H-1B Visa Sales Operations Analyst Jobs
Sales Operations Analyst roles sit squarely within H-1B visa specialty occupation territory, requiring at minimum a bachelor's degree in business, data analytics, or a related field. Employers in SaaS, tech, and enterprise software sponsor H-1B visas for this role at consistent rates, making it one of the more sponsorship-accessible positions in revenue operations.
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Get Access To All JobsTitle: Lead Sales Operations Analyst
Location: This position is based in our Campbell, California offices. This position is on-site/hybrid, full-time
Why Imperative Care?
Do you want to make a real impact on patients? Imperative Care is changing the way stroke and vascular diseases are treated. As part of our team, you’d be developing breakthroughs that will revolutionize the future of stroke care. Every day, the technologies that we develop at Imperative Care directly impact human lives. Our focus is on the needs of the patient, and they come first in everything we do.
What You’ll Do
The Lead Sales Operations Analyst - Compensation & Commissions is responsible for the design, administration, analysis, and continuous improvement of sales incentive compensation programs that align sales performance with corporate growth objectives. This role partners closely with Sales Leadership, Finance, Human Resources, Marketing, and Commercial Operations to develop scalable compensation strategies, administer commission programs, ensure payout accuracy, and provide actionable insights that optimize sales effectiveness and revenue performance.
The position serves as the subject matter expert for sales compensation, incentive plan governance, commission administration, quota attainment analytics, and compensation-related business processes.
Sales Compensation Plan Design
- Partner with Commercial Leadership to design, evaluate, and administer sales incentive compensation plans that support business objectives, growth strategies, and sales productivity.
- Model and assess the financial and behavioral impact of compensation plan changes, quotas, accelerators, and incentive programs.
- Recommend plan enhancements based on business performance, market trends, and competitive benchmarking.
- Support annual compensation planning, territory alignment, quota-setting, and incentive design processes.
Commission Administration & Governance
- Manage the end-to-end commission process, ensuring timely, accurate, and compliant calculation and payment of sales incentives.
- Maintain compensation plan documentation, policies, procedures, and governance standards.
- Partner with Payroll, Finance, and HR to resolve compensation inquiries, disputes, and audit requests.
- Ensure compliance with internal controls, compensation policies, and applicable regulations.
Analytics & Performance Management
- Develop and maintain dashboards, reports, and performance metrics related to sales incentives, quota attainment, earnings distribution, and sales productivity.
- Analyze compensation effectiveness and identify opportunities to improve plan performance, sales behavior, and return on incentive investment.
- Deliver insights and recommendations to Commercial Leadership through data-driven analysis and executive reporting.
- Support forecasting, budgeting, and accrual processes related to incentive compensation.
Systems & Process Improvement
- Serve as business owner for sales compensation systems and related data processes.
- Drive automation, process standardization, and continuous improvement initiatives to improve accuracy, scalability, and operational efficiency.
- Partner with Sales Operations, IT, and Finance teams to enhance reporting capabilities and data integrity.
Cross-Functional Collaboration
- Collaborate with Sales, Marketing, Finance, HR, and Commercial Operations leaders to support revenue growth initiatives and commercial planning.
- Provide compensation expertise during organizational changes, territory realignments, product launches, and sales force expansion efforts.
- Communicate compensation program changes and educate stakeholders on plan design, performance measures, and payout methodologies.
What You’ll Bring
- Bachelor’s degree in business, Finance, Economics, Statistics, Marketing, or a related field, and 8+ years of experience in Sales Compensation, Sales Operations, Commercial Analytics, Finance, or a related function; or an equivalent combination of education and experience.
- MBA or advanced degree preferred.
- Demonstrated experience designing and administering sales incentive compensation programs.
- Experience supporting quota setting, territory planning, commission administration, and sales performance analytics.
- Experience partnering with commercial leadership and cross-functional stakeholders.
- Experience supporting incentive compensation administration, reporting, and compensation analytics.
- Advanced Microsoft Excel and financial modelling skills.
- Experience with sales compensation platforms (Xactly, Varicent, CaptivateIQ, or similar).
- Strong analytical and data visualization skills.
- Experience with CRM and reporting tools, including Salesforce.
- Working knowledge of Power BI, Tableau, or similar analytics tools preferred.
Employee Benefits include a stake in our collective success with stock options, bonus, competitive salaries, a 401k plan, health benefits, generous PTO, and a parental leave program.
Salary Range: $128,000 – 141,000 annually
Please note that the salary information is a general guideline only. Imperative Care considers factors such as scope and responsibilities of the position, candidate's work experience, education/training, key skills, and internal equity, as well as location, market and business considerations when extending an offer.
