Business Operations Jobs at HP with Visa Sponsorship
HP hires Business Operations professionals across supply chain, procurement, financial planning, and program management functions. The company sponsors H-1B, E-3, and Green Card pathways for qualified candidates, making it a realistic target if you're building an international career in hardware and technology operations.
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Get Access To All JobsJob Summary
HP is seeking a Sales Compensation Engagement Manager to lead the global, field-facing sales compensation support team. This role is responsible for delivering a consistent, high-quality seller experience across claims triage, dispute resolution, compensation communications, and field education.
The Engagement Manager will oversee regional engagement resources (Americas, EMEA, APJ) and ensure timely, accurate resolution of sales compensation inquiries while partnering closely with SPM Administration, Data & Integration, and Sales Compensation Design teams for escalations and exception governance.
This role plays a critical part in HP’s Sales Compensation Transformation by modernizing engagement processes, improving service levels, reducing recurring disputes, and introducing AI-enabled tools to increase efficiency and insight.
The ideal candidate brings deep SPM subject matter expertise and demonstrates the capability to operate effectively across both engagement and administrative domains as the organization evolves. This leader combines strong people leadership, operational discipline, and a continuous improvement mindset in a complex transformation environment.
Responsibilities:
- Lead and develop a global Sales Compensation Engagement team supporting 8,000+ sellers
- Own claims triage, resolution SLAs, and seller communications
- Standardize engagement processes across regions while respecting local business requirements
- Establish clear escalation pathways to SPM Administration, Data & Integration, and Sales Compensation Design teams
- Provide structured feedback to Administration and Data teams to reduce preventable claims and improve upstream validation controls
- Monitor dispute trends and partner cross-functionally to drive systemic issue resolution
- Oversee generation, distribution, and tracking of sales compensation communications and acknowledgements
- Support training initiatives for new plan rollouts and mid-cycle updates
- Participate in monthly calculation cycle reviews to understand pay accuracy drivers and systemic adjustment trends
- Contribute to SPM implementation and broader transformation initiatives
- Identify and deploy AI-enabled tools to:
- Automate case categorization and routing
- Improve response drafting efficiency
- Detect dispute patterns and root causes
- Enhance performance insight reporting
Education & Experience Required:
- Bachelor’s degree in Business, Finance, HR, or related field
- 7–10 years of experience in Sales Compensation, Revenue Operations, or Sales Operations
- 5 -7 years of people leadership experience
- Demonstrated ability to lead cross-functional operational initiatives across engagement and administration functions
- Broad understanding of SPM configuration, calculation cycles, and validation controls
- Experience working with an SPM platform (Forma.ai, Varicent, Xactly, SAP Callidus) preferred
- Experience participating in a compensation transformation or SPM implementation preferred
Knowledge & Skills:
- Strong understanding of compensation plan mechanics and crediting models
- Experience managing high-volume claims environments
- Ability to translate technical compensation issues into business-impact language
- Operational governance mindset with focus on SLA performance and claims reduction
- Strong analytical and trend analysis capability
- Familiarity with workflow automation and AI-enabled productivity tools preferred
- Exceptional written and verbal communication skills
- Ability to lead through change in a transformation environment
Impact & Scope:
- Direct impact on seller trust and compensation experience
- Leads regional engagement resources across global markets
- Reduces claims escalations and recurrence through effective triage and governance
- Drives standardization and modernization of field-facing compensation processes
- Critical contributor to Sales Compensation Transformation and SPM operational excellence
Complexity
• Uses managerial concepts and company objectives to resolve issues in creative and effective ways.
Disclaimer
• This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.
The pay range for this role is $105,050 to $161,800 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.
Benefits:
HP offers a comprehensive benefits package for this position, including:
- Health insurance
- Dental insurance
- Vision insurance
- Long term/short term disability insurance
- Employee assistance program
- Flexible spending account
- Life insurance
- Generous time off policies, including:
- 4-12 weeks fully paid parental leave based on tenure
- 11 paid holidays
- Additional flexible paid vacation and sick leave
The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
Job - Sales Operations
Schedule - Full time
Shift - No shift premium (United States of America)
Travel - Not Specified
Relocation - No
Equal Opportunity Employer (EEO)
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
Job Summary
HP is seeking a Sales Compensation Engagement Manager to lead the global, field-facing sales compensation support team. This role is responsible for delivering a consistent, high-quality seller experience across claims triage, dispute resolution, compensation communications, and field education.
