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 visa uncertainty that puts off many U.S. employers.
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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 Senior Compensation Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Senior Compensation Manager Jobs.
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 visa 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.
E-3 Visa Senior Compensation Manager: 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.