Compensation Director Green Card Jobs
Compensation Director roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires your employer to document that no qualified U.S. worker is available before filing your I-140 petition. Because total rewards leadership demands deep specialized expertise, many sponsors pursue EB-2 classification for advanced-degree professionals in this function.
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Get Access To All JobsJob Summary: This role is responsible for the development and delivery of compensation programs that attract and retain top talent, aligning with the Company’s business strategy and total rewards philosophy. In this role you will need to leverage deep technical expertise and use data to drive decisions supporting a competitive compensation strategy for our employees. You will be expected to build and lead a high-performing team, partner closely with HR, Payroll, and business leaders, and drive continuous improvement in our compensation processes and systems, including Workday.
Job Functions:
- Advance and continuously evolve our compensation strategy through evaluation, development, and implementation of compensation policies and programs that support the Company’s strategic business plan
- Strengthen our governance, auditing and controls, and documentation to ensure consistency, internal equity, and compliance across the compensation program
- Oversee all core compensation planning processes, including annual merit cycles, bonus programs, long term incentive programs, job leveling, promotions, etc.
- Provide guidance to HR Business Partners, Talent Acquisition and leaders on compensation recommendations related to hiring, promotions, transfers, and retention; provide input on issues such as internal compression and market competitiveness
- Conduct market pricing, salary structure design, and benchmarking studies to ensure internal equity and external competitiveness
- Lead recurring pay-equity and risk analyses; propose remediations and track outcomes
- Support HR systems transformation and ongoing enhancements to Workday compensation modules; drive automation, data quality, and user experience
- Provide strong data/analytics and process orientation with a customer centric approach; Improve tools, dashboards, and analytics to enable manager self-service and better decision-making
- Stay current with federal, state, and local requirements (e.g., FLSA, pay transparency laws, wage & hour, EEO) and ensure compliant practices, disclosures, and audits
- Coach, mentor, and develop team members; build bench strength and a culture to support our core values
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Psychology or related field; Master’s degree or relevant certification (e.g. CCP, SPHR) preferred. Other combinations of job-related experience and education that meet the requirements may be substituted.
- 10+ years experience managing compensation programs and a minimum of 5 years mentoring and leading a team of compensation professionals. Strong knowledge of compensation principles, design, trends, and compliance requirements.
- Proven ability to develop and execute strategies that align with business objectives.
- Experience with compensation benchmarking tools and HRIS systems (e.g., Workday, SAP, Oracle).
- Excellent communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams.
- Exceptional analytical, problem-solving, and decision-making skills.
- Advanced experience with MS Outlook, Excel, PowerPoint and Word preferred.
THE ABOVE STATEMENTS REFLECT THE GENERAL QUALIFICATIONS / DUTIES AND /OR RESPONSIBILITIES NECESSARY TO IDENTIFY THE JOB AND ARE NOT NECESSARILY INTENDED TO SET FORTH ALL OF THE SPECIFIC REQUIREMENTS OF THE JOB.
NOTE: This Job Description may change periodically as required by business necessity, with or without advance notice to employees.
Circle K is an Equal Opportunity Employer.
The Company complies with the Americans with Disabilities Act (the ADA) and all state and local disability laws. Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the ADA and certain state or local laws as long as it does not impose an undue hardship on the Company. Please inform the Company’s Human Resources Representative if you need assistance completing any forms or to otherwise participate in the application process.
Click below to review information about our company's use of the federal E-Verify program to check work eligibility:
In English
In Spanish
Job Summary: This role is responsible for the development and delivery of compensation programs that attract and retain top talent, aligning with the Company’s business strategy and total rewards philosophy. In this role you will need to leverage deep technical expertise and use data to drive decisions supporting a competitive compensation strategy for our employees. You will be expected to build and lead a high-performing team, partner closely with HR, Payroll, and business leaders, and drive continuous improvement in our compensation processes and systems, including Workday.
Job Functions:
- Advance and continuously evolve our compensation strategy through evaluation, development, and implementation of compensation policies and programs that support the Company’s strategic business plan
- Strengthen our governance, auditing and controls, and documentation to ensure consistency, internal equity, and compliance across the compensation program
- Oversee all core compensation planning processes, including annual merit cycles, bonus programs, long term incentive programs, job leveling, promotions, etc.
- Provide guidance to HR Business Partners, Talent Acquisition and leaders on compensation recommendations related to hiring, promotions, transfers, and retention; provide input on issues such as internal compression and market competitiveness
- Conduct market pricing, salary structure design, and benchmarking studies to ensure internal equity and external competitiveness
- Lead recurring pay-equity and risk analyses; propose remediations and track outcomes
- Support HR systems transformation and ongoing enhancements to Workday compensation modules; drive automation, data quality, and user experience
- Provide strong data/analytics and process orientation with a customer centric approach; Improve tools, dashboards, and analytics to enable manager self-service and better decision-making
- Stay current with federal, state, and local requirements (e.g., FLSA, pay transparency laws, wage & hour, EEO) and ensure compliant practices, disclosures, and audits
- Coach, mentor, and develop team members; build bench strength and a culture to support our core values
Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Psychology or related field; Master’s degree or relevant certification (e.g. CCP, SPHR) preferred. Other combinations of job-related experience and education that meet the requirements may be substituted.
