Green Card Strategic Partner Manager Jobs
Strategic Partner Manager roles qualify for EB-2 and EB-3 green card sponsorship through the PERM labor certification process, which requires employers to document that no qualified U.S. worker is available. Alliance-building and cross-functional coordination experience strengthens your profile. Start your sponsorship search with employers who have active PERM filing history.
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The Sales Operations Business Partner role has been created to shape ongoing rewards, compensation and incentive strategies to motivate the US Sales teams, driving focus, direction and alignment towards overall US strategic goals and objectives. Guides Sales Operations Analyst to develop hypotheses, tools, and analyses to support data-driven incentive recommendations to each US Business Unit.
POSITION RESPONSIBILITIES
- Develop robust Programs that drive traceable & intentional behaviors from our Field Force to accomplish strategic US Business objectives and targets
- Develop deep relationships within the supporting Business Unit (BU) leadership team to stay informed of BU strategy and overall team objectives. Participate in the Annual Operational Planning sessions providing input and perspective on how incentives will drive the right behaviors and in turn the expected outcomes
- Design a compensation program for each category of eligible colleague within the Business Unit, that clearly depicts the program targets, tracking mechanisms and method for reporting attainment with clear delineation of alignment to BU strategy
- Measurement, Metrics, KPI's and Analysis that proactively define opportunity, predicted outcomes, correlations and insights
- Collaborate with the Business Analytics team to develop mechanisms for tracking performance against target attainment for each program component (Reports, Dashboards etc). Ensure the developed tools clearly present attainment versus target with appropriate detail that highlights areas for focus, need to meet KPIs and opportunities
- Develop an Executive Summary that presents and discusses BU attainment, payouts and forecasts which facilitates a strategic discussion and alignment regarding program status and modifications required to ensure anticipated goals and objectives are achieved. Present Executive Summary to BU leadership teams, including insightful data driven commentary, insights and observations
- Lead the annual Sales Quota setting process for the BU, collaborating with Sales Operations colleagues to formulate a recommended program and Sales Quota for the upcoming year. Combine Financial annual price / product planning analytics with other data sources (Financial, Market Share etc) to appropriately distribute quota to territories with the highest potential and upside considering seasonality and industry trends
- Automated processes and BU consistency that deliver efficiency and scalability, facilitating strategic intent and transparency
- Align with Sales Operations Business Partner colleagues to ensure process consistency across all BU's, eliminating nonvalue added steps and highlighting opportunities for automation and simplification
- Be a Thought Leader & Innovator for Zoetis
- Monitor the BU performance overall and proactively identify anomalies and observations that drive creative thinking towards overall program enhancements and improvements.
- Observe BU changes including objectives, acquisitions and new product launches, identifying gaps in current programs or adjustments required to retain program stability and completeness Develop “Stories” and “Use Cases” that present a finding, options for consideration and thoughtful pro's and cons to facilitate active discussion and strategizing
EDUCATION AND EXPERIENCE
Required:
- MBA or similar qualification with strong emphasis on Business / Business Strategy required.
- Strong business acumen, influencing skills, strategic thinking, project management and written communication skills
- Strong analytical mind and in-depth understanding of key business drivers
- Strong interpersonal skills and excellent written and verbal communication skills
Preferred:
- Experience with data visualization (Tableau, Power BI etc)
TECHNICAL SKILLS REQUIREMENTS
Required:
- Data Visualization skills
- AP / Callidus - Or equivalent “Sales Incentives” application
- Strategic problem-solving and ability to drive creative solutions in a complex environment
- Ability to build close working relationships and drive data-driven recommendations and decisions with internal teams (e.g., marketing, finance)
- Analytical background; able to understand and manage complex analytics
- Strong communication and presentation skills; ability to influence without authority
- Ability to simultaneously manage and pivot between multiple projects, pilots and tests
- Understanding of relevant accounting principles and their implications on the use of Rebates / Discounts / Chargebacks during quota setting
- Proficiency in Microsoft Office applications
Preferred:
- Tableau / Power BI
- SQL
- Certified Sales Compensation Professional (CSCP)
COMPENSATION
- The U.S. base salary range for this full-time position is $146,000 - $209,000. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the base pay target range for new hire salaries for the position. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.
This position is also eligible for short-term incentive compensation.
This position is also eligible for long-term incentives.
