Talent Development Manager Jobs in USA with Visa Sponsorship
Talent Development Managers can qualify for H-1B visa or L-1 visa sponsorship when the role requires a specialized degree in HR, organizational psychology, or a related field. Employers in consulting, tech, and healthcare are among the most active sponsors for this title. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
Rumpke is a family-owned and operated company that ranks as one of the largest firms in the waste and recycling industry. Our mission is simple: to deliver exceptional waste and recycling solutions to our customers and communities through a commitment to safety, service, the environment and the growth of our people.
When you join Rumpke, you’ll be part of a team providing essential services to millions of residents, businesses, and neighborhoods. You will enjoy competitive pay and comprehensive benefits, including health, dental, vision, matching 401(k), life insurance, paid vacation, and more.
This is your opportunity to make a difference for you and your family. Come join our team!
ROLE AND RESPONSIBILITIES:
The Talent Development Manager leads the design and delivery of enterprise learning, leadership development, performance management, and succession programs and manages the talent development team. Reporting to the Senior Manager, Talent Development and Sales Enablement, this position owns the execution of the talent development strategy, advises senior leaders on talent decisions, and serves as the function's delegate in the Senior Manager's absence. The role is accountable for results in retention, promotion readiness, and bench strength, and is responsible for the content, assessments, and analytics that support them.
- Lead the talent development team and own execution of the talent development strategy: set priorities, assign work, manage performance and development of direct reports, and foster collaboration and recognition of exceptional performance
- Partner with senior and operational leaders to identify talent needs and deliver learning and development solutions that build the talent the business needs now and in the future; advise leaders on talent decisions and represent the function, including as the Senior Manager's delegate
- Lead the talent review and succession planning process end to end, including talent assessments, bench strength reporting, and development plans for identified successors
- Own the performance management process, including evaluations, performance ratings, performance criteria, and calibration, and build manager capability
- Develop and maintain the roadmap and curricula for integrated leadership and development programs at all levels, from frontline supervisors through executives
- Develop career paths, role-based competency models, talent standards, and assessment tools, and integrate them into learning and development plans in partnership with the Compensation Manager and Senior HR Manager
- Manage the talent development program budget, vendors, and contracts as delegated; evaluate program cost-effectiveness and ROI, and report results to the Senior Manager and senior leadership
- Partner with HR and the HRIS manager to manage the learning management and performance management systems, analyze talent data into insights and action plans, and prioritize programs that close function-wide capability gaps
- Lead change management and employee engagement initiatives that support retention and promotion
- Maintain knowledge of trends, best practices, regulatory changes, new technologies, and employment law, and advise leadership on needed changes in policy, practice, and resources
SUPERVISORY RESPONSIBILITY:
- This position will manage 1-5 employees
- This position will not oversee and direct other managers
SKILLS & ABILITIES NEEDED FOR POSITION:
- Superior verbal and written communication skills
- Executive presence and strong presentation skills
- Excellent leadership, influencing, and negotiation skills
- Excellent interpersonal, counseling, and coaching skills
- Strong analytical and critical thinking skills
- Ability to lead change across a multi-site organization
- Ability to design and implement full-cycle performance management programs
EXPERIENCE & KNOWLEDGE NEEDED FOR POSITION:
- Experience designing, developing, and supporting organization-wide talent management programs covering performance management, talent development, coaching, succession planning, data analytics, and relationship management
- Experience advising and presenting to senior leaders
- Experience managing a program budget and vendor relationships
- Experience capturing metrics and producing employment and talent reports
- Experience leading and developing a team
PHYSICAL REQUIREMENTS IN A REGULAR WORKDAY:
- Rarely lifting/carrying/pushing/pulling a max of 10 lbs
- Continuously working inside; occasionally in changing temperatures
- Rarely working in areas of dust, odors, mist, gases, and other airborne matter
- Rarely stooping/kneeling/crouching/crawling
- Rarely climbing and/or balancing
- Continuously sitting; frequently standing; occasionally walking
ADDITIONAL WORKING CONDITIONS/ASPECTS:
- Possible exposure to high traffic conditions and/or tight driving areas
- Exposure to residential and commercial waste
- Ability to travel between offices, as required
- Legally eligible to work in the United States
- Valid driver’s license (if applicable)
- Must successfully complete pre-employment testing
- Must be able to read and speak the English language
This job description is intended to describe the general nature, complexity, and level of work to be performed by employees assigned to this position and is not to be construed as an exhaustive list of responsibilities, duties, and/or skills required. It does not prescribe or restrict the work that may be assigned. Furthermore, this does not establish an employment contract and is subject to change at the discretion of the company.
