H-1B Visa Compensation Analyst Jobs
Compensation Analyst roles qualify for H-1B visa sponsorship as specialty occupations requiring a bachelor's degree or higher in human resources, finance, or a related field. Employers filing LCAs must certify they'll pay the DOL prevailing wage for your specific location and job level, which affects both your offer negotiation and your petition's strength.
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Get Access To All JobsINTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
INTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Compensation Analyst
Pull your O*NET job zone first
Compensation Analyst maps to O*NET Job Zone 4, requiring a degree in a directly related field. Confirm your degree title aligns before applying, a mismatch between your credential and the role's specialty occupation classification is a common H-1B RFE trigger.
Check prevailing wages before accepting offers
Run your target job title, location, and experience level through the OFLC Wage Search before any offer negotiation. The LCA wage level your employer certifies directly affects your petition, and Level I wages draw more scrutiny from USCIS than Levels II or III.
Target employers with PERM and LCA filing history
Use Migrate Mate to filter Compensation Analyst roles by verified DOL LCA filing history. Employers who have filed for this specific occupation code are far more likely to understand the specialty occupation argument and move quickly through internal approval processes.
Ask about cap-exempt employer status early
Universities, nonprofit research organizations, and government-affiliated entities are cap-exempt, meaning they can file an H-1B petition outside the annual lottery. Compensation Analyst roles exist at these institutions, and cap-exempt filing lets you start sooner with no registration risk.
Get your I-140 or prior H-1B documentation ready
If you're transferring or extending, your new employer's attorney will need prior approval notices and I-94 records. Delays in producing these documents push back your start date and shrink the 60-day grace period you have between positions.
Clarify wage level designation during offer review
Before signing, confirm which DOL wage level the employer intends to certify on the LCA. A Level I designation for a senior analyst role can indicate misclassification and draws heightened USCIS scrutiny, so push for a written explanation of how the level was determined.
H-1B Visa Compensation Analyst: Frequently Asked Questions
Does a Compensation Analyst role qualify as an H-1B specialty occupation?
Yes. Compensation Analyst is recognized as a specialty occupation because it normally requires at least a bachelor's degree in human resources, finance, business, or a closely related field. Your degree must align with the specific duties of the role. A general business degree may be accepted if your employer can demonstrate a direct relationship between the credential and the job's requirements.
How do I find employers who have sponsored H-1B visas for Compensation Analysts?
Search on Migrate Mate, which filters roles by verified DOL LCA filing history so you can see which employers have sponsored this specific occupation. Focusing on employers with a filing record for Compensation Analyst or closely related compensation and benefits roles reduces the risk of landing with a company that has never navigated the specialty occupation determination for this job title.
What wage level should my LCA reflect for a Compensation Analyst position?
Most mid-career Compensation Analyst roles fall at DOL wage Level II or III, depending on your years of experience and the complexity of the work. A Level I certification is typical for entry-level positions and can raise USCIS concerns if your actual duties suggest more advanced responsibilities. Use the OFLC Wage Search to verify the published prevailing wage for your specific job location before your employer files the LCA.
Can I transfer my H-1B to a new employer if I change Compensation Analyst jobs?
Yes, through H-1B portability under AC21. Your new employer files a new I-129 petition before your current status expires, and you can start work as soon as the petition is received by USCIS. The 60-day grace period after your last day of employment gives you a limited window to secure that filing, so aligning start dates carefully with your attorney is critical.
Does a Compensation Analyst role at a university or nonprofit offer any H-1B advantage?
Yes. Universities, nonprofit research organizations, and certain government-affiliated entities are cap-exempt employers, meaning they can file H-1B petitions at any time of year without competing in the annual lottery. Compensation Analyst positions exist within HR and finance departments at these institutions. If you're in a lottery-dependent situation, targeting cap-exempt employers is a concrete strategy to avoid registration risk entirely.