H-1B Visa Compensation Analyst Jobs
Compensation Analyst roles qualify for H-1B 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 JobsQualifications
- Bachelors Degree in Business, HR, or related field. A combination of education, training and experience may be considered in lieu of a degree.
- A minimum of 5 year's experience working in the area of Compensation.
- A minimum of 5 years' progressive experience in a related field.
Knowledge, Skills, and Abilities:
- Ability to work independently as well as within a team structure.
- Excellent project management skills.
- Ability to effectively manage multiple projects at once from start to finish.
- Strong analytical and quantitative skills.
- Ability to handle difficult and stressful situations with professional composure.
- Advanced knowledge of Excel.
- Ability to research and apply industry benchmarks and practices.
A Brief Overview:
Coordinates with the daily transactional review of compensation-related inquiries and requests. Recommends, develops and implements an appropriate position compensation structure. Configures job families and job tracks. Evaluates new positions and conducts ongoing evaluation of positions. Participates in salary surveys. Coordinates special projects such as: upgrades to the JDX job description database software, Market Pay salary survey software, master pay structure worksheet; enhancements to current compensation processes; and evaluates new compensation programs. Works in partnership with the rest of the Human Resources team to ensure that compensation and incentive programs are competitive in the market.
Responsibilities:
- Develops compensation policies and counsel management on how to apply those policies in practice.
- Develops, implements, and administers compensation policies and programs.
- Develops and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
- Recommends corrective or alternative actions to resolve compensation-related problems.
- Reviews requests for new or revised classifications to determine appropriate base and base + incentive ranges.
- Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions, and organizational structures.
- Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.
- Prepares special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation, etc.
- Works with HR Business Partners to resolve escalated compensation issues.
Certain states and localities require employers to post a reasonable estimate of salary range. A reasonable estimate of the current base pay range for this position is $86,400 – $108,000 annually. Actual salary will be based on a variety of factors, including shift, location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for variable incentive compensation, such as bonuses or commissions, that is not included in the base pay.
The well-being of WWT employees is essential. So, when it comes to our benefits package, WWT has one of the best. We offer the following benefits to all full-time employees: Health and Wellbeing: Health, Dental, and Vision Care, Onsite Health Centers, Employee Assistance Program, Wellness program; Financial Benefits: Competitive pay, Profit Sharing, 401k Plan with Company Matching, Life and Disability Insurance, Tuition Reimbursement; Paid Time Off: PTO and Sick Leave (starting at 20 days per year) & Holidays (10 per year), Parental Leave, Military Leave, Bereavement; Additional Perks: Nursing Mothers Benefits, Voluntary Legal, Pet Insurance, Employee Discount Program.
We strive to create an environment where all employees are empowered to succeed based on their skills, performance, and dedication. Our goal is to cultivate a culture of belonging that encourages innovation, collaboration, and respect for all team members, ensuring that WWT remains a great place to work for All!
If you have any questions or concerns about this posting, please email taposting@wwt.com.
Equal Opportunity Employer
Why WWT?
At World Wide Technology, we work together to make a new world happen. Our important work benefits our clients and partners as much as it does our people and communities across the globe. WWT is dedicated to achieving its mission of creating a profitable growth company that is also a Great Place to Work for All. We achieve this through our world-class culture, generous benefits and by delivering cutting-edge technology solutions for our clients.
Founded in 1990, WWT is a global technology solutions provider leading the AI and Digital Revolution. WWT combines the power of strategy, execution and partnership to accelerate digital transformational outcomes for organizations around the globe. Through its Advanced Technology Center, a collaborative ecosystem of the world's most advanced hardware and software solutions, WWT helps clients and partners conceptualize, test and validate innovative technology solutions for the best business outcomes and then deploys them at scale through its global warehousing, distribution and integration capabilities. With over 12,000 employees across WWT and Softchoice and more than 60 locations around the world, WWT's culture, built on a set of core values and established leadership philosophies, has been recognized 14 years in a row by Fortune and Great Place to Work® for its unique blend of determination, innovation and creating a great place to work for all.
Want to work with highly motivated individuals on high-performance teams? Join WWT today!
Qualifications
- Bachelors Degree in Business, HR, or related field. A combination of education, training and experience may be considered in lieu of a degree.
- A minimum of 5 year's experience working in the area of Compensation.
