H-1B Visa Sales Compensation Manager Jobs
Sales Compensation Manager roles qualify for H-1B visa sponsorship as specialty occupations requiring a bachelor's degree in finance, business, or a related field. Large tech, financial services, and SaaS companies file LCAs for this role regularly, and the position's analytical depth supports prevailing wage compliance at Level III or IV.
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Get Access To All JobsABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
ABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
See all H-1B Visa Sales Compensation Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Sales Compensation Manager Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Sales Compensation Manager
Map your degree to the role
USCIS evaluates specialty occupation by matching your degree field to the job duties. A finance, accounting, or business analytics degree aligns cleanly. A general management degree may trigger an RFE, so prepare a degree equivalency letter in advance.
Search LCA filings by occupation code
The DOL assigns Sales Compensation Manager roles to SOC code 13-1199. Run that code through the OFLC Wage Search to find employers who have filed certified LCAs for this title, confirming active sponsorship history before you apply.
Target companies with incentive compensation infrastructure
SaaS, fintech, and enterprise software firms maintain dedicated sales compensation teams and file H-1B petitions for this role consistently. Prioritize employers whose sales headcount exceeds 200, where a standalone compensation function is structurally justified.
Use Migrate Mate to filter verified sponsors
Pull up the Sales Compensation Manager listings on Migrate Mate to see which employers have verified DOL LCA filing history for this exact role. That narrows your outreach to companies with a proven sponsorship track record, not just a careers page that mentions visa support.
Clarify prevailing wage level during offer negotiations
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your location and experience level. Level III and IV wages apply to most senior compensation roles. Verify the certified wage on the LCA before signing your offer to confirm compliance.
Time your job search around the H-1B cap cycle
USCIS opens H-1B registration each March for an October 1 start date. If you're on OPT, align your offer acceptance to give your employer enough runway to file. A start date straddling fiscal years may require cap-gap protection to bridge the gap.
H-1B Visa Sales Compensation Manager: Frequently Asked Questions
Does a Sales Compensation Manager role qualify as an H-1B specialty occupation?
Yes. USCIS recognizes Sales Compensation Manager as a specialty occupation because the role requires theoretical and practical application of a body of knowledge in finance, business analytics, or a related field, typically at the bachelor's degree level or higher. The analytical complexity of incentive plan design, quota modeling, and commission auditing supports this classification.
Which employers regularly sponsor H-1B visas for Sales Compensation Manager roles?
Enterprise technology, SaaS, financial services, and large retail companies are the most consistent sponsors for this title. These organizations run structured sales compensation functions that require dedicated managers. You can identify employers with verified LCA filing history for this role by browsing Sales Compensation Manager listings on Migrate Mate.
How does the DOL prevailing wage apply to Sales Compensation Manager H-1B petitions?
Your employer must certify through the LCA that your offered salary meets or exceeds the DOL prevailing wage for your specific location, experience level, and SOC code. Most Sales Compensation Manager roles are filed at Level III or IV, which reflect senior and fully competent positions. You can verify applicable wage levels using the OFLC Wage Search before evaluating any offer.
Can I transfer my H-1B to a new employer while working as a Sales Compensation Manager?
Yes. H-1B portability under AC21 allows you to start working for a new employer once they file a transfer petition, without waiting for approval, as long as your current H-1B has been approved for at least 180 days. Your new employer files a fresh I-129 with a new LCA, and your duties must still meet the specialty occupation standard at the new company.
What documentation strengthens an H-1B petition for a Sales Compensation Manager position?
A strong petition includes a detailed job description that ties each duty to a specific degree requirement, evidence that the employer consistently requires a bachelor's degree in a relevant field for this title, and your transcripts showing a qualifying degree. If your degree is from outside the U.S., a credential evaluation confirming equivalency to a U.S. bachelor's degree is essential. O*NET occupation data can support the specialty occupation argument.