.
Use your skills to make an impact
Required Qualifications:
- Bachelor’s degree in Human Resources, Business, or a related field.
- Experience coaching and advising senior leaders, including serving as an accountability partner for company values and leadership behaviors.
- Demonstrated ability to advise on workforce planning and succession strategies that build a strong pipeline of future leadership talent.
- Ability to lead and/or facilitate effective change initiatives and activate change through influence rather than direct oversight.
- Seven or more years of progressive HR experience, with emphasis on strategic business partnership, talent management, and data analysis.
- Strong communication and interpersonal skills, with demonstrated ability to build trusted relationships at all levels of the organization.
- Demonstrated ability to interpret performance analytics and identify meaningful insights that inform action.
- Proven track record contributing to improvements in talent retention and organizational effectiveness.
- Strong proficiency with HRIS platforms, business intelligence tools, and other technology required to perform the essential functions of the role.
- Ability to travel approximately 10% based on business needs.
Preferred Qualifications:
- PHR or SPHR certification.
- Master’s degree in Human Resources, Business, or a related field.
- Experience in the healthcare industry and/or with a multi-site, multi-state employer.
- Experience working in a highly matrixed organization.
Work at Home Requirements: To ensure Home or Hybrid Home/Office employees’ ability to work effectively, the self-provided internet service of Home or Hybrid Home/Office employees must meet the following criteria: At minimum, a download speed of 25 Mbps and an upload speed of 10 Mbps is required; wireless, wired cable or DSL connection is suggested. In certain roles, the minimum recommended internet speed required by Humana may not be sufficient for business needs. Humana reserves the right to require associates to upgrade their internet service if necessary. Work from a dedicated space lacking ongoing interruptions to protect member PHI / HIPAA information.
Travel: While this is a remote position, occasional travel to Humana's offices for training or meetings may be required.
Scheduled Weekly Hours
40
Pay Range
The compensation range below reflects a good faith estimate of starting base pay for full time (40 hours per week) employment at the time of posting. The pay range may be higher or lower based on geographic location and individual pay will vary based on demonstrated job related skills, knowledge, experience, education, certifications, etc.
$115,200 - $158,400 per year
This job is eligible for a bonus incentive plan. This incentive opportunity is based upon company and/or individual performance.
Description of Benefits
Humana, Inc. and its affiliated subsidiaries (collectively, “Humana”) offers competitive benefits that support whole-person well-being. Associate benefits are designed to encourage personal wellness and smart healthcare decisions for you and your family while also knowing your life extends outside of work. Among our benefits, Humana provides medical, dental and vision benefits, 401(k) retirement savings plan, time off (including paid time off, company and personal holidays, paid parental and caregiver leave), short-term and long-term disability, life insurance and many other opportunities.
Application Deadline: 07-19-2026
About us
About Humana: Humana Inc. (NYSE: HUM) is a leading U.S. healthcare company. Through our Humana insurance services and our CenterWell healthcare services, we make it easier for the millions of people we serve to achieve their best health – delivering the care and service they need, when they need it. These efforts are leading to a better quality of life for people with Medicare and Medicaid, families, individuals, military service personnel, and communities at large. Learn more about what we offer at Humana.com and at CenterWell.com.
Equal Opportunity Employer
It is the policy of Humana not to discriminate against any employee or applicant for employment because of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status. It is also the policy of Humana to take affirmative action, in compliance with Section 503 of the Rehabilitation Act and VEVRAA, to employ and to advance in employment individuals with disability or protected veteran status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay or other forms of compensation and selection for training, including apprenticeship, at all levels of employment.
See all 4,359+ Retirement Plan Administration Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Retirement Plan Administration roles.
Get Access To All JobsTips for Finding Retirement Plan Administration Jobs
Lead with ERISA compliance expertise
Employers prioritizing H-1B sponsorship want candidates who can demonstrate hands-on knowledge of ERISA regulations, plan compliance testing, and IRS reporting requirements. Concrete experience with Form 5500 filings significantly strengthens your case.
Target financial services and benefits administration firms
Large recordkeepers, insurance companies, and third-party administrators sponsor retirement plan professionals most consistently. These employers file Labor Condition Applications regularly and have established immigration processes already in place.
Clarify your degree field in every application
H-1B approval for this role depends on demonstrating that your bachelor's degree is in a relevant field like finance, accounting, actuarial science, or business administration. State your degree clearly in your resume and cover letter.
Highlight defined benefit and defined contribution plan experience separately
Employers distinguish between DB and DC plan expertise. Candidates with experience administering both types of plans are significantly more attractive to sponsors, as many large employers manage both alongside each other.
Get certified before applying
Credentials like the ASPPA QPA, QKA, or CEBS demonstrate specialized knowledge that strengthens your specialty occupation argument during H-1B adjudication. Certifications also signal commitment to the field, which resonates with sponsors.
Apply during Q4 employer budget cycles
Many plan sponsors and third-party administrators finalize hiring plans between October and December. Applying during this window increases your chances of securing an offer with enough lead time to file an H-1B petition before the April 1 filing deadline.
Frequently Asked Questions
Does retirement plan administration qualify as a specialty occupation for H-1B purposes?
Yes, retirement plan administration qualifies as a specialty occupation when the role requires a bachelor's degree or higher in a specific field such as finance, accounting, actuarial science, or business administration. Roles involving ERISA compliance, plan design, actuarial valuations, or nondiscrimination testing typically satisfy this standard. Generalist administrator roles with no clear degree requirement in a specific field may face more scrutiny during adjudication.
Which visa types support sponsorship for retirement plan administration jobs?
H-1B visa is the most common path for non-Australian, non-Canadian professionals. Canadian and Mexican nationals can qualify under the TN visa if the role aligns with an eligible USMCA occupation such as accountant or economist. Australian citizens may qualify for the E-3 visa. TN and E-3 avoid the H-1B lottery entirely, making them significantly more accessible for eligible candidates. Browse open sponsored positions on Migrate Mate to find employers filing for these categories.
What degree do I need for a sponsored retirement plan administration role?
Most sponsored roles require at minimum a bachelor's degree in finance, accounting, business administration, actuarial science, or a closely related field. Some employers also accept degrees in mathematics or economics for roles with a heavy quantitative component. A degree in an unrelated field, like communications or history, will make the specialty occupation argument difficult to sustain regardless of your work experience.
How do approval rates look for H-1B petitions in this field?
USCIS has generally approved H-1B petitions in financial services occupations at rates above 85% in recent fiscal years, though approval depends heavily on how the employer structures the job description. Petitions that tie specific ERISA expertise, plan compliance responsibilities, or actuarial analysis directly to the required degree field perform better. Using an experienced immigration attorney to draft the support letter meaningfully reduces the risk of a request for evidence.
Are professional certifications like QKA or ASPPA credentials required for sponsorship?
They are not required, but they strengthen the sponsorship case considerably. Certifications like the QKA, QPA, or CEBS support the specialty occupation argument by demonstrating that the field demands specialized knowledge beyond a general business education. Some employers also list certifications as preferred qualifications, which signals genuine openness to investing in a candidate long-term, including through immigration sponsorship.
What is the prevailing wage requirement for sponsored Retirement Plan Administration 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.