Green Card Compensation Analyst Jobs
Compensation Analyst roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document that no qualified U.S. worker is available. Analytical roles tied to compensation structures, job evaluation, and pay equity reporting align well with specialty occupation standards. Start your sponsorship search with employers who have active PERM filing history.
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Get Access To All JobsINTRODUCTION
embecta is a global medical device company with a 100-year legacy in insulin delivery and diabetes care. Driven by innovation, purpose, and a commitment to improving lives, we are expanding our portfolio of solutions to serve even more patients, healthcare providers, and communities around the world.
Why embecta?
Imagine the long legacy and global scale of an industry leader combined with the agility, speed, and entrepreneurial energy of a startup—that's embecta. We are evolving from a company with more than 100 years of experience in diabetes care into a broader medical supplies organization, helping more than 30 million people worldwide live their best lives through innovative solutions, partnerships, and the strength of our global team. At embecta, you are empowered to take ownership, bring your authentic self to work, and accelerate your career alongside inspiring leaders.
This role can be remote if not local to Parsippany, NJ.
Location Requirement:
This position may be performed only from U.S. locations where embecta is currently authorized and equipped to employ individuals. At this time, this excludes Alaska, Delaware, Hawaii, Idaho, Iowa, Kansas, Kentucky, Maine, Mississippi, Missouri, Montana, Nevada, New Mexico, North Dakota, Oklahoma, Oregon, Puerto Rico, Rhode Island, Vermont, Washington, West Virginia, and Wyoming.
ABOUT THE OPPORTUNITY
An individual contributor reporting to the Senior Director, Compensation & HR Operations, the Compensation Manager supports the design, administration, governance, and ongoing evolution of the company’s global compensation programs. This role serves as a key compensation subject matter resource, conducting complex analyses and evaluations, supporting base pay, short-term, and long-term incentive programs, monitoring compensation-related regulatory requirements, and providing recommendations to HR and business stakeholders.
The Compensation Manager will work across geographies and functions and play an active role in compensation projects, integrations, and program enhancements. This is an exciting opportunity for an experienced compensation professional who combines hands-on technical expertise with sound judgment, critical thinking, and an interest in helping to build and improve programs and practices.
What You'll Be Doing
Program Administration
- Develop and maintain salary structures, job architecture, compensation guidelines, and related tools.
- Partner with HRIS to keep compensation data and configurations accurate in Workday.
- Play a key role in year-end compensation planning, driving process inputs, data preparation, system configuration, testing, audits, results analysis, and issue resolution to ensure accurate and timely execution.
- Support the annual bonus process, including payout calculations, data validation, modeling, plan documentation, and communications. Partner with Finance on quarterly forecasting and accruals.
- Support LTI planning and programs, including guidelines, analysis, manager planning, and communications.
- Develop and maintain compensation reports, analytical models, and tools to support HR leadership and business stakeholders.
- Develop and implement scalable compensation processes that support continued organizational growth and transformation.
- Assist with the development and delivery of training and communications of compensation programs to various audiences to enhance understanding and engagement.
Compensation Strategy & Market Pricing
- Conduct job evaluations and market pricing to ensure appropriate market placement and consistency with internal frameworks.
- Conduct complex compensation analyses and modeling to support pay decisions, organizational changes, and workforce planning. Present clear recommendations to Compensation leadership and business stakeholders.
Compliance & Organizational Change
- Support global compensation compliance, including pay equity and pay transparency. Monitor regulatory changes, assess their impact, and partner with Legal on recommended changes.
- Support compensation audits, reporting requirements, and documentation related to internal and external compliance needs.
- Support compensation activities for M&A integrations, reorganizations, and other organizational changes.
Partnership & Continuous Improvement
- Partner with HR Business Partners, Talent Acquisition, and business leaders to provide compensation guidance consistent with philosophy, internal equity, and market practice.
- Collaborate with Payroll, Finance, and other functions to ensure compensation processes and data are accurate and aligned.
- Respond to compensation questions and requests and provide clear, practical explanations of compensation programs and practices.
- Identify and implement opportunities to improve compensation processes, tools, reporting, data quality, governance, training, communications, and overall service delivery.
