Jobs / United States / Abbvie US LLC
Senior Director, People Strategy & Transformation
Abbvie US LLC · 🇺🇸 North Chicago, IL, US
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 177 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 26 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 Abbvie US LLC paid sponsored hires in similar roles2 certified filings for “DIRECTOR,PATIENT SVCES DATA STRATEGY & BUSINESS INTELLIGENCE” (Management Analysts) in IL: $192k–$236k, median $214k. 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.
Or apply yourself on the official page →
Sponsor Radar — Abbvie US LLC
The US Department of Labor certified 177 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 26 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 Abbvie US LLC →
About the role
Position Summary The role to lead the People Strategy & Transformation group is a critical leadership role within AbbVie's People Experience organization, serving as the primary architect of transformational change across the HR ecosystem. This leader is the strategic unlock to delivering on the broad, ambitious vision of the People Experience team — bringing together people strategy, HR planning and prioritization, technology strategy, experience story telling and communications, and portfolio management under a single, integrated leadership mandate. This role is for an enterprise-scale strategist and systems thinker who understands how to connect vision to execution, drive structural and cultural change across a complex global organization, and leverage technology and storytelling to reimagine how HR delivers value. This role will lead a team of highly specialized functions and will serve as a driving force behind AbbVie's next generation of HR transformation. Key Responsibilities People Strategy • Define and champion an enterprise-wide people strategy that aligns with AbbVie's business priorities, workforce needs, and the long-term vision of the People Experience team. • Translate complex workforce trends, competitive intelligence, and organizational data into clear strategic direction for the PE organization, while supporting socialization with HR’s senior stakeholders. • Partner with the VP of People Experience and PE Leadership Team to set the multi-year strategic agenda and ensure coherent prioritization across functions. • Serve as a forward-looking thought leader, anticipating shifts in the external talent and HR landscape and positioning AbbVie to stay ahead. People Branding & Storytelling • Lead AbbVie's People Branding strategy, shaping how the company's employee value proposition (EVP) and talent brand are articulated, activated, and experienced globally. • Build a compelling storytelling capability within the PE organization — translating the impact of People programs and initiatives into narratives that resonate with employees, candidates, leaders, and external stakeholders. • Partner with Corporate Communications, Marketing, and Business HR to ensure consistency and authenticity of AbbVie's people brand across all touchpoints. • Champion the PE team's own brand and visibility — elevating the strategic contribution of the People Experience function across the enterprise. HR Strategy & Annual Prioritization • Own the HR strategy planning cycle, leading the annual prioritization process that aligns PE investments, resources, and initiatives to AbbVie's enterprise and business unit priorities. • Develop and maintain a clear, accessible view of the HR strategic agenda — ensuring all PE functions operate with shared context and coordinated direction. • Drive disciplined tradeoff decisions and resource allocation, ensuring the PE team is focused on highest-value work and prepared to adapt as business conditions evolve. • Establish and track strategic KPIs that measure progress toward the PE vision and demonstrate HR's impact on the business. Planning & Budgeting • Lead the integrated planning and budgeting process for the People Experience organization, partnering with Finance and PE sub-function leaders to ensure responsible stewardship of resources. • Develop multi-year investment roadmaps that reflect the PE team's strategic priorities and build the organizational capabilities required to deliver on the vision. • Create visibility and accountability across PE budget performance, driving forecasting accuracy and identifying opportunities to reinvest resources toward highest-impact priorities. • Ensure planning cycles are connected to enterprise rhythms and informed by workforce