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.
Find E-3 Visa Compensation Director JobsOverview
Showing 5 of 109+ Compensation Director jobs
See all 109+ 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 JobsABOUT THE ROLE
As the Sales Compensation Business Partner, you'll own the total rewards strategy and incentive design for a fast-moving business and its sales population, connecting the dots across Talent Acquisition, Sales, Finance, HR, and business leadership. This is a broad, high-ownership role: you'll design pay structures and incentive plans, guide hiring decisions, own leveling and benchmarking, and advise executives, translating complex business needs into pay practices that are equitable and market-competitive. It takes financial acumen, strong data-modeling skills, and the ability to influence senior stakeholders through clear, credible communication.
Responsibilities
-
Plan Design & Strategy: Partner with Sales Operations and Sales Leadership to help design end-to-end sales incentive compensation plans that drive strategic behaviors, market share expansion, and margin growth.
-
Cross-Functional Collaboration: Act as the primary advisor to Sales Operations, HRBPs, Legal, and Strategy and Planning to resolve complex compensation questions and ensure seamless plan administration.
-
Job Architecture: Own job evaluations, leveling architecture, segmentation, and OTE-range development, using external market data and advanced modeling across markets and roles to ensure leveling decisions are consistently applied, directly inform comp outcomes, and align with Uber's global compensation architecture.
-
Change Management & Communication: Assist in the rollout of new compensation plans, creating clear training materials and calculators to ensure the sales team understands how they are rewarded.
-
Financial Modeling & Analytics: Build complex, predictive models to stress-test commission structures, evaluate financial risk, and forecast the ROI of various incentive scenarios.
-
Performance Insights: Continuously analyze plan effectiveness, quota attainment, and commission distributions to provide actionable recommendations to leadership.
BASIC QUALIFICATIONS
-
Experience: Minimum of 6 years (8 preferred) of direct experience in sales compensation design, sales operations, financial planning & analysis (FP&A).
-
Industry Background: Proven track record in a fast-paced, high-growth technology environment (SaaS, marketplace platforms, or on-demand logistics/food delivery experience is a major plus).
PREFERRED QUALIFICATIONS
-
Education: Bachelor's degree in Finance, Economics, Business Administration, or a related quantitative field.
-
Technical Skills: Advanced data modeling skills (Excel/Google Sheets) and hands-on experience with modern commission software (e.g., CaptivateIQ, Spiff, Xactly) and CRM tools (Salesforce).
-
Analytical Mindset: Ability to synthesize complex, high-volume transactional data into clear, high-level business conclusions.
COMPENSATION
- The base salary range for this role is USD $162,000 per year - USD $180,000 per year.
You will be eligible to participate in Uber's bonus program, and may be offered an equity award & other types of comp. All full-time employees are eligible to participate in a 401(k) plan. You will also be eligible for various benefits.
Ready to Ride?
This isn't the kind of place where you follow a playbook - it's where you help write one. If you're driven by impact, energized by challenge, and ready to shape how the world moves - we'd love to hear from you.
You may be eligible for bonuses, equity, and other compensation, as well as a range of benefits. Explore our benefits.
Offices remain key to collaboration and Uber's culture. Unless approved for full remote work, employees must spend at least 50% of their time in-office. Some roles, like those at greenlight hubs, require full-time in-office presence. Ask your Recruiter for details about this role's requirements.
Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing this form.
ABOUT THE ROLE
As the Sales Compensation Business Partner, you'll own the total rewards strategy and incentive design for a fast-moving business and its sales population, connecting the dots across Talent Acquisition, Sales, Finance, HR, and business leadership. This is a broad, high-ownership role: you'll design pay structures and incentive plans, guide hiring decisions, own leveling and benchmarking, and advise executives, translating complex business needs into pay practices that are equitable and market-competitive. It takes financial acumen, strong data-modeling skills, and the ability to influence senior stakeholders through clear, credible communication.
Responsibilities
-
Plan Design & Strategy: Partner with Sales Operations and Sales Leadership to help design end-to-end sales incentive compensation plans that drive strategic behaviors, market share expansion, and margin growth.
-
Cross-Functional Collaboration: Act as the primary advisor to Sales Operations, HRBPs, Legal, and Strategy and Planning to resolve complex compensation questions and ensure seamless plan administration.
-
Job Architecture: Own job evaluations, leveling architecture, segmentation, and OTE-range development, using external market data and advanced modeling across markets and roles to ensure leveling decisions are consistently applied, directly inform comp outcomes, and align with Uber's global compensation architecture.
-
Change Management & Communication: Assist in the rollout of new compensation plans, creating clear training materials and calculators to ensure the sales team understands how they are rewarded.
-
Financial Modeling & Analytics: Build complex, predictive models to stress-test commission structures, evaluate financial risk, and forecast the ROI of various incentive scenarios.
-
Performance Insights: Continuously analyze plan effectiveness, quota attainment, and commission distributions to provide actionable recommendations to leadership.
BASIC QUALIFICATIONS
-
Experience: Minimum of 6 years (8 preferred) of direct experience in sales compensation design, sales operations, financial planning & analysis (FP&A).
-
Industry Background: Proven track record in a fast-paced, high-growth technology environment (SaaS, marketplace platforms, or on-demand logistics/food delivery experience is a major plus).
PREFERRED QUALIFICATIONS
-
Education: Bachelor's degree in Finance, Economics, Business Administration, or a related quantitative field.
-
Technical Skills: Advanced data modeling skills (Excel/Google Sheets) and hands-on experience with modern commission software (e.g., CaptivateIQ, Spiff, Xactly) and CRM tools (Salesforce).
-
Analytical Mindset: Ability to synthesize complex, high-volume transactional data into clear, high-level business conclusions.
COMPENSATION
- The base salary range for this role is USD $162,000 per year - USD $180,000 per year.
You will be eligible to participate in Uber's bonus program, and may be offered an equity award & other types of comp. All full-time employees are eligible to participate in a 401(k) plan. You will also be eligible for various benefits.
Ready to Ride?
This isn't the kind of place where you follow a playbook - it's where you help write one. If you're driven by impact, energized by challenge, and ready to shape how the world moves - we'd love to hear from you.
You may be eligible for bonuses, equity, and other compensation, as well as a range of benefits. Explore our benefits.
Offices remain key to collaboration and Uber's culture. Unless approved for full remote work, employees must spend at least 50% of their time in-office. Some roles, like those at greenlight hubs, require full-time in-office presence. Ask your Recruiter for details about this role's requirements.
Uber is proud to be an Equal Opportunity employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected Veteran status, age, or any other characteristic protected by law. We also consider qualified applicants regardless of criminal histories, consistent with legal requirements. If you have a disability or special need that requires accommodation, please let us know by completing this form.
See all 109+ E-3 Visa Compensation Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Compensation Director Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in 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 visa 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.
E-3 Visa Compensation Director: 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 visa 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.