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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Progress Rail is looking for an Organizational and Talent Development Manager in Albertville, AL. This role supports the development and execution of our talent development strategy for our global organization in a wide variety of roles from sales to operations. We’re looking for a strong leader who can partner with senior business and HR leaders to drive our business strategy and enhance our culture and employee experience.
Req ID
11905BR
City
Albertville
State:
Alabama
Company Description
Progress Rail stands at the intersection of legacy and innovation—driving the future of rail with a pioneering spirit. Since its founding in 1983, the company has grown to become one of the world’s largest and most trusted providers of railroad products, services, and technologies. Today, Progress Rail delivers a comprehensive portfolio of cost-effective solutions to railway customers around the globe. From the rails themselves to the EMD® locomotives that ride them, the company’s products are in operation across more than 100 countries—powering progress and connecting communities. In 2006, Progress Rail joined Caterpillar Inc., further strengthening its ability to lead the rail industry with cutting-edge technology, unmatched expertise, and a commitment to excellence. At Progress Rail, the team is not just building the future of rail—they are making history every day.
Key Job Elements
- Direct talent management processes, programs, and practices to ensure the effective and efficient achievement of organizational goals and objectives.
- Lead the learning and development team to build strategy for talent development, performance improvement and systems design.
- Provide leadership to the overall talent lifecycle processes related to building and retaining talent with the right skills to support our business strategies.
- Assist business unit senior leadership in evaluating the effectiveness of the organization's talent practices, as well as recommending and leading improvement opportunities.
- Lead succession planning and employee development with the business teams and develop leadership and employee development to build a strong pipeline of talent.
- Develop and implement change management methods and materials to facilitate deployment of talent management programs and processes within a specific organization.
- Lead a team of talent management professionals to collaborate effectively with our business leaders and the HR team to serve as thought leaders to the business and HR.
- Serve as a member of the Progress Rail HR Leadership team and advisor to Progress Rail Senior Leadership.
Learning & Leadership Development
- Design, launch, and lead enterprise learning and leadership development programs aligned to Progress Rail’s culture, values, and strategic priorities.
- Establish a scalable learning and leadership development operating model, including governance, prioritization, delivery approach, and evaluation.
- Build leadership development pathways across career stages (early career, frontline, mid-level, senior leaders) integrating assessments, coaching, mentoring, and experiential learning.
- Define clear program objectives and success measures such as leadership readiness, succession coverage, internal mobility, engagement, and retention.
- Identify current and future capability gaps in partnership with business and HR leaders and translate them into targeted development solutions.
- Ensure leadership development programs reinforce desired leadership behaviors and enable leaders to effectively lead change and transformation.
- Continuously assess program effectiveness using qualitative and quantitative metrics and implement improvements based on feedback and outcomes.
Enterprise Talent & Organizational Development
- Translate business strategy into an integrated enterprise talent and capability development roadmap.
- Strengthen leader accountability for talent and development outcomes through clear expectations, tools, and enablement.
- Provide data-driven insights and recommendations to senior leaders regarding leadership readiness, talent risks, and development priorities.
- Ensure alignment and integration across HR partners and centers of excellence to deliver a consistent and effective employee experience.
Education / Training
Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s or MBA preferred).
Qualifications and Experience
- Knowledge of Organization: Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics with the ability to understand the value of aligning capabilities with business goals to support optimal performance.
- Influencing: Knowledge of effective influencing tactics and strategies with the ability to impact decisions within and outside own organization.
- Managing Multiple Priorities: Knowledge of effective self-management practices; ability to manage multiple concurrent objectives, projects, groups, or activities, making effective judgments as to prioritizing and time allocation.
- Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.
- Talent Transformation: Knowledge of the concept and strategies of talent transformation; ability to harness the potential and skills of employees to help them reach leadership positions while achieving the organization's strategic business objectives.
- Succession Planning: Knowledge of policies, techniques, methods and processes of succession planning; ability to identify and develop internal employees for the future fulfillment of an organization's core positions.
- Talent Management: Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.
- Training and Development: Knowledge of employee training and development methodologies; ability to ensure that a target population has the knowledge and skills required to meet both tactical and strategic objectives.
This Job Description is intended as a general guide to the job duties for this position and is intended for the purpose of establishing the specific salary grade. It is not designed to contain or be interpreted as an exhaustive summary of all responsibilities, duties and effort required of employees assigned to this job. At the discretion of management, this description may be changed at any time to address the evolving needs of the organization. It is expressly not intended to be a comprehensive list of “essential job functions” as that term is defined by the Americans with Disabilities Act.
