Jobs / United States / Affirm INC
Vice President, People Business Partner & Employee Relations
Affirm INC · 🇺🇸 Remote US · Remote
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 59 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 Affirm INC paid sponsored hires in similar roles1 certified filing for “Business Systems Lead” (Software Quality Assurance Analysts and Testers) in WA: $130k–$130k, median $130k. Most were filed at wage level II (100%) — 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 — Affirm INC
The US Department of Labor certified 59 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 Affirm INC →
About the role
At Affirm, we exist for the moments that matter—giving people a clear, predictable way to pay over time, with no hidden fees, no surprises, and no tradeoffs on what matters most. About the People team The People team helps Affirmers cultivate a high-performing, inclusive organization. We focus on three core areas: attracting talent aligned to our mission, enabling growth through people and team development, and retaining employees through thoughtful experiences and rewards. We develop Affirm's people programs and systems to create a workplace where all employees can thrive and contribute meaningfully. By investing in our people, we create a long-term advantage for the business. About the role The VP, People Business Partners & Employee Relations leads Affirm's global PBP and ER functions, anticipating what the business needs and evolving our operating model to help Affirm perform at its best. As a member of the People Leadership Team (PLT), this leader is a strategic thought partner to the CPO, PLT, and our Executive Leadership Team (XLT), bringing an enterprise-wide perspective to Affirm's most consequential people and organizational decisions. What you'll do • Define the strategy, structure, and operating model for the global PBP and ER functions, challenging legacy assumptions and redesigning roles, capabilities, and ways of working where needed • Build high-performing PBP and ER teams through talent decisions, development, coaching, and selective external hiring; set clear standards and accountability for how the teams operate and the impact they deliver • Build independent, trusted relationships with each XLT member, serving as a strategic advisor on enterprise-wise and complex functional leadership, talent, and organizational decisions • Develop a deep understanding of Affirm's business, strategy, and operating model, and use it to anticipate enterprise-wide organizational, workforce, and talent implications ahead of need • Partner with XLT on workforce strategy, including the size, composition, capabilities, and deployment of talent, and identify how technology, AI, and new operating models can increase leverage and effectiveness • Help leaders design organizations and operating models that clarify accountability, increase speed, and align resources to Affirm’s top priorities • Raise the quality of leadership and talent decisions company-wide through talent planning, succession, executive assessment, and performance management • Guide leaders through significant organizational change, building the alignment and execution discipline needed to sustain business outcomes • Set the strategy and operating model for Employee Relations globally, ensuring a consistent, fair, and scalable approach • Provide executive oversight on Affirm's most complex and sensitive ER matters, including executive-level issues, investigations, and conduct matters • Use ER data and case trends to identify emerging organizational risks and translate them into proactive action that strengthen leadership and management effectiveness, organizational health, and business performance • Partner closely with Legal on employment practices, policy, and risk management What we look for • 15+ years of progressive People leadership experience, including in complex, global technology organizations at scale • Significant experience leading a global PBP organization and building high-performing PBP teams • Experience leading Employee Relations, including sensitive investigations, executive-level matters, and complex employment decisions in partnership with Legal • Demonstrated experience partnering directly with C-suite executives, building trust while maintaining independent judgment • Deep expertise in organizational consulting, organizational