E-3 Visa Compensation Director Jobs
Compensation Directors oversee total rewards strategy, executive pay structures, and pay equity compliance, roles that qualify as E-3 specialty occupations requiring a bachelor's degree in human resources, business, or a related field. Australian professionals can secure E-3 visa sponsorship for these positions without entering a lottery, with renewals available indefinitely.
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Get Access To All JobsJob Summary:
Included Health is looking for a Compensation leader to oversee the strategy, design, and execution of our Compensation programs. This includes developing and driving all aspects of our Compensation, equity-based programs, variable pay, bonuses, and ensuring that our functional Compensation programs support our diverse team.
The successful candidate will have experience building and scaling core and innovative Compensation offerings that differentiate Included Health in the competitive talent market and drive business results.
Responsibilities:
-
Set the Compensation strategy and philosophy for Included Health and execute that strategy to attract and retain great talent across all functions.
-
Develop, implement and train on our overall Equity strategy, increasing the understanding and attraction of our Equity Program and adapting that Program based on our results and Market conditions.
-
Lead all compensation processes including base and variable pay, clinical Compensation plans, merit, annual bonuses, equity, advise on sales compensation design, Board approvals and analysis, etc.
-
Lead the preparation and execution across TAO (Talent and Organization) of all Compensation Committee activities and Board updates.
-
Understand current and emerging market trends to identify potential opportunities and gaps to differentiate Included Health in the industry.
-
Develop a comprehensive, effective communications strategy to share compensation information with all of Included Health.
-
Manage a high-performing Compensation team including growing and developing a Manager.
-
Provide counsel, develop solutions (e.g., manager training for compensation conversations), and educational pieces and programs around compensation.
-
Provide subject matter expertise and accurately interpret, counsel, communicate, and educate HR Business Partners, managers and executives on pay decisions, policy and guideline interpretations, and job evaluations.
-
Make recommendations and provide leadership for internal and external offers to attract and retain highly sought-after talent, including executives.
-
Work with the Legal and Finance teams as well as the Executive Compensation Consultant to design, update, and communicate executive compensation plans.
-
Partner with the Benefits team, Recruitment, Finance, and Leadership as it relates to compensation and equity, providing thought leadership and insights that shape the Company's Total Rewards strategy.
-
Select, implement and maintain the right systems and tools so that Included Health can continue to scale successfully.
Qualifications
-
BA/BS and 10+ years in compensation, including 7+ years leading Compensation or Total Rewards teams in competitive talent markets.
-
Public company or Board/Comp Committee experience, including ownership of equity programs that drive attraction, retention, and performance.
-
Broad compensation expertise spanning executive compensation, base pay, equity, variable pay, performance management, job evaluation, and data-driven cost modeling.
-
Proven track record linking compensation strategy to business outcomes, partnering closely with Finance and senior business leaders to execute.
-
Recognized trusted advisor with strong, cross-functional stakeholder relationships; highly consultative, influential, and effective with senior leaders.
-
Advanced quantitative and data storytelling skills (expert in Excel; Workday preferred), able to synthesize complex data into clear, compelling narratives for executives.
-
Comfortable leading through change and ambiguity, building scalable structure and programs while ensuring regulatory and compliance requirements are met.
-
Experience selecting and managing vendors/RFPs in support of compensation and equity programs.
-
Ideal candidate has had experience with Clinical Compensation Programs in particular.
The United States new hire base salary range for this full-time position is: $161,410 - $225,000 + bonus + equity + benefits
Below is additional information on Included Health's commitment to maintaining transparent and equitable compensation practices across our distinct geographic zones.
Starting base salary for you will depend on several job-related factors, unique to each candidate, which may include education; training; skills; years and depth of experience; certifications and licensure; our needs; internal peer equity; organizational considerations; and understanding of geographic and market data. Compensation structures and ranges are tailored to each zone's unique market conditions to ensure that all employees receive fair and great compensation package based on their roles and locations. Your Recruiter can share your geographic zone upon inquiry.
Benefits & Perks:
In addition to receiving a great compensation package, the compensation package may include, depending on the role, the following and more:
-
Remote-first culture
-
401(k) savings plan through Fidelity
-
Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)
-
Paid Time Off ("PTO") and Discretionary Time Off (“DTO")
-
12 weeks of 100% Paid Parental leave
-
Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.
-
Work-From-Home reimbursement to support team collaboration home office work
Your recruiter will share more about the salary range and benefits package for your role during the hiring process.
