E-3 Visa Executive Compensation Jobs
Executive Compensation roles qualify as E-3 specialty occupations when they require a bachelor's degree in human resources, finance, or a related field. Australian professionals can secure E-3 visa sponsorship through a U.S. employer's Labor Condition Application, with no lottery and renewable two-year terms tied to continued employment.
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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
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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
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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
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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 Executive Compensation Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Executive Compensation Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Executive Compensation
Translate your Australian credentials precisely
A three-year Australian bachelor's degree in HR or finance is generally accepted as equivalent to a U.S. four-year degree for E-3 visa purposes. Get a credential evaluation ready before applications so employers don't hesitate over your qualifications.
Target employers with established compensation functions
Large publicly traded companies, financial services firms, and multinationals with dedicated total rewards teams are most likely to understand the LCA process. Searching by companies with structured HR departments narrows your list to realistic E-3 sponsors.
Find E-3 sponsoring employers on Migrate Mate
Use Migrate Mate's E-3 filing service to identify employers already filing LCAs for compensation roles and to handle your paperwork end-to-end, from DOL certification through consulate preparation.
Clarify specialty occupation standing early
Executive Compensation roles require demonstrating that the position normally requires at least a bachelor's degree in a specific field. If your job description includes generalist duties, work with your employer to tighten the role definition before the LCA is filed with DOL.
Negotiate LCA filing timing into your offer timeline
The DOL typically certifies an LCA within seven working days, but consulate appointment wait times in Sydney or Melbourne can add weeks. Build that buffer into your start date conversation so neither side is caught short.
Prepare for nonimmigrant intent questions at the consulate
The E-3 is a nonimmigrant visa, so consular officers assess whether you intend to return to Australia. Have a clear, honest answer about your role, its defined term, and your ties to Australia ready before your interview.
E-3 Visa Executive Compensation: Frequently Asked Questions
How do I find Executive Compensation jobs with E-3 visa sponsorship?
Migrate Mate is built specifically for Australian professionals searching for U.S. roles with E-3 sponsorship. You can filter by job title and see employers with a history of filing LCAs for compensation roles, which removes the guesswork of cold-applying to companies unfamiliar with the E-3 process.
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 Executive Compensation qualify as a specialty occupation for the E-3?
Yes, provided the role genuinely requires at least a bachelor's degree in a specific field such as human resources, finance, or business. Roles that are purely administrative or that accept any degree regardless of field can face scrutiny. A well-drafted job description that ties the compensation function to specialized analytical or strategic skills strengthens the LCA filing considerably.
How does the E-3 compare to the H-1B for Executive Compensation roles?
The E-3 has a 10,500-place annual cap that has never been exhausted, so there's no lottery and you can file at any time of year. The H-1B visa cap-subject lottery accepts registrations once annually and is heavily oversubscribed. For an Australian professional with a qualifying offer in hand, the E-3 is a direct path that doesn't depend on random selection.
Can I switch Executive Compensation employers while on an E-3?
Yes, but you can't simply transfer the visa. Each new employer must file a fresh LCA with the DOL and you'll need a new E-3 visa stamp, which typically means a consulate visit. If you're already inside the U.S., some applicants use consular processing at the Canadian or Mexican border as a faster alternative to returning to Australia.