H-1B Visa Director of Benefits Jobs
Director of Benefits jobs at H-1B visa sponsoring employers sit squarely in specialty occupation territory: the role requires a bachelor's degree or higher in human resources, business administration, or a related field. Employers file a Labor Condition Application with DOL and an I-129 petition with USCIS, covering your status for up to three years with extensions available.
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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.
LI-BK1
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Director of Benefits
Verify your degree field alignment
USCIS evaluates whether your degree directly relates to the benefits function, not just HR broadly. A degree in human resources, business administration, finance, or organizational behavior strengthens the specialty occupation case. Pull your O*NET profile for SOC 11-3111 to confirm the degree-requirement language before applications.
Target employers with self-funded health plans
Large employers managing self-insured benefit plans need Directors of Benefits with actuarial, compliance, and vendor-management depth, making the specialty occupation argument cleaner. These organizations file LCAs more routinely and already have HR legal infrastructure familiar with the I-129 process.
Search verified H-1B sponsors on Migrate Mate
Filter your search to employers with confirmed H-1B LCA filing history in HR and benefits management roles. Migrate Mate shows you which organizations have sponsored comparable positions, so you're not guessing at sponsorship willingness before you apply.
Clarify multi-state worksite plans early
If the role oversees benefits administration across multiple office locations, each worksite requires its own certified LCA from DOL. Raise this with the employer before the offer stage so the filing timeline accounts for multiple LCA certifications, which typically takes seven business days each.
Confirm prevailing wage tier before negotiating
Use the OFLC Wage Search to look up the prevailing wage for your target city under SOC 11-3111 before salary discussions. Your offer must meet or exceed the certified LCA wage, so knowing the floor prevents a mismatch that could delay or complicate the filing.
Request premium processing during active job searches
If you're on a 60-day grace period after a layoff, standard USCIS processing timelines may not leave enough runway. Ask your prospective employer to include premium processing in the I-129 filing, which targets a 15-business-day adjudication and gives you a clear status decision before your grace period closes.
H-1B Visa Director of Benefits: Frequently Asked Questions
Does a Director of Benefits role qualify as an H-1B specialty occupation?
Yes, Director of Benefits typically qualifies. The position requires at least a bachelor's degree in human resources, business administration, finance, or a related field, and the work involves benefits strategy, regulatory compliance under ERISA, vendor negotiation, and actuarial analysis. USCIS evaluates the specific job duties and the employer's minimum degree requirement, so the offer letter and job description should clearly state the degree field required.
How do I find employers who sponsor H-1B visas for benefits leadership roles?
Search Migrate Mate to browse Director of Benefits openings at employers with verified H-1B LCA filing history. DOL publishes certified LCA data publicly, so you can confirm an employer has sponsored similar roles before you invest time in an application. Large self-insured employers, healthcare systems, and financial services firms tend to file most consistently for senior HR and benefits positions.
What happens to my H-1B status if my employer changes benefits vendors or restructures the role?
A material change in job duties, title, or worksite can require an amended I-129 petition filed with USCIS before the change takes effect. If the restructured role still requires a qualifying degree and the core benefits oversight function remains, the amendment is straightforward. Your employer's immigration counsel should review any role changes to determine whether an amendment is needed and file proactively.
Can I work at multiple company office locations on a single H-1B?
Only at worksites listed on a certified LCA. If your Director of Benefits role requires regular work at multiple offices in different metropolitan areas, your employer must file a separate LCA for each worksite with DOL before you begin working there. This is a common oversight in senior HR roles where travel across corporate locations is routine, so confirm the LCA scope before accepting the offer.
How long does H-1B sponsorship last for a Director of Benefits position?
USCIS grants H-1B status for up to three years on an initial petition, with one extension available up to a six-year maximum. Beyond six years, continued H-1B status requires an approved or pending employment-based immigrant visa petition under specific USCIS rules. Many employers sponsoring senior benefits roles are also prepared to support permanent residence sponsorship, so it's worth raising that timeline in offer negotiations.