E-3 Visa Manager Of Revenue Jobs
Manager of Revenue roles in the U.S. qualify as E-3 specialty occupations when tied to a bachelor's degree in finance, economics, or business. Australian professionals can secure E-3 visa sponsorship without entering an H-1B lottery, making these senior revenue management positions genuinely accessible year-round.
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We are looking for a Global Head of Sales Compensation to lead the design, administration, and governance of incentive compensation across GBSG's entire sales organization — spanning Direct, SMB, and Channel/Partner go-to-market motions.
This is a Group Manager-level role with enterprise-wide scope and direct accountability for how Intuit attracts, motivates, and rewards its commercial talent. You will own the full compensation lifecycle — from annual plan design through platform operations, payout accuracy, dispute resolution, and analytics — while serving as the primary compensation authority for Sales, Finance, HR, and Legal stakeholders.
GBSG is in an active growth and transformation phase. We are scaling our indirect sales motion, modernizing our incentive compensation infrastructure, and building the analytics capabilities needed to run a data-driven commercial organization. The person who steps into this role will have the mandate, the visibility, and the executive support to shape that transformation.
Responsibilities
Incentive Plan Design & Strategy
- Lead the annual comp plan design cycle for all eligible GBSG roles across Direct and Channel sales — including quota-bearing individual contributors, overlay specialists, and sales leadership
- Develop and maintain a unified compensation philosophy that is competitive in the market, motivating to sellers, and affordable to the business
- Design incentive structures that support both direct and indirect/partner selling motions, including accelerators, SPIFFs, and co-sell incentive frameworks
- Partner with HR Total Rewards and Finance to align OTE positioning, pay mix, and leverage to market benchmarks and internal equity standards
- Translate GTM strategy changes — new segments, new products, coverage model evolution — into comp plan updates delivered with speed and accuracy
ICM Platform & Operations
- Own end-to-end administration of the incentive compensation management (ICM) platform — including processing accuracy, system integrity, and payout operations at scale
- Drive platform modernization initiatives, including system migrations, integration projects with CRM and HR systems, and expansion of automated coverage to previously manual populations
- Partner with technology and engineering teams to define ICM architecture requirements and ensure the platform scales with the business
- Establish operational discipline: monthly payout processing, exception handling, audit trails, and continuous improvement of administration workflows
Governance, Controls & Compliance
- Build and own an audit-ready ICM governance framework — documented controls, payout authorization procedures, calculation auditability, and change management processes
- Lead the comp plan approval workflow: plan documentation, cross-functional review, legal sign-off, and version control
- Design and enforce a dispute resolution process with defined SLAs, clear escalation paths, and consistent outcomes
- Ensure all compensation programs comply with applicable labor law, commission regulations, and Intuit policy across geographies
Analytics & Seller Transparency
- Build real-time earnings visibility for sellers and managers — attainment tracking, quota-to-payout reconciliation, and mid-period performance insight
- Deliver executive-level reporting on comp program performance: plan cost vs. budget, incentive effectiveness, and ROI on comp spend
- Develop proactive analytics to surface payout anomalies, quota misalignment, and plan design issues before they escalate
Team & Stakeholder Leadership
- Build and lead the Sales Compensation team — defining structure, hiring roadmap, and operating model for plan design, administration, and analytics functions
- Serve as the primary compensation authority across Sales, Finance, HR, and Legal — translating field feedback and business strategy into compensation decisions
- Operate as a trusted partner to Channel Sales leadership, ensuring indirect seller incentives are purpose-built for partner selling motions
Qualifications
- 10+ years in Sales Compensation, Incentive Compensation Management, or Revenue Operations — with at least 3 years in a senior or people leadership role
- Experience designing and administering comp programs at scale: 500+ eligible payees, multi-segment, and ideally multi-geography environments
- Hands-on expertise with at least one enterprise ICM platform (e.g., SAP Commissions, Xactly, Varicent, or equivalent), including configuration, administration, and migration experience
- Demonstrated experience designing incentive structures for both direct and channel/partner sales organizations
- Background building or significantly improving ICM governance and controls in a Finance-scrutinized environment
Preferred Qualifications
- Experience in B2B SaaS, FinTech, or high-growth technology organizations with complex, multi-product GTM models
- Exposure to quota management and territory planning processes and their integration with compensation design
- Familiarity with SOX-relevant controls in a compensation or Finance operations context
- Strong executive communication skills — able to present comp strategy and program performance to C-suite audiences with clarity and confidence
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is:
Bay Area California $210,000-284,000
Overview
We are looking for a Global Head of Sales Compensation to lead the design, administration, and governance of incentive compensation across GBSG's entire sales organization — spanning Direct, SMB, and Channel/Partner go-to-market motions.