The Engagement Manager will oversee regional engagement resources (Americas, EMEA, APJ) and ensure timely, accurate resolution of sales compensation inquiries while partnering closely with SPM Administration, Data & Integration, and Sales Compensation Design teams for escalations and exception governance.
This role plays a critical part in HP’s Sales Compensation Transformation by modernizing engagement processes, improving service levels, reducing recurring disputes, and introducing AI-enabled tools to increase efficiency and insight.
The ideal candidate brings deep SPM subject matter expertise and demonstrates the capability to operate effectively across both engagement and administrative domains as the organization evolves. This leader combines strong people leadership, operational discipline, and a continuous improvement mindset in a complex transformation environment.
Responsibilities:
- Lead and develop a global Sales Compensation Engagement team supporting 8,000+ sellers
- Own claims triage, resolution SLAs, and seller communications
- Standardize engagement processes across regions while respecting local business requirements
- Establish clear escalation pathways to SPM Administration, Data & Integration, and Sales Compensation Design teams
- Provide structured feedback to Administration and Data teams to reduce preventable claims and improve upstream validation controls
- Monitor dispute trends and partner cross-functionally to drive systemic issue resolution
- Oversee generation, distribution, and tracking of sales compensation communications and acknowledgements
- Support training initiatives for new plan rollouts and mid-cycle updates
- Participate in monthly calculation cycle reviews to understand pay accuracy drivers and systemic adjustment trends
- Contribute to SPM implementation and broader transformation initiatives
- Identify and deploy AI-enabled tools to:
- Automate case categorization and routing
- Improve response drafting efficiency
- Detect dispute patterns and root causes
- Enhance performance insight reporting
Education & Experience Required:
- Bachelor’s degree in Business, Finance, HR, or related field
- 7–10 years of experience in Sales Compensation, Revenue Operations, or Sales Operations
- 5 -7 years of people leadership experience
- Demonstrated ability to lead cross-functional operational initiatives across engagement and administration functions
- Broad understanding of SPM configuration, calculation cycles, and validation controls
- Experience working with an SPM platform (Forma.ai, Varicent, Xactly, SAP Callidus) preferred
- Experience participating in a compensation transformation or SPM implementation preferred
Knowledge & Skills:
- Strong understanding of compensation plan mechanics and crediting models
- Experience managing high-volume claims environments
- Ability to translate technical compensation issues into business-impact language
- Operational governance mindset with focus on SLA performance and claims reduction
- Strong analytical and trend analysis capability
- Familiarity with workflow automation and AI-enabled productivity tools preferred
- Exceptional written and verbal communication skills
- Ability to lead through change in a transformation environment
Impact & Scope:
- Direct impact on seller trust and compensation experience
- Leads regional engagement resources across global markets
- Reduces claims escalations and recurrence through effective triage and governance
- Drives standardization and modernization of field-facing compensation processes
- Critical contributor to Sales Compensation Transformation and SPM operational excellence
Complexity
• Uses managerial concepts and company objectives to resolve issues in creative and effective ways.
Disclaimer
• This job description describes the general nature and level of work performed in this role. It is not intended to be an exhaustive list of all duties, skills, responsibilities, knowledge, etc. These may be subject to change and additional functions may be assigned as needed by management.
The pay range for this role is $105,050 to $161,800 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.
Benefits:
HP offers a comprehensive benefits package for this position, including:
- Health insurance
- Dental insurance
- Vision insurance
- Long term/short term disability insurance
- Employee assistance program
- Flexible spending account
- Life insurance
- Generous time off policies, including:
- 4-12 weeks fully paid parental leave based on tenure
- 11 paid holidays
- Additional flexible paid vacation and sick leave
The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.
