Jobs / United States / Renesas Electronics America INC
Principal Specialist, HR Change Management
Renesas Electronics America INC · 🇺🇸 Austin, TX, 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 56 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 18 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 Renesas Electronics America INC paid sponsored hires in similar roles2 certified filings for “Marketing Data Analytics Specialist” (Operations Research Analysts) in TX: $110k–$110k, median $110k. 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 — Renesas Electronics America INC
The US Department of Labor certified 56 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 18 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 Renesas Electronics America INC →
About the role
The Principal Specialist, HR Change Management is Renesas’ principal advisor for enterprise HR transformation and adoption. The role translates complex people, organization, process, policy, and technology priorities into coordinated change programs spanning governance, stakeholder alignment, communications, readiness, enablement, and adoption. Working globally across functions and regions, the role resolves ambiguous change challenges and influences senior stakeholders through expertise rather than direct authority. Key Responsibilities • Enterprise change strategy: Define and lead integrated strategies for Renesas-wide HR and organization priorities, covering the case for change, sponsorship, stakeholder analysis, readiness, communications, learning, resistance, reinforcement, and benefits realization. • Immediate transformation portfolio: Lead change across evolving priorities such as organization simplification, job re-leveling and title cleanup, technical ladder program, rewards and benefits harmonization, HR process standardization, and digital, automation, or AI-enabled ways of working. • Portfolio governance and delivery: Establish integrated roadmaps, milestones, interdependencies, decision forums, ownership, resource needs, risk escalation, and accountability from design through stabilization. • Communications and enablement: Translate complex priorities into executive briefings, leader narratives, manager toolkits, presentations, FAQs, digital content, cascade plans, training, and practical support for employee conversations. • Stakeholder and sponsor alignment: Build coalitions across HR, Legal, Communications, Finance, business functions, and regions; align outcomes, sequencing, and employee impacts while surfacing competing needs early. • Employee experience and digital engagement: Create accessible channels and self-service resources that provide employees and managers with reliable information, tools, updates, and support throughout the change journey. • Insights and adoption: Use readiness, adoption, sentiment, service, process, and channel data to remove barriers, refine interventions, demonstrate value, and sustain new behaviors. • Capability and innovation: Build change capability through coaching, reusable methods, communities of practice, and mentoring, while applying external practices in workforce transformation, digital enablement, and responsible AI. Scope and Accountability: • Serves as Renesas’ principal advisor and thought leader for complex, enterprise-scale HR change. • Partners with senior business and HR leaders to establish strategy, principles, and priorities across functions and geographies. • Resolves significant and unique issues requiring conceptual thinking, independent judgment, and a long-term view. • Develops enterprise methods and standards where established approaches are insufficient. • Owns outcomes affecting the HR function and multiple business areas through expertise, influence, and cross-functional leadership. • Bachelor’s degree or equivalent advanced knowledge in Human Resources, Organizational Psychology, Business, Communications, Technology, or a related field; advanced degree preferred. • Typically 12+ years of progressive experience in change management, HR transformation, organization effectiveness, HR technology, or a related discipline, including complex global initiatives. • Expertise in change strategy, organization transformation, sponsor and stakeholder management, executive communications, enablement, and adoption measurement. • Experience across people and organization change, including organization redesign, job architecture, career frameworks, rewards or benefits harmonization, HR process transformation, and digital or AI-enabled adoption. • Pro