Green Card Sales Compensation Manager Jobs
Sales Compensation Manager roles qualify for EB-2 or EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document that no qualified U.S. worker is available. Compensation design expertise tied to an advanced degree or equivalent experience positions you strongly for employer-sponsored permanent residency.
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Get Access To All JobsABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
ABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
See all Green Card Sales Compensation Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Sales Compensation Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Sales Compensation Manager
Match your credentials to EB-2 requirements
Pull your O*NET profile for Sales Compensation Manager before applying. If the role lists a master's degree or five or more years of specialized compensation experience, document that alignment explicitly in your resume and PERM supporting materials.
Request a prevailing wage determination early
Use the OFLC Wage Search to check the Level II or Level III prevailing wage for your target metro area before negotiations. Your offered salary must meet or exceed that figure for DOL to certify the PERM application.
Target employers with active compensation analytics teams
Large technology and financial services firms with dedicated total rewards functions are far more likely to sponsor PERM for specialized compensation roles than generalist employers. Search for job postings that reference incentive plan design, quota modeling, or variable pay architecture.
Find green-card-sponsoring employers through Migrate Mate
Filter for Sales Compensation Manager roles at companies with verified EB-2 and EB-3 sponsorship history. Migrate Mate surfaces employers who have filed PERM applications for this specific job category, cutting out the guesswork before you apply.
Get written sponsorship intent before accepting an offer
Ask the hiring manager or recruiter to confirm PERM sponsorship in writing during the offer stage. Some employers sponsor H-1B visa transfers readily but require a separate internal approval for PERM, so clarifying this before day one avoids a costly mismatch.
Understand how job duty changes affect your PERM filing
DOL requires that the PERM labor certification reflect your actual job duties at the time of filing. If your role expands significantly after filing starts, notify your employer's attorney immediately, since a material change can require refiling from scratch.
Green Card Sales Compensation Manager: Frequently Asked Questions
Does a Sales Compensation Manager role qualify for EB-2 or EB-3?
It can qualify for either, depending on the employer's stated requirements. EB-2 applies when the position genuinely requires a master's degree or equivalent, meaning a bachelor's plus five or more years of progressive compensation experience. EB-3 covers roles requiring at least a bachelor's degree or two years of training. The employer defines the minimum requirement in the PERM job description, so that language is critical.
How does green card sponsorship differ from H-1B sponsorship for this role?
H-1B is a temporary status requiring renewal every three years, while PERM-based green card sponsorship leads to permanent residency. There's no annual cap or lottery at the EB-3 level for most countries, though per-country backlogs affect nationals from China, India, Mexico, and the Philippines. The PERM process also locks in your job title and duties, so any significant role change after filing can require starting over.
How long does the PERM process take for a Sales Compensation Manager position?
The full PERM-to-green-card timeline typically runs two to four years for most nationalities, though country-specific backlogs can extend this significantly. DOL PERM certification alone averages six to eighteen months depending on whether the application is audited. After PERM approval, your employer files the I-140 petition with USCIS, and then you apply for adjustment of status or an immigrant visa once a visa number is available.
What should I look for in a PERM-sponsoring employer for this role?
Use Migrate Mate to find companies that have sponsored PERM applications for Sales Compensation Manager or closely related titles like Incentive Compensation Manager or Total Rewards Manager. Employers with a formal immigration policy, an in-house or retained immigration attorney, and a history of sponsoring compensation and finance professionals are the strongest candidates. Avoid employers who describe sponsorship as case-by-case without a clear internal approval process.
Can I switch jobs while my green card application is in progress?
Yes, but the rules depend on how far along your application is. Once your I-140 is approved and your priority date is current, you may be able to port to a same or similar occupation under AC21 portability rules. Compensation management roles with similar duties generally qualify for portability, but your immigration attorney should confirm that the new role's duties match the approved I-140 petition before you accept an offer.