E-3 Visa Senior Compensation Manager Jobs
Senior Compensation Manager roles qualify for E-3 visa sponsorship as specialty occupations requiring a bachelor's degree in human resources, finance, or a related field. The E-3 has no lottery and no annual cap, so Australian professionals can pursue these roles year-round without the H-1B uncertainty that puts off many U.S. employers.
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Get Access To All JobsAbout Baseten
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
Requirements
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
Benefits
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Generous PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
About Baseten
Baseten powers mission-critical inference for the world's most dynamic AI companies, like Cursor, Notion, OpenEvidence, Abridge, Clay, Gamma and Writer. By uniting applied AI research, flexible infrastructure, and seamless developer tooling, we enable companies operating at the frontier of AI to bring cutting-edge models into production. We're growing quickly and recently raised our $300M Series E, backed by investors including BOND, IVP, Spark Capital, Greylock, and Conviction. Join us and help build the platform engineers turn to to ship AI products.
THE ROLE
Baseten is building for talent density. We believe attracting and retaining exceptional people, and ensuring they feel recognized and valued for their impact, is core to becoming the best place to work. Compensation is a critical lever in that mission. As our Compensation Manager, you will own compensation programs company-wide. You’ll be a trusted advisor to senior leaders, shaping our compensation philosophy, leveling framework, and equity programs to ensure we remain competitive, principled, and performance-oriented as we scale. This role blends strategy and execution: designing clear, fair systems while moving quickly in a high-growth environment.
Responsibilities
- Own and evolve Baseten’s company-wide compensation strategy, philosophy, and programs.
- Collaborate with leadership and HRBP to create and evolve job architecture and leveling frameworks.
- Build and maintain compensation bands. Conduct regular market benchmarking to ensure comp bands and strategy remain competitive in a fast moving industry.
- Partner closely with Talent to design and approve competitive new hire offers, advising on negotiation strategy within our compensation principles.
- Lead bi-annual leveling and compensation review cycles to ensure market competitiveness and reward high performance across teams.
- Manage new hire equity grants in partnership with Finance and Legal. Design and administer a thoughtful equity refresher program for tenured employees.
- Oversee annual bonus planning and payouts, ensuring alignment with company performance and individual impact.
- Partner with HRBPs and managers on compensation decisions related to promotions, retention, recognition, and off-cycle adjustments.
- Select and optimize compensation tooling, ensuring data integrity, operational efficiency, and thoughtful use of automation.
Requirements
- 7+ years of experience in compensation or total rewards, ideally within high-growth technology companies (Series D through IPO stage preferred).
- Deep expertise in equity compensation, including stock options and RSUs, with experience designing and managing equity refresher programs.
- Strong analytical rigor with advanced proficiency in Excel or Google Sheets, HRIS systems, and benchmarking tools.
- Proven experience designing and evolving salary bands, leveling frameworks, bonus plans, and variable or incentive compensation programs.
- Comfortable leading companywide compensation and performance review cycles, including managing inputs from many stakeholders and calibrating across teams.
- Ability to operate as both a strategic advisor to senior leadership and a hands-on builder of scalable, principled compensation systems.
- High ownership and sound judgment in time-sensitive situations such as candidate negotiations, promotions, and retention decisions.
- Exceptional communication skills, with the ability to clearly articulate compensation philosophy and influence cross-functional stakeholders.
- Nice to have: Experience building and leading a team.
- Nice to have: Experience owning benefits strategy and evaluating vendors, including healthcare funding models and 401(k) plan design.
Benefits
- Competitive compensation, including meaningful equity.
- 100% coverage of medical, dental, and vision insurance for employee and dependents.
- Generous PTO policy including company wide Winter Break (our offices are closed from Christmas Eve to New Year's Day!).
- Paid parental leave.
- Company-facilitated 401(k).
- Exposure to a variety of ML startups, offering unparalleled learning and networking opportunities.
Compensation Range: $180K - $230K
Apply now to embark on a rewarding journey in shaping the future of AI! If you are a motivated individual with a passion for machine learning and a desire to be part of a collaborative and forward-thinking team, we would love to hear from you.
At Baseten, we are committed to fostering a diverse and inclusive workplace. We provide equal employment opportunities to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status.
See all 25+ Senior Compensation Manager jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Senior Compensation Manager roles.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Senior Compensation Manager
Translate your Australian credentials for U.S. employers
A three-year Australian bachelor's degree is generally accepted as equivalent to a U.S. four-year degree for E-3 purposes. Get a credential evaluation letter ready before interviews so employers don't raise degree equivalency as a barrier during the offer stage.
Target employers with established total rewards functions
Large companies with dedicated compensation teams already understand LCA prevailing wage requirements and the DOL filing process. Focus your search on publicly traded companies and multinationals where a Senior Compensation Manager role has its own budget code and headcount approval.
Address the LCA process before your employer asks
Most hiring managers confuse the E-3 with the H-1B lottery. Explain upfront that your employer files a Labor Condition Application with the DOL, certifying your offered salary meets prevailing wage, and that no lottery or per-company cap applies to E-3 sponsorship.
Verify your offered salary meets DOL prevailing wage
Senior Compensation Manager is a Level III or IV wage classification under DOL's OEWS survey data. If your offer comes in at a lower level, the LCA won't certify, and the visa process stalls before it starts. Confirm wage level with your employer before signing.
Use Migrate Mate's E-3 filing service for LCA and consulate prep
The LCA, DS-160, and consulate appointment sequence has specific sequencing requirements that trip up first-time E-3 sponsors. Migrate Mate's E-3 filing service manages each step in order, so your employer doesn't make a sequencing error that delays your start date.
Prepare documentation that confirms specialty occupation status
Consular officers occasionally question whether a compensation role meets the specialty occupation definition. Bring your job description showing duties tied to job architecture, salary benchmarking, or equity plan administration, along with your degree transcript, to your visa interview.
Senior Compensation Manager jobs are hiring across the US. Find yours.
Find Senior Compensation Manager JobsSenior Compensation Manager E-3 Visa: Frequently Asked Questions
How do I find Senior Compensation Manager jobs with E-3 visa sponsorship?
Use Migrate Mate to search Senior Compensation Manager roles filtered by E-3 sponsorship. Most general job boards don't distinguish E-3-open employers from those restricted to H-1B, making it hard to identify which companies will sponsor an Australian national without a lottery. Migrate Mate surfaces roles from employers with a demonstrated history of E-3 and LCA filings.
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 Senior Compensation Manager role qualify as a specialty occupation for the E-3?
Yes. The DOL and USCIS recognize compensation management as a specialty occupation because the role requires theoretical and practical application of a body of highly specialized knowledge, typically in human resources, finance, or business. Your job offer must describe duties like salary benchmarking, job architecture, or incentive plan design, not just general HR administration, to support the specialty occupation classification.
How does the E-3 compare to the H-1B for Senior Compensation Manager roles?
The E-3 has no annual lottery, no per-employer cap, and a faster employer-side process since it requires only a certified LCA and a consulate appointment rather than a USCIS petition. For Senior Compensation Managers, this means your employer can hire you any time of year with no registration window and no chance of lottery rejection, which is the main reason many U.S. employers prefer sponsoring Australians via E-3.
Can I change employers after starting work on an E-3 as a Senior Compensation Manager?
Yes, but your new employer must file a fresh LCA with the DOL and you'll need a new E-3 visa stamp before re-entering the U.S., or a change of status if you're already onshore and haven't travelled. There's no portability provision like the H-1B's AC21 rule, so time your transition carefully to avoid a gap in authorized work status.
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