Jobs / United States / Okta INC
Director, M&A People Strategy & Integration
Okta INC · 🇺🇸 Chicago, Illinois
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 93 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 52 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 Okta INC paid sponsored hires in similar roles3 certified filings for “Senior Manager, AI Product Strategy and Solutioning” (Sales Engineers) in TX: $147k–$147k, median $147k. Most were filed at wage level IV (100%) — 4 lottery entries, ≈61% 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 — Okta INC
The US Department of Labor certified 93 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 52 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 Okta INC →
About the role
Secure Every Identity, from AI to Human Identity is the key to unlocking the potential of AI. Okta secures AI by building the trusted, neutral infrastructure that enables organizations to safely embrace this new era. This work requires a relentless drive to solve complex challenges with real-world stakes. We are looking for builders and owners who operate with speed and urgency and execute with excellence. This is an opportunity to do career-defining work. We're all in on this mission. If you are too, let's talk. We are looking for a strategic, hands-on Director, M&A People Strategy & Integration to lead the human capital lifecycle for our deal pipeline. In this high-impact individual contributor role, you will design and execute due diligence and post-merger integration strategies centered on talent, organizational design, compensation, and cultural alignment. You will serve as the primary human resources quarterback during transactions, partnering closely with internal People team functional leads (Talent Acquisition, Total Rewards, People Operations) and collaborating with Corporate Development, Legal, Finance, and IT to ensure seamless operational continuity, compliance, and employee experience from announcement through post-close integration. Key Responsibilities People Due Diligence & Risk Assessment • Diligence Execution: Lead HR and talent due diligence across target organizations, analyzing organizational structures, total rewards programs, workforce demographics, employment contracts, and labor compliance risks. • Talent & Cultural Assessment: Evaluate key talent retention risks, leadership team capabilities, organizational design, critical skills gaps, and cultural alignment to inform valuation, deal terms, and integration strategies. • Cost & Synergy Modeling: Partner with Finance to analyze workforce cost structures, including compensation, benefits, harmonization costs, retention packages, severance exposure, and synergy targets. Cross-Functional Integration Planning & Execution • Integration Playbook & Strategy: Build and maintain scalable People M&A playbooks, defining key deliverables across HR, Legal, Finance, and IT for Day 1 readiness and First 100 Days goals. • Legal & Compliance Alignment: Partner with Legal to manage employment contract transfers, equity roll-overs, restrictive covenants, immigration/visa transfers, works council/labor relations requirements, and employment law compliance. • People Ops & Systems Transition (with TD&I & Finance): Collaborate with TD&I and People Ops to manage HR Information System (HRIS) migrations, identity/access management transitions, payroll cutovers, and benefit vendor consolidations. • Total Rewards Harmonization: Partner with Total Rewards to design side-by-side benefit maps, compensation alignment structures, equity conversions, and stay/retention bonus programs for acquired employees. Employee Experience & Change Management • Change & Communications: Partner with Internal Comms and Legal to design Day 1 announcement communications, offer letter rollouts, onboarding experiences, and executive town halls. • Retention Strategy: Track, monitor, and support key talent post-close, driving initiatives that preserve company culture and minimize unwanted attrition. Stretch Opportunities & Total Rewards Impact: M&A activity naturally ebbs and flows. During lower deal volume periods, you will drive and project-manage strategic, high-visibility initiatives across the broader Total Rewards organization. Qualifications & Requirements • Experience: 7–10+ years in M&A HR and Talent strategy, People Integration, or M&A Human Capital consulting (Big 4 / strategic advisory), with end-to-end deal lifecycle management. • Cross-Functional Expertise: Proven ability to