In addition to compensation, Zoetis offers a comprehensive benefits package that supports the physical, emotional and financial wellbeing of our colleagues and their families including healthcare and insurance benefits beginning on day one, a 401K plan with a match and profit-sharing contribution from Zoetis, and 4 weeks of vacation.
WORK ARRANGEMENT
- Full time
- Regular
- Colleague
Any unsolicited resumes sent to Zoetis from a third party, such as an Agency recruiter, including unsolicited resumes sent to a Zoetis mailing address, fax machine or email address, directly to Zoetis employees, or to Zoetis resume database will be considered Zoetis property. Zoetis will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume.
Zoetis will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor but does not have the appropriate approvals to be engaged on a search.
Notice: Zoetis Recruiters will contact candidates via email from an address ending in @zoetis.com and may also initially connect with candidates through LinkedIn, including LinkedIn InMail. Zoetis does not use Gmail, Outlook, Yahoo, or other web-based/generic email domains to communicate about job opportunities, interviews, or offers of employment. If you receive a recruitment-related email message claiming to be from Zoetis that does not come from @zoetis.com, please treat it as suspicious. For your security, do not reply, click links, open attachments, share personal or financial information, or send money in response to unexpected or questionable recruitment communications.
Zoetis is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status or any other protected classification. Disabled individuals are given an equal opportunity to use our online application system. We offer reasonable accommodations as an alternative if requested by an individual with a disability. Please contact Zoetis Colleague Services at zoetiscolleagueservices@zoetis.com to request an accommodation. Zoetis also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must possess or obtain authorization to work in the US for Zoetis. Zoetis retains sole and exclusive discretion to pursue sponsorship for the acquisition or maintenance of nonimmigrant status and employment eligibility, considering factors such as availability of qualified US workers. Individuals requiring sponsorship must disclose this fact. Please note that Zoetis seeks information related to job applications from candidates for jobs in the U.S. solely via the following: (1) our company website at www.Zoetis.com/careers site, or (2) via email to/from addresses using only the Zoetis domain of “@zoetis.com”. In addition, Zoetis does not use Google Hangout for any recruitment related activities. Any solicitation or request for information related to job applications with Zoetis via any other means and/or utilizing email addresses with any other domain should be disregarded. In addition, Zoetis will never ask candidates to make any type of personal financial investment related to gaining employment with Zoetis.
Position Summary
The Sales Operations Business Partner role has been created to shape ongoing rewards, compensation and incentive strategies to motivate the US Sales teams, driving focus, direction and alignment towards overall US strategic goals and objectives. Guides Sales Operations Analyst to develop hypotheses, tools, and analyses to support data-driven incentive recommendations to each US Business Unit.
POSITION RESPONSIBILITIES
- Develop robust Programs that drive traceable & intentional behaviors from our Field Force to accomplish strategic US Business objectives and targets
- Develop deep relationships within the supporting Business Unit (BU) leadership team to stay informed of BU strategy and overall team objectives. Participate in the Annual Operational Planning sessions providing input and perspective on how incentives will drive the right behaviors and in turn the expected outcomes
- Design a compensation program for each category of eligible colleague within the Business Unit, that clearly depicts the program targets, tracking mechanisms and method for reporting attainment with clear delineation of alignment to BU strategy
- Measurement, Metrics, KPI's and Analysis that proactively define opportunity, predicted outcomes, correlations and insights
- Collaborate with the Business Analytics team to develop mechanisms for tracking performance against target attainment for each program component (Reports, Dashboards etc). Ensure the developed tools clearly present attainment versus target with appropriate detail that highlights areas for focus, need to meet KPIs and opportunities
- Develop an Executive Summary that presents and discusses BU attainment, payouts and forecasts which facilitates a strategic discussion and alignment regarding program status and modifications required to ensure anticipated goals and objectives are achieved. Present Executive Summary to BU leadership teams, including insightful data driven commentary, insights and observations
- Lead the annual Sales Quota setting process for the BU, collaborating with Sales Operations colleagues to formulate a recommended program and Sales Quota for the upcoming year. Combine Financial annual price / product planning analytics with other data sources (Financial, Market Share etc) to appropriately distribute quota to territories with the highest potential and upside considering seasonality and industry trends
- Automated processes and BU consistency that deliver efficiency and scalability, facilitating strategic intent and transparency
- Align with Sales Operations Business Partner colleagues to ensure process consistency across all BU's, eliminating nonvalue added steps and highlighting opportunities for automation and simplification
- Be a Thought Leader & Innovator for Zoetis
- Monitor the BU performance overall and proactively identify anomalies and observations that drive creative thinking towards overall program enhancements and improvements.
