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:
Grade Level (for internal use):
13
Assistant General Counsel – Governance & Executive Compensation
The Role:
S&P Global Mobility is seeking an energetic, business-minded and self-motivated attorney with 10-15 years of proven governance and executive compensation legal experience gained at a leading national law firm and/or in-house (ideally at a publicly-traded company) to join its corporate legal team. In this position, the successful candidate will interface with members of the company’s executive and HR teams to manage and execute on a broad range of initiatives in the areas of compensation committee and board governance and disclosure matters, executive compensation, incentive compensation plans, as well as retirement plans, health and welfare plans, and deferred compensation arrangements. The candidate will support a business of approximately $1.8 billion in revenue and 3,500 employees world-wide as it becomes an independent public company.
About S&P Global Mobility:
S&P Global has recently announced the intent to separate our Mobility Segment into a standalone public company.
Reporting Line and Location:
This position reports directly to the Deputy General Counsel and is based in Centreville, Virginia.
What’s in it for you:
- Dynamic, fast-paced environment
- Provide crucial support to the Compensation Committee, Leadership team, and the company at large
- Ownership of independent projects and collaborate with stakeholders across the company
- Exposure to company-initiatives and projects led by the Deputy General Counsel
- Opportunity for growth and development
Key responsibilities / Percent of Time:
- Executive compensation & disclosure (70%) – advise on:
- All aspects of executive compensation, including corporate, securities, disclosure, tax and governance issues
- Equity, incentive compensation and commission plan design, interpretation and tax and regulatory compliance
- Efforts to prepare, implement and refine best-in-class practices, policies, guidelines, tools, programs and forms that align with the company’s employee engagement strategy, values and business goals
- Executive employment, severance and change-in-control agreements for compensation/benefit-related issues
- Governance (30%) – advise on:
- Governance best practices, ISS/Glass Lewis and Dodd-Frank and best practices developments
- Compensation Committee agendas, resolutions, materials and minutes
- Board of director independence and related-party transaction rules
- Director and officer questionnaires and the annual board survey
- Annual shareholder meeting, including the meeting script, logistics, and coordination with the inspector of elections and transfer agent
- Federal and state securities law (including §16 insider transaction reporting, proxy filing, and Form 8-Ks), Dodd-Frank, Sarbanes–Oxley, tax code (including §409A), and NYSE requirements
- Plan fiduciary and governance matters for the Pension Investment Committee of the Board
Knowledge & Experience:
- J.D. from a top law school with exceptional academic credentials and at least 10-15 years of relevant experience gained at a leading law firm and/or in-house (ideally at a publicly-traded company) in roles of increasing responsibility.
- JD or LLM from an accredited law school and maintains active bar membership in at least one US state.
- Candidate must have familiarity with securities law, disclosure requirements, registration rules, NYSE Listing Standards, and proxy advisor policies applicable to executive compensation programs.
- Demonstrated experience advising on the design, structuring, and implementation of cash‑ and equity‑based compensation programs, including executive and broad‑based incentive plans, as supporting compensation governance.
- Candidate must be highly analytical and have exceptional business and legal issue identification and problem-solving skills.
- Requires a practical, business-oriented approach to problem-solving; candidate must be able to effectively counsel internal clients by providing them with clear, concise and commercial advice, and creative solutions where necessary, on established timelines to meet their business needs.
- Candidate must be able to operate autonomously while being a team player who brings a positive, “can do” attitude to the workplace and works collaboratively with other members of the Legal team and with internal clients.
Preferred Qualifications:
- Successful track record of in-house or similar advisory experience.
- Experience with Diligent or similar electronic distribution portal for board materials and wDesk for SEC filings is a plus.
- Experience advising on and drafting equity award agreements, incentive plans and guidelines, executive employment, change‑in‑control, severance, and retention agreements, and nonqualified deferred compensation arrangements.
- Strong working knowledge of rules and regulations impacting compensation programs, including executive compensation tax rules such as Internal Revenue Code Sections 83, 409A, 162(m), and 280G.
- Excellent written communication and interpersonal skills.
- Experience supporting compensation related matters in connection with mergers and acquisitions, including due diligence and integration support.
Right to Work Requirements:
This role is limited to persons with indefinite right to work in the United States.