This is a Group Manager-level role with enterprise-wide scope and direct accountability for how Intuit attracts, motivates, and rewards its commercial talent. You will own the full compensation lifecycle — from annual plan design through platform operations, payout accuracy, dispute resolution, and analytics — while serving as the primary compensation authority for Sales, Finance, HR, and Legal stakeholders.
GBSG is in an active growth and transformation phase. We are scaling our indirect sales motion, modernizing our incentive compensation infrastructure, and building the analytics capabilities needed to run a data-driven commercial organization. The person who steps into this role will have the mandate, the visibility, and the executive support to shape that transformation.
Responsibilities
Incentive Plan Design & Strategy
- Lead the annual comp plan design cycle for all eligible GBSG roles across Direct and Channel sales — including quota-bearing individual contributors, overlay specialists, and sales leadership
- Develop and maintain a unified compensation philosophy that is competitive in the market, motivating to sellers, and affordable to the business
- Design incentive structures that support both direct and indirect/partner selling motions, including accelerators, SPIFFs, and co-sell incentive frameworks
- Partner with HR Total Rewards and Finance to align OTE positioning, pay mix, and leverage to market benchmarks and internal equity standards
- Translate GTM strategy changes — new segments, new products, coverage model evolution — into comp plan updates delivered with speed and accuracy
ICM Platform & Operations
- Own end-to-end administration of the incentive compensation management (ICM) platform — including processing accuracy, system integrity, and payout operations at scale
- Drive platform modernization initiatives, including system migrations, integration projects with CRM and HR systems, and expansion of automated coverage to previously manual populations
- Partner with technology and engineering teams to define ICM architecture requirements and ensure the platform scales with the business
- Establish operational discipline: monthly payout processing, exception handling, audit trails, and continuous improvement of administration workflows
Governance, Controls & Compliance
- Build and own an audit-ready ICM governance framework — documented controls, payout authorization procedures, calculation auditability, and change management processes
- Lead the comp plan approval workflow: plan documentation, cross-functional review, legal sign-off, and version control
- Design and enforce a dispute resolution process with defined SLAs, clear escalation paths, and consistent outcomes
- Ensure all compensation programs comply with applicable labor law, commission regulations, and Intuit policy across geographies
Analytics & Seller Transparency
- Build real-time earnings visibility for sellers and managers — attainment tracking, quota-to-payout reconciliation, and mid-period performance insight
- Deliver executive-level reporting on comp program performance: plan cost vs. budget, incentive effectiveness, and ROI on comp spend
- Develop proactive analytics to surface payout anomalies, quota misalignment, and plan design issues before they escalate
Team & Stakeholder Leadership
- Build and lead the Sales Compensation team — defining structure, hiring roadmap, and operating model for plan design, administration, and analytics functions
- Serve as the primary compensation authority across Sales, Finance, HR, and Legal — translating field feedback and business strategy into compensation decisions
- Operate as a trusted partner to Channel Sales leadership, ensuring indirect seller incentives are purpose-built for partner selling motions
Qualifications
- 10+ years in Sales Compensation, Incentive Compensation Management, or Revenue Operations — with at least 3 years in a senior or people leadership role
- Experience designing and administering comp programs at scale: 500+ eligible payees, multi-segment, and ideally multi-geography environments
- Hands-on expertise with at least one enterprise ICM platform (e.g., SAP Commissions, Xactly, Varicent, or equivalent), including configuration, administration, and migration experience
- Demonstrated experience designing incentive structures for both direct and channel/partner sales organizations
- Background building or significantly improving ICM governance and controls in a Finance-scrutinized environment
Preferred Qualifications
