Green Card Compensation And Benefits Jobs
Compensation and benefits roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification, which permanently ties your immigration status to the position rather than a temporary work authorization. Employers in HR, finance, and professional services regularly sponsor these roles, and your specialized credentials in total rewards, job evaluation, and plan design strengthen your PERM case.
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Get Access To All JobsAbout Invesco
As one of the world’s leading independent global investment firms, Invesco is dedicated to rethinking possibilities for our clients. By delivering the combined power of our distinctive investment management capabilities, we provide a wide range of investment strategies and vehicles to our clients around the world. If you're looking for challenging work, intelligent colleagues, and exposure across a global footprint, come explore your potential at Invesco.
What’s in it for you?
Our people are at the very core of our success. Invesco employees get more out of life through our comprehensive compensation and benefit offerings including:
- Flexible paid time off
- Hybrid work schedule
- 401(K) matching of 100% up to the first 6% with a discretionary supplemental contribution
- Health & wellbeing benefits
- Parental Leave benefits
- Employee stock purchase plan
About the Role
The Manager, Executive Compensation supports the design, analysis, administration, governance, and communication of executive and long-term incentive compensation programs, translating complex compensation information into clear recommendations and decision materials for senior leadership and the Compensation Committee.
Key Responsibilities/Duties:
- Manage key components of executive compensation programs, including base salary, annual incentive, long-term incentive, deferred compensation, and non-employee director compensation processes.
- Prepare high-quality Compensation Committee materials, executive presentations, analyses, and supporting documentation that clearly communicate key issues, alternatives, and recommendations.
- Conduct executive compensation market benchmarking, peer-group analysis, pay positioning, and pay-for-performance assessments to support competitive and well-governed compensation decisions.
- Support the annual executive compensation cycle by coordinating data, timelines, approvals, and deliverables across Human Resources, Finance, Legal, Tax, Payroll, and other stakeholders.
- Partner on the administration and oversight of equity, notional fund, and other long-term incentive programs, including grants, vesting, reconciliations, data validation, reporting, and participant communications.
- Support required executive compensation disclosures and governance activities, including proxy compensation content, Compensation Discussion and Analysis, compensation tables, and Section 16 reporting, in partnership with Legal and Finance.
- Monitor regulatory, governance, tax, accounting, and market developments affecting executive compensation and recommend updates to programs, policies, controls, and processes.
- Maintain accurate executive compensation data and develop reports, dashboards, and analyses that identify trends, risks, and opportunities and enable data-driven decisions.
- Coordinate with external compensation consultants, equity administrators, survey providers, and other vendors to support benchmarking, program administration, and special projects.
- Document and improve executive compensation processes, controls, calendars, and procedures to strengthen accuracy, efficiency, consistency, and audit readiness.
- Provide practical guidance to HR partners and business leaders on executive compensation matters, escalating complex or high-risk issues as appropriate.
- Lead or contribute to special projects involving organizational changes, transactions, plan changes, or other executive and equity compensation priorities.
Skills/Personal Attributes Required:
- 6-8 years of experience
- Bachelor's degree in Human Resources, Finance, Accounting, Business, Economics, or a related field.
- Progressively responsible compensation experience, including direct exposure to executive compensation, equity compensation, long-term incentives, or closely related work.
- Strong analytical capability, with the ability to interpret compensation, financial, and market data and translate findings into practical recommendations.
- Advanced proficiency in Microsoft Excel and PowerPoint, including the ability to develop accurate analyses and concise, executive-ready presentations that tell a clear story.
- Strong project-management and organizational skills, with the ability to manage recurring cycles, competing priorities, confidential information, and time-sensitive deliverables.
- Clear written and verbal communication skills and the judgment to work effectively with senior leaders and cross-functional partners.
- Working knowledge of executive compensation governance, long-term incentive practices, and applicable legal, regulatory, tax, and accounting considerations.
- High attention to detail, discretion, sound judgment, accountability, and a continuous-improvement mindset.
Preferred Qualifications
- Experience in a public company, financial services firm, or other complex, regulated, global organization.
- Experience supporting a Compensation Committee, proxy compensation disclosures, executive market benchmarking, or equity-plan administration.
- Certified Compensation Professional (CCP), Certified Executive Compensation Professional (CECP), Certified Equity Professional (CEP), or similar credential.