About S& P Global Mobility
At S&P Global Mobility, we provide invaluable insights derived from unmatched automotive data, enabling our customers to anticipate change and make decisions with conviction. Our expertise helps them to optimize their businesses, reach the right consumers, and shape the future of mobility. We open the door to automotive innovation, revealing the buying patterns of today and helping customers plan for the emerging technologies of tomorrow.
What’s In It For You?
Our Mission:
Advancing Essential Intelligence.
Our People:
We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all. From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.
Our Values:
Integrity, Discovery, Partnership
Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
Benefits:
We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Our benefits include:
- Health & Wellness: Health care coverage designed for the mind and body.
- Flexible Downtime: Generous time off helps keep you energized for your time on.
- Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
- Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
- Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
- Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.
For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries
Global Hiring and Opportunity at S&P Global:
At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.
Recruitment Fraud Alert:
If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com. S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here.
Equal Opportunity Employer
S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.
About the Role:
Grade Level (for internal use):
13
Assistant General Counsel – Governance & Executive Compensation
The Role:
S&P Global Mobility is seeking an energetic, business-minded and self-motivated attorney with 10-15 years of proven governance and executive compensation legal experience gained at a leading national law firm and/or in-house (ideally at a publicly-traded company) to join its corporate legal team. In this position, the successful candidate will interface with members of the company’s executive and HR teams to manage and execute on a broad range of initiatives in the areas of compensation committee and board governance and disclosure matters, executive compensation, incentive compensation plans, as well as retirement plans, health and welfare plans, and deferred compensation arrangements. The candidate will support a business of approximately $1.8 billion in revenue and 3,500 employees world-wide as it becomes an independent public company.
About S&P Global Mobility:
S&P Global has recently announced the intent to separate our Mobility Segment into a standalone public company.
Reporting Line and Location:
This position reports directly to the Deputy General Counsel and is based in Centreville, Virginia.
What’s in it for you:
- Dynamic, fast-paced environment
- Provide crucial support to the Compensation Committee, Leadership team, and the company at large
- Ownership of independent projects and collaborate with stakeholders across the company
- Exposure to company-initiatives and projects led by the Deputy General Counsel
- Opportunity for growth and development
Key responsibilities / Percent of Time:
- Executive compensation & disclosure (70%) – advise on:
- All aspects of executive compensation, including corporate, securities, disclosure, tax and governance issues
- Equity, incentive compensation and commission plan design, interpretation and tax and regulatory compliance
- Efforts to prepare, implement and refine best-in-class practices, policies, guidelines, tools, programs and forms that align with the company’s employee engagement strategy, values and business goals
- Executive employment, severance and change-in-control agreements for compensation/benefit-related issues
- Governance (30%) – advise on:
- Governance best practices, ISS/Glass Lewis and Dodd-Frank and best practices developments
- Compensation Committee agendas, resolutions, materials and minutes
- Board of director independence and related-party transaction rules
- Director and officer questionnaires and the annual board survey
- Annual shareholder meeting, including the meeting script, logistics, and coordination with the inspector of elections and transfer agent
- Federal and state securities law (including §16 insider transaction reporting, proxy filing, and Form 8-Ks), Dodd-Frank, Sarbanes–Oxley, tax code (including §409A), and NYSE requirements
- Plan fiduciary and governance matters for the Pension Investment Committee of the Board
Knowledge & Experience:
- J.D. from a top law school with exceptional academic credentials and at least 10-15 years of relevant experience gained at a leading law firm and/or in-house (ideally at a publicly-traded company) in roles of increasing responsibility.
- JD or LLM from an accredited law school and maintains active bar membership in at least one US state.
- Candidate must have familiarity with securities law, disclosure requirements, registration rules, NYSE Listing Standards, and proxy advisor policies applicable to executive compensation programs.
- Demonstrated experience advising on the design, structuring, and implementation of cash‑ and equity‑based compensation programs, including executive and broad‑based incentive plans, as supporting compensation governance.
- Candidate must be highly analytical and have exceptional business and legal issue identification and problem-solving skills.
- Requires a practical, business-oriented approach to problem-solving; candidate must be able to effectively counsel internal clients by providing them with clear, concise and commercial advice, and creative solutions where necessary, on established timelines to meet their business needs.
