H-1B Visa Head Of Sales Jobs
Head of Sales roles qualify for H-1B sponsorship when the position requires a bachelor's degree in business, marketing, or a related field. Employers must file a Labor Condition Application certifying the offered salary meets DOL prevailing wage standards before your petition reaches USCIS.
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We are looking for a Global Head of Sales Compensation to lead the design, administration, and governance of incentive compensation across GBSG's entire sales organization — spanning Direct, SMB, and Channel/Partner go-to-market motions.
This is a Group Manager-level role with enterprise-wide scope and direct accountability for how Intuit attracts, motivates, and rewards its commercial talent. You will own the full compensation lifecycle — from annual plan design through platform operations, payout accuracy, dispute resolution, and analytics — while serving as the primary compensation authority for Sales, Finance, HR, and Legal stakeholders.
GBSG is in an active growth and transformation phase. We are scaling our indirect sales motion, modernizing our incentive compensation infrastructure, and building the analytics capabilities needed to run a data-driven commercial organization. The person who steps into this role will have the mandate, the visibility, and the executive support to shape that transformation.
Responsibilities
Incentive Plan Design & Strategy
- Lead the annual comp plan design cycle for all eligible GBSG roles across Direct and Channel sales — including quota-bearing individual contributors, overlay specialists, and sales leadership
- Develop and maintain a unified compensation philosophy that is competitive in the market, motivating to sellers, and affordable to the business
- Design incentive structures that support both direct and indirect/partner selling motions, including accelerators, SPIFFs, and co-sell incentive frameworks
- Partner with HR Total Rewards and Finance to align OTE positioning, pay mix, and leverage to market benchmarks and internal equity standards
- Translate GTM strategy changes — new segments, new products, coverage model evolution — into comp plan updates delivered with speed and accuracy
ICM Platform & Operations
- Own end-to-end administration of the incentive compensation management (ICM) platform — including processing accuracy, system integrity, and payout operations at scale
- Drive platform modernization initiatives, including system migrations, integration projects with CRM and HR systems, and expansion of automated coverage to previously manual populations
- Partner with technology and engineering teams to define ICM architecture requirements and ensure the platform scales with the business
- Establish operational discipline: monthly payout processing, exception handling, audit trails, and continuous improvement of administration workflows
Governance, Controls & Compliance
- Build and own an audit-ready ICM governance framework — documented controls, payout authorization procedures, calculation auditability, and change management processes
- Lead the comp plan approval workflow: plan documentation, cross-functional review, legal sign-off, and version control
- Design and enforce a dispute resolution process with defined SLAs, clear escalation paths, and consistent outcomes
- Ensure all compensation programs comply with applicable labor law, commission regulations, and Intuit policy across geographies
Analytics & Seller Transparency
- Build real-time earnings visibility for sellers and managers — attainment tracking, quota-to-payout reconciliation, and mid-period performance insight
- Deliver executive-level reporting on comp program performance: plan cost vs. budget, incentive effectiveness, and ROI on comp spend
- Develop proactive analytics to surface payout anomalies, quota misalignment, and plan design issues before they escalate
Team & Stakeholder Leadership
- Build and lead the Sales Compensation team — defining structure, hiring roadmap, and operating model for plan design, administration, and analytics functions
- Serve as the primary compensation authority across Sales, Finance, HR, and Legal — translating field feedback and business strategy into compensation decisions
- Operate as a trusted partner to Channel Sales leadership, ensuring indirect seller incentives are purpose-built for partner selling motions
Qualifications
- 10+ years in Sales Compensation, Incentive Compensation Management, or Revenue Operations — with at least 3 years in a senior or people leadership role
- Experience designing and administering comp programs at scale: 500+ eligible payees, multi-segment, and ideally multi-geography environments
- Hands-on expertise with at least one enterprise ICM platform (e.g., SAP Commissions, Xactly, Varicent, or equivalent), including configuration, administration, and migration experience
- Demonstrated experience designing incentive structures for both direct and channel/partner sales organizations
- Background building or significantly improving ICM governance and controls in a Finance-scrutinized environment
Preferred Qualifications
- Experience in B2B SaaS, FinTech, or high-growth technology organizations with complex, multi-product GTM models
- Exposure to quota management and territory planning processes and their integration with compensation design
- Familiarity with SOX-relevant controls in a compensation or Finance operations context
- Strong executive communication skills — able to present comp strategy and program performance to C-suite audiences with clarity and confidence
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs. Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is:
Overview
We are looking for a Global Head of Sales Compensation to lead the design, administration, and governance of incentive compensation across GBSG's entire sales organization — spanning Direct, SMB, and Channel/Partner go-to-market motions.