Join Us! Apply Today
The use of external recruiters/staffing agencies requires prior approval from our Human Resources Department. The Human Resources Department at Imperative Care requests that external recruiters/staffing agencies not to contact Imperative Care employees directly in an attempt to present candidates. Complying with this request will be a factor in determining future professional relationships with Imperative Care.
Imperative Care will not accept unsolicited resumes from any source other than candidates themselves for either current or future positions. Submission of unsolicited resumes in advance of an agreement between the Human Resources Department and the external recruiter/staffing agency does not create any implied obligation on the part of Imperative Care.
Title: Lead Sales Operations Analyst
Location: This position is based in our Campbell, California offices. This position is on-site/hybrid, full-time
Why Imperative Care?
Do you want to make a real impact on patients? Imperative Care is changing the way stroke and vascular diseases are treated. As part of our team, you’d be developing breakthroughs that will revolutionize the future of stroke care. Every day, the technologies that we develop at Imperative Care directly impact human lives. Our focus is on the needs of the patient, and they come first in everything we do.
What You’ll Do
The Lead Sales Operations Analyst - Compensation & Commissions is responsible for the design, administration, analysis, and continuous improvement of sales incentive compensation programs that align sales performance with corporate growth objectives. This role partners closely with Sales Leadership, Finance, Human Resources, Marketing, and Commercial Operations to develop scalable compensation strategies, administer commission programs, ensure payout accuracy, and provide actionable insights that optimize sales effectiveness and revenue performance.
The position serves as the subject matter expert for sales compensation, incentive plan governance, commission administration, quota attainment analytics, and compensation-related business processes.
Sales Compensation Plan Design
- Partner with Commercial Leadership to design, evaluate, and administer sales incentive compensation plans that support business objectives, growth strategies, and sales productivity.
- Model and assess the financial and behavioral impact of compensation plan changes, quotas, accelerators, and incentive programs.
- Recommend plan enhancements based on business performance, market trends, and competitive benchmarking.
- Support annual compensation planning, territory alignment, quota-setting, and incentive design processes.
Commission Administration & Governance
- Manage the end-to-end commission process, ensuring timely, accurate, and compliant calculation and payment of sales incentives.
- Maintain compensation plan documentation, policies, procedures, and governance standards.
- Partner with Payroll, Finance, and HR to resolve compensation inquiries, disputes, and audit requests.
- Ensure compliance with internal controls, compensation policies, and applicable regulations.
Analytics & Performance Management
- Develop and maintain dashboards, reports, and performance metrics related to sales incentives, quota attainment, earnings distribution, and sales productivity.
- Analyze compensation effectiveness and identify opportunities to improve plan performance, sales behavior, and return on incentive investment.
- Deliver insights and recommendations to Commercial Leadership through data-driven analysis and executive reporting.
- Support forecasting, budgeting, and accrual processes related to incentive compensation.
Systems & Process Improvement
- Serve as business owner for sales compensation systems and related data processes.
- Drive automation, process standardization, and continuous improvement initiatives to improve accuracy, scalability, and operational efficiency.
- Partner with Sales Operations, IT, and Finance teams to enhance reporting capabilities and data integrity.
Cross-Functional Collaboration
- Collaborate with Sales, Marketing, Finance, HR, and Commercial Operations leaders to support revenue growth initiatives and commercial planning.
- Provide compensation expertise during organizational changes, territory realignments, product launches, and sales force expansion efforts.
- Communicate compensation program changes and educate stakeholders on plan design, performance measures, and payout methodologies.
What You’ll Bring
- Bachelor’s degree in business, Finance, Economics, Statistics, Marketing, or a related field, and 8+ years of experience in Sales Compensation, Sales Operations, Commercial Analytics, Finance, or a related function; or an equivalent combination of education and experience.
- MBA or advanced degree preferred.
- Demonstrated experience designing and administering sales incentive compensation programs.
- Experience supporting quota setting, territory planning, commission administration, and sales performance analytics.
- Experience partnering with commercial leadership and cross-functional stakeholders.
- Experience supporting incentive compensation administration, reporting, and compensation analytics.
- Advanced Microsoft Excel and financial modelling skills.
- Experience with sales compensation platforms (Xactly, Varicent, CaptivateIQ, or similar).
- Strong analytical and data visualization skills.
- Experience with CRM and reporting tools, including Salesforce.
- Working knowledge of Power BI, Tableau, or similar analytics tools preferred.