- 10+ years experience managing compensation programs and a minimum of 5 years mentoring and leading a team of compensation professionals. Strong knowledge of compensation principles, design, trends, and compliance requirements.
- Proven ability to develop and execute strategies that align with business objectives.
- Experience with compensation benchmarking tools and HRIS systems (e.g., Workday, SAP, Oracle).
- Excellent communication and interpersonal skills, with the ability to collaborate effectively with cross-functional teams.
- Exceptional analytical, problem-solving, and decision-making skills.
- Advanced experience with MS Outlook, Excel, PowerPoint and Word preferred.
THE ABOVE STATEMENTS REFLECT THE GENERAL QUALIFICATIONS / DUTIES AND /OR RESPONSIBILITIES NECESSARY TO IDENTIFY THE JOB AND ARE NOT NECESSARILY INTENDED TO SET FORTH ALL OF THE SPECIFIC REQUIREMENTS OF THE JOB.
NOTE: This Job Description may change periodically as required by business necessity, with or without advance notice to employees.
Circle K is an Equal Opportunity Employer.
The Company complies with the Americans with Disabilities Act (the ADA) and all state and local disability laws. Applicants with disabilities may be entitled to a reasonable accommodation under the terms of the ADA and certain state or local laws as long as it does not impose an undue hardship on the Company. Please inform the Company’s Human Resources Representative if you need assistance completing any forms or to otherwise participate in the application process.
Click below to review information about our company's use of the federal E-Verify program to check work eligibility:
In English
In Spanish
See all 172+ Compensation Director jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Compensation Director roles.
Get Access To All JobsTips for Finding Green Card Sponsorship in Compensation Director
Translate your credentials into PERM-ready language
PERM job requirements must match your actual qualifications precisely. Document your compensation benchmarking tools, executive pay program ownership, and any advanced degree in HR, business, or finance so your employer's labor certification filing reflects what you genuinely bring.
Target employers with active PERM filing history
Use Migrate Mate to filter Compensation Director openings by employers who have filed PERM applications for HR and management roles before. Past PERM activity signals an internal process and legal team already familiar with sponsoring this function.
Prioritize large enterprises over early-stage companies
PERM requires employers to demonstrate financial ability to pay the offered wage from the priority date forward. Publicly traded companies and large multinationals document this more easily than startups, reducing the risk of an I-140 denial on ability-to-pay grounds.
Understand how DOL prevailing wage determines your offer
Before you negotiate salary, run your target title and metro area through the OFLC Wage Search. DOL assigns a prevailing wage level to your role, and your offer must meet or exceed it throughout the green card process, which affects how you frame compensation discussions.
Request EB-2 classification if you hold a master's degree
Compensation Directors with a master's in human resources, business administration, or a related field often qualify for EB-2, which shortens the petition timeline relative to EB-3. Confirm the degree requirement appears explicitly in the PERM job description so USCIS classification aligns with DOL certification.
Account for PERM's recruitment window when timing your search
PERM requires your employer to run a mandatory recruitment campaign, typically 30 to 60 days, before filing with DOL. Build that window into your job search timeline so you're not surprised by a six-month gap between offer acceptance and petition submission.
Compensation Director jobs are hiring across the US. Find yours.
Find Compensation Director JobsCompensation Director Green Card Sponsorship: Frequently Asked Questions
Do Compensation Director roles typically qualify for EB-2 or EB-3 green card sponsorship?
Both categories apply depending on the employer's stated requirements. EB-2 is available when the position requires a master's degree or equivalent in human resources, business, or a related field. EB-3 covers roles requiring at least a bachelor's degree. Many employers pursue EB-2 for senior compensation leadership positions because the advanced-degree threshold is easy to document for this function.
How does green card sponsorship differ from H-1B sponsorship for a Compensation Director?
H-1B is a temporary nonimmigrant status capped at 85,000 new visas annually and subject to a lottery. EB-2 and EB-3 green card sponsorship through PERM leads to permanent residency with no annual lottery. The tradeoff is a longer process: PERM labor certification alone can take six to twelve months, followed by I-140 adjudication and adjustment of status, which adds more time depending on your country of birth.
What makes PERM labor certification complicated for Compensation Director positions?
DOL requires the employer to prove no qualified U.S. worker was available for the exact role described in the labor certification. For Compensation Director roles, overly narrow requirements, such as specifying a particular compensation software platform or a very specific industry background, can trigger an audit. The job description must be genuinely representative of the role without being artificially restrictive.
Where can I find Compensation Director jobs that offer green card sponsorship?
Migrate Mate is built specifically for employment-based green card job searches. You can filter Compensation Director openings by employers with PERM and I-140 filing history, which removes the guesswork of cold-applying to companies that have never sponsored this visa category. Focusing your search on verified sponsoring employers saves significant time in what is already a long process.
Can my employer start the green card process while I'm working on an H-1B?
Yes. Employers routinely file PERM while you hold H-1B status. Filing the I-140 before your sixth H-1B year also unlocks extensions beyond the standard six-year cap under AC21 portability rules, which is particularly valuable given how long EB-2 and EB-3 processing can take for applicants born in high-demand countries. USCIS has detailed guidance on H-1B extensions tied to pending green card filings.
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