H-1B Visa Compensation And Benefits Jobs
Compensation and Benefits roles sit squarely within H-1B 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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Get Access To All JobsSUMMARY
The Director, Compensation & Benefits is a key member of Welltower’s Human Capital team, responsible for leading the design, implementation, and administration of competitive and scalable total rewards programs. This role blends strategic leadership with operational execution across compensation, benefits, and supporting systems to meet the needs of a growing organization.
This individual will partner closely with Human Capital leadership, Finance, Legal, and business leaders to ensure programs are market-aligned, compliant, and effectively support talent attraction, retention, and engagement. Success in this role requires a data-driven mindset, strong business acumen, and the ability to translate complex concepts into clear, actionable insights for leaders and employees.
In the first year, this role will focus on assessing and enhancing current compensation and benefits programs, strengthening processes and governance, and vendor partnerships to scale with the business.
KEY RESPONSIBILITIES
- Lead the design, implementation, and ongoing management of compensation programs, including base pay, incentive plans, and equity administration.
- Manage the annual and semi-annual compensation review cycles, including planning, modeling, and execution.
- Develop and maintain job architecture frameworks, including job leveling, banding, and career pathing aligned with market practices.
- Partner with HR Business Partners and business leaders to deliver tailored compensation and retention strategies.
- Support executive compensation analysis and materials in partnership with senior leadership.
- Evaluate, recommend, and manage employee benefits programs, including health, welfare, and retirement offerings.
- Oversee vendor relationships, including selection, RFP processes, and ongoing performance management.
- Partner with Finance to forecast and manage total rewards-related costs.
- Ensure compliance with all applicable compensation and benefits regulations, including oversight of filings, audits, and plan documentation.
- Monitor market trends and conduct benchmarking analyses to inform program design and adjustments.
- Enhance reporting, analytics, and insights related to compensation and benefits effectiveness.
- Support payroll strategy, processes, and compliance in partnership with internal stakeholders.
- Contribute to Human Capital initiatives and cross-functional projects impacting the broader organization.
OTHER DUTIES
This job description is not intended to be an exhaustive list of responsibilities. Duties may change based on business needs.
TRAVEL
Some travel may be required.
MINIMUM REQUIREMENTS
- 7+ years of progressive experience in compensation and benefits, preferably within a public company environment.
- Bachelor’s degree required; advanced degree or relevant certifications (e.g., CCP, CEBS) preferred.
- Strong experience in compensation design, market pricing, incentive plans, and job architecture.
- Knowledge of employee benefits programs, including health, welfare, and retirement plans.
- Experience managing vendors, RFP processes, and implementations.
- Advanced Excel and analytical skills.
- Proven ability to influence stakeholders and lead cross-functional initiatives.
- Strong communication and interpersonal skills, with the ability to translate data into actionable insights.
- High attention to detail, with a proactive and solutions-oriented mindset.
- Strong business and financial acumen.
Employment is contingent upon the successful completion of a background check, drug screening, and verification of employment, education, and other credentials relevant to the position.
Welltower is committed to leveraging the talent of a diverse workforce to create great opportunities for our business and our people. EOE/AA. Minority/Female/Sexual Orientation/Gender Identity/Disability/Vet
SUMMARY
The Director, Compensation & Benefits is a key member of Welltower’s Human Capital team, responsible for leading the design, implementation, and administration of competitive and scalable total rewards programs. This role blends strategic leadership with operational execution across compensation, benefits, and supporting systems to meet the needs of a growing organization.
This individual will partner closely with Human Capital leadership, Finance, Legal, and business leaders to ensure programs are market-aligned, compliant, and effectively support talent attraction, retention, and engagement. Success in this role requires a data-driven mindset, strong business acumen, and the ability to translate complex concepts into clear, actionable insights for leaders and employees.
In the first year, this role will focus on assessing and enhancing current compensation and benefits programs, strengthening processes and governance, and vendor partnerships to scale with the business.
KEY RESPONSIBILITIES
- Lead the design, implementation, and ongoing management of compensation programs, including base pay, incentive plans, and equity administration.
- Manage the annual and semi-annual compensation review cycles, including planning, modeling, and execution.
- Develop and maintain job architecture frameworks, including job leveling, banding, and career pathing aligned with market practices.
- Partner with HR Business Partners and business leaders to deliver tailored compensation and retention strategies.
- Support executive compensation analysis and materials in partnership with senior leadership.
- Evaluate, recommend, and manage employee benefits programs, including health, welfare, and retirement offerings.
- Oversee vendor relationships, including selection, RFP processes, and ongoing performance management.
- Partner with Finance to forecast and manage total rewards-related costs.
- Ensure compliance with all applicable compensation and benefits regulations, including oversight of filings, audits, and plan documentation.
- Monitor market trends and conduct benchmarking analyses to inform program design and adjustments.
- Enhance reporting, analytics, and insights related to compensation and benefits effectiveness.
- Support payroll strategy, processes, and compliance in partnership with internal stakeholders.
- Contribute to Human Capital initiatives and cross-functional projects impacting the broader organization.
OTHER DUTIES
This job description is not intended to be an exhaustive list of responsibilities. Duties may change based on business needs.
TRAVEL
Some travel may be required.
MINIMUM REQUIREMENTS
- 7+ years of progressive experience in compensation and benefits, preferably within a public company environment.
- Bachelor’s degree required; advanced degree or relevant certifications (e.g., CCP, CEBS) preferred.
- Strong experience in compensation design, market pricing, incentive plans, and job architecture.
- Knowledge of employee benefits programs, including health, welfare, and retirement plans.
- Experience managing vendors, RFP processes, and implementations.
- Advanced Excel and analytical skills.
- Proven ability to influence stakeholders and lead cross-functional initiatives.
- Strong communication and interpersonal skills, with the ability to translate data into actionable insights.
- High attention to detail, with a proactive and solutions-oriented mindset.
- Strong business and financial acumen.
Employment is contingent upon the successful completion of a background check, drug screening, and verification of employment, education, and other credentials relevant to the position.
Welltower is committed to leveraging the talent of a diverse workforce to create great opportunities for our business and our people. EOE/AA. Minority/Female/Sexual Orientation/Gender Identity/Disability/Vet
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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.
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Find Compensation And Benefits JobsCompensation And Benefits H-1B Visa: 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.
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