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.
Find Green Card Compensation And Benefits JobsOverview
Showing 5 of 17+ Compensation And Benefits jobs
See all Compensation And Benefits Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Compensation And Benefits roles.
Get Access To All JobsWhat Cognite is: Relentless to achieve
Cognite operates at the forefront of industrial digitalization, building AI, and data solutions that solve the world's hardest, highest-impact problems. With unmatched industrial heritage and a comprehensive suite of AI capabilities, including low-code AI agents, Cognite accelerates the digital transformation to drive operational improvements.
We thrive in challenges. We challenge assumptions. We execute with speed and ownership. If you view obstacles as signals to step forward - not backwards - you'll feel right at home here.
Our Moonshot is bold: Unlock $100B in customer value by 2035, and redefine how global industry works. Join us in this venture where AI and data meet ingenuity, and together, we will forge the path to a smarter, more connected industrial future.
We are seeking a Compensation & Benefits Director to serve as the global owner of Cognite's compensation philosophy & strategy, and operational governance. This is a high-impact, business-critical role at the intersection of strategy, financial rigor, and employee experience.
Our global footprint spans the US (Phoenix, Houston, and multistate presence), Norway, India (Bangalore), Japan, Western Europe, and the UAE — with continued growth through new entities and global hiring. How we reward, deploy, and develop our talent across these markets is central to our ambition.
You will evolve the compensation and benefits frameworks that reinforce performance culture, attract and retain world-class talent, and scale with Cognite's growth. You are a hands-on subject matter expert and genuine team player — equally comfortable shaping long-term strategy and rolling up your sleeves to get things done. You will report directly to, and partner closely with, the VP, People Operations & Rewards, while serving as the subject matter expert to the CHRO and CFO alongside the broader People & Organization team.
How you'll demonstrate Ownership
1. Global Compensation Strategy & Architecture
- Own and evolve Cognite's global compensation philosophy and strategy, ensuring alignment with business growth, talent strategy, and shareholder value creation.
- Architect scalable compensation frameworks across base salary, annual bonus, equity, and long-term incentive programs.
- Evolve our compensation structures for new and existing geographies, ensuring market competitiveness, regulatory compliance, and alignment with local market dynamics.
- Drive performance differentiation through compensation design, linking directly to Cognite's performance frameworks, ratings, and career architecture.
- Monitor global market trends, emerging compensation practices, and evolving pay transparency regulations — proactively adjusting Cognite's approach to remain competitive and compliant.
- Ensure compensation governance frameworks are robust, auditable, and scalable across all geographies — appropriate for a company building toward public-company readiness.
- Prepare clear, structured materials for Board and Compensation Committee reviews.
2. Equity, Incentives & Performance Alignment
- Design and continuously refine annual bonus structures and incentive frameworks across technical, commercial, and leadership populations.
- Partner with HRBP, business Operations, Finance, and executive leadership to ensure incentive models and commission structures align with Cognite's global Compensation strategy.
- Develop compensation models tied to career architecture, creating clear progression pathways and meaningful reward differentiation across levels and functions.
5. Operational Excellence & Compensation Execution
- Own the end-to-end operational execution of global compensation programs: annual review cycles, bonus processing, equity planning, and promotion-related adjustments.
- Manage and scale automated compensation processes leveraging platforms such as Pave, Radford, and Cognite's HRIS to ensure efficiency, accuracy, and governance.
- In alignment with HRBP, partner with Finance Partners to align compensation planning with headcount budgets & financial forecasts.
- Ensure all compensation processes, records, and decisions meet compliant auditability and controls standards.
6. Analytics, Reporting & Market Intelligence
- Define and track key Compensation metrics including market positioning, pay equity, compa-ratio distribution, retention impact, and incentive effectiveness.
- Interpret workforce analytics to proactively inform compensation strategy, identify talent risk, and surface actionable insights for senior leadership and the Board.
- Provide internal and external reporting and people data for respective audit and compliance requirements.
- Enhance our practices in accordance with global pay transparency regulations and leverage data across HRIS, Finance, and benchmarking platforms to maintain a clear, real-time picture of Cognite's compensation competitiveness.
7. Cross-Functional Partnership & Stakeholder Leadership
- Serve as a trusted subject matter expert and advisor to the CHRO, CFO, and senior leadership on all compensation, equity, and mobility matters.
- Partner closely with People Business Partners, Talent Acquisition, and Finance to ensure the compensation strategy is embedded in hiring, performance, and planning processes.
- Collaborate across the People & Organization team as a genuine, hands-on partner — sharing knowledge, supporting others, and building the function's credibility through delivery.
- Build effective partnerships with regional People Ops teams to ensure compensation & benefits is correctly reflected in our system (data accuracy and data management).