Full Time / Part Time
Full time
Worker Type
Employee
Job Exempt (Yes / No)
Yes
Workplace Model
Pursuant to Invesco’s Workplace Policy, employees are expected to comply with the firm’s most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other’s growth and development.
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.
Invesco's culture of inclusivity and its commitment to diversity in the workplace are demonstrated through our people practices. We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, gender, gender identity, sexual orientation, marital status, national origin, citizenship status, disability, age, or veteran status. Our equal opportunity employment efforts comply with all applicable U.S. state and federal laws governing non-discrimination in employment.
About Invesco
As one of the world’s leading independent global investment firms, Invesco is dedicated to rethinking possibilities for our clients. By delivering the combined power of our distinctive investment management capabilities, we provide a wide range of investment strategies and vehicles to our clients around the world. If you're looking for challenging work, intelligent colleagues, and exposure across a global footprint, come explore your potential at Invesco.
What’s in it for you?
Our people are at the very core of our success. Invesco employees get more out of life through our comprehensive compensation and benefit offerings including:
- Flexible paid time off
- Hybrid work schedule
- 401(K) matching of 100% up to the first 6% with a discretionary supplemental contribution
- Health & wellbeing benefits
- Parental Leave benefits
- Employee stock purchase plan
About the Role
The Manager, Executive Compensation supports the design, analysis, administration, governance, and communication of executive and long-term incentive compensation programs, translating complex compensation information into clear recommendations and decision materials for senior leadership and the Compensation Committee.
Key Responsibilities/Duties:
- Manage key components of executive compensation programs, including base salary, annual incentive, long-term incentive, deferred compensation, and non-employee director compensation processes.
- Prepare high-quality Compensation Committee materials, executive presentations, analyses, and supporting documentation that clearly communicate key issues, alternatives, and recommendations.
- Conduct executive compensation market benchmarking, peer-group analysis, pay positioning, and pay-for-performance assessments to support competitive and well-governed compensation decisions.
- Support the annual executive compensation cycle by coordinating data, timelines, approvals, and deliverables across Human Resources, Finance, Legal, Tax, Payroll, and other stakeholders.
- Partner on the administration and oversight of equity, notional fund, and other long-term incentive programs, including grants, vesting, reconciliations, data validation, reporting, and participant communications.
- Support required executive compensation disclosures and governance activities, including proxy compensation content, Compensation Discussion and Analysis, compensation tables, and Section 16 reporting, in partnership with Legal and Finance.
- Monitor regulatory, governance, tax, accounting, and market developments affecting executive compensation and recommend updates to programs, policies, controls, and processes.
- Maintain accurate executive compensation data and develop reports, dashboards, and analyses that identify trends, risks, and opportunities and enable data-driven decisions.
- Coordinate with external compensation consultants, equity administrators, survey providers, and other vendors to support benchmarking, program administration, and special projects.
- Document and improve executive compensation processes, controls, calendars, and procedures to strengthen accuracy, efficiency, consistency, and audit readiness.
- Provide practical guidance to HR partners and business leaders on executive compensation matters, escalating complex or high-risk issues as appropriate.
- Lead or contribute to special projects involving organizational changes, transactions, plan changes, or other executive and equity compensation priorities.
Skills/Personal Attributes Required:
- 6-8 years of experience
- Bachelor's degree in Human Resources, Finance, Accounting, Business, Economics, or a related field.
- Progressively responsible compensation experience, including direct exposure to executive compensation, equity compensation, long-term incentives, or closely related work.
- Strong analytical capability, with the ability to interpret compensation, financial, and market data and translate findings into practical recommendations.
- Advanced proficiency in Microsoft Excel and PowerPoint, including the ability to develop accurate analyses and concise, executive-ready presentations that tell a clear story.
- Strong project-management and organizational skills, with the ability to manage recurring cycles, competing priorities, confidential information, and time-sensitive deliverables.
- Clear written and verbal communication skills and the judgment to work effectively with senior leaders and cross-functional partners.
- Working knowledge of executive compensation governance, long-term incentive practices, and applicable legal, regulatory, tax, and accounting considerations.
- High attention to detail, discretion, sound judgment, accountability, and a continuous-improvement mindset.
Preferred Qualifications
- Experience in a public company, financial services firm, or other complex, regulated, global organization.
- Experience supporting a Compensation Committee, proxy compensation disclosures, executive market benchmarking, or equity-plan administration.
- Certified Compensation Professional (CCP), Certified Executive Compensation Professional (CECP), Certified Equity Professional (CEP), or similar credential.
