Compensation And Benefits Green Card 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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About Alvarez & Marsal
Alvarez & Marsal (A&M) is a global consulting firm with entrepreneurial, action and results-oriented professionals. We take a hands-on approach to solving our clients' problems and assisting them in reaching their potential. Our culture celebrates independent thinkers and doers who positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are why our people love working at A&M.
The Team
A&M's Compensation & Benefits practice is currently seeking a Director with key expertise in the area of Executive Compensation. The ideal candidate will work with our team of professionals to advise companies of all sizes on various compensation and benefits matters. When you join us you will gain unique experiences and valuable knowledge working across capabilities, sectors, and geographies, and have the opportunity to take control of your career progression.
How will you contribute
As a Director, you will assist clients with the design, implementation, communication, and monitoring of their compensation philosophy and strategy. The types of programs we consult on include base salary, annual incentives, long-term incentives, executive-level retirement, deferred compensation, and fringe benefit plans.
Responsibilities:
- Complete complex compensation and benefits projects
- Provide compensation, tax, accounting, and business advice in regards to complex transactions
- Provide competitive market data, quantitative/qualitative analyses
- Have proficiency in the taxation of executive compensation and knowledge of Code sections 83, 162(m), 280G, and 409A
- Participate in multiple executive compensation engagements for a diverse client base, both in and out of the transaction setting
- Contribute to client satisfaction by providing timely and effective responses to client needs and concerns
- Participate in client meetings and work within a team environment to deliver fully integrated compensation and benefit services to clients
- Conduct proxy statement studies and analyses of other publicly available data sources
- Benchmark, design, and implement annual incentive plans and long-term incentive plans
- Conduct statistical analyses of compensation data
- Model financial impact of compensation plans
- Conduct performance metrics studies
- Monitor executive and other compensation trends
- Participate in broader projects including performance management, employee benefits, retirement, healthcare, performance optimization, cash/non-cash reward and recognition
- Participate in marketing initiatives including support on developing compensation work and methodology approaches, writing and supporting proposals and conducting surveys
- With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems
- Lead client engagements on a day-to-day basis and manage staff members on various projects, including:
- Benchmark compensation and develop reports to support the compensation recommendations
- Design annual and long-term incentive awards while considering the tax, accounting, and other regulatory ramifications
- Prepare tax calculations and various analyses/models to help clients make better informed compensation decisions and comply with the applicable rules and regulations
- Review/draft technical memorandums and letters related to compensation & benefits issues
- Review the calculations and work product of peers for accuracy and reasonableness, serving as a thorough reviewer of data and results (most of the work product reviewed will be in Excel and PowerPoint)
- Interpreting and applying laws, regulations, judicial precedent and other guidance
Qualifications
- Bachelor's degree required, Advanced Degree preferred (i.e., JD, LL.M. in Taxation, and/or World at Work Certified)
- 7+ years of related work experience
- Strong knowledge of executive compensation and statistical analysis, incentive plan design and analysis, and pay structure analysis and design
- Excellent verbal and written communication skills and ability to articulate complex information, including presenting complex topics in easily understood terms to clients
- Strong analytical skills
- Ability to simultaneously work on and manage several projects and effectively manage deadlines
- High motivation to learn and grow
- Proficient in Excel, PowerPoint, and Word
Your journey at A& M
We recognize that our people are the driving force behind our success, which is why we prioritize an employee experience that fosters each person's unique professional and personal development. Our robust performance development process promotes continuous learning, rewards your contributions, and fosters a culture of meritocracy. With top-notch training and on-the-job learning opportunities, you can acquire new skills and advance your career.
We prioritize your well-being, providing benefits and resources to support you on your personal journey. Our people consistently highlight the growth opportunities, our unique, entrepreneurial culture, and the fun we have together as their favorite aspects of working at A&M. The possibilities are endless for high-performing and passionate professionals.
Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings' fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined periodically as well as a 401(k) retirement savings plan. Provided the eligibility requirements are met, employees will also receive an annual discretionary contribution to their 401(k) retirement savings plan from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M's benefits programs.
Alvarez & Marsal recruits on an ongoing basis. Candidates are considered as they apply, until the opportunity is filled. Candidates are encouraged to apply expeditiously to any role(s) that they are qualified for and that are of interest to them.
The salary range is $130,000 - $175,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.