- Observe BU changes including objectives, acquisitions and new product launches, identifying gaps in current programs or adjustments required to retain program stability and completeness Develop “Stories” and “Use Cases” that present a finding, options for consideration and thoughtful pro's and cons to facilitate active discussion and strategizing
EDUCATION AND EXPERIENCE
Required:
- MBA or similar qualification with strong emphasis on Business / Business Strategy required.
- Strong business acumen, influencing skills, strategic thinking, project management and written communication skills
- Strong analytical mind and in-depth understanding of key business drivers
- Strong interpersonal skills and excellent written and verbal communication skills
Preferred:
- Experience with data visualization (Tableau, Power BI etc)
TECHNICAL SKILLS REQUIREMENTS
Required:
- Data Visualization skills
- AP / Callidus - Or equivalent “Sales Incentives” application
- Strategic problem-solving and ability to drive creative solutions in a complex environment
- Ability to build close working relationships and drive data-driven recommendations and decisions with internal teams (e.g., marketing, finance)
- Analytical background; able to understand and manage complex analytics
- Strong communication and presentation skills; ability to influence without authority
- Ability to simultaneously manage and pivot between multiple projects, pilots and tests
- Understanding of relevant accounting principles and their implications on the use of Rebates / Discounts / Chargebacks during quota setting
- Proficiency in Microsoft Office applications
Preferred:
- Tableau / Power BI
- SQL
- Certified Sales Compensation Professional (CSCP)
COMPENSATION
- The U.S. base salary range for this full-time position is $146,000 - $209,000. Our salary ranges are determined by role, level, and location. The range displayed on each job posting reflects the base pay target range for new hire salaries for the position. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training.
This position is also eligible for short-term incentive compensation.
This position is also eligible for long-term incentives.
In addition to compensation, Zoetis offers a comprehensive benefits package that supports the physical, emotional and financial wellbeing of our colleagues and their families including healthcare and insurance benefits beginning on day one, a 401K plan with a match and profit-sharing contribution from Zoetis, and 4 weeks of vacation.
WORK ARRANGEMENT
- Full time
- Regular
- Colleague
Any unsolicited resumes sent to Zoetis from a third party, such as an Agency recruiter, including unsolicited resumes sent to a Zoetis mailing address, fax machine or email address, directly to Zoetis employees, or to Zoetis resume database will be considered Zoetis property. Zoetis will NOT pay a fee for any placement resulting from the receipt of an unsolicited resume.
Zoetis will consider any candidate for whom an Agency has submitted an unsolicited resume to have been referred by the Agency free of any charges or fees. This includes any Agency that is an approved/engaged vendor but does not have the appropriate approvals to be engaged on a search.
Notice: Zoetis Recruiters will contact candidates via email from an address ending in @zoetis.com and may also initially connect with candidates through LinkedIn, including LinkedIn InMail. Zoetis does not use Gmail, Outlook, Yahoo, or other web-based/generic email domains to communicate about job opportunities, interviews, or offers of employment. If you receive a recruitment-related email message claiming to be from Zoetis that does not come from @zoetis.com, please treat it as suspicious. For your security, do not reply, click links, open attachments, share personal or financial information, or send money in response to unexpected or questionable recruitment communications.
Zoetis is committed to equal opportunity in the terms and conditions of employment for all employees and job applicants without regard to race, color, religion, sex, sexual orientation, age, gender identity or gender expression, national origin, disability or veteran status or any other protected classification. Disabled individuals are given an equal opportunity to use our online application system. We offer reasonable accommodations as an alternative if requested by an individual with a disability. Please contact Zoetis Colleague Services at zoetiscolleagueservices@zoetis.com to request an accommodation. Zoetis also complies with all applicable national, state and local laws governing nondiscrimination in employment as well as employment eligibility verification requirements of the Immigration and Nationality Act. All applicants must possess or obtain authorization to work in the US for Zoetis. Zoetis retains sole and exclusive discretion to pursue sponsorship for the acquisition or maintenance of nonimmigrant status and employment eligibility, considering factors such as availability of qualified US workers. Individuals requiring sponsorship must disclose this fact. Please note that Zoetis seeks information related to job applications from candidates for jobs in the U.S. solely via the following: (1) our company website at www.Zoetis.com/careers site, or (2) via email to/from addresses using only the Zoetis domain of “@zoetis.com”. In addition, Zoetis does not use Google Hangout for any recruitment related activities. Any solicitation or request for information related to job applications with Zoetis via any other means and/or utilizing email addresses with any other domain should be disregarded. In addition, Zoetis will never ask candidates to make any type of personal financial investment related to gaining employment with Zoetis.
