Jobs / United States / Capital One Services LLC
Sr. Director, HR Business Partner - Tech
Capital One Services LLC · 🇺🇸 2 Locations
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 838 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 253 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 Capital One Services LLC paid sponsored hires in similar roles5 certified filings for “Senior Director, Software Engineering” (Software Developers) in CA: $203k–$237k, median $237k. Most were filed at wage level IV (100%) — 4 lottery entries, ≈61% 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 — Capital One Services LLC
The US Department of Labor certified 838 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 253 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 Capital One Services LLC →
About the role
Sr. Director, HR Business Partner - Tech Are you interested in joining a team of best-in-class HR consulting leaders who enable game-changing business results by providing programs and solutions that unleash greatness in our associates? Here at Capital One you have the opportunity to work in an environment in which the business truly values the strategic HR partnership. If you have a passion for shaping the overall people strategy for the business and want to be part of a winning team, then look no further! We work in a business-casual, collaborative environment where one’s contributions are recognized, successes are elevated and effort is rewarded. Capital One provides a fast paced, dynamic environment where you can excel in your career while still maintaining a work life balance that others will desire. We nurture a work environment where people with a variety of thoughts, ideas and backgrounds, guided by our shared Values, come together to make Capital One a great company – and one of the best companies to work for. This is a highly strategic role responsible for influencing the future of our AI organizations Talent Strategy. You will be responsible for orchestrating a high-growth, transformative HR roadmap to scale AI/ML, build the organizational structure of the future, and ensure we are designing to drive business impact. You will lead the organizational design and talent strategy for the LOB Applied AI organization, develop a sustainable and highly aligned leadership team across AI, ML, AI/ML Product, and LOB Applied AI, and orchestrate complex cross-functional collaboration with recruiting, compensation, business leaders, and HR to drive our hiring strategy for scarce AI Engineering and research roles. The Tech HR team is looking for a Sr. Director, Tech HR Business Partner to work with the Tech organization as a strategic talent lead, driving transformative people initiatives and the 2026 Tech Job Architecture roadmap. This role will lead talent strategy for our AI and Machine organization that will drive impact across a scaled AI, Machine Learning and Data Science organization. The ideal candidate will exhibit strong relationship building, influencing, and problem solving skills to deliver an HR strategy aligned with market-aligned, progressive technology oriented and long-term tech governance. This role has the opportunity to drive impact in a state of the art, progressive AI organization. Responsible for: • Consult with the senior executives, other HRBPs and HR partner groups (people analytics, recruiting, compensation, associate relations, learning & development, etc.) to drive business success by providing thought leadership, and direction, accountable for delivering a HR strategy that is aligned with the needs of the organization. • Lead senior executives in translating the business strategy into a talent strategy that embeds and reinforces a culture where associates are seen, heard, valued and have an equitable opportunity to succeed. • Embedded within the LOB senior leadership team, HRBPs are accountable for delivering and leading all talent-related deliverables including: • Defining a talent strategy that supports business strategy/objectives • Strategic workforce planning, including succession planning • Recruiting/retention strategies, including talent competition marketplace assessments to effectively compete and motivate talent to achieve business objectives • Assessing Human Capital risks for the business and developing remediation strategies as appropriate • Leveraging key trends and/or gaps to incorporate within strategic decisions and talent plan • Assessing skills gaps and partnering with the business • Managing employment practice risk weighing short and long term impacts, including