Education
Required Bachelors or better in Relevant field
Preferred Masters or better in Relevant field
Rumpke Waste and Recycling is committed to equality in all aspects of employment. It is Rumpke’s policy to provide equal opportunities to all employees and potential employees without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
INTRODUCTION
Rumpke is a family-owned and operated company that ranks as one of the largest firms in the waste and recycling industry. Our mission is simple: to deliver exceptional waste and recycling solutions to our customers and communities through a commitment to safety, service, the environment and the growth of our people.
When you join Rumpke, you’ll be part of a team providing essential services to millions of residents, businesses, and neighborhoods. You will enjoy competitive pay and comprehensive benefits, including health, dental, vision, matching 401(k), life insurance, paid vacation, and more.
This is your opportunity to make a difference for you and your family. Come join our team!
ROLE AND RESPONSIBILITIES:
The Talent Development Manager leads the design and delivery of enterprise learning, leadership development, performance management, and succession programs and manages the talent development team. Reporting to the Senior Manager, Talent Development and Sales Enablement, this position owns the execution of the talent development strategy, advises senior leaders on talent decisions, and serves as the function's delegate in the Senior Manager's absence. The role is accountable for results in retention, promotion readiness, and bench strength, and is responsible for the content, assessments, and analytics that support them.
- Lead the talent development team and own execution of the talent development strategy: set priorities, assign work, manage performance and development of direct reports, and foster collaboration and recognition of exceptional performance
- Partner with senior and operational leaders to identify talent needs and deliver learning and development solutions that build the talent the business needs now and in the future; advise leaders on talent decisions and represent the function, including as the Senior Manager's delegate
- Lead the talent review and succession planning process end to end, including talent assessments, bench strength reporting, and development plans for identified successors
- Own the performance management process, including evaluations, performance ratings, performance criteria, and calibration, and build manager capability
- Develop and maintain the roadmap and curricula for integrated leadership and development programs at all levels, from frontline supervisors through executives
- Develop career paths, role-based competency models, talent standards, and assessment tools, and integrate them into learning and development plans in partnership with the Compensation Manager and Senior HR Manager
- Manage the talent development program budget, vendors, and contracts as delegated; evaluate program cost-effectiveness and ROI, and report results to the Senior Manager and senior leadership
- Partner with HR and the HRIS manager to manage the learning management and performance management systems, analyze talent data into insights and action plans, and prioritize programs that close function-wide capability gaps
- Lead change management and employee engagement initiatives that support retention and promotion
- Maintain knowledge of trends, best practices, regulatory changes, new technologies, and employment law, and advise leadership on needed changes in policy, practice, and resources
SUPERVISORY RESPONSIBILITY:
- This position will manage 1-5 employees
- This position will not oversee and direct other managers
SKILLS & ABILITIES NEEDED FOR POSITION:
- Superior verbal and written communication skills
- Executive presence and strong presentation skills
- Excellent leadership, influencing, and negotiation skills
- Excellent interpersonal, counseling, and coaching skills
- Strong analytical and critical thinking skills
- Ability to lead change across a multi-site organization
- Ability to design and implement full-cycle performance management programs
EXPERIENCE & KNOWLEDGE NEEDED FOR POSITION:
- Experience designing, developing, and supporting organization-wide talent management programs covering performance management, talent development, coaching, succession planning, data analytics, and relationship management
- Experience advising and presenting to senior leaders
- Experience managing a program budget and vendor relationships
- Experience capturing metrics and producing employment and talent reports
- Experience leading and developing a team
PHYSICAL REQUIREMENTS IN A REGULAR WORKDAY:
- Rarely lifting/carrying/pushing/pulling a max of 10 lbs
- Continuously working inside; occasionally in changing temperatures
- Rarely working in areas of dust, odors, mist, gases, and other airborne matter
- Rarely stooping/kneeling/crouching/crawling
- Rarely climbing and/or balancing
- Continuously sitting; frequently standing; occasionally walking
ADDITIONAL WORKING CONDITIONS/ASPECTS:
- Possible exposure to high traffic conditions and/or tight driving areas
- Exposure to residential and commercial waste
- Ability to travel between offices, as required
- Legally eligible to work in the United States
- Valid driver’s license (if applicable)
- Must successfully complete pre-employment testing
- Must be able to read and speak the English language
This job description is intended to describe the general nature, complexity, and level of work to be performed by employees assigned to this position and is not to be construed as an exhaustive list of responsibilities, duties, and/or skills required. It does not prescribe or restrict the work that may be assigned. Furthermore, this does not establish an employment contract and is subject to change at the discretion of the company.