This is a Group Manager-level role with enterprise-wide scope and direct accountability for how Intuit attracts, motivates, and rewards its commercial talent. You will own the full compensation lifecycle — from annual plan design through platform operations, payout accuracy, dispute resolution, and analytics — while serving as the primary compensation authority for Sales, Finance, HR, and Legal stakeholders.
GBSG is in an active growth and transformation phase. We are scaling our indirect sales motion, modernizing our incentive compensation infrastructure, and building the analytics capabilities needed to run a data-driven commercial organization. The person who steps into this role will have the mandate, the visibility, and the executive support to shape that transformation.
Responsibilities
Incentive Plan Design & Strategy
- Lead the annual comp plan design cycle for all eligible GBSG roles across Direct and Channel sales — including quota-bearing individual contributors, overlay specialists, and sales leadership
- Develop and maintain a unified compensation philosophy that is competitive in the market, motivating to sellers, and affordable to the business
- Design incentive structures that support both direct and indirect/partner selling motions, including accelerators, SPIFFs, and co-sell incentive frameworks
- Partner with HR Total Rewards and Finance to align OTE positioning, pay mix, and leverage to market benchmarks and internal equity standards
- Translate GTM strategy changes — new segments, new products, coverage model evolution — into comp plan updates delivered with speed and accuracy
ICM Platform & Operations
- Own end-to-end administration of the incentive compensation management (ICM) platform — including processing accuracy, system integrity, and payout operations at scale
- Drive platform modernization initiatives, including system migrations, integration projects with CRM and HR systems, and expansion of automated coverage to previously manual populations
- Partner with technology and engineering teams to define ICM architecture requirements and ensure the platform scales with the business
- Establish operational discipline: monthly payout processing, exception handling, audit trails, and continuous improvement of administration workflows
Governance, Controls & Compliance
- Build and own an audit-ready ICM governance framework — documented controls, payout authorization procedures, calculation auditability, and change management processes
- Lead the comp plan approval workflow: plan documentation, cross-functional review, legal sign-off, and version control
- Design and enforce a dispute resolution process with defined SLAs, clear escalation paths, and consistent outcomes
- Ensure all compensation programs comply with applicable labor law, commission regulations, and Intuit policy across geographies
Analytics & Seller Transparency
- Build real-time earnings visibility for sellers and managers — attainment tracking, quota-to-payout reconciliation, and mid-period performance insight
- Deliver executive-level reporting on comp program performance: plan cost vs. budget, incentive effectiveness, and ROI on comp spend
- Develop proactive analytics to surface payout anomalies, quota misalignment, and plan design issues before they escalate
Team & Stakeholder Leadership
- Build and lead the Sales Compensation team — defining structure, hiring roadmap, and operating model for plan design, administration, and analytics functions
- Serve as the primary compensation authority across Sales, Finance, HR, and Legal — translating field feedback and business strategy into compensation decisions
- Operate as a trusted partner to Channel Sales leadership, ensuring indirect seller incentives are purpose-built for partner selling motions
Qualifications
- 10+ years in Sales Compensation, Incentive Compensation Management, or Revenue Operations — with at least 3 years in a senior or people leadership role
- Experience designing and administering comp programs at scale: 500+ eligible payees, multi-segment, and ideally multi-geography environments
- Hands-on expertise with at least one enterprise ICM platform (e.g., SAP Commissions, Xactly, Varicent, or equivalent), including configuration, administration, and migration experience
- Demonstrated experience designing incentive structures for both direct and channel/partner sales organizations
- Background building or significantly improving ICM governance and controls in a Finance-scrutinized environment
Preferred Qualifications
- Experience in B2B SaaS, FinTech, or high-growth technology organizations with complex, multi-product GTM models
- Exposure to quota management and territory planning processes and their integration with compensation design
- Familiarity with SOX-relevant controls in a compensation or Finance operations context
- Strong executive communication skills — able to present comp strategy and program performance to C-suite audiences with clarity and confidence
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs. Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is:
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Head Of Sales
Map your degree to the role
USCIS requires a direct connection between your degree field and the Head of Sales position. A business administration or marketing degree maps cleanly. If your degree is in an unrelated field, gather evidence showing how your coursework directly supports sales leadership responsibilities.