See all 116+ Green Card Strategic Partner Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Green Card Strategic Partner Manager Jobs.
Get Access To All JobsTips for Finding Green Card Sponsorship as a Strategic Partner Manager
Align your credentials to EB-2 requirements
Strategic Partner Manager roles filed under EB-2 require a master's degree or its equivalent in business, management, or a related field. Document any advanced degree or seven years of progressive experience before you begin your job search.
Target employers with PERM filing history
Search OFLC disclosure data for companies that have filed PERM applications under SOC codes covering business development and partnership management. Employers with recent filings already understand the process and are far less likely to stall on sponsorship paperwork.
Use Migrate Mate to filter sponsoring employers
Filter your Strategic Partner Manager job search on Migrate Mate to surface employers with verified green card sponsorship history. This removes the guesswork of cold-applying to companies that have never navigated PERM before.
Negotiate sponsorship terms before accepting an offer
Confirm in writing that your offer letter or employment agreement includes PERM sponsorship, specifies who covers filing fees, and outlines the employer's commitment to see the I-140 through to approval before you sign anything.
Prepare a prevailing wage comparison before interviews
Run your target role and location through the OFLC Wage Search before salary discussions. PERM requires your offered wage to meet or exceed the DOL prevailing wage, so knowing the floor helps you negotiate without inadvertently pricing yourself below compliance thresholds.
Understand how EB-3 processing affects your timeline
For most countries outside India and China, EB-3 priority dates are current, meaning your I-485 adjustment of status can be filed concurrently with the I-140. Ask USCIS processing time estimates when evaluating competing offers from multiple sponsoring employers.
Green Card Strategic Partner Manager: Frequently Asked Questions
Does a Strategic Partner Manager role qualify for EB-2 or EB-3 green card sponsorship?
Strategic Partner Manager positions can qualify under either category. EB-2 applies when the role genuinely requires a master's degree or its equivalent in business, management, or a closely related field. EB-3 covers the role as a skilled worker when a bachelor's degree is the standard minimum requirement. Your employer's attorney determines the appropriate category based on the actual job duties and your credentials.
How does the PERM green card process differ from H-1B sponsorship for this role?
PERM is a permanent sponsorship pathway with no annual lottery and, for most nationalities, no meaningful backlog at the EB-3 level. H-1B visa is a temporary status subject to an annual cap and lottery. PERM requires your employer to run a formal recruitment campaign proving no qualified U.S. worker is available, which adds several months before the I-140 petition is even filed. The outcome, however, is lawful permanent residency rather than a renewable temporary status.
Where should I start searching for Strategic Partner Manager jobs that offer green card sponsorship?
Migrate Mate lets you filter Strategic Partner Manager roles specifically by employers with verified green card sponsorship history, so you're not cold-applying to companies unfamiliar with PERM. Cross-reference any target employer against OFLC disclosure data to confirm recent PERM filings before investing time in the application process.
What documents should I prepare before a Strategic Partner Manager employer begins my PERM filing?
Gather your official degree transcripts, any credential evaluations for degrees earned outside the U.S., and a detailed record of prior positions showing progressive responsibility in partnership or business development roles. If your EB-2 case rests on an experience equivalency rather than a formal advanced degree, compile reference letters from former managers that document scope, complexity, and outcomes of your work.
Can my employer start the PERM process while I'm on H-1B status?
Yes, and starting early is strategically important. PERM can be filed while you hold H-1B status, and an approved I-140 lets you extend H-1B in three-year increments under AC21 once you pass the six-year cap. Filing PERM before your fifth year of H-1B status gives your employer the most flexibility, especially if DOL audit or supervised recruitment adds time to the labor certification stage.