- Identify and apply AI tools and emerging technologies to improve the efficiency, accuracy, and quality of compensation analyses, processes, and deliverables, while safeguarding confidential compensation data.
- Ensures processes and Standard Operating Procedures are up to date, in partnership with other Compensation Team members.
WHAT WE'RE LOOKING FOR
Required Qualifications
- Bachelor’s degree in human resources, business, finance, or a related field, or equivalent experience.
- Minimum of 5 years of progressive compensation experience, including market pricing, job evaluation, and evaluating and maintaining compensation structures and programs at a multi-country company.
- Experience with compensation-related compliance, including wage and hour laws, pay equity, and pay transparency; global experience preferred.
- Exceptional Microsoft Excel skills required, including building complex models from scratch, advanced formulas, large datasets, data modeling and reconciliation; able to design tools that improve accuracy and efficiency. Forward-thinking, with demonstrated use of AI tools to enhance analysis and work processes.
- Strong analytical, critical-thinking, and problem-solving skills; able to independently work through complex or ambiguous issues and translate data into thoughtful conclusions and practical recommendations.
- Demonstrate exceptional ownership and accountability, proactively lead initiatives, make informed decisions, and drive results with limited direction.
- Experience supporting annual incentive programs, including calculations, modeling, data validation, forecasting/accruals, and program administration.
- Exceptional attention to detail and commitment to accuracy, with the ability to identify discrepancies, validate results, and thoroughly audit complex work.
- Strong project management, communication, and collaboration skills, with the ability to manage multiple priorities and work effectively across functions.
- Experience with HRIS and compensation market data tools; Workday and Radford experience preferred.
Preferred Qualifications
- CCP, GRP, or similar compensation certification preferred.
- Experience supporting compensation activities associated with M&A integrations is a plus.
COMPENSATION
- Competitive base salary based on experience and qualifications: $150,000 - $175,000 (subject to variation depending on physical location).
Posted salary ranges are provided in good faith. embecta reserves the right to adjust ranges depending on the selected candidate’s experience, qualifications, external market conditions, and internal equity considerations.
Base pay is one component of the Total Rewards package at embecta, which also includes eligibility for an annual bonus. Benefits include medical, dental, vision, retirement savings plans, and paid time off. More details about our benefits programs can be found on our Careers page.
embecta is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status.
INTRODUCTION
embecta is a global medical device company with a 100-year legacy in insulin delivery and diabetes care. Driven by innovation, purpose, and a commitment to improving lives, we are expanding our portfolio of solutions to serve even more patients, healthcare providers, and communities around the world.
Why embecta?
Imagine the long legacy and global scale of an industry leader combined with the agility, speed, and entrepreneurial energy of a startup—that's embecta. We are evolving from a company with more than 100 years of experience in diabetes care into a broader medical supplies organization, helping more than 30 million people worldwide live their best lives through innovative solutions, partnerships, and the strength of our global team. At embecta, you are empowered to take ownership, bring your authentic self to work, and accelerate your career alongside inspiring leaders.
This role can be remote if not local to Parsippany, NJ.
Location Requirement:
This position may be performed only from U.S. locations where embecta is currently authorized and equipped to employ individuals. At this time, this excludes Alaska, Delaware, Hawaii, Idaho, Iowa, Kansas, Kentucky, Maine, Mississippi, Missouri, Montana, Nevada, New Mexico, North Dakota, Oklahoma, Oregon, Puerto Rico, Rhode Island, Vermont, Washington, West Virginia, and Wyoming.
ABOUT THE OPPORTUNITY
An individual contributor reporting to the Senior Director, Compensation & HR Operations, the Compensation Manager supports the design, administration, governance, and ongoing evolution of the company’s global compensation programs. This role serves as a key compensation subject matter resource, conducting complex analyses and evaluations, supporting base pay, short-term, and long-term incentive programs, monitoring compensation-related regulatory requirements, and providing recommendations to HR and business stakeholders.
The Compensation Manager will work across geographies and functions and play an active role in compensation projects, integrations, and program enhancements. This is an exciting opportunity for an experienced compensation professional who combines hands-on technical expertise with sound judgment, critical thinking, and an interest in helping to build and improve programs and practices.