Education
Required Bachelors or better in Relevant field
Preferred Masters or better in Relevant field
Rumpke Waste and Recycling is committed to equality in all aspects of employment. It is Rumpke’s policy to provide equal opportunities to all employees and potential employees without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.
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Get Access To All JobsTips for Finding Visa Sponsorship as a Talent Development Manager
Frame the role as a specialty occupation
H-1B eligibility requires that a bachelor's degree in a specific field is the minimum entry requirement. Emphasize how your role requires specialized knowledge in instructional design, organizational development, or HR strategy, not just general management skills.
Target employers with a sponsorship track record
Consulting firms, large tech companies, and healthcare systems sponsor Talent Development Managers most frequently. Prioritize employers who have filed for similar roles before, as they already understand the LCA and I-129 process and face fewer delays.
Align your degree field to the job description
A degree in human resources, organizational psychology, education, or business administration strengthens your specialty occupation case. If your degree is in an unrelated field, documented experience in talent development may partially compensate during USCIS review.
Get the LCA filed before your start date
Your employer must obtain a certified Labor Condition Application from the Department of Labor before submitting the H-1B petition. This step takes one to seven business days and must be completed in advance, so confirm your employer has started it early.
Consider L-1 if you're transferring within a multinational
If you currently work for a company with U.S. operations and have at least one year of tenure abroad, an L-1B intracompany transfer may be faster than the H-1B lottery. Talent Development roles with specialized knowledge of proprietary systems support strong L-1B cases.
Prepare documentation of program impact and scope
USCIS and consular officers assess whether the role genuinely requires specialized expertise. Quantified evidence, such as programs you designed, teams you trained, or learning initiatives you led, reinforces that the position is not general HR work.
Frequently Asked Questions
Can a Talent Development Manager role qualify for H-1B sponsorship?
Yes, but the role must meet the specialty occupation standard, meaning a bachelor's degree in a specific field is the normal minimum requirement for the position. Talent Development Manager roles tied to instructional design, organizational psychology, or HR strategy typically qualify. Generalist people-management roles with no specific degree requirement are harder to approve under H-1B visa.
What degree do I need to get H-1B sponsorship as a Talent Development Manager?
A bachelor's degree in human resources, organizational development, industrial-organizational psychology, education, or business administration is the most commonly accepted background. The key is that your degree field must relate directly to the duties in the job description. If your degree is in an unrelated field, three years of relevant professional experience can substitute for each year of missing education under USCIS rules.
How do I find employers who will sponsor a Talent Development Manager visa?
Migrate Mate is built specifically for international candidates seeking visa sponsorship roles. Searching there filters opportunities by employers who have demonstrated sponsorship willingness, saving time compared to applying broadly and asking at the offer stage. Focus on mid-to-large employers in consulting, financial services, healthcare, and technology, as they tend to have established immigration processes for professional roles.
Is L-1 visa sponsorship a realistic option for Talent Development Managers?
Yes, if you work for a multinational employer with U.S. operations and have at least one continuous year of employment with that company abroad in the past three years. An L-1B petition works well when your talent development work involves specialized knowledge of proprietary learning systems, global HR platforms, or company-specific methodologies that are not easily transferable from outside the organization.
What makes a Talent Development Manager sponsorship case get denied?
The most common reason is failure to establish specialty occupation status. USCIS may conclude that the role does not require a degree in a specific field if the job description is written too broadly or emphasizes general supervisory duties. Denials also occur when there is a mismatch between the applicant's degree field and the stated job requirements. Working with an employer whose legal team carefully drafts the petition language significantly reduces this risk.
What is the prevailing wage requirement for sponsored Talent Development 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.