Amerant Bank Visa Sponsorship Jobs USA
Amerant Bank is a South Florida-based regional bank offering personal, commercial, and wealth management services. While not among the most prolific visa sponsors in banking, Amerant has demonstrated a commitment to sponsoring permanent residency pathways, making it a viable target for internationally qualified finance and banking professionals seeking U.S. careers.
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Get Access To All JobsThe Head of Rewards leads the strategy, design, governance, and execution of all compensation, benefits, and reward programs across the Bank and its subsidiaries. This leader ensures the bank’s total rewards offerings are competitive, cost effective, compliant with regulatory requirements, and aligned with business goals. The role partners closely with executive leadership, the Compensation and Human Committee of the Board, Finance, Risk, and HR Business Partners to support a high-performance culture and attract, retain, and motivate top talent.
Responsibilities:
Compensation Strategy and Governance:
- Develop and maintain a comprehensive total rewards strategy aligned with the Bank’s business objectives, talent needs, and market positioning.
- Lead the design and administration of base pay, incentive compensation, executive compensation, and sales compensation programs, including financial advisors.
- Support the Compensation & Human Capital Committee (C&HC) by preparing materials, presenting recommendations, and ensuring alignment with shareholder expectations and regulatory standards.
- Oversee annual compensation cycles, including market benchmarking, salary planning, incentive design, and pay-for-performance calibration.
- Ensure compliance with banking regulations, including SEC disclosure requirements, SOX, Dodd-Frank, pay equity laws, and internal risk frameworks.
- Develop, design, and administer the organization’s salary structure ensuring internal equity and external competitiveness.
- Develop the annual merit matrix for salary increases in alignment with the budget and market trends.
People Expenses Planning and Budgeting:
- Coordinate and oversee the development of team members' related expenses budget for the bank.
- Perform budget revisions and periodic monitoring actions of team members' related expenses.
- Participate in or lead, as appropriate, the detection, analysis, and implementation of team member's expenses decisions.
- Recommend and measure cost saving initiatives.
Benefits and Wellbeing:
- Lead the strategy, design, and administration of health and welfare benefits, retirement plans, Employee Stock Purchase Program (ESPP), wellbeing programs, and leave policies.
- Evaluate and optimize vendor relationships, plan performance, and cost structures.
- Ensure benefits programs support employee wellbeing, financial security, and competitive differentiation.
Executive Compensation:
- Partner with Legal, Finance, and external advisors to manage executive compensation programs, including equity plans, short and long-term incentives, and deferred compensation.
- Oversee preparation of CD&A and other proxy related disclosures.
- Support shareholder engagement and governance best practices.
Analytics, Insights & Operations:
- Build a strong analytics capability to provide insights on compensation competitiveness, pay equity, workforce cost trends, and program effectiveness.
- Oversee job architecture, market pricing, and compensation frameworks to ensure consistency and transparency.
- Implement and optimize HR technology supporting compensation and benefits administration.
Leadership & Collaboration:
- Lead and develop a high-performing Rewards team.
- Partner with HR Business Partners and business leaders to advise on compensation decisions, organizational design, and talent strategies.
- Serve as a trusted advisor to senior leadership on all matters related to rewards, recognition, and workforce cost management.
Work Experience:
- 10+ years of progressive experience in compensation, benefits, or total rewards.
- 5+ years of experience in a leadership role.
- 5+ years of experience in a compensation leadership role from a publicly traded company.
- Financial Services background preferred.
Education:
- Bachelor’s degree required; Master’s degree and/or certifications (CECP, CCP, CBP) preferred.
Technical Knowledge:
- Applied knowledge of compensation and benefits regulations, including SEC, IRS, ERISA, and banking specific requirements.
- Ability to apply Korn Ferry/Hay Job Evaluation Methodology (preferred).
- Strong analytical skills and financial acumen, with experience presenting to executive leadership and Boards.
