Jobs / United States / Lyft INC
HR Operations Project Manager
Lyft INC · 🇺🇸 Nashville, TN
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 75 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 99 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 Lyft INC paid sponsored hires in similar roles6 certified filings for “Business Systems Engineer” (Information Technology Project Managers) in CA: $138k–$186k, median $138k. Most were filed at wage level II (67%) — 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 — Lyft INC
The US Department of Labor certified 75 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 99 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 Lyft INC →
About the role
At Lyft, our purpose is to serve and connect. We aim to achieve this by cultivating a work environment where all team members belong and have the opportunity to thrive. We are looking for a Senior Program Manager – HR Operations to drive operational excellence, process optimization, and scalable innovation. Sitting directly within HR Operations, this role serves as a key operational engine for modernizing how we work—focusing on business process design, seamless M&A operational readiness, and modern tool enablement (including practical AI and automation). In this role, you will partner closely with our Corporate Engineering & IT team (CEIT), as well as cross-functional leaders in Team Member Experience, M&A, Talent Acquisition, Total Rewards, Legal, and IT. Your focus will be on bridging business strategy with operational delivery: evaluating workflows, streamlining integrations, and driving organizational change and adoption with greater speed and efficiency. The ideal candidate is both a seasoned project manager and an operational innovator. You deeply understand core HR business processes, know how to integrate acquired teams smoothly, and can partner with technical leads to pilot, launch, and scale workflows that enhance the employee experience. Success in this role will be measured by: The efficiency, quality, and adoption of HR operational solutions delivered—including reduced SLA turnaround times, smooth integration of acquired operational processes, elimination of manual friction, improved employee CSAT, and increased capability across the People organization. Responsibilities: HR Process Optimization • Identify & Streamline High-Impact Workflows: Evaluate end-to-end HR processes across the employee lifecycle to eliminate friction, improve accuracy, and incorporate automation where appropriate. • Translate Business Needs for Technical counterparts: Map out clear "as-is" and "to-be" operational processes and success metrics, allowing technical and engineering partners to convert them into actionable specs. • Serve as an HR Operations Advisor: Help HR functional leads understand operational best practices, evaluate current state bottlenecks, and identify practical opportunities for process redesign and technology enablement. M&A Integration & Operational Readiness • Lead HR Ops M&A Execution: Partner with cross-functional M&A leads to assess incoming HR systems, policies, and operational processes during corporate transactions. • Harmonize & Consolidate: harmonize acquired employee workflows into Lyft's core HR Operations service delivery model with minimal business disruption. • Change & Onboarding Support: Oversee operational readiness plans to ensure acquired employees transition smoothly into Lyft’s HR tools, service desks, and operational standards. Technical Partnership & Tool Delivery • Liaison to CEIT & Solution Architecture: Partner hand-in-hand with the AI Business Solution Architect (PeopleTech) and IT teams to co-design, validate, and launch HR technology solutions (including automation, and AI workflows). • Pilot & Solution Validation: Utilize light-touch automation, low-code tools, and digital platforms to prototype quick operational improvements and test solutions before full-scale deployment. • User Acceptance Testing (UAT): Lead UAT and operational readiness reviews to ensure enterprise tools built in core systems (Workday, Greenhouse, Jira, etc.) solve business needs cleanly. Enablement, Change Management & Governance • Drive Capability & Adoption: Lead change management strategies for new HR programs, offering hands-on workshops, clear documentation, training materials, and practical "how-to" playbooks. • Embed & Support: Pair directly with HR business partners, recruiters, and ops spec