H-1B Visa Executive Compensation Jobs
Executive Compensation roles qualify as H-1B visa specialty occupations when the position requires a bachelor's degree or higher in human resources, finance, or a related field. Large financial institutions, Fortune 500 companies, and consulting firms regularly file H-1B petitions for these roles and can sponsor cap-subject and cap-exempt petitions depending on their structure.
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Get Access To All JobsINTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
INTRODUCTION
We believe that the way people interact with their finances will drastically improve in the next few years. We’re dedicated to empowering this transformation by building the tools and experiences that thousands of developers use to create their own products. Plaid powers the tools millions of people rely on to live a healthier financial life. We work with thousands of companies like Venmo, SoFi, several of the Fortune 500, and many of the largest banks to make it easy for people to connect their financial accounts to the apps and services they want to use. Plaid’s network covers 12,000 financial institutions across the US, Canada, UK and Europe. Founded in 2013, the company is headquartered in San Francisco with offices in New York, Seattle, Washington D.C., Raleigh, London, and Amsterdam.
The Compensation team designs, manages, and evolves Plaid’s compensation strategy to attract, retain, and motivate world-class talent. We make sure compensation is fair inside the company and competitive in the market. We work on programs that connect directly to Plaid’s business goals and employee experience — using data and insight to make equitable, well-informed decisions. Our work spans cash and equity program design, annual and mid-year review cycles, benchmarking, and exec comp support. In this role, you will own compensation support for specific client groups and take the lead on cycle operations and comp tooling across the team. You’ll work alongside a sharp team and closely with Plaid’s Head of Total Rewards. You’ll have clear ownership of your domain from day one, with real exposure to equity program mechanics, exec comp, and board-level deliverables.
Responsibilities
- Own comp support for specific client groups — offers, promos, manager/HRBP questions — with a high bar for speed and accuracy
- Lead configuration and rollout of annual and mid-year compensation cycles in Workday and comp tooling
- Manage and maintain Plaid’s comp systems: Compa, Pave, and external survey tools (Compensia, Radford)
- Run benchmarking analysis — job matching, market data pulls, competitive pay positioning
- Maintain compensation band and zone data; ensure ranges stay current and accurate
- Build and maintain complex models in support of program design and leadership decisions
- Partner closely with other team members on high-priority workstreams and peak-season capacity
QUALIFICATIONS
- 5–8+ years of experience in compensation or total rewards
- Hands-on experience owning or co-owning a compensation cycle (YE or mid-year)
- Benchmarking experience: job matching, survey submissions, competitive analysis
- Strong analytical skills — you build and own complex models, not just populate templates
- RSU/equity experience — you understand how equity comp works and can explain it clearly
- Systems fluency — comfortable in at least one comp tool (Workday, Compa, Pave, or equivalent)
- Nice to have: private/pre-IPO experience, EPD client support, Plaid tech stack familiarity
Our mission at Plaid is to unlock financial freedom for everyone. To support that mission, we seek to build a diverse team of driven individuals who care deeply about making the financial ecosystem more equitable. We recognize that strong qualifications can come from both prior work experiences and lived experiences. We encourage you to apply to a role even if your experience doesn't fully match the job description. We are always looking for team members that will bring something unique to Plaid!
Plaid is proud to be an equal opportunity employer and values diversity at our company. We do not discriminate based on race, color, national origin, ethnicity, religion or religious belief, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, military or veteran status, disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local laws. Plaid is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance with your application or interviews due to a disability, please let us know at accommodations@plaid.com. Please review our Candidate Privacy Notice here.
Additional compensation in the form(s) of equity and/or commission are dependent on the position offered. Plaid provides a comprehensive benefit plan, including medical, dental, vision, and 401(k). Pay is based on factors such as (but not limited to) scope and responsibilities of the position, candidate's work experience and skillset, and location. Pay and benefits are subject to change at any time, consistent with the terms of any applicable compensation or benefit plans.
COMPENSATION RANGE
- Compensation Range: $122,880 - $192,000
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Executive Compensation
Verify your degree supports specialty occupation
Executive Compensation roles must clear the specialty occupation bar at USCIS. A degree in HR, finance, business administration, or economics maps cleanly. A general studies degree creates RFE risk, so document how your coursework directly supports total rewards work.
Target employers with LCA filing history
Use Migrate Mate to filter Executive Compensation roles by employers who have filed Labor Condition Applications for this occupation code. Prior LCA activity signals an established H-1B process and reduces the risk of an employer backing out mid-petition.
Check prevailing wage before accepting an offer
Your offered salary must meet the DOL prevailing wage for your job level and work location. Run the OFLC Wage Search before negotiating. Executive Compensation roles at Wage Level III or IV often carry significantly higher prevailing wage floors than general HR positions.
Confirm the employer files cap-subject petitions
Not every large employer participates in the H-1B lottery. Some self-insured or nonprofit affiliates classify as cap-exempt. Ask directly whether the company has filed cap-subject I-129 petitions in recent fiscal years and whether they cover premium processing fees.
Align your start date with the October 1 cap window
Cap-subject H-1B petitions for Executive Compensation roles must be filed during the March registration window for an October 1 employment start. If you're on OPT, confirm your cap-gap coverage extends through October 1 to avoid an authorization gap.
Document equity and incentive plan expertise precisely
USCIS scrutinizes whether Executive Compensation duties genuinely require a specialized degree. Your offer letter and the employer's support letter should name specific tools and plan types you'll administer, linking each duty to a degree-level knowledge requirement.
H-1B Visa Executive Compensation: Frequently Asked Questions
Does an Executive Compensation role qualify as an H-1B specialty occupation?
Yes, provided the position requires at least a bachelor's degree in a specific field such as human resources, finance, or business administration. USCIS evaluates the actual duties, not just the job title. Roles focused on equity plan design, incentive modeling, or executive pay benchmarking typically meet the standard. Generalist compensation roles with no degree requirement in a specific discipline can face an RFE.
Which employers commonly sponsor H-1B visas for Executive Compensation professionals?
Large financial services firms, Fortune 500 corporations, management consulting firms, and major technology companies are the most consistent sponsors for Executive Compensation roles. These employers typically have dedicated compensation teams and an established H-1B filing infrastructure. You can search verified sponsors for this occupation on Migrate Mate, which surfaces employers with confirmed LCA filing history for Executive Compensation job titles.
How does the DOL prevailing wage apply to Executive Compensation jobs?
Your employer must certify in the Labor Condition Application that your offered wage meets or exceeds the DOL prevailing wage for your specific job level and geographic work location. Executive Compensation roles are typically classified at Wage Level III or IV given their specialized nature. Use the OFLC Wage Search to look up the prevailing wage before you evaluate any offer, since the floor varies significantly by metro area.
Can I transfer my H-1B to a new employer for an Executive Compensation role?
Yes. Under H-1B portability rules, you can start working for a new employer as soon as that employer files an I-129 transfer petition, without waiting for USCIS approval, as long as your prior H-1B was approved and you've maintained valid status. The new employer must still file a certified LCA for the Executive Compensation role at the appropriate prevailing wage before submitting the I-129.
What is the O*NET occupation code for Executive Compensation, and why does it matter?
USCIS and DOL use O*NET occupation codes to evaluate whether a role qualifies as a specialty occupation and to benchmark prevailing wages. Executive Compensation work typically maps to Compensation and Benefits Managers or Compensation, Benefits, and Job Analysis Specialists in O*NET. The code your employer selects on the LCA determines which wage level applies, so confirming the correct classification before filing protects both you and the employer from a wage compliance issue.