Alaska Airlines Visa Sponsorship USA
Alaska Airlines is a major U.S. carrier headquartered in Seattle, known for connecting the West Coast and beyond. The airline sponsors a range of visa types, making it a viable target for international candidates in technical, operational, and corporate roles seeking U.S. work authorization.
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Get Access To All JobsINTRODUCTION
Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.
ROLE SUMMARY
The Principal Loyalty Budget & Forecasting is the sole subject matter expert for owning and improving end-to-end financial planning cycles for the loyalty business (budgeting, long-range plan, monthly outlooks), with a focus on points volumes issued, elite benefit costs, redemptions, partner settlement, and co-brand economics. This role builds complex models, leads forecast updates with cross-functional partners, drives variance analysis and insights, and translates loyalty program dynamics into actionable recommendations that optimize profitability and guest value.
KEY DUTIES
- Lead the budgeting and monthly forecasting processes for Atmos Rewards cost centers and P&L lines (points issuance/redemption volumes and co-brand cash forecasts), including calendar ownership, driver-based modeling, and stakeholder alignment for a 12-18 month time horizon.
- Develop, maintain, and improve complex financial models (e.g. membership growth and benefits usage, redemption volumes and recognized revenue, co-brand spend, account, and cash growth) that support tactical decisions and long-range planning, in partnership with Accounting, and FP&A.
- Own monthly close support for loyalty: prepare accruals, reconcile partner invoices, and collaborate closely with FP&A, Accounting, Loyalty Product Owners, Cobrand Growth team, Partnerships & Alliances and other stakeholders to provide variance commentary on drivers of any under or overperformance to budget.
- Produce executive-ready financial reporting (monthly performance decks, variance bridges, trend analysis, KPI dashboards for issuance, redemption, member growth, and co-brand metrics), and present results to VP and C-suite executives.
- Identify drivers of performance and deliver insights that improve profitability and guest value — recommending actions on pricing/redemption policies, partner economics, promotional ROI, and cost controls – in partnership with loyalty product owners.
- Serve as the point of contact for Loyalty Product, Partnerships, Co-brand, and Data/Analytics — supporting business cases, scenario modeling (e.g., award chart changes, elite benefit cost, credit card bonuses), and ad hoc financial analyses.
- Instrument and monitor key loyalty KPIs across Atmos Rewards (e.g., points earn rate, redemption propensity, elite benefit uptake, partner mix), connecting operational trends to financial outcomes.
- Continuously improve processes, driving automation and standardization to deliver faster, more reliable forecasts and reporting.
JOB-SPECIFIC EXPERIENCE, EDUCATION & SKILLS
Required
- Bachelor’s degree in Finance, Accounting, Economics, Data Analytics or related field; or two (2) additional years of relevant experience in lieu of degree.
- 7+ years of progressive experience in FP&A, budgeting, forecasting, or financial modeling (preferably in consumer loyalty, payments, airline, travel, or card partnerships).
- Proficiency in Excel (advanced formulas, pivot tables, scenario modeling) and comfort with databases/BI tools; strong quantitative problem-solving and attention to detail.
- Working knowledge of accounting/finance fundamentals, ideally in a loyalty program context.
- Strong verbal/written communication skills; ability to synthesize complex analysis into clear, actionable recommendations for leadership.
- High school diploma or equivalent is required.
- Minimum age of 18.
- Must be authorized to work in the U.S.
Preferred
- Airline industry experience.
- Passion for loyalty programs and aviation.
- Experience modeling loyalty program KPIs and economics, co-brand card P&L, and partner settlement.
- Exposure to airline industry dynamics and loyalty program design (award charts, status tiers, earning and redemption rules).
- Familiarity with SQL/Power BI/Tableau and financial planning tools.
JOB-SPECIFIC LEADERSHIP EXPECTATIONS
- Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.
- Demonstrated track record of effectively leading/working with cross-functional teams, driving meaningful changes, and developing and mentoring others.
- Influences with a high-performance culture mindset, a focus on practical solutions and efficiency, and a predisposition toward managing outcomes versus explaining variances.
SALARY RANGE
- Salary Range: $120,400 - $180,600 / year
SALARY DETAILS
Pay will be based on multiple factors, including and not limited to location, relevant experience/level and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.
Note: We don’t typically hire at the top of the range.