Job - Sales Operations
Schedule - Full time
Shift - No shift premium (United States of America)
Travel - Not Specified
Relocation - No
Equal Opportunity Employer (EEO)
HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).
Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.
See all 10+ Business Operations at HP jobs
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Get Access To All JobsTips for Finding Business Operations Jobs at HP Jobs
Align your credentials to HP's specialty occupation standard
USCIS requires Business Operations roles to qualify as specialty occupations, meaning your degree must directly relate to the position. A supply chain, finance, or engineering degree strengthens your petition far more than a general business credential.
Target HP's global supply chain and procurement teams
HP's Electronics and Hardware operations concentrate Business Operations hiring around supply chain planning, vendor management, and procurement. Searching these specific functions rather than broad 'operations' titles surfaces roles where HP has an established sponsorship track record.
Search verified sponsoring employers on Migrate Mate
Browse HP's open Business Operations roles filtered by visa type on Migrate Mate. You'll see which positions align with H-1B, E-3, or Green Card pathways before you invest time applying, so you target roles where sponsorship is already confirmed.
Clarify E-3 eligibility before your HP interview
Australian citizens can often move faster than H-1B candidates because the E-3 has no lottery and no annual cap. If you hold Australian citizenship, flag your E-3 eligibility early in HP's recruiter screening so the hiring team can plan the Labor Condition Application timeline accordingly.
Anticipate HP's LCA filing in your start date negotiation
Before HP can file your H-1B or E-3 petition, the DOL must certify a Labor Condition Application, which typically takes seven business days. Build at least two to three weeks of buffer into any agreed start date to avoid pressure on the filing timeline.
Position PERM sponsorship as a long-term conversation at offer stage
HP sponsors EB-2 and EB-3 Green Cards for Business Operations professionals, but PERM labor certification rarely starts at hire. Asking directly during offer negotiation about HP's internal policy on Green Card sponsorship timelines sets clear expectations before you sign.
Business Operations at HP jobs are hiring across the US. Find yours.
Find Business Operations at HP JobsFrequently Asked Questions
Does HP sponsor H-1B visas for Business Operations?
Yes, HP sponsors H-1B visas for Business Operations roles. The role must qualify as a specialty occupation under USCIS standards, which means the position requires a bachelor's degree or higher in a specific field such as supply chain management, finance, or engineering. HP's size and established immigration infrastructure mean the process is well-supported internally, though the H-1B lottery still applies for cap-subject filings.
How do I apply for Business Operations jobs at HP?
Apply directly through HP's careers portal, filtering by function and location. Before applying, review the job description carefully to confirm the role aligns with your degree field, as this affects specialty occupation eligibility. You can also browse HP's current Business Operations openings filtered by visa sponsorship type on Migrate Mate, which makes it easier to identify roles where sponsorship has been offered to candidates in similar positions.
Which visa types does HP commonly sponsor for Business Operations roles?
HP sponsors H-1B visas for the broadest range of Business Operations candidates. Australian citizens are eligible for the E-3 visa, which skips the lottery and has no annual cap, making it a faster path for qualifying applicants. For longer-term immigration, HP also sponsors EB-2 and EB-3 Green Card petitions through the PERM labor certification process for employees already working in Business Operations functions.
What qualifications does HP expect for sponsored Business Operations roles?
HP's Business Operations roles typically require a bachelor's degree in a directly related field such as supply chain management, industrial engineering, finance, or business analytics. Many positions also expect experience with enterprise systems like SAP or Oracle and familiarity with hardware product cycles or procurement workflows. For USCIS specialty occupation purposes, the degree field must relate specifically to the duties of the role, not business in general.
How long does the visa sponsorship process take when joining HP in a Business Operations role?
For H-1B transfers or cap-exempt filings, USCIS standard processing runs three to five months, with premium processing available to reduce that to 15 business days. E-3 consular processing for Australian citizens typically takes two to four weeks after the DOL certifies the Labor Condition Application. PERM labor certification for Green Card sponsorship runs 12 to 18 months or longer before the I-140 petition stage, so it's a separate, longer track.
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