This position requires working onsite five days a week.
Relocation is available for this position.
Essential and Physical Activities Functions
- Strength – Must be able to lift 40 lbs;
- Motion – The position is primarily in an office setting requiring sitting at the desk the majority of the day;
- Vision/Hearing Requirements – May spend long periods of time in front of computer screen;
- Work Environment - Will spend the majority of time in office environment, although exposed occasionally to plant facilities requiring exposure to hot and cold environments along with noise exposure;
- Emotional Demands – Must have good communications skills;
- Safety – Not a safety sensitive position but does require the use of PPE when in a production environment.
Benefits
Compensation and benefits offered may vary depending on multiple individualized factors, job level, market location, job-related knowledge, skills, individual performance, and experience. Please note that salary is only one component of total compensation at Progress Rail.
- Competitive Salary
- 401(k) plan with up to 6% company match (no waiting period with immediate vesting)
- Medical/Dental/Vision/Life/Disability Insurance
- Supplemental Accident, Critical Care, and Hospital Insurance available along with an HDHP and HSA with seed money
- Flexible Spending Accounts
- Paid Vacation
- Paid Holidays
- Paid Time-Off (PTO)
- Employee Assistance Plan
- Education Assistance Program
- Employee Recognition Programs
- Site specific Production and Incentive Plans
- Site specific Step and Skill Level Wage Adjustment Plans
- Site Specific Relocation and Sign-on Bonus Programs
Benefits eligibility varies by job position, full-time/part-time and regular/temporary status. The provisions of the plan documents control such benefits.
EEO
Progress Rail is an Equal Opportunity Employer, including Veterans and Individuals with Disabilities.
Job Category
Human Resources
PRS Facility Location
Albertville, AL (PRSC Corp HQ) - 001
Job Purpose
Progress Rail is looking for an Organizational and Talent Development Manager in Albertville, AL. This role supports the development and execution of our talent development strategy for our global organization in a wide variety of roles from sales to operations. We’re looking for a strong leader who can partner with senior business and HR leaders to drive our business strategy and enhance our culture and employee experience.
Req ID
11905BR
City
Albertville
State:
Alabama
Company Description
Progress Rail stands at the intersection of legacy and innovation—driving the future of rail with a pioneering spirit. Since its founding in 1983, the company has grown to become one of the world’s largest and most trusted providers of railroad products, services, and technologies. Today, Progress Rail delivers a comprehensive portfolio of cost-effective solutions to railway customers around the globe. From the rails themselves to the EMD® locomotives that ride them, the company’s products are in operation across more than 100 countries—powering progress and connecting communities. In 2006, Progress Rail joined Caterpillar Inc., further strengthening its ability to lead the rail industry with cutting-edge technology, unmatched expertise, and a commitment to excellence. At Progress Rail, the team is not just building the future of rail—they are making history every day.
Key Job Elements
- Direct talent management processes, programs, and practices to ensure the effective and efficient achievement of organizational goals and objectives.
- Lead the learning and development team to build strategy for talent development, performance improvement and systems design.
- Provide leadership to the overall talent lifecycle processes related to building and retaining talent with the right skills to support our business strategies.
- Assist business unit senior leadership in evaluating the effectiveness of the organization's talent practices, as well as recommending and leading improvement opportunities.
- Lead succession planning and employee development with the business teams and develop leadership and employee development to build a strong pipeline of talent.
- Develop and implement change management methods and materials to facilitate deployment of talent management programs and processes within a specific organization.
- Lead a team of talent management professionals to collaborate effectively with our business leaders and the HR team to serve as thought leaders to the business and HR.
- Serve as a member of the Progress Rail HR Leadership team and advisor to Progress Rail Senior Leadership.
Learning & Leadership Development
- Design, launch, and lead enterprise learning and leadership development programs aligned to Progress Rail’s culture, values, and strategic priorities.
- Establish a scalable learning and leadership development operating model, including governance, prioritization, delivery approach, and evaluation.
- Build leadership development pathways across career stages (early career, frontline, mid-level, senior leaders) integrating assessments, coaching, mentoring, and experiential learning.
- Define clear program objectives and success measures such as leadership readiness, succession coverage, internal mobility, engagement, and retention.