About Included Health
Included Health is a new kind of healthcare company, delivering integrated virtual care and navigation. We’re on a mission to raise the standard of healthcare for everyone. We break down barriers to provide high-quality care for every person in every community — no matter where they are in their health journey or what type of care they need, from acute to chronic, behavioral to physical. We offer our members care guidance, advocacy, and access to personalized virtual and in-person care for everyday and urgent care, primary care, behavioral health, and specialty care. It’s all included. Learn more at includedhealth.com.
Included Health is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics or any other basis forbidden under federal, state, or local law. Included Health considers all qualified applicants with arrest or conviction records in accordance with the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and California law.
Included Health uses AI-assisted tools at select stages of the hiring process to enhance efficiency, consistency, and communication. AI does not make hiring decisions—final decisions are made exclusively by our recruiting and hiring teams.
Job Summary:
Included Health is looking for a Compensation leader to oversee the strategy, design, and execution of our Compensation programs. This includes developing and driving all aspects of our Compensation, equity-based programs, variable pay, bonuses, and ensuring that our functional Compensation programs support our diverse team.
The successful candidate will have experience building and scaling core and innovative Compensation offerings that differentiate Included Health in the competitive talent market and drive business results.
Responsibilities:
-
Set the Compensation strategy and philosophy for Included Health and execute that strategy to attract and retain great talent across all functions.
-
Develop, implement and train on our overall Equity strategy, increasing the understanding and attraction of our Equity Program and adapting that Program based on our results and Market conditions.
-
Lead all compensation processes including base and variable pay, clinical Compensation plans, merit, annual bonuses, equity, advise on sales compensation design, Board approvals and analysis, etc.
-
Lead the preparation and execution across TAO (Talent and Organization) of all Compensation Committee activities and Board updates.
-
Understand current and emerging market trends to identify potential opportunities and gaps to differentiate Included Health in the industry.
-
Develop a comprehensive, effective communications strategy to share compensation information with all of Included Health.
-
Manage a high-performing Compensation team including growing and developing a Manager.
-
Provide counsel, develop solutions (e.g., manager training for compensation conversations), and educational pieces and programs around compensation.
-
Provide subject matter expertise and accurately interpret, counsel, communicate, and educate HR Business Partners, managers and executives on pay decisions, policy and guideline interpretations, and job evaluations.
-
Make recommendations and provide leadership for internal and external offers to attract and retain highly sought-after talent, including executives.
-
Work with the Legal and Finance teams as well as the Executive Compensation Consultant to design, update, and communicate executive compensation plans.
-
Partner with the Benefits team, Recruitment, Finance, and Leadership as it relates to compensation and equity, providing thought leadership and insights that shape the Company's Total Rewards strategy.
-
Select, implement and maintain the right systems and tools so that Included Health can continue to scale successfully.
Qualifications
-
BA/BS and 10+ years in compensation, including 7+ years leading Compensation or Total Rewards teams in competitive talent markets.
-
Public company or Board/Comp Committee experience, including ownership of equity programs that drive attraction, retention, and performance.
-
Broad compensation expertise spanning executive compensation, base pay, equity, variable pay, performance management, job evaluation, and data-driven cost modeling.
-
Proven track record linking compensation strategy to business outcomes, partnering closely with Finance and senior business leaders to execute.
-
Recognized trusted advisor with strong, cross-functional stakeholder relationships; highly consultative, influential, and effective with senior leaders.
-
Advanced quantitative and data storytelling skills (expert in Excel; Workday preferred), able to synthesize complex data into clear, compelling narratives for executives.
-
Comfortable leading through change and ambiguity, building scalable structure and programs while ensuring regulatory and compliance requirements are met.
-
Experience selecting and managing vendors/RFPs in support of compensation and equity programs.
-
Ideal candidate has had experience with Clinical Compensation Programs in particular.
The United States new hire base salary range for this full-time position is: $161,410 - $225,000 + bonus + equity + benefits
Below is additional information on Included Health's commitment to maintaining transparent and equitable compensation practices across our distinct geographic zones.
Starting base salary for you will depend on several job-related factors, unique to each candidate, which may include education; training; skills; years and depth of experience; certifications and licensure; our needs; internal peer equity; organizational considerations; and understanding of geographic and market data. Compensation structures and ranges are tailored to each zone's unique market conditions to ensure that all employees receive fair and great compensation package based on their roles and locations. Your Recruiter can share your geographic zone upon inquiry.
Benefits & Perks:
In addition to receiving a great compensation package, the compensation package may include, depending on the role, the following and more:
-
Remote-first culture
-
401(k) savings plan through Fidelity
-
Comprehensive medical, vision, and dental coverage through multiple medical plan options (including disability insurance)
-
Paid Time Off ("PTO") and Discretionary Time Off (“DTO")
-
12 weeks of 100% Paid Parental leave
-
Family Building & Compassionate Leave: Fertility coverage, $25,000 for surrogacy/adoption, and paid leave for failed treatments, adoption or pregnancies.
