Strategic Partnerships Manager Jobs in USA with Visa Sponsorship
Strategic Partn visaerships Manager roles attract strong H-1B visa and O-1 visa sponsorship because employers treat this position as a specialty occupation requiring a business, marketing, or related degree. Competition for slots is real, but Australian citizens can bypass the lottery entirely with the E-3 visa. For detailed occupation requirements, see the O*NET profile.
Find Strategic Partnerships Manager JobsOverview
Showing 5 of 5,389+ Strategic Partnerships Manager jobs
See all 5,389+ Strategic Partnerships Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Strategic Partnerships Manager roles.
Get Access To All JobsJob Title: Senior Director Strategic Programs and Partnerships
Department: Human Resources
Worker Type: Regular
Pay Type: Salary
Position Salary Minimum: $140,000.00
Position Salary Maximum: $160,000.00
Salary will be commensurate with the level of the position, education, and experience.
Scheduled Weekly Hours: 40
Benefit Eligible: Yes
Screening Date: 2026-08-14
Job Description Summary
The Senior Director of Strategic Programs & Partnerships provides vision, leadership, and integration across high-impact functional areas including AI and business intelligence, HR applications and information services, change management, policy design and administration, academic and student employee support, workforce analytics, and succession planning. This position is responsible for aligning human capital strategy with institutional priorities, ensuring that talent systems, data infrastructure, and organizational practices drive measurable outcomes in organizational effectiveness, employee experience, and return on investment (ROI). The Senior Director operates at the intersection of strategy, technology, and people, leveraging data-informed decision-making, cross-functional partnerships, and innovative program design to support the university’s academic mission.
Key Responsibilities:
Strategic Leadership & Institutional Alignment
- Serve as a senior advisor to the CHRO on enterprise human capital strategy, aligning programs and systems with university-wide strategic priorities.
- Lead the design, integration, and continuous improvement of strategic human capital initiatives that enhance organizational effectiveness and institutional performance.
- Build and sustain cross-campus partnerships with academic leadership, finance, IT, and student affairs to ensure alignment and shared accountability for outcomes.
AI, Business Intelligence & Workforce Analytics
- Oversee the development and implementation of AI-driven tools and business intelligence systems to enhance decision-making across the employee lifecycle.
- Lead enterprise workforce analytics, including predictive modeling, dashboards, and reporting frameworks that inform recruitment, retention, and talent development strategies.
- Establish data governance standards and ensure ethical, transparent, and equitable use of AI in human capital practices.
HR Applications & Information Services
- Provide strategic oversight of HR technology systems, ensuring integration, usability, and alignment with institutional needs.
- Partner with IT to modernize HRIS infrastructure and optimize system performance, data integrity, and user experience.
- Lead continuous improvement efforts to streamline processes and increase operational efficiency through technology.
Change Management & Organizational Effectiveness
- Design and implement enterprise change management strategies that support institutional transformation and cultural alignment.
- Develop frameworks, tools, and leadership capacity for managing complex organizational change.
- Facilitate initiatives that strengthen leadership effectiveness, employee engagement, and organizational adaptability.
Policy Design & Administration
- Oversee the development, review, and administration of human capital policies to ensure compliance, clarity, and alignment with institutional values and strategy.
- Lead policy modernization efforts that reduce administrative burden while supporting equity, accountability, and transparency.
- Serve as a key liaison for policy interpretation and governance.
Academic & Student Employee Support
- Provide strategic leadership for services and programs supporting faculty, academic staff, and student employees.
- Ensure human capital practices are responsive to the unique needs of academic units and aligned with the university’s teaching and research mission.
- Partner with academic leadership to enhance faculty and student employment experiences.
Succession Planning & Talent Strategy
- Lead the development and implementation of a comprehensive succession planning framework for faculty and staff leadership roles.
- Integrate succession planning with talent development, performance management, and workforce planning strategies.
- Utilize data and predictive analytics to identify talent gaps and inform long-term workforce strategy.
ROI & Program Evaluation
- Establish metrics and evaluation frameworks to assess the effectiveness and return on investment of human capital programs.
- Drive a culture of evidence-based decision-making and continuous improvement across all functional areas.
- Regularly report outcomes and insights to executive leadership.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field.
- Minimum of 8–10 years of progressive leadership experience in human resources, organizational strategy, or a related field, preferably in higher education or complex organizations.
Preferred Qualifications
- Master’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field or Doctorate (PhD or EdD) in Educational Leadership, Organizational Leadership, or related field.
Required Knowledge, Skills And Abilities
- Demonstrated experience leading enterprise-level initiatives involving data analytics, HR technology, and organizational change.
- Strong understanding of human capital theory, workforce analytics, and strategic HR practices.