What You'll Be Doing
Program Administration
- Develop and maintain salary structures, job architecture, compensation guidelines, and related tools.
- Partner with HRIS to keep compensation data and configurations accurate in Workday.
- Play a key role in year-end compensation planning, driving process inputs, data preparation, system configuration, testing, audits, results analysis, and issue resolution to ensure accurate and timely execution.
- Support the annual bonus process, including payout calculations, data validation, modeling, plan documentation, and communications. Partner with Finance on quarterly forecasting and accruals.
- Support LTI planning and programs, including guidelines, analysis, manager planning, and communications.
- Develop and maintain compensation reports, analytical models, and tools to support HR leadership and business stakeholders.
- Develop and implement scalable compensation processes that support continued organizational growth and transformation.
- Assist with the development and delivery of training and communications of compensation programs to various audiences to enhance understanding and engagement.
Compensation Strategy & Market Pricing
- Conduct job evaluations and market pricing to ensure appropriate market placement and consistency with internal frameworks.
- Conduct complex compensation analyses and modeling to support pay decisions, organizational changes, and workforce planning. Present clear recommendations to Compensation leadership and business stakeholders.
Compliance & Organizational Change
- Support global compensation compliance, including pay equity and pay transparency. Monitor regulatory changes, assess their impact, and partner with Legal on recommended changes.
- Support compensation audits, reporting requirements, and documentation related to internal and external compliance needs.
- Support compensation activities for M&A integrations, reorganizations, and other organizational changes.
Partnership & Continuous Improvement
- Partner with HR Business Partners, Talent Acquisition, and business leaders to provide compensation guidance consistent with philosophy, internal equity, and market practice.
- Collaborate with Payroll, Finance, and other functions to ensure compensation processes and data are accurate and aligned.
- Respond to compensation questions and requests and provide clear, practical explanations of compensation programs and practices.
- Identify and implement opportunities to improve compensation processes, tools, reporting, data quality, governance, training, communications, and overall service delivery.
- Identify and apply AI tools and emerging technologies to improve the efficiency, accuracy, and quality of compensation analyses, processes, and deliverables, while safeguarding confidential compensation data.
- Ensures processes and Standard Operating Procedures are up to date, in partnership with other Compensation Team members.
WHAT WE'RE LOOKING FOR
Required Qualifications
- Bachelor’s degree in human resources, business, finance, or a related field, or equivalent experience.
- Minimum of 5 years of progressive compensation experience, including market pricing, job evaluation, and evaluating and maintaining compensation structures and programs at a multi-country company.
- Experience with compensation-related compliance, including wage and hour laws, pay equity, and pay transparency; global experience preferred.
- Exceptional Microsoft Excel skills required, including building complex models from scratch, advanced formulas, large datasets, data modeling and reconciliation; able to design tools that improve accuracy and efficiency. Forward-thinking, with demonstrated use of AI tools to enhance analysis and work processes.
- Strong analytical, critical-thinking, and problem-solving skills; able to independently work through complex or ambiguous issues and translate data into thoughtful conclusions and practical recommendations.
- Demonstrate exceptional ownership and accountability, proactively lead initiatives, make informed decisions, and drive results with limited direction.
- Experience supporting annual incentive programs, including calculations, modeling, data validation, forecasting/accruals, and program administration.
- Exceptional attention to detail and commitment to accuracy, with the ability to identify discrepancies, validate results, and thoroughly audit complex work.
- Strong project management, communication, and collaboration skills, with the ability to manage multiple priorities and work effectively across functions.
- Experience with HRIS and compensation market data tools; Workday and Radford experience preferred.
Preferred Qualifications
- CCP, GRP, or similar compensation certification preferred.
- Experience supporting compensation activities associated with M&A integrations is a plus.
COMPENSATION
- Competitive base salary based on experience and qualifications: $150,000 - $175,000 (subject to variation depending on physical location).
Posted salary ranges are provided in good faith. embecta reserves the right to adjust ranges depending on the selected candidate’s experience, qualifications, external market conditions, and internal equity considerations.
