H-1B Visa Executive Management Jobs
Executive Management roles qualify for H-1B sponsorship when the position requires a bachelor's degree or higher in a directly related field. Large corporations, private equity-backed firms, and multinational subsidiaries are the most active sponsors, filing LCAs that certify wages at or above the DOL prevailing wage for your metro area and SOC code.
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Get Access To All JobsAbout Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
The Opportunity
Salesforce is reimagining how performance and talent practices support employees, managers, and the business. This role will shape a clearer, more integrated approach to performance and talent management, improving manager effectiveness, employee experience, decision quality, and business outcomes.
The Director, Enterprise Performance & Talent will define the strategy and operating blueprint for key practices including goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions. This leader will identify the strategic choices that matter, frame tradeoffs, clarify downstream impacts, and translate strategy into practical requirements, roadmaps, and decision materials for implementation partners.
What This Role Owns
1. Performance and Talent Strategy
- Develop the strategy for modernizing performance and talent practices across the employee and manager lifecycle.
- Define the outcomes, principles, and strategic choices behind the work using data, stakeholder input, and employee and manager pain points.
- Connect philosophy, process, technology, data, governance, and employee experience into a coherent system with clear decisions and measurable outcomes.
2. AI-Enabled Experience Design
- Shape how AI and agents improve performance and talent workflows, including coaching, feedback quality, decision support, planning, and workflow simplification.
- Partner with product, technology, analytics, HR, and business stakeholders to define requirements for AI-enabled employee and manager experiences.
- Establish responsible design principles for human judgment, fairness, privacy, transparency, auditability, and data use.
3. Matrix Leadership and Decision Readiness
- Lead through influence across a complex, global stakeholder environment without direct reporting authority.
- Frame strategic decisions, clarify tradeoffs, and show how choices affect employees, managers, business leaders, operations, systems, and change management.
- Own the translation of strategy into executable plans, clear decision points, operating milestones, and measurable outcomes across Talent, Product, Technology, Analytics, HR, and business partners.
- Create executive-ready materials that make recommendations, risks, dependencies, implementation handoffs, and open decisions clear.
4. Adoption, Measurement, and Continuous Improvement
- Define the change approach needed for managers and employees to understand and adopt new performance and talent practices.
- Establish success metrics across adoption, manager effectiveness, feedback quality, decision quality, employee trust, productivity, retention, and talent outcomes.
- Use data and feedback loops to test assumptions, refine the strategy, and simplify processes so they are easier to use, trust, and connect to business impact.
Expected Outcomes
Within the first 6 to 12 months, this leader should deliver:
- An enterprise strategy and concise change narrative for performance and talent practices.
- An end-to-end experience blueprint for goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions.
- Requirements and guardrails for AI-enabled performance and talent experiences.
- A practical roadmap with owners, milestones, risks, dependencies, decisions, and implementation handoffs.
- Decision-ready materials for senior leaders and cross-functional partners.
- A measurement framework that shows progress against employee, manager, talent, and business outcomes.
Qualifications
- 10+ years of experience in Talent Management, Performance Management, HR strategy, HR technology, organizational effectiveness, people analytics, or a related field.
- Strong strategy background in performance and talent practices, ideally including check-ins, feedback, year-end review, calibration, talent reviews, promotions, skills, or manager effectiveness.
- Experience shaping enterprise programs or transformation efforts in a large, complex, global organization.
- Ability to move from ambiguity to clear strategic choices, tradeoffs, requirements, and practical execution plans.
- Strong belief in the potential for AI and agents to reshape how talent strategy, planning, and execution are delivered.
- Product and systems mindset, with experience translating strategy into roadmaps, requirements, pilots, operating models, and measurable outcomes.
- Strong executive communication, facilitation, stakeholder management, data storytelling, and decision-framing skills.
- Proven ability to lead through influence, operate with ownership, and build alignment across matrixed teams.
