Green Card Senior Compensation Manager Jobs
Senior Compensation Manager roles qualify for EB-2 or EB-3 green card sponsorship through the PERM labor certification process, which requires your employer to document that no qualified U.S. worker is available for the position. Compensation roles at this level typically involve advanced HR analytics, executive pay structures, and regulatory compliance work that supports an EB-2 advanced-degree filing.
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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 Senior Compensation Manager Jobs
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Get Access To All JobsTips for Finding Green Card Sponsorship as a Senior Compensation Manager
Document your compensation credentials strategically
Gather transcripts, professional certifications like CCP or CEBS, and performance reviews that demonstrate your specialization in executive compensation or equity programs. These credentials directly support your employer's PERM and I-140 filing arguments.
Target employers with active PERM filing history
Search Migrate Mate to filter Senior Compensation Manager roles by employers who have filed PERM applications in your specialty. This narrows your list to companies already familiar with the sponsorship process for this job category.
Verify the job description matches PERM requirements
PERM requires that the posted position's minimum requirements reflect what the employer genuinely needs, not what you personally bring. Confirm the job description doesn't list credentials you have but that aren't standard for the role.
Request EB-2 classification during offer negotiation
If your role requires a master's degree or equivalent in HR, finance, or a related field, ask the employer to file under EB-2 rather than EB-3. EB-2 priority dates are often more current for many nationalities, which shortens your wait for permanent residency.
Understand how prevailing wage affects your offer
DOL sets the prevailing wage your employer must pay during the PERM process using OFLC Wage Search data. Confirm your offered base salary meets at least the Level II or Level III wage for your geographic area before the employer files.
Align your O*NET occupation code with your actual duties
PERM filings for compensation roles use the O*NET occupation profile to define the job. If your day-to-day work spans compensation and broader total rewards strategy, work with the filing attorney to select the code that most accurately reflects your duties, since misclassification can trigger an audit.
Green Card Senior Compensation Manager: Frequently Asked Questions
Does a Senior Compensation Manager role qualify for EB-2 or EB-3 sponsorship?
Most Senior Compensation Manager positions qualify for EB-2 if the employer requires a master's degree or equivalent in human resources, finance, or a related field. Roles that require only a bachelor's degree typically fall under EB-3. Your employer's attorney will determine the correct classification based on the actual minimum requirements for the position, not your personal qualifications.
How does the PERM green card process differ from H-1B sponsorship for this role?
H-1B visa is a temporary status tied to a specific employer, renewed in three-year increments, and subject to an annual lottery for cap-subject workers. PERM-based green card sponsorship is permanent, has no annual cap at the petition level, and leads to lawful permanent residency. The tradeoff is timeline: PERM and I-140 can take one to two years before you even reach the visa queue, whereas H-1B approval can happen within months.
What does the PERM recruitment process look like for a compensation role?
Your employer must conduct a DOL-mandated recruitment campaign, including print and online job postings, to document that no minimally qualified U.S. worker is available. For a Senior Compensation Manager position, this typically means 30 days of active recruitment across multiple channels. The employer retains all applications and must be prepared to justify rejecting any U.S. applicants if DOL audits the filing.
Which employers sponsor green cards for Senior Compensation Manager positions?
Large enterprises in finance, technology, healthcare, and manufacturing most frequently sponsor green cards for senior compensation roles, since these industries maintain dedicated total rewards teams and have established relationships with immigration counsel. You can use Migrate Mate to search for Senior Compensation Manager openings filtered by employers with documented PERM filing history, which removes the guesswork from your job search.
Can I change jobs while my green card sponsorship is in progress?
You can change employers early in the process, but it restarts the PERM filing from scratch. Once your I-140 has been approved for at least 180 days and your priority date is within the current visa bulletin, portability under AC21 lets you move to a same or similar compensation role without losing your place in the queue. Confirm with your employer's attorney that the new role qualifies before resigning.