- Candidate must be able to operate autonomously while being a team player who brings a positive, “can do” attitude to the workplace and works collaboratively with other members of the Legal team and with internal clients.
Preferred Qualifications:
- Successful track record of in-house or similar advisory experience.
- Experience with Diligent or similar electronic distribution portal for board materials and wDesk for SEC filings is a plus.
- Experience advising on and drafting equity award agreements, incentive plans and guidelines, executive employment, change‑in‑control, severance, and retention agreements, and nonqualified deferred compensation arrangements.
- Strong working knowledge of rules and regulations impacting compensation programs, including executive compensation tax rules such as Internal Revenue Code Sections 83, 409A, 162(m), and 280G.
- Excellent written communication and interpersonal skills.
- Experience supporting compensation related matters in connection with mergers and acquisitions, including due diligence and integration support.
Right to Work Requirements:
This role is limited to persons with indefinite right to work in the United States.
About S& P Global Mobility
At S&P Global Mobility, we provide invaluable insights derived from unmatched automotive data, enabling our customers to anticipate change and make decisions with conviction. Our expertise helps them to optimize their businesses, reach the right consumers, and shape the future of mobility. We open the door to automotive innovation, revealing the buying patterns of today and helping customers plan for the emerging technologies of tomorrow.
What’s In It For You?
Our Mission:
Advancing Essential Intelligence.
Our People:
We're more than 35,000 strong worldwide—so we're able to understand nuances while having a broad perspective. Our team is driven by curiosity and a shared belief that Essential Intelligence can help build a more prosperous future for us all. From finding new ways to measure sustainability to analyzing energy transition across the supply chain to building workflow solutions that make it easy to tap into insight and apply it. We are changing the way people see things and empowering them to make an impact on the world we live in. We’re committed to a more equitable future and to helping our customers find new, sustainable ways of doing business. Join us and help create the critical insights that truly make a difference.
Our Values:
Integrity, Discovery, Partnership
Throughout our history, the world's leading organizations have relied on us for the Essential Intelligence they need to make confident decisions about the road ahead. We start with a foundation of integrity in all we do, bring a spirit of discovery to our work, and collaborate in close partnership with each other and our customers to achieve shared goals.
Benefits:
We take care of you, so you can take care of business. We care about our people. That’s why we provide everything you—and your career—need to thrive at S&P Global.
Our benefits include:
- Health & Wellness: Health care coverage designed for the mind and body.
- Flexible Downtime: Generous time off helps keep you energized for your time on.
- Continuous Learning: Access a wealth of resources to grow your career and learn valuable new skills.
- Invest in Your Future: Secure your financial future through competitive pay, retirement planning, a continuing education program with a company-matched student loan contribution, and financial wellness programs.
- Family Friendly Perks: It’s not just about you. S&P Global has perks for your partners and little ones, too, with some best-in class benefits for families.
- Beyond the Basics: From retail discounts to referral incentive awards—small perks can make a big difference.
For more information on benefits by country visit: https://spgbenefits.com/benefit-summaries
Global Hiring and Opportunity at S&P Global:
At S&P Global, we are committed to fostering a connected and engaged workplace where all individuals have access to opportunities based on their skills, experience, and contributions. Our hiring practices emphasize fairness, transparency, and merit, ensuring that we attract and retain top talent. By valuing different perspectives and promoting a culture of respect and collaboration, we drive innovation and power global markets.
Recruitment Fraud Alert:
If you receive an email from a spglobalind.com domain or any other regionally based domains, it is a scam and should be reported to reportfraud@spglobal.com. S&P Global never requires any candidate to pay money for job applications, interviews, offer letters, “pre-employment training” or for equipment/delivery of equipment. Stay informed and protect yourself from recruitment fraud by reviewing our guidelines, fraudulent domains, and how to report suspicious activity here.
Equal Opportunity Employer
S&P Global is an equal opportunity employer and all qualified candidates will receive consideration for employment without regard to race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, marital status, military veteran status, unemployment status, or any other status protected by law. Only electronic job submissions will be considered for employment.
See all 13+ Executive Compensation jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Executive Compensation roles.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as an 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 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.
Executive Compensation jobs are hiring across the US. Find yours.
Find Executive Compensation JobsExecutive Compensation E-3 Visa: 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 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.
See which Executive Compensation employers are hiring and sponsoring visas right now.
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