- Experience in B2B SaaS, FinTech, or high-growth technology organizations with complex, multi-product GTM models
- Exposure to quota management and territory planning processes and their integration with compensation design
- Familiarity with SOX-relevant controls in a compensation or Finance operations context
- Strong executive communication skills — able to present comp strategy and program performance to C-suite audiences with clarity and confidence
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs (see more about our compensation and benefits at Intuit®: Careers | Benefits). Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is:
Bay Area California $210,000-284,000
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Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Manager Of Revenue
Frame your credentials for U.S. equivalency
Australian three-year bachelor's degrees are generally accepted as equivalent to U.S. four-year degrees for E-3 visa purposes, but your employer's attorney may request a credential evaluation. Get a formal evaluation before your offer stage to avoid delays.
Target employers with active LCA filing history
Revenue management roles are common in hospitality, SaaS, and healthcare systems. Search DOL's Foreign Labor Application Gateway for employers who have previously filed LCAs for senior finance or revenue titles, they already understand the E-3 process.
Clarify the specialty occupation link upfront
Revenue Manager positions can face scrutiny if the job description doesn't explicitly require a degree in a specific field. Confirm with your prospective employer that the role is written to require finance, economics, or a directly related discipline, not just 'any bachelor's degree.'
Use Migrate Mate's E-3 filing service for LCA and paperwork
Once you have an offer, use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork end-to-end. This keeps the filing timeline on track and ensures your DOL wage attestation reflects the correct prevailing wage level for your role and location.
Negotiate employer responsibility for LCA filing
The LCA must be filed by your employer with DOL, not by you. Before accepting an offer, confirm the company is prepared to file the LCA promptly, delays here directly push back your consulate appointment and start date.
Prepare for nonimmigrant intent questions at your consulate
E-3 visas require demonstrated nonimmigrant intent at each renewal. Revenue leadership roles can attract questions about long-term plans. Have a clear, consistent explanation of your ties to Australia and your professional reasons for the U.S. assignment.
E-3 Visa Manager Of Revenue: Frequently Asked Questions
How do I find Manager of Revenue jobs with E-3 visa sponsorship?
Migrate Mate is built specifically for Australians seeking E-3 sponsorship roles in the U.S. You can search Manager of Revenue positions filtered by employers who are familiar with the E-3 process, which saves time compared to approaching companies that have never sponsored an Australian professional before.
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 Manager of Revenue role qualify as an E-3 specialty occupation?
Yes, provided the position requires a bachelor's degree or higher in a directly related field such as finance, economics, business administration, or hospitality management. The key is that the job description must establish a specific degree requirement, not just a preference. If the posting says 'degree preferred,' that framing can weaken the specialty occupation argument at the consulate.
How does the E-3 visa compare to the H-1B for a Manager of Revenue role?
The E-3 has no annual lottery and no cap that fills up, so you can apply at any point in the year once you have an offer and a certified LCA. The H-1B requires registration in a lottery held once annually and selection is not guaranteed. For a senior revenue role with a firm offer in hand, the E-3 is a faster and more predictable path than waiting on H-1B lottery outcomes.
What happens to my E-3 status if my revenue management role changes significantly?
If your duties change materially, for example, moving from a regional revenue analyst role to a VP of Revenue with different responsibilities, your employer should file a new LCA reflecting the updated position. Minor title changes or salary increases generally don't require a new filing, but a change in the fundamental nature of the job or work location typically does require DOL certification before you continue working in the new capacity.