Green Card Executive Compensation Jobs
Executive Compensation roles qualify for EB-2 and EB-3 green card sponsorship through PERM labor certification, which requires employers to document that no qualified U.S. worker is available before filing your I-140 petition. Compensation analysts, equity plan managers, and total rewards directors all fall within SOC codes that support permanent sponsorship.
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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 Executive Compensation Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Executive Compensation Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship in Executive Compensation
Document your specialty occupation credentials early
PERM audits often target compensation roles because the degree requirement can be contested. Gather transcripts, professional certifications like CCP or CEP, and employer letters that tie your specific credentials to the job duties before your employer begins the labor market test.
Target employers with active PERM filing history
Financial services firms, healthcare systems, and large technology companies file PERM applications for compensation professionals regularly. Cross-reference OFLC disclosure data by SOC code 13-1141 to identify employers who have sponsored this exact role category before.
Clarify EB-2 versus EB-3 classification before accepting an offer
If your role requires an advanced degree or specialized expertise in executive pay design, push for EB-2 classification. EB-2 gives you a shorter PERM-to-visa timeline in most countries compared to EB-3, and the distinction is worth negotiating before your employer files.
Use Migrate Mate to filter jobs by sponsorship history
Searching for Executive Compensation roles that include green card sponsorship is faster when you filter by employers with verified PERM filing records. Migrate Mate surfaces those employers directly, so you can focus applications on companies already set up to sponsor.
Confirm prevailing wage level before PERM is filed
DOL assigns Executive Compensation roles to Wage Level II, III, or IV depending on supervisory scope and complexity. Use the OFLC Wage Search to verify which level applies to your offered position, because a misfiled wage level triggers a PERM denial without a straightforward correction path.
Build your case around O*NET specialty occupation data
USCIS evaluates whether compensation roles meet specialty occupation standards using the O*NET occupation profile for compensation and benefits managers. Aligning your job description language to the knowledge and skills listed there strengthens your I-140 petition if USCIS issues a Request for Evidence.
Green Card Executive Compensation: Frequently Asked Questions
Do Executive Compensation roles qualify for EB-2 or EB-3 green card sponsorship?
Most Executive Compensation roles qualify for either EB-2 or EB-3 depending on the position's degree requirements and complexity. Roles requiring a master's degree or equivalent specialized expertise in equity plan design or executive pay strategy typically support EB-2 classification. Positions requiring a bachelor's degree in human resources, finance, or a related field generally qualify under EB-3 as skilled workers.
How does PERM green card sponsorship differ from H-1B for an Executive Compensation professional?
Unlike the H-1B visa, PERM-based green card sponsorship has no annual lottery and leads to permanent residency rather than a renewable temporary status. The tradeoff is time: PERM requires a full DOL-supervised recruitment process before your employer files the I-140, making the overall timeline longer than an H-1B transfer. For most countries other than India and China, EB-3 visa dates remain current, meaning no backlog wait after I-140 approval.
What makes an Executive Compensation role likely to pass PERM audit scrutiny?
PERM applications for compensation roles face audit risk when the job description is too broad or the degree requirement is listed as preferred rather than required. Auditors look for a direct link between the specific duties, such as designing long-term incentive plans or conducting pay equity analyses, and a degree in a relevant discipline. Employers who document specialized duties clearly and set a firm degree requirement in the correct field reduce audit exposure significantly.
How can I find employers that actively sponsor green cards for Executive Compensation jobs?
Migrate Mate lets you search Executive Compensation roles filtered by employers with verified PERM and green card sponsorship history, which removes the guesswork of cold-applying to companies that may not sponsor. OFLC public disclosure files also list every certified PERM application by SOC code, so you can independently verify which employers in your target sector have filed for this role category in recent years.
Can I switch employers while my PERM or I-140 is pending?
You can change employers during the PERM or I-140 stage, but doing so restarts the entire process with your new employer. Once your I-140 is approved and has been pending for 180 days or more, portability rules under AC21 allow you to move to a new employer in the same or similar occupational category without losing your priority date, which is valuable if you're in a country with a backlog.