The Impact you bring to Cognite
You are a rare combination of strategic thinker and operational executor — someone who can design the architecture and run the engine. You bring credibility at the Board level and the willingness to be in the detail when it matters.
Hands-on operator: you lead from the front, roll up your sleeves, and take personal accountability for outcomes — you do not outsource the detail.
Strong collaborator and genuine partner across People & Organization, Finance, and the business — able to build trust quickly and lead through influence.
Exceptional executive presence: structured, clear, and confident in front of the CHRO, CFO, and Board.
Strong financial and analytical acumen — able to build models, stress-test scenarios, and translate data into clear, actionable recommendations.
Strong AI literacy and HR technology acumen, with experience leveraging modern tools to drive efficiency and insight in the rewards function.
High ownership mindset: you thrive in ambiguity, move with urgency, and hold yourself and your team to a high standard.
Required Qualifications
- 12+ years of progressive experience in Compensation, Total Rewards, or related disciplines, with global scope and direct program leadership.
- Expertise in international compensation practices and frameworks including executive pay, and incentive design — with experience managing equity pools, and Board-level reporting.
- Proven background in a high-growth technology or SaaS environment, including advisory experience at C-suite or Board level.
- Experience designing and governing compensation frameworks across multiple geographies, including pay transparency and compliance requirements.
- 3-4 days Hybrid in Tempe office, AZ, with willingness to travel if required.
Preferred Experience
- Familiarity with Global Mobility, including EOR models, tax, pay, and cross-border compliance requirements.
- Experience with compensation benchmarking platforms such as Pave, Radford, or similar tools.
- Experience designing compensation for technical, AI, and engineering talent markets.
- Experience supporting a company through IPO preparation, public-company transition, and/or M&A processes.
A snapshot of our many perks and benefits as a Cogniter
- Competitive compensation
- 401(k) with employer matching
- Competitive health, dental, vision & disability coverages for employees and all dependents
- Unlimited PTO
- Paid Parental Leave Program
- Employee Referral Program
Learn more about us
- Impact 2025
- Cognite's Industrial AI: Moonshot
- We're globally recognized domain experts with an international presence that spans Phoenix, Houston, Oslo, Tokyo, Bengaluru, and Abu Dhabi.
Equal Opportunity
Cognite is committed to creating a diverse and inclusive environment at work and is proud to be an equal opportunity employer. All qualified applicants will receive the same level of consideration for employment.
What Cognite is: Relentless to achieve
Cognite operates at the forefront of industrial digitalization, building AI, and data solutions that solve the world's hardest, highest-impact problems. With unmatched industrial heritage and a comprehensive suite of AI capabilities, including low-code AI agents, Cognite accelerates the digital transformation to drive operational improvements.
We thrive in challenges. We challenge assumptions. We execute with speed and ownership. If you view obstacles as signals to step forward - not backwards - you'll feel right at home here.
Our Moonshot is bold: Unlock $100B in customer value by 2035, and redefine how global industry works. Join us in this venture where AI and data meet ingenuity, and together, we will forge the path to a smarter, more connected industrial future.
We are seeking a Compensation & Benefits Director to serve as the global owner of Cognite's compensation philosophy & strategy, and operational governance. This is a high-impact, business-critical role at the intersection of strategy, financial rigor, and employee experience.
Our global footprint spans the US (Phoenix, Houston, and multistate presence), Norway, India (Bangalore), Japan, Western Europe, and the UAE — with continued growth through new entities and global hiring. How we reward, deploy, and develop our talent across these markets is central to our ambition.
You will evolve the compensation and benefits frameworks that reinforce performance culture, attract and retain world-class talent, and scale with Cognite's growth. You are a hands-on subject matter expert and genuine team player — equally comfortable shaping long-term strategy and rolling up your sleeves to get things done. You will report directly to, and partner closely with, the VP, People Operations & Rewards, while serving as the subject matter expert to the CHRO and CFO alongside the broader People & Organization team.
How you'll demonstrate Ownership
1. Global Compensation Strategy & Architecture
- Own and evolve Cognite's global compensation philosophy and strategy, ensuring alignment with business growth, talent strategy, and shareholder value creation.
- Architect scalable compensation frameworks across base salary, annual bonus, equity, and long-term incentive programs.
- Evolve our compensation structures for new and existing geographies, ensuring market competitiveness, regulatory compliance, and alignment with local market dynamics.
- Drive performance differentiation through compensation design, linking directly to Cognite's performance frameworks, ratings, and career architecture.
- Monitor global market trends, emerging compensation practices, and evolving pay transparency regulations — proactively adjusting Cognite's approach to remain competitive and compliant.