TOTAL REWARDS
Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.
- Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
- Comprehensive well-being programs including medical, dental and vision benefits
- Generous 401k match program
- Quarterly and annual bonus plans
- Generous holiday and paid time off
For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.
REGULATORY INFORMATION
Equal Employment Opportunity Policy Statement
It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.
We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.
To implement this policy, we will:
(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;
(2) Ensure that employment decisions are based only on valid job requirements; and
(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.
Government Contractor & Department of Transportation (DOT) Regulations
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.
FLSA Status: Exempt
Employment Type: Full-Time
Regular/Temporary: Regular
Requisition Type: Management
Location: Seattle - Corporate HQ
Featured Job: 0
L:: #LI-B
INTRODUCTION
Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.
ROLE SUMMARY
The Principal Loyalty Budget & Forecasting is the sole subject matter expert for owning and improving end-to-end financial planning cycles for the loyalty business (budgeting, long-range plan, monthly outlooks), with a focus on points volumes issued, elite benefit costs, redemptions, partner settlement, and co-brand economics. This role builds complex models, leads forecast updates with cross-functional partners, drives variance analysis and insights, and translates loyalty program dynamics into actionable recommendations that optimize profitability and guest value.
KEY DUTIES
- Lead the budgeting and monthly forecasting processes for Atmos Rewards cost centers and P&L lines (points issuance/redemption volumes and co-brand cash forecasts), including calendar ownership, driver-based modeling, and stakeholder alignment for a 12-18 month time horizon.
- Develop, maintain, and improve complex financial models (e.g. membership growth and benefits usage, redemption volumes and recognized revenue, co-brand spend, account, and cash growth) that support tactical decisions and long-range planning, in partnership with Accounting, and FP&A.
- Own monthly close support for loyalty: prepare accruals, reconcile partner invoices, and collaborate closely with FP&A, Accounting, Loyalty Product Owners, Cobrand Growth team, Partnerships & Alliances and other stakeholders to provide variance commentary on drivers of any under or overperformance to budget.
- Produce executive-ready financial reporting (monthly performance decks, variance bridges, trend analysis, KPI dashboards for issuance, redemption, member growth, and co-brand metrics), and present results to VP and C-suite executives.
- Identify drivers of performance and deliver insights that improve profitability and guest value — recommending actions on pricing/redemption policies, partner economics, promotional ROI, and cost controls – in partnership with loyalty product owners.
- Serve as the point of contact for Loyalty Product, Partnerships, Co-brand, and Data/Analytics — supporting business cases, scenario modeling (e.g., award chart changes, elite benefit cost, credit card bonuses), and ad hoc financial analyses.
- Instrument and monitor key loyalty KPIs across Atmos Rewards (e.g., points earn rate, redemption propensity, elite benefit uptake, partner mix), connecting operational trends to financial outcomes.
- Continuously improve processes, driving automation and standardization to deliver faster, more reliable forecasts and reporting.
JOB-SPECIFIC EXPERIENCE, EDUCATION & SKILLS
Required
- Bachelor’s degree in Finance, Accounting, Economics, Data Analytics or related field; or two (2) additional years of relevant experience in lieu of degree.
- 7+ years of progressive experience in FP&A, budgeting, forecasting, or financial modeling (preferably in consumer loyalty, payments, airline, travel, or card partnerships).
- Proficiency in Excel (advanced formulas, pivot tables, scenario modeling) and comfort with databases/BI tools; strong quantitative problem-solving and attention to detail.
- Working knowledge of accounting/finance fundamentals, ideally in a loyalty program context.
- Strong verbal/written communication skills; ability to synthesize complex analysis into clear, actionable recommendations for leadership.
- High school diploma or equivalent is required.
- Minimum age of 18.
- Must be authorized to work in the U.S.
Preferred
- Airline industry experience.
- Passion for loyalty programs and aviation.
- Experience modeling loyalty program KPIs and economics, co-brand card P&L, and partner settlement.
- Exposure to airline industry dynamics and loyalty program design (award charts, status tiers, earning and redemption rules).
- Familiarity with SQL/Power BI/Tableau and financial planning tools.
JOB-SPECIFIC LEADERSHIP EXPECTATIONS
- Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.
- Demonstrated track record of effectively leading/working with cross-functional teams, driving meaningful changes, and developing and mentoring others.
