Jobs / United States / Regeneron Pharmaceuticals INC
Director Talent Management
Regeneron Pharmaceuticals INC · 🇺🇸 SLEEPY HOLLOW
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 290 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 40 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Regeneron Pharmaceuticals INC paid sponsored hires in similar roles6 certified filings for “Director IT Operations Management” (Computer and Information Systems Managers) in NJ: $220k–$263k, median $236k. Most were filed at wage level II (50%) — 2 lottery entries, ≈31% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Regeneron Pharmaceuticals INC
The US Department of Labor certified 290 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 40 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Regeneron Pharmaceuticals INC →
About the role
Build our future together: At Regeneron, we use science and innovation to develop life-changing medicines for people with serious diseases. We are seeking a Director, Talent Management to join our Talent Management Team. In this role we are looking for a bold, strategic talent leader to shape how Regeneron grows its people — globally, intentionally, and at scale. You will build our career development framework and skills ontology and bring them to life in Workday. As the Director, Talent Management, you will architect the frameworks and programs that define how talent is onboarded and developed across our company. From leading the company-wide talent review process and translating data into decisions, to building a best-in-class career development philosophy and designing assimilation experiences that set people up to thrive from day one — your work will directly influence the capabilities and culture that power Regeneron’s mission for years to come. This is a rare opportunity to do consequential work — building the talent infrastructure of a fast-growing, science-driven company that is changing the lives of patients worldwide. When & where: • Location: Sleepy Hollow, New York, United States • Work model: Onsite 4 days per week Discover your role: • Set the enterprise vision and strategy for career development and build the framework behind it — designing an integrated approach that spans early career pipelines, key talent acceleration, and long-term internal talent development, ensuring Regeneron always has the right capabilities ready for what’s next • Define and govern an enterprise skills ontology (taxonomy, skill relationships, proficiency, mapping to job profiles, and maintenance approach) and partner with HR Technology to build it, along with the career development framework, in Workday Talent Optimization (Career Hub, Skills Cloud) — powering talent decisions, internal mobility, and future skills-based initiatives • Own the company-wide talent review process for the global organization — leading end-to-end execution, building and managing a robust talent review data infrastructure, and translating outcomes and trends into actionable insights that surface leadership gaps, skill needs, and succession risks at the enterprise level • Lead the strategy and continuous improvement of enterprise onboarding and assimilation programs that accelerate integration — ensuring every employee, from individual contributor to senior leader, enters Regeneron connected, informed, and ready to contribute from day one • Build, lead, and continuously elevate Regeneron’s early career program — designing a cohesive, multi-program framework with the standards, experiences, and governance to consistently feed the organization’s most critical talent pipelines • Partner with business leaders and managers to identify stretch assignments and development pathways for employees, and design the IDP tools and accountability structures that turn development plans into real, measurable growth experiences for employees at every level • Champion internal mobility as a strategic priority — building the systems, frameworks, and cultural conditions that make it easy for employees to grow laterally and vertically, and leveraging stakeholder feedback, cross-functional partnerships, and technology to make opportunities visible and accessible across the global organization • Establish a disciplined approach to measuring program effectiveness — tracking talent movement, development outcomes, and emerging workforce trends, and presenting clear, compelling insights to senior leadership that drive confident, data-driven decision-making and continuous improvement • Cultivate trusted relationships with HR COEs and key customers across the global business — par