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
CBIZ, Inc. (NYSE: CBZ) is a leading professional services advisor to middle-market businesses nationwide. With industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers actionable insights to help clients anticipate what is next and discover new ways to accelerate growth. CBIZ has more than 9,500 team members across 23 major markets coast to coast.
CBIZ strives to be our team members' employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers.
Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C.
ROLE AND RESPONSIBILITIES
The Compensation Analyst supports the design, administration, and execution of broad-based and equity compensation programs. This role contributes to operational excellence, data integrity, and regulatory compliance, with a focus on stock-based compensation, Board of Directors (BOD) compensation, and public company proxy disclosures.
Essential Functions and Primary Duties
- Assist in administration of executive compensation and incentive plans
- Support administration of equity programs (RSUs, PSUs, stock options), including data management, grant tracking, and coordination with internal teams and external vendors
- Conduct compensation analyses, including market benchmarking, internal equity, and pay-for-performance; maintain supporting models and reports
- Prepare, validate, and reconcile data for proxy compensation tables, including Summary Compensation Table, Grants of Plan-Based Awards and Outstanding Equity Awards at Fiscal Year-End
- Track and maintain Board of Directors compensation, including cash and equity awards; support related reporting and disclosures
- Perform audits, reconciliations, and data validation to ensure accuracy and compliance with SEC, IRS, and internal policies; support audit requests
- Contribute to process improvements and documentation; collaborate with HR, Finance, Legal, and HRIS partners
- Additional responsibilities as assigned
BASIC QUALIFICATIONS
- HS diploma or GED required; Bachelor's degree in Business, Economics, Statistics or relevant field preferred
- 3 years of relevant experience
- Must possess analytical skills
- Must be able to comprehend, manipulate and interpret statistical data
- Demonstrated ability to communicate verbally and in writing throughout all levels of organization, both internally and externally
- Proficient use of applicable technology
PREFERRED QUALIFICATIONS
- Bachelor’s degree in Business Administration, Human Resources, or related field
- Experience in Compensation, Total Rewards, or Finance
- Knowledge of equity and executive compensation practices
- Experience with stock plan administration platforms (e.g., Computershare, Merrill Lynch, Shareworks)
- Familiarity with proxy disclosure requirements and SEC regulations
- Experience with compensation benchmarking tools
- Advanced Excel and data analysis capabilities
- Strong attention to detail with a focus on accuracy
- Ability to handle sensitive and confidential information
- Demonstrated operational discipline and execution
- Proactive, solution-oriented mindset
- Ability to manage competing priorities in a fast-paced environment
INTRODUCTION
CBIZ, Inc. (NYSE: CBZ) is a leading professional services advisor to middle-market businesses nationwide. With industry knowledge and expertise in accounting, tax, advisory, benefits, insurance, and technology, CBIZ delivers actionable insights to help clients anticipate what is next and discover new ways to accelerate growth. CBIZ has more than 9,500 team members across 23 major markets coast to coast.
CBIZ strives to be our team members' employer of choice by creating an environment where team members are appreciated, recognized for their contributions, and provided with opportunities to grow, both personally and professionally, throughout their careers.
Together, CBIZ and CBIZ CPAs are ranked as one of the top providers of accounting services in the United States. CBIZ CPAs is an independent CPA firm that provides audit, review and attest services, while CBIZ provides business consulting, tax and financial services. In certain jurisdictions, CBIZ CPAs operates under its previous name, Mayer Hoffman McCann P.C.
ROLE AND RESPONSIBILITIES
The Compensation Analyst supports the design, administration, and execution of broad-based and equity compensation programs. This role contributes to operational excellence, data integrity, and regulatory compliance, with a focus on stock-based compensation, Board of Directors (BOD) compensation, and public company proxy disclosures.
Essential Functions and Primary Duties
- Assist in administration of executive compensation and incentive plans
- Support administration of equity programs (RSUs, PSUs, stock options), including data management, grant tracking, and coordination with internal teams and external vendors
- Conduct compensation analyses, including market benchmarking, internal equity, and pay-for-performance; maintain supporting models and reports
- Prepare, validate, and reconcile data for proxy compensation tables, including Summary Compensation Table, Grants of Plan-Based Awards and Outstanding Equity Awards at Fiscal Year-End
- Track and maintain Board of Directors compensation, including cash and equity awards; support related reporting and disclosures
- Perform audits, reconciliations, and data validation to ensure accuracy and compliance with SEC, IRS, and internal policies; support audit requests
- Contribute to process improvements and documentation; collaborate with HR, Finance, Legal, and HRIS partners
- Additional responsibilities as assigned
BASIC QUALIFICATIONS
- HS diploma or GED required; Bachelor's degree in Business, Economics, Statistics or relevant field preferred
- 3 years of relevant experience
- Must possess analytical skills
- Must be able to comprehend, manipulate and interpret statistical data
- Demonstrated ability to communicate verbally and in writing throughout all levels of organization, both internally and externally
- Proficient use of applicable technology
PREFERRED QUALIFICATIONS
- Bachelor’s degree in Business Administration, Human Resources, or related field
- Experience in Compensation, Total Rewards, or Finance
- Knowledge of equity and executive compensation practices
- Experience with stock plan administration platforms (e.g., Computershare, Merrill Lynch, Shareworks)
- Familiarity with proxy disclosure requirements and SEC regulations
- Experience with compensation benchmarking tools
- Advanced Excel and data analysis capabilities
- Strong attention to detail with a focus on accuracy
- Ability to handle sensitive and confidential information
- Demonstrated operational discipline and execution
- Proactive, solution-oriented mindset
- Ability to manage competing priorities in a fast-paced environment
See all 270+ H-1B Visa Compensation Analyst Jobs
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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.