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 JobsABOUT THE ROLE
Uber Advertising enables brands to connect with millions of consumers across Uber’s global network. From sponsored listings on Uber Eats to journey-based ads on the Uber Rides app and in-car entertainment screens, we offer high-intent, measurable advertising solutions. We are rapidly expanding our global monetization strategy, making this a high-impact period to join the team.
As the Manager of Global Sales Planning & Compensation, you will own the end-to-end strategy, design, execution, and analytics for Uber Advertising’s global sales incentive compensation programs and Sales planning.
Reporting into the Head of Sales Operations, you will partner closely with Ad Sales Leadership, Finance, People Operations, and Legal to ensure our sales comp strategy drives revenue growth, aligns with enterprise goals, and attracts top sales talent.
WHAT YOU’LL DO
Sales Compensation Strategy & Design
- Plan Architecture: Design, model, and benchmark competitive variable compensation and incentive plans (SIP/Incentive Plans, SPIFFs, quota design, commissions) across global Ad Sales roles (AEs, AMs, Sales Leaders, Agency Leads).
- Financial Modeling: Conduct extensive scenario modeling and cost-of-sales impact analyses to ensure pay-for-performance alignment and gross margin health.
- Governance & Policy: Establish and govern global sales comp guidelines, dispute resolution processes, credit split policies, and governance committees.
Operations, Systems & Analytics
- Comp Administration Oversight: Partner with Sales Systems/Incentive Comp teams to automate plan payout calculations, reporting, and dispute handling.
- Performance Insights: Build dashboards tracking payout efficiency, quota attainment distribution, top-performer retention, and compensation cost-of-sales (CCOS).
- Communication & Change Management: Lead the rollout of annual/semi-annual incentive plans, compensation training, and clear rep-facing documentation.
Quota Setting & Territory Planning
- Territory & Capacity Design: Collaborate with Sales Ops and Strategy leads to build capacity models, ramp-rate assumptions, and head-count planning frameworks.
- Quota Allocation: Build top-down and bottom-up quota distribution models across regions and market segments. Ensure the team stays within budget on variable compensation.
BASIC QUALIFICATIONS
- 8+ years of experience in Sales Operations, Revenue Operations, or GTM Strategy within a high-growth environment.
- Experience supporting a divisional sales operations function supporting 100+ sales team members (AEs, AMs, and Managers).
- Proficiency in data analysis using Excel/Google Sheets and SQL.
- Experience with Salesforce or similar CRM tools.
- Bachelor’s degree or equivalent professional experience.
PREFERRED QUALIFICATIONS
- MBA or advanced degree in Business, Economics, or a related quantitative field.
- Experience working within SaaS or marketplace-based B2B businesses.
- Strong systems thinking with a track record of building and scaling operational frameworks from the ground up.
- Strong communicator who can convey technical information to non-technical and senior audiences.
- Proven ability to influence senior executives and lead through influence without direct authority.
- Resilient mindset with the ability to thrive in ambiguous, fast-moving environments where priorities shift quickly.
For New York City, NY-based roles: The base salary range for this role is USD $162,000 per year - USD $180,000 per year.
For San Francisco, CA-based roles: The base salary range for this role is USD $162,000 per year - USD $180,000 per year.
For all US locations, 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
Uber Advertising enables brands to connect with millions of consumers across Uber’s global network. From sponsored listings on Uber Eats to journey-based ads on the Uber Rides app and in-car entertainment screens, we offer high-intent, measurable advertising solutions. We are rapidly expanding our global monetization strategy, making this a high-impact period to join the team.
As the Manager of Global Sales Planning & Compensation, you will own the end-to-end strategy, design, execution, and analytics for Uber Advertising’s global sales incentive compensation programs and Sales planning.
Reporting into the Head of Sales Operations, you will partner closely with Ad Sales Leadership, Finance, People Operations, and Legal to ensure our sales comp strategy drives revenue growth, aligns with enterprise goals, and attracts top sales talent.
WHAT YOU’LL DO
Sales Compensation Strategy & Design
- Plan Architecture: Design, model, and benchmark competitive variable compensation and incentive plans (SIP/Incentive Plans, SPIFFs, quota design, commissions) across global Ad Sales roles (AEs, AMs, Sales Leaders, Agency Leads).
- Financial Modeling: Conduct extensive scenario modeling and cost-of-sales impact analyses to ensure pay-for-performance alignment and gross margin health.
- Governance & Policy: Establish and govern global sales comp guidelines, dispute resolution processes, credit split policies, and governance committees.
Operations, Systems & Analytics
- Comp Administration Oversight: Partner with Sales Systems/Incentive Comp teams to automate plan payout calculations, reporting, and dispute handling.
- Performance Insights: Build dashboards tracking payout efficiency, quota attainment distribution, top-performer retention, and compensation cost-of-sales (CCOS).
- Communication & Change Management: Lead the rollout of annual/semi-annual incentive plans, compensation training, and clear rep-facing documentation.
Quota Setting & Territory Planning
- Territory & Capacity Design: Collaborate with Sales Ops and Strategy leads to build capacity models, ramp-rate assumptions, and head-count planning frameworks.
- Quota Allocation: Build top-down and bottom-up quota distribution models across regions and market segments. Ensure the team stays within budget on variable compensation.
BASIC QUALIFICATIONS
- 8+ years of experience in Sales Operations, Revenue Operations, or GTM Strategy within a high-growth environment.
- Experience supporting a divisional sales operations function supporting 100+ sales team members (AEs, AMs, and Managers).
- Proficiency in data analysis using Excel/Google Sheets and SQL.
- Experience with Salesforce or similar CRM tools.
- Bachelor’s degree or equivalent professional experience.
PREFERRED QUALIFICATIONS
- MBA or advanced degree in Business, Economics, or a related quantitative field.
- Experience working within SaaS or marketplace-based B2B businesses.
- Strong systems thinking with a track record of building and scaling operational frameworks from the ground up.
- Strong communicator who can convey technical information to non-technical and senior audiences.
- Proven ability to influence senior executives and lead through influence without direct authority.
- Resilient mindset with the ability to thrive in ambiguous, fast-moving environments where priorities shift quickly.
For New York City, NY-based roles: The base salary range for this role is USD $162,000 per year - USD $180,000 per year.
For San Francisco, CA-based roles: The base salary range for this role is USD $162,000 per year - USD $180,000 per year.
For all US locations, 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 64+ 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.