Executive Compensation Green Card 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
Lennox (NYSE: LII) Driven by 130 years of legacy, HVAC and refrigeration success, Lennox provides our residential and commercial customers with industry-leading climate-control solutions. At Lennox, we win as a team, aiming for excellence and delivering innovative, sustainable products and services. Our culture guides us and creates a workplace where all employees feel heard and welcomed. Lennox is a global community that values each team member’s contributions and offers a supportive environment for career development. Come, stay, and grow with us.
ROLE AND RESPONSIBILITIES:
The individual in this role will be responsible for full scope of activities associated with the development and administration of executive compensation programs.
- Uses extensive experience to lead administration of specific compensation programs for bonus, commissions, stock or base salary.
- Formulates recommendations in the development of long-range compensation and benefit objectives considering such factors as corporate growth objectives, manpower requirements, financial resources and restraints, legal considerations and competitive market positions.
- Prepares recommendations and special studies on subjects such as salary structures, incentive compensation, bonus plans, sales compensation, stock options and similar complex programs.
- Investigates and recommends resolution on classification questions and FLSA exemptions.
- Acts as internal staff consultant for line and staff management on compensation matters.
- Provides work leadership to other Compensation Analysts.
- May develop department policies and procedures.
- May participate in a variety of compensation surveys to collect and analyze information on the company's competitive position.
BASIC QUALIFICATIONS:
- Requires a bachelor's degree or an equivalent combination of education and experience.
- Requires at least 10 years related experience.
- Advanced working and practical knowledge of a wide variety of compensation techniques, theory, practices, methods, programs and plans including regulatory requirements, incentive compensation, equity participation programs, retirement/pension funding and similar complex compensation subjects.
- A strong working knowledge of HRIS systems (SAP) and Microsoft Office technical skills.
- Must have excellent written and verbal skills.
INTRODUCTION
Lennox (NYSE: LII) Driven by 130 years of legacy, HVAC and refrigeration success, Lennox provides our residential and commercial customers with industry-leading climate-control solutions. At Lennox, we win as a team, aiming for excellence and delivering innovative, sustainable products and services. Our culture guides us and creates a workplace where all employees feel heard and welcomed. Lennox is a global community that values each team member’s contributions and offers a supportive environment for career development. Come, stay, and grow with us.
ROLE AND RESPONSIBILITIES:
The individual in this role will be responsible for full scope of activities associated with the development and administration of executive compensation programs.
- Uses extensive experience to lead administration of specific compensation programs for bonus, commissions, stock or base salary.
- Formulates recommendations in the development of long-range compensation and benefit objectives considering such factors as corporate growth objectives, manpower requirements, financial resources and restraints, legal considerations and competitive market positions.
- Prepares recommendations and special studies on subjects such as salary structures, incentive compensation, bonus plans, sales compensation, stock options and similar complex programs.
- Investigates and recommends resolution on classification questions and FLSA exemptions.
- Acts as internal staff consultant for line and staff management on compensation matters.
- Provides work leadership to other Compensation Analysts.
- May develop department policies and procedures.
- May participate in a variety of compensation surveys to collect and analyze information on the company's competitive position.
BASIC QUALIFICATIONS:
- Requires a bachelor's degree or an equivalent combination of education and experience.
- Requires at least 10 years related experience.
- Advanced working and practical knowledge of a wide variety of compensation techniques, theory, practices, methods, programs and plans including regulatory requirements, incentive compensation, equity participation programs, retirement/pension funding and similar complex compensation subjects.
- A strong working knowledge of HRIS systems (SAP) and Microsoft Office technical skills.
- Must have excellent written and verbal skills.
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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.
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Find Executive Compensation JobsExecutive Compensation Green Card Sponsorship: 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, 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.
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