- Influences with a high-performance culture mindset, a focus on practical solutions and efficiency, and a predisposition toward managing outcomes versus explaining variances.
SALARY RANGE
- Salary Range: $120,400 - $180,600 / year
SALARY DETAILS
Pay will be based on multiple factors, including and not limited to location, relevant experience/level and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.
Note: We don’t typically hire at the top of the range.
TOTAL REWARDS
Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.
- Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air
- Comprehensive well-being programs including medical, dental and vision benefits
- Generous 401k match program
- Quarterly and annual bonus plans
- Generous holiday and paid time off
For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.
REGULATORY INFORMATION
Equal Employment Opportunity Policy Statement
It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.
We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.
To implement this policy, we will:
(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;
(2) Ensure that employment decisions are based only on valid job requirements; and
(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.
Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.
Government Contractor & Department of Transportation (DOT) Regulations
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.
FLSA Status: Exempt
Employment Type: Full-Time
Regular/Temporary: Regular
Requisition Type: Management
Location: Seattle - Corporate HQ
Featured Job: 0
L:: #LI-B
Job Roles at Alaska Airlines Companies
How to Get Visa Sponsorship in Alaska Airlines Visa Sponsorship USA
Focus on technical and IT roles
Alaska Airlines' sponsorship activity skews toward technology and engineering functions. If your background is in software development, data, or systems infrastructure, you're targeting the roles most likely to come with visa sponsorship at an airline of this size.
Understand the airline's hiring calendar
Airlines like Alaska often ramp up hiring ahead of peak travel seasons. Timing your application in late fall or early spring can improve your odds of reaching the offer stage before H-1B registration opens in March.
Target corporate headquarters roles in Seattle
Sponsorship at Alaska Airlines is concentrated at its Seattle headquarters rather than airport operations. Corporate, technology, finance, and strategy roles at HQ are where international candidates are most likely to find a sponsorship-willing team.
Research which visa types Alaska has sponsored before
Alaska Airlines has sponsored H-1B, Green Card, TN, and OPT candidates. Knowing which visa category aligns with their history helps you position yourself accurately. Migrate Mate surfaces verified sponsors so you can filter by real sponsorship history before applying.
Prepare for a structured interview process
Major airlines typically run multi-stage interviews with behavioral and technical components. Given the lead time needed to initiate H-1B or Green Card filings, moving quickly and professionally through each stage signals you're a serious, low-friction candidate to sponsor.
Alaska Airlines jobs are hiring across the US. Find yours.
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Get Access To All JobsFrequently Asked Questions
Does Alaska Airlines sponsor H-1B visas?
Yes, Alaska Airlines does sponsor H-1B visas. Sponsorship is most common in technical and corporate functions such as software engineering, data analytics, and IT. The H-1B remains one of the primary pathways the company uses for international employees, though sponsorship decisions are made on a role-by-role basis depending on the hiring team's needs and timeline.
What visa types does Alaska Airlines sponsor?
Alaska Airlines has a history of sponsoring H-1B visas, employment-based Green Cards (EB-2 and EB-3), TN visas for Canadian and Mexican nationals, and work authorization for F-1 OPT and CPT holders. J-1 visa holders have also been sponsored. The mix of visa types reflects a company willing to support candidates across different immigration stages.
Which departments at Alaska Airlines are most likely to sponsor visas?
Sponsorship at Alaska Airlines is concentrated in technology, data, and corporate operations rather than frontline aviation roles. Software engineering, product management, data science, and finance teams at the Seattle headquarters are the most active areas for international hiring. Operational roles at airports rarely involve visa sponsorship.
How do I find open jobs at Alaska Airlines that offer visa sponsorship?
The most reliable approach is to filter for roles where sponsorship has actually been offered before, not just self-reported. Migrate Mate verifies sponsor history using government filing data, so you can browse Alaska Airlines jobs knowing the company has a real track record of sponsoring candidates in roles similar to yours, saving you from applying where sponsorship is unlikely.
How do I improve my chances of getting sponsored by Alaska Airlines?
Align your application to roles in technology or corporate strategy at the Seattle headquarters, where sponsorship is most common. Be upfront about your visa timeline during early conversations so the recruiting team can loop in HR quickly. Alaska Airlines runs a structured hiring process, so demonstrating you can move efficiently through it reduces perceived risk for the sponsor.
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