Success Profile
The strongest candidate combines strategic talent expertise with operator-level follow-through. They can move ambiguous work from concept to decision to execution, create alignment across senior stakeholders, and ensure implementation partners have clear requirements, owners, timelines, and success measures. They should be energized by using AI and agents to improve performance and talent experiences while preserving human judgment where it matters most.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt-out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $164,000 - $261,500 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $196,800 - $285,300 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
About Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
The Opportunity
Salesforce is reimagining how performance and talent practices support employees, managers, and the business. This role will shape a clearer, more integrated approach to performance and talent management, improving manager effectiveness, employee experience, decision quality, and business outcomes.
The Director, Enterprise Performance & Talent will define the strategy and operating blueprint for key practices including goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions. This leader will identify the strategic choices that matter, frame tradeoffs, clarify downstream impacts, and translate strategy into practical requirements, roadmaps, and decision materials for implementation partners.
What This Role Owns
1. Performance and Talent Strategy
- Develop the strategy for modernizing performance and talent practices across the employee and manager lifecycle.
- Define the outcomes, principles, and strategic choices behind the work using data, stakeholder input, and employee and manager pain points.
- Connect philosophy, process, technology, data, governance, and employee experience into a coherent system with clear decisions and measurable outcomes.
2. AI-Enabled Experience Design
- Shape how AI and agents improve performance and talent workflows, including coaching, feedback quality, decision support, planning, and workflow simplification.
- Partner with product, technology, analytics, HR, and business stakeholders to define requirements for AI-enabled employee and manager experiences.
- Establish responsible design principles for human judgment, fairness, privacy, transparency, auditability, and data use.
3. Matrix Leadership and Decision Readiness
- Lead through influence across a complex, global stakeholder environment without direct reporting authority.
- Frame strategic decisions, clarify tradeoffs, and show how choices affect employees, managers, business leaders, operations, systems, and change management.
- Own the translation of strategy into executable plans, clear decision points, operating milestones, and measurable outcomes across Talent, Product, Technology, Analytics, HR, and business partners.
- Create executive-ready materials that make recommendations, risks, dependencies, implementation handoffs, and open decisions clear.
4. Adoption, Measurement, and Continuous Improvement
- Define the change approach needed for managers and employees to understand and adopt new performance and talent practices.
- Establish success metrics across adoption, manager effectiveness, feedback quality, decision quality, employee trust, productivity, retention, and talent outcomes.
- Use data and feedback loops to test assumptions, refine the strategy, and simplify processes so they are easier to use, trust, and connect to business impact.
Expected Outcomes
Within the first 6 to 12 months, this leader should deliver:
- An enterprise strategy and concise change narrative for performance and talent practices.
- An end-to-end experience blueprint for goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions.
- Requirements and guardrails for AI-enabled performance and talent experiences.
- A practical roadmap with owners, milestones, risks, dependencies, decisions, and implementation handoffs.
- Decision-ready materials for senior leaders and cross-functional partners.
- A measurement framework that shows progress against employee, manager, talent, and business outcomes.
Qualifications
- 10+ years of experience in Talent Management, Performance Management, HR strategy, HR technology, organizational effectiveness, people analytics, or a related field.
- Strong strategy background in performance and talent practices, ideally including check-ins, feedback, year-end review, calibration, talent reviews, promotions, skills, or manager effectiveness.
- Experience shaping enterprise programs or transformation efforts in a large, complex, global organization.
- Ability to move from ambiguity to clear strategic choices, tradeoffs, requirements, and practical execution plans.
- Strong belief in the potential for AI and agents to reshape how talent strategy, planning, and execution are delivered.
- Product and systems mindset, with experience translating strategy into roadmaps, requirements, pilots, operating models, and measurable outcomes.
- Strong executive communication, facilitation, stakeholder management, data storytelling, and decision-framing skills.
- Proven ability to lead through influence, operate with ownership, and build alignment across matrixed teams.