Preferred Knowledge, Skills, And Abilities
- Experience implementing AI or advanced analytics in human capital environments.
- Familiarity with shared governance structures and the academic enterprise.
Core Competencies
- Strategic Thinking & Systems Leadership
- Data-Informed Decision Making
- Change Leadership & Organizational Development
- Partnership & Stakeholder Engagement
- Innovation & Continuous Improvement
- Equity-Minded Leadership
Impact Statement
This role is central to Miami University’s ability to leverage human capital as a strategic asset. By integrating technology, data, and people-centered practices, the Senior Director will enhance institutional effectiveness, improve employee outcomes, and ensure that human capital investments yield measurable value in support of the university’s mission.
Additional Position Information (if Applicable)
Required Application Documents
Resume and cover letter
Special Instructions (if applicable)
none
Additional Information
A criminal background check is required. All campuses are smoke- and tobacco-free campuses. This organization participates in E-Verify.
Remote Work
For positions that are approved for remote work: Remote work is not a right, it is a work arrangement that can be modified or revoked by Miami University at any time for any reason, including the convenience of the University.
Reasonable Accommodations
Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560. Questions and follow-ups regarding requests should also be directed here.
Miami University Values Statement
Miami University is a scholarly community whose members believe that a liberal education is grounded in qualities of character as well as of intellect. We respect the dignity of other persons, the rights and property of others, and the right of others to hold and express disparate beliefs. We believe in honesty, integrity, and the importance of moral conduct. We defend the freedom of inquiry that is the heart of learning and combine that freedom with the exercise of judgment and the acceptance of personal responsibility. For more information on Miami University’s mission and core values, please visit the Mission and Core Values webpage.
Equal Opportunity/Affirmative Action Statement
Miami University, an Equal Opportunity/Affirmative Action employer, encourages applications from protected veterans and individuals with disabilities. Miami University prohibits harassment, discrimination and retaliation on the basis of age (40 years or older), color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation, or protected veteran status in its application and admission processes, educational programs and activities, facilities, programs or employment practices. Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560.
Clery Act
As part of the University’s commitment to maintaining a healthy and safe living, learning, and working environment, we encourage you to read Miami University’s Annual Security & Fire Safety Report at: http://www.MiamiOH.edu/campus-safety/annual-report/index.html, which contains information about campus safety, crime statistics, and our drug and alcohol abuse and prevention program designed to prevent the unlawful possession, use, and distribution of drugs and alcohol on campus and at university events and activities. This report also contains information on programs and policies designed to prevent and address sexual violence, domestic violence, dating violence, and stalking. Each year, email notification of this website is made to all faculty, staff, and enrolled students. Written notification is also provided to prospective students and employees. Hard copies of the Annual Security & Fire Safety Report may be obtained from the Miami University Police Department at 513-529-2223.
Labor Law Posters for Applicants
Please visit our Labor Law Posters webpage to access all relevant and applicable labor law information.
Job Title: Senior Director Strategic Programs and Partnerships
Department: Human Resources
Worker Type: Regular
Pay Type: Salary
Position Salary Minimum: $140,000.00
Position Salary Maximum: $160,000.00
Salary will be commensurate with the level of the position, education, and experience.
Scheduled Weekly Hours: 40
Benefit Eligible: Yes
Screening Date: 2026-08-14
Job Description Summary
The Senior Director of Strategic Programs & Partnerships provides vision, leadership, and integration across high-impact functional areas including AI and business intelligence, HR applications and information services, change management, policy design and administration, academic and student employee support, workforce analytics, and succession planning. This position is responsible for aligning human capital strategy with institutional priorities, ensuring that talent systems, data infrastructure, and organizational practices drive measurable outcomes in organizational effectiveness, employee experience, and return on investment (ROI). The Senior Director operates at the intersection of strategy, technology, and people, leveraging data-informed decision-making, cross-functional partnerships, and innovative program design to support the university’s academic mission.
Key Responsibilities:
Strategic Leadership & Institutional Alignment
- Serve as a senior advisor to the CHRO on enterprise human capital strategy, aligning programs and systems with university-wide strategic priorities.
- Lead the design, integration, and continuous improvement of strategic human capital initiatives that enhance organizational effectiveness and institutional performance.
- Build and sustain cross-campus partnerships with academic leadership, finance, IT, and student affairs to ensure alignment and shared accountability for outcomes.
AI, Business Intelligence & Workforce Analytics
- Oversee the development and implementation of AI-driven tools and business intelligence systems to enhance decision-making across the employee lifecycle.
- Lead enterprise workforce analytics, including predictive modeling, dashboards, and reporting frameworks that inform recruitment, retention, and talent development strategies.