- Ensure compensation governance frameworks are robust, auditable, and scalable across all geographies — appropriate for a company building toward public-company readiness.
- Prepare clear, structured materials for Board and Compensation Committee reviews.
2. Equity, Incentives & Performance Alignment
- Design and continuously refine annual bonus structures and incentive frameworks across technical, commercial, and leadership populations.
- Partner with HRBP, business Operations, Finance, and executive leadership to ensure incentive models and commission structures align with Cognite's global Compensation strategy.
- Develop compensation models tied to career architecture, creating clear progression pathways and meaningful reward differentiation across levels and functions.
5. Operational Excellence & Compensation Execution
- Own the end-to-end operational execution of global compensation programs: annual review cycles, bonus processing, equity planning, and promotion-related adjustments.
- Manage and scale automated compensation processes leveraging platforms such as Pave, Radford, and Cognite's HRIS to ensure efficiency, accuracy, and governance.
- In alignment with HRBP, partner with Finance Partners to align compensation planning with headcount budgets & financial forecasts.
- Ensure all compensation processes, records, and decisions meet compliant auditability and controls standards.
6. Analytics, Reporting & Market Intelligence
- Define and track key Compensation metrics including market positioning, pay equity, compa-ratio distribution, retention impact, and incentive effectiveness.
- Interpret workforce analytics to proactively inform compensation strategy, identify talent risk, and surface actionable insights for senior leadership and the Board.
- Provide internal and external reporting and people data for respective audit and compliance requirements.
- Enhance our practices in accordance with global pay transparency regulations and leverage data across HRIS, Finance, and benchmarking platforms to maintain a clear, real-time picture of Cognite's compensation competitiveness.
7. Cross-Functional Partnership & Stakeholder Leadership
- Serve as a trusted subject matter expert and advisor to the CHRO, CFO, and senior leadership on all compensation, equity, and mobility matters.
- Partner closely with People Business Partners, Talent Acquisition, and Finance to ensure the compensation strategy is embedded in hiring, performance, and planning processes.
- Collaborate across the People & Organization team as a genuine, hands-on partner — sharing knowledge, supporting others, and building the function's credibility through delivery.
- Build effective partnerships with regional People Ops teams to ensure compensation & benefits is correctly reflected in our system (data accuracy and data management).
The Impact you bring to Cognite
You are a rare combination of strategic thinker and operational executor — someone who can design the architecture and run the engine. You bring credibility at the Board level and the willingness to be in the detail when it matters.
Hands-on operator: you lead from the front, roll up your sleeves, and take personal accountability for outcomes — you do not outsource the detail.
Strong collaborator and genuine partner across People & Organization, Finance, and the business — able to build trust quickly and lead through influence.
Exceptional executive presence: structured, clear, and confident in front of the CHRO, CFO, and Board.
Strong financial and analytical acumen — able to build models, stress-test scenarios, and translate data into clear, actionable recommendations.
Strong AI literacy and HR technology acumen, with experience leveraging modern tools to drive efficiency and insight in the rewards function.
High ownership mindset: you thrive in ambiguity, move with urgency, and hold yourself and your team to a high standard.
Required Qualifications
- 12+ years of progressive experience in Compensation, Total Rewards, or related disciplines, with global scope and direct program leadership.
- Expertise in international compensation practices and frameworks including executive pay, and incentive design — with experience managing equity pools, and Board-level reporting.
- Proven background in a high-growth technology or SaaS environment, including advisory experience at C-suite or Board level.
- Experience designing and governing compensation frameworks across multiple geographies, including pay transparency and compliance requirements.
- 3-4 days Hybrid in Tempe office, AZ, with willingness to travel if required.
Preferred Experience
- Familiarity with Global Mobility, including EOR models, tax, pay, and cross-border compliance requirements.
- Experience with compensation benchmarking platforms such as Pave, Radford, or similar tools.
- Experience designing compensation for technical, AI, and engineering talent markets.
- Experience supporting a company through IPO preparation, public-company transition, and/or M&A processes.
A snapshot of our many perks and benefits as a Cogniter
- Competitive compensation
- 401(k) with employer matching
- Competitive health, dental, vision & disability coverages for employees and all dependents
- Unlimited PTO
- Paid Parental Leave Program
- Employee Referral Program
Learn more about us
- Impact 2025
- Cognite's Industrial AI: Moonshot
- We're globally recognized domain experts with an international presence that spans Phoenix, Houston, Oslo, Tokyo, Bengaluru, and Abu Dhabi.
Equal Opportunity
Cognite is committed to creating a diverse and inclusive environment at work and is proud to be an equal opportunity employer. All qualified applicants will receive the same level of consideration for employment.
See all Green Card Compensation And Benefits Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Compensation And Benefits Jobs.
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.