Jobs / United States / Harvard University
Associate Director, Talent Acquisition Operations
Harvard University · 🇺🇸 Cambridge, MA, 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 123 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 73 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 Harvard University paid sponsored hires in similar roles10 certified filings for “Research Associate” (Biological Science Teachers, Postsecondary) in MA: $74k–$101k, median $91k. 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).
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Sponsor Radar — Harvard University
The US Department of Labor certified 123 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 73 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 Harvard University →
About the role
Harvard Human Resources is seeking an Associate Director, Talent Acquisition Operations to drive operational excellence, consistency, and innovation across the University’s talent acquisition function. Reporting to the Managing Director, Talent Acquisition & Outreach, the Associate Director will lead a small team and oversee the systems, programs, processes, and partnerships that support recruiters, hiring managers, and candidates across the University. This role will modernize talent acquisition operations, optimize technology and workflows, strengthen compliance, and improve the recruitment experience. The ideal candidate will bring extensive talent acquisition experience and strong operational, project management, technology, and stakeholder leadership skills. They will use data, collaboration, and continuous improvement to deliver scalable, effective recruiting solutions. Job-Specific Responsibilities Lead a team that serves as the primary resource for University recruiters regarding technical and process training, guidance, and communications. Ensure the quality, consistency, and effectiveness of that support while applying full life-cycle recruiting expertise to promote compliance with applicable laws and OFCCP regulations and maximize the value of talent acquisition investments. Additionally, you will be responsible for: Strategy • Research external market trends, tools, labor-market conditions, candidate expectations, and talent acquisition best practices; advise leadership on implications and potential responses. • Use data and stakeholder feedback to identify opportunities for operational improvement, innovation, and increased efficiency. • Develop and maintain a Talent Acquisition Operations roadmap aligned with University strategy and stakeholder priorities. Compliance and Risk Management • Ensure recruitment processes, systems, and programs align with University policies, compliance requirements, and applicable OFCCP regulations. • Support talent acquisition contracting and vendor agreements in partnership with Strategic Procurement. Continuous Improvement • Partner with stakeholders to identify and prioritize enhancement opportunities and maintain a talent acquisition technology backlog. • Lead the evaluation, prioritization, and implementation of approved process and technology enhancements. People Leadership & Team Development • Set clear direction, priorities, and expectations while empowering team members to work with autonomy, accountability, and sound judgment. • Provide ongoing coaching, feedback, and development conversations to strengthen strategic thinking, confidence, and effectiveness. TA Systems Ownership & Continuous Improvement • Oversee recruitment-related systems, platforms, integrations, workflows, and operational metrics. • Provide or oversee applicant tracking system administration, including configuration, business processes, notifications, auditing, data quality, reporting, and troubleshooting. • Partner with HR Technology, Information Technology, HRIS, and external vendors to optimize system functionality, integrations, workflows, and identify workflow/configuration changes needed to drive operational efficiency. • Manage relationships with recruitment technology vendors and system partners. Stakeholder Engagement and Enablement • Serve as a strategic resource and escalation point for recruiters and TA leaders regarding recruiting technology, processes, policies, and practices; chair the University recruitment governance committee. • Foster collaboration among Talent Acquisition leaders across the University. • Develop and coordinate training, communications, guidance, and enablement resources for the University recruitment community