Base pay is one component of the Total Rewards package at embecta, which also includes eligibility for an annual bonus. Benefits include medical, dental, vision, retirement savings plans, and paid time off. More details about our benefits programs can be found on our Careers page.
embecta is an Equal Opportunity/Affirmative Action Employer. We do not unlawfully discriminate on the basis of race, color, religion, age, sex, creed, national origin, ancestry, citizenship status, marital or domestic or civil union status, familial status, affectional or sexual orientation, gender identity or expression, genetics, disability, military eligibility or veteran status, or any other protected status.
See all 303+ Green Card Compensation Analyst Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Compensation Analyst
Align your credentials with EB-2 requirements
A master's degree in human resources, finance, or a related field positions you for EB-2 sponsorship. If you hold only a bachelor's degree, five or more years of progressive compensation experience can substitute for the advanced degree under certain employer-sponsored petitions.
Target employers with active PERM filing history
Large financial services firms, healthcare systems, and technology companies file PERM applications regularly for compensation roles. Use Migrate Mate to filter employers by green card sponsorship history so you're applying where the process is already established.
Request a prevailing wage determination early
Before PERM filing begins, your employer must obtain a prevailing wage determination from DOL. Verify that your offered salary meets the correct wage level for your geographic area and job duties using the OFLC Wage Search tool, which categorizes compensation analysts by experience tier.
Document job duties against the O*NET profile
PERM labor certification requires precise job duty documentation. Review the O*NET occupation profile for Compensation Analysts and confirm your offer letter and I-140 petition language reflects the specialized analytical duties that distinguish this role from general HR positions.
Negotiate PERM filing into your offer package
Ask the hiring manager or recruiter directly whether the company sponsors PERM before accepting an offer. Employers sometimes initiate sponsorship only after a retention milestone, so clarify the timeline in writing during the offer stage, not after your first day.
Understand how priority date affects your green card timeline
EB-3 priority dates for most countries outside China and India are current or near-current, meaning you won't face a years-long backlog after I-140 approval. Confirm your country of birth's priority date against the monthly USCIS Visa Bulletin before committing to a sponsoring employer.
Green Card Compensation Analyst: Frequently Asked Questions
Does a Compensation Analyst role qualify for EB-2 or EB-3 green card sponsorship?
Compensation Analyst positions can qualify under either EB-2 or EB-3 depending on the employer's stated requirements. EB-2 applies when the role requires a master's degree or equivalent advanced credentials. EB-3 covers positions requiring at least a bachelor's degree. Most mid-to-large employers filing PERM for this role use EB-3, though EB-2 filings are common when the position involves senior-level compensation strategy or specialized modeling work.
How does PERM green card sponsorship differ from H-1B sponsorship for Compensation Analysts?
H-1B visa sponsorship is temporary, subject to an annual lottery, and must be renewed every three years. PERM-based green card sponsorship is permanent, has no lottery, and leads to lawful permanent residency. The PERM process takes longer upfront because DOL requires the employer to conduct a supervised recruitment campaign proving no qualified U.S. worker is available, but the outcome is a direct path to a green card rather than a renewable temporary status.
How long does the PERM and green card process take for this role?
The PERM labor certification stage currently averages several months to over a year depending on whether DOL selects the application for audit. After PERM approval, the employer files the I-140 petition with USCIS, which can take six months or more without premium processing. For applicants from most countries, adjustment of status or consular processing follows relatively quickly once the I-140 is approved, since EB-3 priority dates are current for most nationalities.
What documentation should I prepare before approaching a sponsoring employer?
Gather your educational credentials, including official transcripts and any credential evaluation reports from a NACES-approved evaluator if your degree is from outside the United States. Compile a detailed employment history showing progressive responsibility in compensation analysis, pay modeling, or job evaluation. Foreign credentials that align with the O*NET occupation profile for Compensation Analysts strengthen your PERM petition and help your employer's attorney document the specialty occupation basis.
Where can I find Compensation Analyst jobs that already sponsor green cards?
Migrate Mate lets you search specifically for employers with active EB-2 and EB-3 sponsorship history, filtering by job title and location so you're not cold-applying to companies with no PERM track record. Targeting employers who have already completed PERM filings for similar roles shortens your path to sponsorship because the internal process, legal counsel relationships, and HR workflows are already in place.