Green Card Sales Compensation Analyst Jobs
Sales Compensation Analyst roles qualify for green card sponsorship under EB-2 for advanced-degree professionals and EB-3 for skilled workers with a bachelor's degree. Employers file PERM labor certification with DOL before sponsoring you permanently, covering incentive plan design, quota modeling, and compensation data analysis.
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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 Sales Compensation Analyst Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Sales Compensation Analyst
Document your compensation modeling credentials early
Gather performance reviews, project summaries, and documentation showing your work on incentive plan design, quota-setting, or commission structure analysis. PERM labor certification requires your employer to verify your qualifications meet the role's minimum requirements.
Target employers with active PERM filing history
Search OFLC disclosure data for companies that have filed PERM applications under compensation analyst job codes. Firms that sponsor regularly have established internal processes, reducing delays caused by employers unfamiliar with DOL requirements.
Use Migrate Mate to find green card sponsoring roles
Filter your job search specifically for Sales Compensation Analyst positions where employers have confirmed EB-2 or EB-3 sponsorship. Migrate Mate surfaces roles by sponsorship history so you're not guessing which companies will support a PERM filing.
Verify your SOC code aligns with your actual duties
DOL assigns prevailing wages based on the Standard Occupational Classification code your employer selects. Sales Compensation Analysts may be filed under different codes depending on duties, so confirm the OFLC Wage Search reflects your real responsibilities before your employer submits the prevailing wage determination.
Negotiate sponsorship terms before accepting an offer
Ask specifically whether the employer will cover PERM attorney fees and I-140 filing costs. Some companies sponsor the green card process only for employees who have completed a probationary period, so clarify timing expectations in writing before signing.
Understand how priority dates affect your EB-3 timeline
USCIS assigns a priority date when your employer files the I-140 petition. If you're from a high-demand country, your wait for an available visa number can extend significantly, so account for this when evaluating job offers with green card sponsorship.
Green Card Sales Compensation Analyst: Frequently Asked Questions
Do Sales Compensation Analyst roles typically qualify for EB-2 or EB-3 green card sponsorship?
Most Sales Compensation Analyst positions qualify under EB-3, which covers skilled workers and professionals with a bachelor's degree in a relevant field such as finance, mathematics, or business. Roles requiring a master's degree or equivalent advanced credentials may qualify under EB-2. Your employer's job description and the duties you perform determine which category applies, and DOL reviews both during PERM labor certification.
How does the PERM green card process differ from H-1B sponsorship for this role?
H-1B visa is a temporary work visa subject to an annual lottery cap and limited to three-year increments. PERM sponsorship leads to permanent residency with no cap concerns at the EB-3 level for most countries. The tradeoff is time: PERM requires DOL to certify that no qualified U.S. worker is available for the role, which adds several months before USCIS even reviews the I-140 petition.
How can I find Sales Compensation Analyst jobs where the employer will sponsor a green card?
Migrate Mate lets you search specifically for Sales Compensation Analyst roles with confirmed green card sponsorship history, so you're targeting employers who have already committed to the PERM process rather than those who might consider it later. Filtering by sponsorship upfront saves significant time and avoids offers that stall when employers realize the cost or complexity of PERM filing.
What does the prevailing wage requirement mean for a Sales Compensation Analyst on PERM?
DOL requires your employer to pay you at least the prevailing wage for your occupation and location before certifying a PERM application. Your employer requests a wage determination through the OFLC Wage Search tool, and the wage level depends on your specific duties and experience. If the offered salary falls below the determined level, DOL will not certify the application and sponsorship cannot proceed.
Can I switch employers during the green card process without losing my place in line?
Once your I-140 petition has been approved by USCIS for 180 days and you're in the adjustment of status phase, portability rules allow you to change to a similar role without restarting the process. Sales Compensation Analyst positions are specialized enough that a role with comparable duties at a new employer generally qualifies, but your new employer must be willing to continue sponsorship through the remaining steps.