- Proven ability to design and implement scalable, equitable, and competitive reward programs.
- Exceptional communication, influencing, and relationship building skills.
- Proficient using ADP Workforce Now-Compensation and Performance Modules (preferred).
- Proficient using the Microsoft Office Product Suite including MS Outlook, Internet, MS Word, MS Excel Advanced Level, MS PowerPoint Advanced Level.
The Head of Rewards leads the strategy, design, governance, and execution of all compensation, benefits, and reward programs across the Bank and its subsidiaries. This leader ensures the bank’s total rewards offerings are competitive, cost effective, compliant with regulatory requirements, and aligned with business goals. The role partners closely with executive leadership, the Compensation and Human Committee of the Board, Finance, Risk, and HR Business Partners to support a high-performance culture and attract, retain, and motivate top talent.
Responsibilities:
Compensation Strategy and Governance:
- Develop and maintain a comprehensive total rewards strategy aligned with the Bank’s business objectives, talent needs, and market positioning.
- Lead the design and administration of base pay, incentive compensation, executive compensation, and sales compensation programs, including financial advisors.
- Support the Compensation & Human Capital Committee (C&HC) by preparing materials, presenting recommendations, and ensuring alignment with shareholder expectations and regulatory standards.
- Oversee annual compensation cycles, including market benchmarking, salary planning, incentive design, and pay-for-performance calibration.
- Ensure compliance with banking regulations, including SEC disclosure requirements, SOX, Dodd-Frank, pay equity laws, and internal risk frameworks.
- Develop, design, and administer the organization’s salary structure ensuring internal equity and external competitiveness.
- Develop the annual merit matrix for salary increases in alignment with the budget and market trends.
People Expenses Planning and Budgeting:
- Coordinate and oversee the development of team members' related expenses budget for the bank.
- Perform budget revisions and periodic monitoring actions of team members' related expenses.
- Participate in or lead, as appropriate, the detection, analysis, and implementation of team member's expenses decisions.
- Recommend and measure cost saving initiatives.
Benefits and Wellbeing:
- Lead the strategy, design, and administration of health and welfare benefits, retirement plans, Employee Stock Purchase Program (ESPP), wellbeing programs, and leave policies.
- Evaluate and optimize vendor relationships, plan performance, and cost structures.
- Ensure benefits programs support employee wellbeing, financial security, and competitive differentiation.
Executive Compensation:
- Partner with Legal, Finance, and external advisors to manage executive compensation programs, including equity plans, short and long-term incentives, and deferred compensation.
- Oversee preparation of CD&A and other proxy related disclosures.
- Support shareholder engagement and governance best practices.
Analytics, Insights & Operations:
- Build a strong analytics capability to provide insights on compensation competitiveness, pay equity, workforce cost trends, and program effectiveness.
- Oversee job architecture, market pricing, and compensation frameworks to ensure consistency and transparency.
- Implement and optimize HR technology supporting compensation and benefits administration.
Leadership & Collaboration:
- Lead and develop a high-performing Rewards team.
- Partner with HR Business Partners and business leaders to advise on compensation decisions, organizational design, and talent strategies.
- Serve as a trusted advisor to senior leadership on all matters related to rewards, recognition, and workforce cost management.
Work Experience:
- 10+ years of progressive experience in compensation, benefits, or total rewards.
- 5+ years of experience in a leadership role.
- 5+ years of experience in a compensation leadership role from a publicly traded company.
- Financial Services background preferred.
Education:
- Bachelor’s degree required; Master’s degree and/or certifications (CECP, CCP, CBP) preferred.
Technical Knowledge:
- Applied knowledge of compensation and benefits regulations, including SEC, IRS, ERISA, and banking specific requirements.
- Ability to apply Korn Ferry/Hay Job Evaluation Methodology (preferred).
- Strong analytical skills and financial acumen, with experience presenting to executive leadership and Boards.