- Establish data governance standards and ensure ethical, transparent, and equitable use of AI in human capital practices.
HR Applications & Information Services
- Provide strategic oversight of HR technology systems, ensuring integration, usability, and alignment with institutional needs.
- Partner with IT to modernize HRIS infrastructure and optimize system performance, data integrity, and user experience.
- Lead continuous improvement efforts to streamline processes and increase operational efficiency through technology.
Change Management & Organizational Effectiveness
- Design and implement enterprise change management strategies that support institutional transformation and cultural alignment.
- Develop frameworks, tools, and leadership capacity for managing complex organizational change.
- Facilitate initiatives that strengthen leadership effectiveness, employee engagement, and organizational adaptability.
Policy Design & Administration
- Oversee the development, review, and administration of human capital policies to ensure compliance, clarity, and alignment with institutional values and strategy.
- Lead policy modernization efforts that reduce administrative burden while supporting equity, accountability, and transparency.
- Serve as a key liaison for policy interpretation and governance.
Academic & Student Employee Support
- Provide strategic leadership for services and programs supporting faculty, academic staff, and student employees.
- Ensure human capital practices are responsive to the unique needs of academic units and aligned with the university’s teaching and research mission.
- Partner with academic leadership to enhance faculty and student employment experiences.
Succession Planning & Talent Strategy
- Lead the development and implementation of a comprehensive succession planning framework for faculty and staff leadership roles.
- Integrate succession planning with talent development, performance management, and workforce planning strategies.
- Utilize data and predictive analytics to identify talent gaps and inform long-term workforce strategy.
ROI & Program Evaluation
- Establish metrics and evaluation frameworks to assess the effectiveness and return on investment of human capital programs.
- Drive a culture of evidence-based decision-making and continuous improvement across all functional areas.
- Regularly report outcomes and insights to executive leadership.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field.
- Minimum of 8–10 years of progressive leadership experience in human resources, organizational strategy, or a related field, preferably in higher education or complex organizations.
Preferred Qualifications
- Master’s degree in Human Resources, Organizational Leadership, Higher Education, Business Administration, or related field or Doctorate (PhD or EdD) in Educational Leadership, Organizational Leadership, or related field.
Required Knowledge, Skills And Abilities
- Demonstrated experience leading enterprise-level initiatives involving data analytics, HR technology, and organizational change.
- Strong understanding of human capital theory, workforce analytics, and strategic HR practices.
Preferred Knowledge, Skills, And Abilities
- Experience implementing AI or advanced analytics in human capital environments.
- Familiarity with shared governance structures and the academic enterprise.
Core Competencies
- Strategic Thinking & Systems Leadership
- Data-Informed Decision Making
- Change Leadership & Organizational Development
- Partnership & Stakeholder Engagement
- Innovation & Continuous Improvement
- Equity-Minded Leadership
Impact Statement
This role is central to Miami University’s ability to leverage human capital as a strategic asset. By integrating technology, data, and people-centered practices, the Senior Director will enhance institutional effectiveness, improve employee outcomes, and ensure that human capital investments yield measurable value in support of the university’s mission.
Additional Position Information (if Applicable)
Required Application Documents
Resume and cover letter
Special Instructions (if applicable)
none
Additional Information
A criminal background check is required. All campuses are smoke- and tobacco-free campuses. This organization participates in E-Verify.
Remote Work
For positions that are approved for remote work: Remote work is not a right, it is a work arrangement that can be modified or revoked by Miami University at any time for any reason, including the convenience of the University.
Reasonable Accommodations
Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560. Questions and follow-ups regarding requests should also be directed here.
Miami University Values Statement
Miami University is a scholarly community whose members believe that a liberal education is grounded in qualities of character as well as of intellect. We respect the dignity of other persons, the rights and property of others, and the right of others to hold and express disparate beliefs. We believe in honesty, integrity, and the importance of moral conduct. We defend the freedom of inquiry that is the heart of learning and combine that freedom with the exercise of judgment and the acceptance of personal responsibility. For more information on Miami University’s mission and core values, please visit the Mission and Core Values webpage.
Equal Opportunity/Affirmative Action Statement
Miami University, an Equal Opportunity/Affirmative Action employer, encourages applications from protected veterans and individuals with disabilities. Miami University prohibits harassment, discrimination and retaliation on the basis of age (40 years or older), color, disability, gender identity or expression, genetic information, military status, national origin (ancestry), pregnancy, race, religion, sex/gender, status as a parent or foster parent, sexual orientation, or protected veteran status in its application and admission processes, educational programs and activities, facilities, programs or employment practices. Requests for reasonable accommodations for disabilities related to employment should be directed to ADAFacultyStaff@miamioh.edu or 513-529-3560.