-
Work-From-Home reimbursement to support team collaboration home office work
Your recruiter will share more about the salary range and benefits package for your role during the hiring process.
About Included Health
Included Health is a new kind of healthcare company, delivering integrated virtual care and navigation. We’re on a mission to raise the standard of healthcare for everyone. We break down barriers to provide high-quality care for every person in every community — no matter where they are in their health journey or what type of care they need, from acute to chronic, behavioral to physical. We offer our members care guidance, advocacy, and access to personalized virtual and in-person care for everyday and urgent care, primary care, behavioral health, and specialty care. It’s all included. Learn more at includedhealth.com.
Included Health is an Equal Opportunity Employer and considers applicants for employment without regard to race, color, religion, sex, orientation, national origin, age, disability, genetics or any other basis forbidden under federal, state, or local law. Included Health considers all qualified applicants with arrest or conviction records in accordance with the San Francisco Fair Chance Ordinance, the Los Angeles County Fair Chance Ordinance, and California law.
Included Health uses AI-assisted tools at select stages of the hiring process to enhance efficiency, consistency, and communication. AI does not make hiring decisions—final decisions are made exclusively by our recruiting and hiring teams.
See all 23+ Compensation Director jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Compensation Director roles.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Compensation Director
Translate your credentials for U.S. employers
Your Australian bachelor's degree is accepted as equivalent to a U.S. four-year degree for E-3 purposes, but HR hiring panels may not know this. Bring your transcript and, if your institution is unfamiliar, a credential evaluation from a recognized U.S. service.
Target companies with established rewards functions
Focus on employers large enough to have a dedicated Total Rewards or Compensation team, not just a generalist HR department. These organizations already understand specialty occupation filings and are far less likely to balk at sponsoring a Compensation Director-level hire.
Search verified E-3 employers on Migrate Mate
Use Migrate Mate to find Compensation Director roles at employers with active E-3 sponsorship history. Searching this way cuts out the guesswork of cold-applying and puts your applications in front of employers who already understand the process.
Clarify the LCA prevailing wage before negotiating
The DOL's Labor Condition Application locks in a prevailing wage for your role and location. Check the DOL's wage database for your specific SOC code and metro area before your offer conversation so your negotiated salary clears that floor without surprises.
Confirm your job offer covers the specialty occupation test
A Compensation Director role must require a degree in a specific field, not just any bachelor's. Review the offer letter and job description to ensure the employer has framed the requirements precisely. Vague language like 'relevant experience preferred' can create problems at the consulate.
Use a dedicated filing service for LCA and consulate prep
The E-3 process involves DOL LCA certification and consulate documentation that must align precisely. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork so nothing is out of sequence between your offer date and interview appointment.
Compensation Director jobs are hiring across the US. Find yours.
Find Compensation Director JobsCompensation Director E-3 Visa: Frequently Asked Questions
How do I find Compensation Director jobs with E-3 sponsorship?
Use Migrate Mate to search Compensation Director roles filtered by E-3 sponsorship history. Most general job boards don't filter by visa type, so you end up cold-applying to employers who haven't sponsored before. Migrate Mate surfaces employers already familiar with the E-3 process, which makes the conversation about sponsorship significantly easier from the first interview.
How much does it cost to get an E-3 visa?
Migrate Mate's E-3 filing service covers the entire process for $499, including the Labor Condition Application, visa document preparation, and consulate appointment guidance. Traditional immigration lawyers charge $2,000–$5,000+ for the same work. The E-3 has less paperwork than most work visas, so paying thousands for legal help is usually unnecessary.
Does a Compensation Director role qualify as an E-3 specialty occupation?
Yes, provided the employer's job description requires a bachelor's degree or higher in a specific field such as human resources, business administration, finance, or organizational psychology. The role must genuinely require that specialized knowledge, not just list a degree as preferred. Most corporate Compensation Director positions satisfy this test, but the framing in the offer letter matters at the consulate.
How does the E-3 visa compare to H-1B for Compensation Director roles?
The E-3 is available only to Australian citizens, but it has no annual cap and no lottery, so you can apply any time of year and start as soon as your visa is approved. H-1B registrations are capped at 85,000 per year and selected by random lottery, meaning qualified Compensation Directors can wait years for a slot. For Australians, the E-3 is the faster and more predictable path.
Can I change employers while on an E-3 as a Compensation Director?
Yes, but each new employer must file a fresh LCA with the DOL and support a new E-3 application before you start working for them. You can't transfer your E-3 to a new employer the way some other visa categories allow. Time the transition carefully so your new LCA is certified and your consulate appointment is booked before your current role ends.
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