Employee Benefits include a stake in our collective success with stock options, bonus, competitive salaries, a 401k plan, health benefits, generous PTO, and a parental leave program.
Salary Range: $128,000 – 141,000 annually
Please note that the salary information is a general guideline only. Imperative Care considers factors such as scope and responsibilities of the position, candidate's work experience, education/training, key skills, and internal equity, as well as location, market and business considerations when extending an offer.
Join Us! Apply Today
The use of external recruiters/staffing agencies requires prior approval from our Human Resources Department. The Human Resources Department at Imperative Care requests that external recruiters/staffing agencies not to contact Imperative Care employees directly in an attempt to present candidates. Complying with this request will be a factor in determining future professional relationships with Imperative Care.
Imperative Care will not accept unsolicited resumes from any source other than candidates themselves for either current or future positions. Submission of unsolicited resumes in advance of an agreement between the Human Resources Department and the external recruiter/staffing agency does not create any implied obligation on the part of Imperative Care.
See all 320+ H-1B Visa Sales Operations Analyst Jobs
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Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Sales Operations Analyst
Frame your degree around analytical rigor
USCIS scrutinizes whether your degree field directly relates to sales operations work. A business analytics, statistics, or information systems degree maps cleanly. If your degree is in a broader field, document your coursework in quantitative methods and CRM systems before applying.
Target SaaS companies with revenue operations teams
Companies with dedicated RevOps or GTM operations functions file H-1B petitions for this role most reliably. Search Migrate Mate's employer database to filter for companies with verified H-1B LCA filings specifically for Sales Operations Analyst job codes.
Verify the prevailing wage tier before negotiating
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your metro area. Pull the Level II or Level III figure for SOC code 13-1161 using the OFLC Wage Search before your offer conversation so you negotiate from the correct floor.
Confirm the job description uses specialty language
USCIS requires the role description to establish specialty occupation status. Phrases like 'requires a bachelor's degree in business analytics or equivalent' carry more weight than 'bachelor's preferred.' Ask your recruiter to confirm the job requisition language before the offer is finalized.
Time your application around cap registration windows
H-1B cap registration opens in March each year for an October 1 start date. If you're on OPT, map your OPT end date against this calendar. A 60-day grace period applies after OPT expires, but you need a pending or approved change of status before that window closes.
Use O*NET to pre-empt RFE risk
If USCIS issues a Request for Evidence questioning whether this role qualifies as a specialty occupation, the O*NET occupation profile for Business Operations Specialists documents the degree requirement used in adjudication. Your employer's attorney should reference it in the initial petition.
H-1B Visa Sales Operations Analyst: Frequently Asked Questions
Does a Sales Operations Analyst role qualify as an H-1B specialty occupation?
Yes, provided the job description requires at minimum a bachelor's degree in a specific field such as business analytics, management information systems, or a related discipline. Roles that accept any degree or list the degree as preferred rather than required can face USCIS scrutiny. The O*NET profile for this occupational category supports specialty occupation classification when the employer's petition is structured correctly.
Which industries sponsor H-1B visas most often for Sales Operations Analysts?
SaaS companies, enterprise software vendors, and tech-adjacent financial services firms file H-1B LCAs for Sales Operations Analysts at higher rates than other sectors, largely because their revenue operations functions depend on CRM administration, pipeline analytics, and go-to-market tooling that require specialized technical training. You can browse employers with verified H-1B filing history for this role on Migrate Mate.
Can my employer file my H-1B petition if I'm currently on OPT?
Yes. Your employer files Form I-129 during the H-1B cap registration period in March, and if selected, your status changes to H-1B on October 1. If your OPT expires before October 1 and you have a pending change-of-status petition, the cap-gap rule extends your work authorization automatically until the new status takes effect. USCIS publishes guidance on cap-gap eligibility requirements.
What wage level should I expect an employer to certify on my LCA?
Most Sales Operations Analyst H-1B petitions are certified at DOL wage Level II or Level III, depending on the scope of the role and years of experience required. Your employer must certify a wage at or above the prevailing wage for your metro area and SOC code. You can verify the applicable prevailing wage figure independently using the OFLC Wage Search before accepting an offer.
Does my employer need to be E-Verify enrolled to sponsor my H-1B?
E-Verify enrollment is not required solely to file an H-1B petition, but employers who participate in federal contracting or who employ STEM OPT workers are required to be enrolled. Some large enterprise employers are enrolled regardless. You can ask your HR contact directly, as E-Verify enrollment can also affect how quickly your I-9 verification is processed after your H-1B is approved.