Full Time / Part Time
Full time
Worker Type
Employee
Job Exempt (Yes / No)
Yes
Workplace Model
Pursuant to Invesco’s Workplace Policy, employees are expected to comply with the firm’s most current workplace model, which as of October 1, 2025, includes spending at least four full days each week working in an Invesco office. This reflects our belief that spending time together in the office helps us build stronger relationships, collaborate more easily, and support each other’s growth and development.
The above information on this description has been designed to indicate the general nature and level of work performed by employees within this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. The job holder may be required to perform other duties as deemed appropriate by their manager from time to time.
Invesco's culture of inclusivity and its commitment to diversity in the workplace are demonstrated through our people practices. We are proud to be an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, gender, gender identity, sexual orientation, marital status, national origin, citizenship status, disability, age, or veteran status. Our equal opportunity employment efforts comply with all applicable U.S. state and federal laws governing non-discrimination in employment.
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Get Access To All JobsTips for Finding Green Card Sponsorship in Compensation And Benefits
Document your total rewards specialization early
Gather certifications like CCP or CBP, performance evaluations tied to compensation plan design, and any published benchmarking work. PERM requires proving your qualifications match the job requirements, so documentation assembled before the job search speeds the process.
Target employers with active PERM filing history
Use Migrate Mate to filter compensation and benefits roles by employers who have sponsored PERM cases before. Prior PERM filings signal that HR and legal teams already understand the process and won't treat sponsorship as an obstacle.
Identify EB-2 versus EB-3 eligibility for your background
EB-2 applies when the role requires an advanced degree or your credentials are equivalent; EB-3 covers bachelor's-level professionals. Compensation analyst and benefits manager roles frequently qualify under both, so clarifying your tier with the hiring employer early avoids renegotiating after an offer.
Verify the prevailing wage before salary negotiations
Your employer must pay at or above the DOL prevailing wage for the specific compensation or benefits role and location. Look up the applicable wage level using the OFLC Wage Search before your offer stage so there are no surprises during the PERM filing.
Request the PERM timeline during offer discussions
PERM labor certification alone can take 12 to 18 months before the I-140 petition is even filed. Asking the employer for their typical PERM-to-green-card timeline upfront lets you assess total wait time and plan your current work authorization accordingly.
Use O*NET to align your job description language
PERM job requirements must reflect actual minimum qualifications, not inflated ones. Cross-checking the O*NET occupation profile for compensation and benefits roles helps ensure the posted requirements are defensible under DOL audit scrutiny.
Green Card Compensation And Benefits: Frequently Asked Questions
Do compensation and benefits roles qualify for EB-2 or EB-3 green card sponsorship?
Most compensation and benefits roles qualify for either EB-2 or EB-3 depending on the degree requirement attached to the specific position. If the role requires a master's degree or equivalent, EB-2 applies. Bachelor's-level positions typically fall under EB-3. Your employer specifies the tier during the PERM labor certification process, and both paths lead to lawful permanent residency.
How does green card sponsorship through PERM differ from H-1B sponsorship for this role?
H-1B visa is a temporary work visa tied to annual caps and a lottery. PERM-based green card sponsorship has no annual cap at the EB-3 level for most nationalities and results in permanent residency rather than a renewable temporary status. The PERM process takes longer overall, often two to four years from start to green card approval, but it offers a permanent outcome the H-1B cannot.
What makes a compensation and benefits employer a strong PERM sponsor?
Employers who have completed PERM filings before, maintain a dedicated HR legal team, and regularly hire international talent in specialized roles are the strongest candidates. Compensation and benefits positions at mid-to-large corporations, consulting firms, and financial institutions tend to have established sponsorship workflows. You can filter for employers with PERM filing history using Migrate Mate.
What role does the prevailing wage determination play in a PERM case for this field?
DOL requires your employer to pay at or above the prevailing wage for your specific compensation or benefits role, job zone, and geographic location. The prevailing wage is determined through the OFLC Wage Search and sets a floor for your offered salary throughout the green card process. If the employer's budget falls below that threshold, the PERM application cannot proceed.
How do I find compensation and benefits jobs that already offer green card sponsorship?
Searching broadly misses the signal that matters most: whether the employer has actually filed PERM cases before. Migrate Mate surfaces compensation and benefits roles filtered by employers with documented green card sponsorship history, so you spend your time on opportunities where sponsorship is already part of the hiring process rather than a negotiation you have to initiate.