Green Card Compensation Specialist Jobs
Compensation Specialist roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification when employers demonstrate no qualified U.S. workers are available. Your degree in human resources, business, or a related field, combined with experience designing pay structures and conducting job evaluations, supports both EB-2 and EB-3 petitions.
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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 Specialist Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Compensation Specialist
Align your credentials with PERM requirements
PERM requires your employer to advertise the role at the minimum requirements they'll list on your petition. Make sure your resume reflects the exact degree field and years of experience your employer plans to specify, so your background matches the certified job description precisely.
Target employers with dedicated total rewards teams
Companies large enough to have standalone compensation functions, rather than generalist HR staff handling pay analysis, are far more likely to pursue PERM sponsorship. Look for organizations posting roles with titles like Compensation Analyst, Total Rewards Specialist, or Pay Equity Manager.
Search green card sponsoring employers on Migrate Mate
Migrate Mate filters Compensation Specialist openings by employers with active green card sponsorship history, saving you from applying to companies that handle compensation in-house but have never filed an EB-2 or EB-3 petition.
Use OFLC Wage Search to verify prevailing wage levels
DOL sets prevailing wages by SOC code and location for every PERM filing. Pull the wage level for your target metro area before your offer stage so you can confirm the employer's offered salary meets the DOL threshold, which is a hard requirement before your I-140 can proceed.
Ask employers about concurrent I-140 and I-485 filing
If your priority date is current when USCIS approves your I-140, your employer can file your adjustment of status application at the same time, cutting months off your wait. Confirm early in negotiations whether the employer's immigration counsel handles concurrent filing.
Demonstrate specialty occupation depth in your offer letter
PERM petitions for Compensation Specialists are strengthened when the job description references advanced analytical duties, such as market pricing methodology, regression-based pay equity analysis, or executive compensation benchmarking, rather than general HR tasks that a generalist could perform.
Green Card Compensation Specialist: Frequently Asked Questions
Does a Compensation Specialist role qualify for EB-2 or EB-3 sponsorship?
Compensation Specialist positions typically qualify for EB-3 when the employer requires a bachelor's degree in human resources, finance, or business. If the role requires an advanced degree or the candidate holds a master's degree and the employer is willing to document that requirement, EB-2 sponsorship is also possible. The specific category depends on the minimum qualifications the employer sets in the PERM job description.
How does green card sponsorship differ from H-1B sponsorship for this role?
H-1B visa is a temporary status with a three-year initial period and annual lottery exposure. EB-2 and EB-3 green card sponsorship through PERM leads to permanent residency with no cap concerns at the filing stage. The tradeoff is timeline: PERM labor certification alone takes six months to over a year before USCIS even begins reviewing your I-140 petition, making early employer conversations critical.
What does the PERM process look like for a Compensation Specialist position?
Your employer files a PERM application with DOL after completing mandatory recruitment steps, including job postings and internal notices, to demonstrate no qualified U.S. workers are available. DOL either certifies or audits the application. Once certified, your employer files an I-140 immigrant petition with USCIS. You then file for adjustment of status or an immigrant visa when your priority date becomes current in the Visa Bulletin.
How can I find employers who will sponsor a green card for a Compensation Specialist?
Many companies hire compensation professionals but have never filed EB-2 or EB-3 petitions, making sponsorship conversations difficult. Migrate Mate identifies employers with active green card sponsorship history specifically for this role, so you can focus your search on companies already familiar with the PERM process rather than trying to educate a prospective employer from scratch.
Does O*NET classify Compensation Specialists as a specialty occupation for green card purposes?
O*NET categorizes Compensation, Benefits, and Job Analysis Specialists under a job zone requiring substantial preparation, typically a bachelor's degree or higher in a related field. This classification supports the employer's case in PERM documentation that the role is not entry-level and requires specialized knowledge, which strengthens the petition's foundation whether you're pursuing EB-2 or EB-3.