Clery Act
As part of the University’s commitment to maintaining a healthy and safe living, learning, and working environment, we encourage you to read Miami University’s Annual Security & Fire Safety Report at: http://www.MiamiOH.edu/campus-safety/annual-report/index.html, which contains information about campus safety, crime statistics, and our drug and alcohol abuse and prevention program designed to prevent the unlawful possession, use, and distribution of drugs and alcohol on campus and at university events and activities. This report also contains information on programs and policies designed to prevent and address sexual violence, domestic violence, dating violence, and stalking. Each year, email notification of this website is made to all faculty, staff, and enrolled students. Written notification is also provided to prospective students and employees. Hard copies of the Annual Security & Fire Safety Report may be obtained from the Miami University Police Department at 513-529-2223.
Labor Law Posters for Applicants
Please visit our Labor Law Posters webpage to access all relevant and applicable labor law information.
See all 5,389+ Strategic Partnerships Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Strategic Partnerships Manager roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Strategic Partnerships Manager
Frame your degree as directly relevant
USCIS requires a specific degree field tied to the role. A business, marketing, international relations, or communications degree maps cleanly to partnerships work. If your degree is tangential, document how your coursework directly supports partnership strategy and business development.
Target companies with an established sponsorship history
Large tech, SaaS, and media companies sponsor Strategic Partnerships Managers regularly. Focus applications on employers who have filed H-1B petitions for similar roles before. Prior sponsorship history is the strongest signal that a company will do it again.
Negotiate sponsorship before accepting an offer
Raise visa sponsorship explicitly during the offer stage, not after. Many employers will sponsor but assume you don't need it if you don't ask. Clarifying early prevents wasted time if the company has a blanket no-sponsorship policy.
Quantify partnership outcomes in your application materials
Sponsorship approvals favor candidates who look indispensable. Revenue generated, deals closed, and partner ecosystem growth are the metrics that matter here. Concrete numbers make your petition stronger and your candidacy harder for employers to pass on.
Australian citizens should lead with the E-3 visa
The E-3 requires no lottery and can be approved at an Australian consulate in weeks. For a Strategic Partnerships Manager role, it's far faster than H-1B. Employers unfamiliar with it are usually receptive once they understand the lower cost and simpler process.
Consider O-1A if you have a strong track record
A documented record of high-value partnerships, industry recognition, or significant revenue contributions can support an O-1A petition. This visa has no cap and no lottery, making it a viable path for experienced candidates with measurable, verifiable achievements in their field.
Frequently Asked Questions
Is Strategic Partnerships Manager considered a specialty occupation for H-1B purposes?
Generally yes, provided the role requires a specific bachelor's degree in a related field like business, marketing, or international relations rather than accepting any degree. The strongest petitions tie the job's core duties, such as structuring commercial agreements and managing strategic accounts, directly to degree-level knowledge in a defined discipline. Generic management roles without a specific degree requirement face more scrutiny.
Which visa types do Strategic Partnerships Managers typically use for U.S. work authorization?
H-1B visa is the most common path, but it's subject to an annual lottery with roughly a 25% selection rate. Australian citizens have access to the E-3 visa, which skips the lottery entirely and can be obtained through consular processing in a matter of weeks. Candidates with exceptional track records in partnerships or business development may also qualify for the O-1A. Browse current openings on Migrate Mate to find employers already sponsoring this role.
Does a three-year Australian bachelor's degree qualify for H-1B or E-3 sponsorship?
Yes. USCIS and the State Department generally accept Australian three-year bachelor's degrees as equivalent to a U.S. four-year degree for both H-1B and E-3 purposes. If your degree field aligns with the partnership role, a three-year qualification won't disqualify you. Having official transcripts and, if needed, a credential evaluation from a recognized service strengthens your petition regardless of degree length.
What makes a Strategic Partnerships Manager sponsorship petition get denied?
The most common denial reason is that USCIS concludes the position doesn't require a specific degree, treating it as a general management role rather than a specialty occupation. Petitions also run into trouble when the job description is vague or when the applicant's degree field doesn't clearly match the duties listed. Employers can address this by drafting a detailed job description that ties each core responsibility to specific academic knowledge, and by working with an experienced immigration attorney.
Can I switch employers on an H-1B while working as a Strategic Partnerships Manager?
Yes. Under H-1B portability rules, you can begin working for a new employer as soon as they file a new H-1B petition on your behalf, provided your current status is valid and you're moving to a role in the same or a similar occupational classification. You don't need to wait for the new petition to be approved before starting. Your new employer handles the transfer filing, and your existing approval counts toward the six-year cap.
What is the prevailing wage requirement for sponsored Strategic Partnerships 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.