- A minimum of 5 years' progressive experience in a related field.
Knowledge, Skills, and Abilities:
- Ability to work independently as well as within a team structure.
- Excellent project management skills.
- Ability to effectively manage multiple projects at once from start to finish.
- Strong analytical and quantitative skills.
- Ability to handle difficult and stressful situations with professional composure.
- Advanced knowledge of Excel.
- Ability to research and apply industry benchmarks and practices.
A Brief Overview:
Coordinates with the daily transactional review of compensation-related inquiries and requests. Recommends, develops and implements an appropriate position compensation structure. Configures job families and job tracks. Evaluates new positions and conducts ongoing evaluation of positions. Participates in salary surveys. Coordinates special projects such as: upgrades to the JDX job description database software, Market Pay salary survey software, master pay structure worksheet; enhancements to current compensation processes; and evaluates new compensation programs. Works in partnership with the rest of the Human Resources team to ensure that compensation and incentive programs are competitive in the market.
Responsibilities:
- Develops compensation policies and counsel management on how to apply those policies in practice.
- Develops, implements, and administers compensation policies and programs.
- Develops and/or participates in compensation surveys to collect and analyze competitive salary information to determine company's competitive position.
- Recommends corrective or alternative actions to resolve compensation-related problems.
- Reviews requests for new or revised classifications to determine appropriate base and base + incentive ranges.
- Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions, and organizational structures.
- Reviews existing and proposed statutory requirements governing compensation administration and recommends appropriate courses of action.
- Prepares special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation, etc.
- Works with HR Business Partners to resolve escalated compensation issues.
Certain states and localities require employers to post a reasonable estimate of salary range. A reasonable estimate of the current base pay range for this position is $86,400 – $108,000 annually. Actual salary will be based on a variety of factors, including shift, location, experience, skill set, performance, licensure and certification, and business needs. The range for this position in other geographic locations may differ. Certain positions may also be eligible for variable incentive compensation, such as bonuses or commissions, that is not included in the base pay.
The well-being of WWT employees is essential. So, when it comes to our benefits package, WWT has one of the best. We offer the following benefits to all full-time employees: Health and Wellbeing: Health, Dental, and Vision Care, Onsite Health Centers, Employee Assistance Program, Wellness program; Financial Benefits: Competitive pay, Profit Sharing, 401k Plan with Company Matching, Life and Disability Insurance, Tuition Reimbursement; Paid Time Off: PTO and Sick Leave (starting at 20 days per year) & Holidays (10 per year), Parental Leave, Military Leave, Bereavement; Additional Perks: Nursing Mothers Benefits, Voluntary Legal, Pet Insurance, Employee Discount Program.
We strive to create an environment where all employees are empowered to succeed based on their skills, performance, and dedication. Our goal is to cultivate a culture of belonging that encourages innovation, collaboration, and respect for all team members, ensuring that WWT remains a great place to work for All!
If you have any questions or concerns about this posting, please email taposting@wwt.com.
Equal Opportunity Employer
Why WWT?
At World Wide Technology, we work together to make a new world happen. Our important work benefits our clients and partners as much as it does our people and communities across the globe. WWT is dedicated to achieving its mission of creating a profitable growth company that is also a Great Place to Work for All. We achieve this through our world-class culture, generous benefits and by delivering cutting-edge technology solutions for our clients.
Founded in 1990, WWT is a global technology solutions provider leading the AI and Digital Revolution. WWT combines the power of strategy, execution and partnership to accelerate digital transformational outcomes for organizations around the globe. Through its Advanced Technology Center, a collaborative ecosystem of the world's most advanced hardware and software solutions, WWT helps clients and partners conceptualize, test and validate innovative technology solutions for the best business outcomes and then deploys them at scale through its global warehousing, distribution and integration capabilities. With over 12,000 employees across WWT and Softchoice and more than 60 locations around the world, WWT's culture, built on a set of core values and established leadership philosophies, has been recognized 14 years in a row by Fortune and Great Place to Work® for its unique blend of determination, innovation and creating a great place to work for all.
Want to work with highly motivated individuals on high-performance teams? Join WWT today!
See all 288+ Compensation Analyst jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Compensation Analyst roles.
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.
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Find Compensation Analyst JobsCompensation Analyst H-1B Visa: 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.
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