Jobs / United States / Novartis Pharmaceuticals Corporation
Manager, Field Business Partner
Novartis Pharmaceuticals Corporation · 🇺🇸 Toranomon (NPKK Head Office)
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 31 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 Novartis Pharmaceuticals Corporation paid sponsored hires in similar roles5 certified filings for “Finance Manager” (Financial Quantitative Analysts) in NJ: $73k–$113k, median $113k. Most were filed at wage level II (60%) — 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 — Novartis Pharmaceuticals Corporation
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 31 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 Novartis Pharmaceuticals Corporation →
About the role
Job Description Summary This role is required to strengthen compliance and integrity support across the field organization, particularly within the Sales organization, in close collaboration with HQ ERC Business Partners and Assurance team members. The position provides guidance and support to Sales Directors, District Managers, MRs, and MSLs through participation in sales and district meetings, face-to-face training, and awareness activities to promote understanding and adherence to global policies, internal requirements, industry codes, and fair competition rules. The role also serves as a critical bridge between the field and headquarters by identifying emerging risks, challenges, and field insights, facilitating timely and appropriate responses, and supporting continuous improvement efforts to further strengthen the organization's culture of integrity and compliance. 当該ポジションは、HQ ERCBP及びAssuranceメンバーと連携し、営業本部を中心としたフィールド組織におけるコンプライアンス及びインテグリティの推進を支援する。営業部・営業所会議への参加、営業部長、所長、MR及びMSLへの助言、対面研修及び啓発活動を通じて、グローバルポリシー、社内ルール、業界コード・公正競争規約等の必須要件の浸透を推進する。また、フィールドにおけるリスク、課題および現場の声を適時に把握し、ERCメンバーとの連携を通じて適切な対応および継続的改善を支援するとともに、現場と本社をつなぐ架け橋として組織全体のコンプライアンス文化の強化に貢献する。 Job Description Major Accountabilities 1. Field Compliance Partnership • Provide compliance and integrity-related guidance to Sales Directors, District Managers, and field associates. • Participate in sales, district, and other key business meetings to support risk-informed decision-making and reinforce compliance expectations. 2. Training, Awareness & Policy Deployment • Design and deliver face-to-face training programs and awareness initiatives for field organizations. • Drive the effective implementation and understanding of global policies, internal requirements, industry codes, and Fair Competition Code standards across field teams. 3. Field Risk Identification & Escalation • Proactively identify and monitor field-based risks, business challenges, and compliance concerns. • Partner with HQ ERC Business Partners, Assurance functions, and other relevant stakeholders to support appropriate escalation, risk mitigation, and issue resolution. 4. Field Voice & Continuous Improvement • Gather feedback, concerns, and operational insights from field organizations and communicate them to HQ ERC to facilitate informed decision-making. • Support the continuous improvement of compliance programs, training activities, and business processes by incorporating field perspectives and practical business insights. • Serve as a bridge between the field and headquarters, promoting two-way communication and helping strengthen a culture of integrity, compliance, and shared accountability. Major Accountabilities: 1. Field Compliance Partnership • 営業部長、営業所長及びフィールドメンバーに対し、コンプライアンス及びインテグリティに関する助言を提供 • 営業部会議、営業所会議その他の主要会議に参加し、リスクベースの意思決定を支援 2. Training, Awareness & Policy Deployment • 対面研修および啓発活動を企画 • 実施 • グローバルポリシー、社内ルール、業界コードおよび公正競争規約等の要求事項のフィールドへの浸透を推進 3. Field Risk Identification & Escalation • フィールドにおけるリスク、課題及びコンプライアンス上の懸念事項を適時に把握 • HQ ERC Business Partner、Assurance部門および関連部門と連携し、適切なエスカレーションおよび対応を支援 4. Field Voice & Continuous Improvement • フィールドからの意見、課題及び実務上の懸念事項を収集し、本社ERCへフィードバック • 現場の実態を踏まえたコンプライアンス施策、研修及びプロセスの継続的改善を支援 Additional Requirements / Expected Behaviors • Demonstrate a deep understanding of business challenges and contribute to organizational growth and value creation by providing practical, constructive, and expertise-based guidance. • Embrace change with a positive mindset, adapt flexibly to new roles and responsibilities, proactively identify opportunities, and take ownership of challenges. • Treat all individuals with respect regardless of role or position, and collaborate across functions, teams, and organizational boundaries to achieve shared objectives.