- Identify current and future capability gaps in partnership with business and HR leaders and translate them into targeted development solutions.
- Ensure leadership development programs reinforce desired leadership behaviors and enable leaders to effectively lead change and transformation.
- Continuously assess program effectiveness using qualitative and quantitative metrics and implement improvements based on feedback and outcomes.
Enterprise Talent & Organizational Development
- Translate business strategy into an integrated enterprise talent and capability development roadmap.
- Strengthen leader accountability for talent and development outcomes through clear expectations, tools, and enablement.
- Provide data-driven insights and recommendations to senior leaders regarding leadership readiness, talent risks, and development priorities.
- Ensure alignment and integration across HR partners and centers of excellence to deliver a consistent and effective employee experience.
Education / Training
Bachelor’s degree in Human Resources, Business Administration, or related field (Master’s or MBA preferred).
Qualifications and Experience
- Knowledge of Organization: Knowledge of the organization's vision, structure, culture, philosophy, operating principles, values, and code of ethics with the ability to understand the value of aligning capabilities with business goals to support optimal performance.
- Influencing: Knowledge of effective influencing tactics and strategies with the ability to impact decisions within and outside own organization.
- Managing Multiple Priorities: Knowledge of effective self-management practices; ability to manage multiple concurrent objectives, projects, groups, or activities, making effective judgments as to prioritizing and time allocation.
- Data Gathering and Reporting: Knowledge of tools, techniques and processes for gathering and reporting data; ability to practice them in a particular department or division of a company.
- Talent Transformation: Knowledge of the concept and strategies of talent transformation; ability to harness the potential and skills of employees to help them reach leadership positions while achieving the organization's strategic business objectives.
- Succession Planning: Knowledge of policies, techniques, methods and processes of succession planning; ability to identify and develop internal employees for the future fulfillment of an organization's core positions.
- Talent Management: Knowledge of how an organization attracts, recruits, retains, identifies and develops talent; ability to develop the talent required for an organization to achieve its short-term and long-term goals.
- Training and Development: Knowledge of employee training and development methodologies; ability to ensure that a target population has the knowledge and skills required to meet both tactical and strategic objectives.
This Job Description is intended as a general guide to the job duties for this position and is intended for the purpose of establishing the specific salary grade. It is not designed to contain or be interpreted as an exhaustive summary of all responsibilities, duties and effort required of employees assigned to this job. At the discretion of management, this description may be changed at any time to address the evolving needs of the organization. It is expressly not intended to be a comprehensive list of “essential job functions” as that term is defined by the Americans with Disabilities Act.
This position requires working onsite five days a week.
Relocation is available for this position.
Essential and Physical Activities Functions
- Strength – Must be able to lift 40 lbs;
- Motion – The position is primarily in an office setting requiring sitting at the desk the majority of the day;
- Vision/Hearing Requirements – May spend long periods of time in front of computer screen;
- Work Environment - Will spend the majority of time in office environment, although exposed occasionally to plant facilities requiring exposure to hot and cold environments along with noise exposure;
- Emotional Demands – Must have good communications skills;
- Safety – Not a safety sensitive position but does require the use of PPE when in a production environment.
Benefits
Compensation and benefits offered may vary depending on multiple individualized factors, job level, market location, job-related knowledge, skills, individual performance, and experience. Please note that salary is only one component of total compensation at Progress Rail.
- Competitive Salary
- 401(k) plan with up to 6% company match (no waiting period with immediate vesting)
- Medical/Dental/Vision/Life/Disability Insurance
- Supplemental Accident, Critical Care, and Hospital Insurance available along with an HDHP and HSA with seed money
- Flexible Spending Accounts
- Paid Vacation
- Paid Holidays
- Paid Time-Off (PTO)
- Employee Assistance Plan
- Education Assistance Program
- Employee Recognition Programs
- Site specific Production and Incentive Plans
- Site specific Step and Skill Level Wage Adjustment Plans
- Site Specific Relocation and Sign-on Bonus Programs
Benefits eligibility varies by job position, full-time/part-time and regular/temporary status. The provisions of the plan documents control such benefits.
EEO
Progress Rail is an Equal Opportunity Employer, including Veterans and Individuals with Disabilities.
Job Category
Human Resources
PRS Facility Location
Albertville, AL (PRSC Corp HQ) - 001
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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.
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Find Talent Development Manager JobsFrequently 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.
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.
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