Jobs / United States / Intel Corporation

Intel Corporation

Strategic / Development Industrial Engineer (Senior Individual Contributor)

3 Locations Posted today

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Skills this job asks for

Product managementReconciliationMachine learningData engineeringLeadership

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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 1,731 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.
  • 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.
  • What Intel Corporation paid sponsored hires in similar roles19 certified filings for “Industrial Engineer” (Industrial Engineers) in OR: $111k–$133k, median $111k.
  • Confirmed live todayWhen a source last listed this job as open.
Details and sources
Employer is on a government sponsor record
The US Department of Labor certified 1,731 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. Source: LCA disclosure data (US Department of Labor (OFLC)).
No salary bar for this route
H-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 Intel Corporation paid sponsored hires in similar roles
19 certified filings for “Industrial Engineer” (Industrial Engineers) in OR: $111k–$133k, median $111k. Most were filed at wage level II (69%) — 2 lottery entries, ≈31% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).

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.

About the role

Job Details: Job Description: The Foundry Capacity Optimization (FCO) and Strategic Planning organization is seeking a visionary, high-impact Grade 10 Strategic / Development Industrial Engineer to lead the next era of operational transformation across our planning and capacity ecosystems. As a senior individual contributor reporting directly to the VP/GM of Foundry Capacity Optimization, you will partner closely with Staff Area Managers (AMs), Principal Engineers, and senior FCSP stakeholders to architect and execute a multi-year digital and operational transformation roadmap. Your charter is clear: radically increase the strategic impact, velocity, and analytical depth of the organization without expanding headcount. You will eliminate manual data manipulation, disparate spreadsheet modeling, and repetitive reconciliation, enabling FCO engineers to focus on solving high-value, complex semiconductor capacity and customer delivery challenges.   Core Responsibilities 1. Transformation Roadmap and Systems Architecture • Define, architect, and deliver the end-to-end Foundry Capacity Optimization (FCO) Digital Transformation Roadmap, aligning long-range planning (LRP), capacity modeling, tool allocation, and operational execution systems. • Translate complex foundry operational workflows into automated, scalable, and resilient enterprise system requirements. • Establish quantifiable efficiency and productivity metrics to track manual labor reduction, cycle-time compression, and decision-velocity improvements across planning cycles. 2. AI, Machine Learning, and Automation Implementation • Spearhead the adoption of modern Artificial Intelligence (AI), Machine Learning (ML), and Generative AI technologies to automate complex decision-support pipelines, including automated tool mismatch identification, capacity balancing, and yield/mix scenario modeling. • Partner directly with Foundry Automation, Enterprise IT, software development groups, and specialized third-party technology consultants to rapidly prototype, validate, and deploy production-grade solutions. • Drive the transition from fragmented desktop spreadsheets and static databases to unified, low-latency, automated enterprise planning engines. 3. Data Integration and Elimination of Manual Reconciliation • Eliminate the time engineers spend manually mapping, transforming, stitching, and reconciling disparate fab, demand, and tool datasets. • Partner with data engineering and business intelligence teams to establish a robust single source of truth for fab capacity, equipment lines, capital planning, and customer allocations. • Institutionalize automated exception handling, data anomaly detection, and self-healing data pipelines across critical planning feeds. 4. Industry Benchmarking and External Innovation • Actively benchmark peer semiconductor foundries and adjacent hyper-capital-intensive industries, including advanced aerospace, automotive, display, and energy, for state-of-the-art planning systems, algorithmic optimization, and operational efficiency methodologies. • Evaluate commercial off-the-shelf (COTS) platforms versus proprietary internal builds and develop disciplined business cases, ROI models, and technology roadmaps for executive review. • Bring external best practices into Foundry Capacity Optimization (FCO), fostering a culture of continuous modernization, technological curiosity, and systems thinking. 5. Stakeholder Alignment and Change Leadership • Function as a trusted technical advisor and thought partner to Staff AMs, Principal Engineers, and executive management. • Drive operational change management across diverse engineering disciplines, ensuring seamless adoption of new digital tools, automated interfaces, and standardized workflows. • Mentor and upskill

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