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Description
About Alvarez & Marsal
Alvarez & Marsal (A&M) is a global consulting firm with entrepreneurial, action and results-oriented professionals. We take a hands-on approach to solving our clients' problems and assisting them in reaching their potential. Our culture celebrates independent thinkers and doers who positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are why our people love working at A&M.
The Team
A&M's Compensation & Benefits practice is currently seeking a Director with key expertise in the area of Executive Compensation. The ideal candidate will work with our team of professionals to advise companies of all sizes on various compensation and benefits matters. When you join us you will gain unique experiences and valuable knowledge working across capabilities, sectors, and geographies, and have the opportunity to take control of your career progression.
How will you contribute
As a Director, you will assist clients with the design, implementation, communication, and monitoring of their compensation philosophy and strategy. The types of programs we consult on include base salary, annual incentives, long-term incentives, executive-level retirement, deferred compensation, and fringe benefit plans.
Responsibilities:
- Complete complex compensation and benefits projects
- Provide compensation, tax, accounting, and business advice in regards to complex transactions
- Provide competitive market data, quantitative/qualitative analyses
- Have proficiency in the taxation of executive compensation and knowledge of Code sections 83, 162(m), 280G, and 409A
- Participate in multiple executive compensation engagements for a diverse client base, both in and out of the transaction setting
- Contribute to client satisfaction by providing timely and effective responses to client needs and concerns
- Participate in client meetings and work within a team environment to deliver fully integrated compensation and benefit services to clients
- Conduct proxy statement studies and analyses of other publicly available data sources
- Benchmark, design, and implement annual incentive plans and long-term incentive plans
- Conduct statistical analyses of compensation data
- Model financial impact of compensation plans
- Conduct performance metrics studies
- Monitor executive and other compensation trends
- Participate in broader projects including performance management, employee benefits, retirement, healthcare, performance optimization, cash/non-cash reward and recognition
- Participate in marketing initiatives including support on developing compensation work and methodology approaches, writing and supporting proposals and conducting surveys
- With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems
- Lead client engagements on a day-to-day basis and manage staff members on various projects, including:
- Benchmark compensation and develop reports to support the compensation recommendations
- Design annual and long-term incentive awards while considering the tax, accounting, and other regulatory ramifications
- Prepare tax calculations and various analyses/models to help clients make better informed compensation decisions and comply with the applicable rules and regulations
- Review/draft technical memorandums and letters related to compensation & benefits issues
- Review the calculations and work product of peers for accuracy and reasonableness, serving as a thorough reviewer of data and results (most of the work product reviewed will be in Excel and PowerPoint)
- Interpreting and applying laws, regulations, judicial precedent and other guidance
Qualifications
- Bachelor's degree required, Advanced Degree preferred (i.e., JD, LL.M. in Taxation, and/or World at Work Certified)
- 7+ years of related work experience
- Strong knowledge of executive compensation and statistical analysis, incentive plan design and analysis, and pay structure analysis and design
- Excellent verbal and written communication skills and ability to articulate complex information, including presenting complex topics in easily understood terms to clients
- Strong analytical skills
- Ability to simultaneously work on and manage several projects and effectively manage deadlines
- High motivation to learn and grow
- Proficient in Excel, PowerPoint, and Word
Your journey at A& M
We recognize that our people are the driving force behind our success, which is why we prioritize an employee experience that fosters each person's unique professional and personal development. Our robust performance development process promotes continuous learning, rewards your contributions, and fosters a culture of meritocracy. With top-notch training and on-the-job learning opportunities, you can acquire new skills and advance your career.
We prioritize your well-being, providing benefits and resources to support you on your personal journey. Our people consistently highlight the growth opportunities, our unique, entrepreneurial culture, and the fun we have together as their favorite aspects of working at A&M. The possibilities are endless for high-performing and passionate professionals.
Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings' fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined periodically as well as a 401(k) retirement savings plan. Provided the eligibility requirements are met, employees will also receive an annual discretionary contribution to their 401(k) retirement savings plan from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M's benefits programs.
Alvarez & Marsal recruits on an ongoing basis. Candidates are considered as they apply, until the opportunity is filled. Candidates are encouraged to apply expeditiously to any role(s) that they are qualified for and that are of interest to them.
The salary range is $130,000 - $175,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.
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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.
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Find Compensation And Benefits JobsCompensation And Benefits Green Card Sponsorship: 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 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.
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