Success Profile
The strongest candidate combines strategic talent expertise with operator-level follow-through. They can move ambiguous work from concept to decision to execution, create alignment across senior stakeholders, and ensure implementation partners have clear requirements, owners, timelines, and success measures. They should be energized by using AI and agents to improve performance and talent experiences while preserving human judgment where it matters most.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt-out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $164,000 - $261,500 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $196,800 - $285,300 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
See all 7,840+ Executive Management jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Executive Management roles.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Executive Management
Verify your role meets specialty occupation
USCIS scrutinizes executive titles more than most. Pull the O*NET profile for your SOC code and confirm the standard entry requirement lists a specific bachelor's field, not just any degree. Generic "management experience" won't satisfy the specialty occupation standard.
Target subsidiaries of multinational corporations
Foreign-headquartered companies with U.S. subsidiaries sponsor H-1B holders at higher rates for executive roles because parent-company transfers and global mobility programs already have immigration infrastructure in place. Prioritize those with dedicated in-house immigration teams.
Search verified H-1B sponsors on Migrate Mate
Use Migrate Mate to filter Executive Management roles by employers with confirmed LCA filing history. This surfaces companies that have already cleared DOL certification for your occupation code, cutting out employers who have never sponsored at this level.
Benchmark your offer against DOL prevailing wage
Before accepting an offer, run your job title, location, and experience level through OFLC Wage Search. Your employer must pay at least the Level II or Level III prevailing wage; an offer below that threshold will block LCA certification regardless of how strong your candidacy is.
Clarify H-1B filing timeline before signing
Cap-subject H-1B petitions have an April 1 filing window tied to the October 1 start date. If you're negotiating an offer outside that window, confirm whether the employer will use premium processing and how your start date aligns with USCIS adjudication timelines.
Document degree-to-role alignment in your application
Compile a credentials packet before interviews: degree transcripts, credential evaluations for foreign degrees, and a role description that maps your specific field of study to the executive function. Employers filing at this level face RFEs if the degree-to-role connection isn't explicit.
Executive Management jobs are hiring across the US. Find yours.
Find Executive Management JobsExecutive Management H-1B Visa: Frequently Asked Questions
Do Executive Management roles qualify for H-1B sponsorship?
They can, but USCIS applies strict specialty occupation scrutiny to executive titles. The position must require a bachelor's degree or higher in a specific field directly related to the job duties. Broad management roles that accept any degree regardless of field are frequently challenged. A well-drafted job description that ties your executive function to a defined academic discipline is essential for approval.
Which employers sponsor H-1B visas for Executive Management positions?
Multinational corporations, private equity portfolio companies, and large publicly traded firms are the most consistent sponsors at the executive level because they have existing immigration programs and legal teams. Use Migrate Mate to identify employers with verified LCA filing history in executive management SOC codes before investing time in applications.
How does the H-1B prevailing wage requirement affect executive offers?
The employer must certify through a DOL Labor Condition Application that your offered compensation meets or exceeds the prevailing wage for your role, experience level, and work location. Executive roles in major metro areas carry high wage levels. You can verify the applicable threshold using OFLC Wage Search before your offer stage so you're not surprised during LCA filing.
Can an H-1B holder be promoted to an executive role without refiling?
A material change in duties, title, or location typically requires an amended H-1B petition. Moving into a new executive function with substantially different responsibilities is considered a material change by USCIS, which means your employer needs to file an amended I-129 before or shortly after the role change takes effect. Confirm this with your employer's immigration counsel before accepting an internal promotion.
Does an executive-level role affect H-1B cap exemption eligibility?
Title and seniority don't determine cap exemption status. Cap exemption depends on the employer type, specifically whether the organization is a qualifying institution of higher education, a nonprofit affiliated with such an institution, or a governmental research organization. Most private-sector executive employers are cap-subject, meaning your petition must enter the annual lottery.
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