H-1B Visa Compensation And Benefits Jobs
Compensation and Benefits roles sit squarely within H-1B visa specialty occupation territory, requiring at least a bachelor's degree in human resources, business, or a related field. Employers in this space file LCAs through DOL and sponsor H-1B petitions regularly, making it a viable path for international professionals with total rewards or benefits design expertise.
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Director, Compensation and Benefits - Executive Compensation
About Alvarez & Marsal
Alvarez & Marsal (A&M) is a global consulting firm with entrepreneurial, action- and results-oriented professionals. We take a hands-on approach to solving our clients' problems and helping them reach their potential. A&M is different by design: we give people ownership and impact from day one, fuel development through real opportunity, and provide direct access to leaders who invest in our growth. Our culture celebrates independent thinkers and doers who positively impact clients and shape our industry. Guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity, our collaborative, globally minded environment is why our people love working at A&M.
The Team
A&M’s Compensation & Benefits practice is currently seeking a Director with key expertise in the area of Executive Compensation. The ideal candidate will work with our team of professionals to advise companies of all sizes on various compensation and benefits matters. When you join us you will gain unique experiences and valuable knowledge working across capabilities, sectors, and geographies, and have the opportunity to take control of your career progression.
How will you contribute
As a Director, you will assist clients with the design, implementation, communication, and monitoring of their compensation philosophy and strategy. The types of programs we consult on include base salary, annual incentives, long-term incentives, executive-level retirement, deferred compensation, and fringe benefit plans.
Responsibilities:
- Complete complex compensation and benefits projects
- Provide compensation, tax, accounting, and business advice in regards to complex transactions
- Provide competitive market data, quantitative/qualitative analyses
- Have proficiency in the taxation of executive compensation and knowledge of Code sections 83, 162(m), 280G, and 409A
- Participate in multiple executive compensation engagements for a diverse client base, both in and out of the transaction setting
- Contribute to client satisfaction by providing timely and effective responses to client needs and concerns
- Participate in client meetings and work within a team environment to deliver fully integrated compensation and benefit services to clients
- Conduct proxy statement studies and analyses of other publicly available data sources
- Benchmark, design, and implement annual incentive plans and long-term incentive plans
- Conduct statistical analyses of compensation data
- Model financial impact of compensation plans
- Conduct performance metrics studies
- Monitor executive and other compensation trends
- Participate in broader projects including performance management, employee benefits, retirement, healthcare, performance optimization, cash/non-cash reward and recognition
- Participate in marketing initiatives including support on developing compensation work and methodology approaches, writing and supporting proposals and conducting surveys
- With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems
- Lead client engagements on a day-to-day basis and manage staff members on various projects, including:
- Benchmark compensation and develop reports to support the compensation recommendations
- Design annual and long-term incentive awards while considering the tax, accounting, and other regulatory ramifications
- Prepare tax calculations and various analyses/models to help clients make better informed compensation decisions and comply with the applicable rules and regulations
- Review/draft technical memorandums and letters related to compensation & benefits issues
- Review the calculations and work product of peers for accuracy and reasonableness, serving as a thorough reviewer of data and results (most of the work product reviewed will be in Excel and PowerPoint)
- Interpreting and applying laws, regulations, judicial precedent and other guidance
Qualifications
- Bachelor’s degree required, Advanced Degree preferred (i.e., JD, LL.M. in Taxation, and/or World at Work Certified)
- 7+ years of related work experience
- Strong knowledge of executive compensation and statistical analysis, incentive plan design and analysis, and pay structure analysis and design
- Excellent verbal and written communication skills and ability to articulate complex information, including presenting complex topics in easily understood terms to clients
- Strong analytical skills
- Ability to simultaneously work on and manage several projects and effectively manage deadlines
- High motivation to learn and grow
- Proficient in Excel, PowerPoint, and Word
Your journey at A& M
At A&M, professional growth is tied directly to performance, not tenure. Our people take on meaningful, hands-on work supported by a performance development process that rewards contribution and fosters a culture of meritocracy. Stretch roles, evolving business needs, and firm growth create ongoing opportunities for ownership and building new skills, while direct access to senior leaders provides mentorship and real-time coaching along the way. We also prioritize your wellbeing through comprehensive benefits and resources. Together, these elements create an environment where high-performing professionals can continue to grow and advance from day one.
Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings’ fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined periodically as well as a 401(k) retirement savings plan. Provided the eligibility requirements are met, employees will also receive an annual discretionary contribution to their 401(k) retirement savings plan from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M’s benefits programs.
Alvarez & Marsal recruits on an ongoing basis. Candidates are considered as they apply, until the opportunity is filled. Candidates are encouraged to apply expeditiously to any role(s) that they are qualified for and that are of interest to them.
The salary range is $130,000 - $175,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.
LI-BK1
Description
Director, Compensation and Benefits - Executive Compensation
About Alvarez & Marsal
Alvarez & Marsal (A&M) is a global consulting firm with entrepreneurial, action- and results-oriented professionals. We take a hands-on approach to solving our clients' problems and helping them reach their potential. A&M is different by design: we give people ownership and impact from day one, fuel development through real opportunity, and provide direct access to leaders who invest in our growth. Our culture celebrates independent thinkers and doers who positively impact clients and shape our industry. Guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity, our collaborative, globally minded environment is why our people love working at A&M.
The Team
A&M’s Compensation & Benefits practice is currently seeking a Director with key expertise in the area of Executive Compensation. The ideal candidate will work with our team of professionals to advise companies of all sizes on various compensation and benefits matters. When you join us you will gain unique experiences and valuable knowledge working across capabilities, sectors, and geographies, and have the opportunity to take control of your career progression.
How will you contribute
As a Director, you will assist clients with the design, implementation, communication, and monitoring of their compensation philosophy and strategy. The types of programs we consult on include base salary, annual incentives, long-term incentives, executive-level retirement, deferred compensation, and fringe benefit plans.
Responsibilities:
- Complete complex compensation and benefits projects
- Provide compensation, tax, accounting, and business advice in regards to complex transactions
- Provide competitive market data, quantitative/qualitative analyses
- Have proficiency in the taxation of executive compensation and knowledge of Code sections 83, 162(m), 280G, and 409A
- Participate in multiple executive compensation engagements for a diverse client base, both in and out of the transaction setting
- Contribute to client satisfaction by providing timely and effective responses to client needs and concerns
- Participate in client meetings and work within a team environment to deliver fully integrated compensation and benefit services to clients
- Conduct proxy statement studies and analyses of other publicly available data sources
- Benchmark, design, and implement annual incentive plans and long-term incentive plans
- Conduct statistical analyses of compensation data
- Model financial impact of compensation plans
- Conduct performance metrics studies
- Monitor executive and other compensation trends
- Participate in broader projects including performance management, employee benefits, retirement, healthcare, performance optimization, cash/non-cash reward and recognition
- Participate in marketing initiatives including support on developing compensation work and methodology approaches, writing and supporting proposals and conducting surveys
- With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems
- Lead client engagements on a day-to-day basis and manage staff members on various projects, including:
- Benchmark compensation and develop reports to support the compensation recommendations
- Design annual and long-term incentive awards while considering the tax, accounting, and other regulatory ramifications
- Prepare tax calculations and various analyses/models to help clients make better informed compensation decisions and comply with the applicable rules and regulations
- Review/draft technical memorandums and letters related to compensation & benefits issues
- Review the calculations and work product of peers for accuracy and reasonableness, serving as a thorough reviewer of data and results (most of the work product reviewed will be in Excel and PowerPoint)
- Interpreting and applying laws, regulations, judicial precedent and other guidance
Qualifications
- Bachelor’s degree required, Advanced Degree preferred (i.e., JD, LL.M. in Taxation, and/or World at Work Certified)
- 7+ years of related work experience
- Strong knowledge of executive compensation and statistical analysis, incentive plan design and analysis, and pay structure analysis and design
- Excellent verbal and written communication skills and ability to articulate complex information, including presenting complex topics in easily understood terms to clients
- Strong analytical skills
- Ability to simultaneously work on and manage several projects and effectively manage deadlines
- High motivation to learn and grow
- Proficient in Excel, PowerPoint, and Word
Your journey at A& M
At A&M, professional growth is tied directly to performance, not tenure. Our people take on meaningful, hands-on work supported by a performance development process that rewards contribution and fosters a culture of meritocracy. Stretch roles, evolving business needs, and firm growth create ongoing opportunities for ownership and building new skills, while direct access to senior leaders provides mentorship and real-time coaching along the way. We also prioritize your wellbeing through comprehensive benefits and resources. Together, these elements create an environment where high-performing professionals can continue to grow and advance from day one.
Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings’ fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined periodically as well as a 401(k) retirement savings plan. Provided the eligibility requirements are met, employees will also receive an annual discretionary contribution to their 401(k) retirement savings plan from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M’s benefits programs.
Alvarez & Marsal recruits on an ongoing basis. Candidates are considered as they apply, until the opportunity is filled. Candidates are encouraged to apply expeditiously to any role(s) that they are qualified for and that are of interest to them.
The salary range is $130,000 - $175,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Compensation And Benefits
Document your specialty occupation alignment
Pull the O*NET profile for Compensation and Benefits Specialists and map your degree field directly to the listed knowledge areas. USCIS denials in this occupation often cite inadequate degree-to-role nexus, so explicit documentation closes that gap before your employer files.
Target employers with certified LCA histories
Use Migrate Mate to filter Compensation and Benefits roles by employers who have active DOL Labor Condition Application filings for this occupation code, giving you a verified shortlist of sponsors rather than guessing from job postings.
Verify prevailing wage levels before negotiating
Look up your intended work location in the OFLC Wage Search before any offer conversation. Your employer's LCA must certify at least the prevailing wage for the role, and knowing which wage level applies to your experience tier shapes realistic salary expectations.
Clarify your cap-gap status with HR early
If you're transitioning from OPT, confirm with your prospective employer that your cap-gap period covers your start date through October 1. Compensation and Benefits teams sometimes misread this window, causing unnecessary hiring delays for F-1 graduates.
Separate analytical roles from generalist HR titles
USCIS scrutinizes broad HR titles more than specialized ones. If your work focuses on total rewards modeling, equity benchmarking, or actuarial benefits analysis, frame your title and job duties to reflect that specialization in the H-1B petition.
Request premium processing for time-sensitive roles
Compensation planning cycles and open enrollment deadlines are hard dates. Ask your employer to file Form I-907 for premium processing so USCIS adjudicates the petition within 15 business days, keeping your start date aligned with the business need.
H-1B Visa Compensation And Benefits: Frequently Asked Questions
Does a Compensation and Benefits role qualify as an H-1B specialty occupation?
Yes, provided the position requires at least a bachelor's degree in a directly related field such as human resources, business administration, finance, or industrial-organizational psychology. Roles focused on total rewards analysis, benefits plan design, or compensation benchmarking carry stronger specialty occupation arguments than broad generalist HR titles. USCIS evaluates each petition on the specific duties listed, so precise job description language matters.
Which employers sponsor H-1B visas for Compensation and Benefits professionals?
Large corporations, consulting firms, and financial institutions with dedicated total rewards functions are the most consistent sponsors. Companies with global workforces often need Compensation and Benefits specialists who understand cross-border pay equity and equity compensation structures. Browse Migrate Mate to find roles filtered by employers who have active DOL filings for this occupation, so you're targeting verified sponsors from the start.
How does the DOL prevailing wage requirement affect a Compensation and Benefits offer?
Your employer must certify through a Labor Condition Application that your offered pay meets or exceeds the prevailing wage for your occupation code and work location. The DOL assigns one of four wage levels based on experience and complexity of duties. You can check applicable wage levels using the OFLC Wage Search before negotiations, which helps you assess whether an offer is LCA-compliant and avoids surprises during the filing process.
Can a Compensation and Benefits specialist change employers while on H-1B status?
Yes. H-1B portability under AC21 lets you start working for a new employer as soon as they file a new H-1B petition on your behalf, as long as your prior petition was approved and you've been in valid status. Your new employer must file before your current status expires. The new LCA must reflect the correct prevailing wage for your new work location, which matters if you're moving between different metro areas with different wage levels.
Is a master's degree in HR or business required for H-1B approval in this field?
No, a bachelor's degree is sufficient if it's in a directly related field. However, a master's in human resources management, organizational behavior, or business can strengthen the specialty occupation argument, particularly for senior roles with policy-setting or plan design responsibilities. USCIS also accepts equivalent combinations of education and work experience in some cases, though the degree-field nexus remains the cleaner path for Compensation and Benefits petitions.