Verify prevailing wage before negotiating
Run your target title and metro area through the OFLC Wage Search before your offer conversation. Your employer's LCA must certify at least the DOL prevailing wage, so knowing Level III or IV figures in advance keeps your negotiation grounded in filing requirements.
Target employers with cap-exempt pathways
Universities, nonprofit research organizations, and government-affiliated entities are cap-exempt, meaning no lottery wait. Head of Sales roles exist at these institutions, particularly in technology transfer, alumni fundraising, and sponsored research divisions.
Search H-1B-sponsoring employers on Migrate Mate
Filter Head of Sales openings by employers with documented H-1B LCA filing history on Migrate Mate. This cuts your research time by surfacing companies that have already navigated the sponsorship process for similar senior commercial roles.
Clarify commission structure with your employer early
H-1B prevailing wage requirements apply to your base salary, not total on-target earnings. If your compensation is heavily commission-weighted, confirm your base alone meets the DOL wage floor before your employer files the LCA, or request a restructured offer.
Request premium processing at the petition stage
USCIS offers 15-business-day adjudication through premium processing on Form I-907. For senior revenue roles where start dates are tied to fiscal quarters or sales cycles, premium processing reduces the uncertainty of a standard five-to-seven-month wait.
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Find Head Of Sales JobsHead Of Sales H-1B Visa: Frequently Asked Questions
Does a Head of Sales role qualify as a specialty occupation for H-1B purposes?
Yes, provided the employer can document that the position normally requires at least a bachelor's degree in a specific field such as business administration, marketing, or a related discipline. USCIS scrutinizes senior sales titles more than technical roles, so the job description must emphasize strategic, analytical, and management responsibilities rather than general sales activities.
How do H-1B prevailing wage rules affect compensation for commission-based sales leaders?
The DOL prevailing wage requirement applies to your guaranteed base salary only. Variable pay, bonuses, and commissions are excluded from the wage calculation your employer certifies on the LCA. If your total compensation is structured with a low base and high commission, confirm the base alone meets or exceeds the applicable DOL wage level for your metro area before your employer submits the LCA.
Can I switch to a Head of Sales role at a new company while on H-1B?
Yes. Under H-1B portability rules, you can start working for a new employer once they file a new H-1B petition on your behalf, without waiting for USCIS approval, as long as you've been in valid H-1B status for at least 180 days. The new employer must file a separate I-129 petition and LCA. Your prior approval does not transfer.
Where can I find Head of Sales jobs at companies that actually sponsor H-1B visas?
Migrate Mate filters Head of Sales listings by employers with verified H-1B LCA filing history, so you're not sorting through postings from companies that have never navigated the sponsorship process. You can search by industry, company size, and metro area to focus on organizations that have previously sponsored roles at a comparable seniority level.
Does the H-1B cap lottery apply to all Head of Sales positions?
Not always. The annual cap and lottery apply to most private-sector employers, but positions at cap-exempt organizations, including universities, nonprofit research institutions, and certain government-affiliated entities, bypass the lottery entirely. If your target role is at one of these employers, your petition can be filed and adjudicated at any time of year without waiting for the April registration window.
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