- Proven ability to design and implement scalable, equitable, and competitive reward programs.
- Exceptional communication, influencing, and relationship building skills.
- Proficient using ADP Workforce Now-Compensation and Performance Modules (preferred).
- Proficient using the Microsoft Office Product Suite including MS Outlook, Internet, MS Word, MS Excel Advanced Level, MS PowerPoint Advanced Level.
Job Roles at Amerant Bank
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Get Access To All JobsTips for Finding Amerant Bank Visa Sponsorship Jobs USA
Target roles that align with Green Card sponsorship
Amerant Bank's sponsorship history skews toward permanent residency pathways like EB-2 and EB-3, rather than temporary work visas. Focus your applications on specialized finance, technology, and operations roles where long-term retention drives employer investment in Green Card sponsorship.
Emphasize specialized credentials in banking and finance
Amerant operates in a heavily regulated industry where credentials matter. CFA, CPA, or advanced degrees in finance, economics, or accounting signal the kind of specialized expertise that typically justifies sponsorship in banking roles. Lead with these qualifications in your application materials.
Understand the EB-2 and EB-3 sponsorship process before applying
Amerant sponsors permanent residency, not temporary H-1B status. Familiarize yourself with the PERM labor certification process, employer obligations, and realistic timelines so you can have an informed conversation with their HR team from the start.
Focus on South Florida as your target market
Amerant Bank is headquartered in Coral Gables, Florida, with operations concentrated in South Florida and select international markets. Proximity to their core footprint increases your chances, as Green Card sponsorship typically applies to locally based, long-term roles.
Use Migrate Mate to verify sponsorship before applying
Amerant's sponsorship activity is selective, so confirming their current hiring posture is worth the effort. Migrate Mate surfaces verified sponsors so you can filter by real sponsorship history and avoid wasting applications on employers who no longer sponsor.
Position yourself as a long-term hire, not a short-term placement
Employers who sponsor Green Cards are making a multi-year commitment. In your cover letter and interviews, frame your interest in Amerant around long-term career growth within banking and financial services, not just immediate employment. Retention signals matter to sponsoring employers.
Frequently Asked Questions
Does Amerant Bank sponsor H-1B visas?
Based on available sponsorship data, Amerant Bank does not have a track record of sponsoring H-1B visas. Their sponsorship activity has focused on permanent residency categories, specifically EB-2 and EB-3 Green Cards. If you require H-1B sponsorship, you may need to explore larger banks or financial institutions with more active temporary work visa programs.
What visa types does Amerant Bank sponsor?
Amerant Bank sponsors employment-based Green Cards under the EB-2 and EB-3 preference categories. These pathways are designed for professionals in specialty occupations and skilled workers in banking, finance, and operations. Sponsorship at this level indicates a long-term hiring commitment rather than short-term work authorization support.
Which roles at Amerant Bank are most likely to receive visa sponsorship?
Sponsorship at Amerant Bank tends to support specialized professional roles where domain expertise is difficult to source domestically. This typically includes positions in commercial banking, financial analysis, wealth management, and technology operations. Roles requiring advanced degrees or professional certifications in finance are most likely to be considered for Green Card sponsorship.
How long does the Green Card sponsorship process take at a bank like Amerant?
The Green Card process through EB-2 or EB-3 typically involves three stages: PERM labor certification with the Department of Labor, an I-140 immigrant petition filed by the employer, and adjustment of status or consular processing. The full timeline can range from one to several years depending on your country of birth and visa backlog. Starting conversations with HR early in your tenure is essential.
How do I find open roles at Amerant Bank that may offer visa sponsorship?
Migrate Mate is the most reliable way to identify current openings at Amerant Bank with verified sponsorship history. Rather than relying on general job boards that don't confirm sponsorship, Migrate Mate lets you filter by employer and visa type so you can target roles where sponsorship is a realistic outcome. Apply to positions that match your specialization in banking or financial services for the strongest fit.