H-1B Visa Senior Director Of Business Development Jobs
Senior Director of Business Development roles qualify for H-1B visa sponsorship as specialty occupations requiring at least a bachelor's degree in business, marketing, or a related field. Employers filing LCAs must certify prevailing wage compliance with DOL before petitioning USCIS, making employer selection and timing critical at this level.
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Are you ready to take the next step in your career? Join us for an exciting opportunity at Albertsons Companies, where innovation and customer service go hand-in-hand!
At Albertsons Companies, we are looking for someone who’s not just seeking a job, but someone who wants to make an impact. In this role, you’ll have the opportunity to lead, innovate, and contribute to the growth of a company that values great service and lasting customer relationships. This position offers the chance to work in a fast-paced, dynamic environment that’s constantly evolving.
Position Purpose
The Senior Director, Compensation serves as a key member of the Compensation leadership team and strategic partner to the Vice President, Compensation. This role is responsible for leading the strategy, design, governance, and delivery of enterprise compensation programs, including executive and leadership compensation, broad-based compensation, market intelligence, job architecture, compensation analytics, and special initiatives.
The position partners closely with Human Resources Business Partners, Talent Acquisition, Talent Management, Finance, Legal, and business leaders. The Senior Director provides strategic guidance on compensation decisions across all levels of the organization and helps evolve compensation programs, practices, and processes to meet the changing needs of the business.
As a trusted advisor, the Senior Director provides expertise on complex compensation matters and ensures compensation programs remain aligned with organizational objectives, market practices, governance standards, and regulatory requirements.
Scope & Impact
- Leads enterprise compensation programs supporting executives and broad-based populations.
- Oversees executive compensation support, leadership compensation, broad-based compensation, market intelligence, compensation analytics, and job architecture.
- Provides strategic direction on compensation decisions impacting executive leaders, key leadership populations, and critical talent.
- Leads compensation program design, governance, market competitiveness, and compensation practices across the enterprise.
- Leads a team responsible for compensation program administration, market intelligence, job architecture, compensation analytics, and compensation support.
- Partners with Human Resources, Talent Acquisition, Talent Management, Finance, Legal, and business leaders to align compensation strategies with organizational priorities.
Drives consistency, scalability, and effectiveness of compensation programs across the organization.
Main responsibilities:
- Lead enterprise compensation programs for executives and broad-based employee populations.
- Provide compensation guidance and recommendations related to executive compensation, hiring, promotions, organizational changes, retention actions, and critical talent decisions.
- Serve as a trusted advisor to Human Resources Business Partners on compensation and job architecture.
- Partner with Human Resources Business Partners and business leaders to develop compensation solutions that support talent and business objectives.
- Oversee salary structures, market pricing, compensation benchmarking, job architecture, and compensation governance programs.
- Evaluate internal equity, market competitiveness, business needs, and financial considerations to inform compensation decisions and program design.
- Provide strategic oversight of market intelligence, compensation analytics, salary survey participation, and competitive market assessments.
- Leverage external market data and workforce insights to support enterprise compensation strategies and decision-making.
- Lead enterprise compensation projects and cross-functional initiatives.
- Ensure compensation practices are applied consistently and support compliance and pay equity objectives.
- Lead, coach, and develop a high-performing compensation team while fostering a culture of collaboration, accountability, and continuous improvement.
Leadership & Team Development
- Lead, coach, and develop a high-performing compensation team.
- Foster a culture of collaboration, accountability, customer service, innovation, and continuous improvement.
- Build organizational capability through mentorship, development, and knowledge sharing.
- Develop talent pipelines and succession plans to strengthen organizational capability and future leadership readiness.
We are looking for candidates who possess the following:
- 15 plus years of progressive compensation experience, including experience supporting complex, large-scale organizations.
- Demonstrated experience designing and administering executive, leadership, and broad-based compensation programs.
- Experience leading compensation strategy, governance, market pricing, job architecture, compensation analytics, and pay equity initiatives.
- Proven ability to advise senior leaders and influence compensation-related decisions in a complex business environment.
- Strong analytical, financial, and problem-solving skills with the ability to translate data into actionable business recommendations.
- Experience leading and developing high-performing teams.
- Excellent communication, consulting, and stakeholder management skills.
- Ability to balance strategic priorities with operational execution in a dynamic environment.
- Bachelor's degree in human resources, Business Administration, Finance, Economics, or a related field required.
- Master's degree and/or Certified Compensation Professional (CCP) certification preferred.
We also provide a variety of benefits including:
- Competitive wages paid weekly
- Access to up to 50% of your earned wages before payday, via our partnership with Stream
- Associate discounts
- Health and financial well-being benefits for eligible associates (Medical, Dental, 401k and more!)
- Time off (vacation, holidays, sick pay). For eligibility requirements please visit myACI Benefits
- Leaders invested in your training, career growth and development
- An inclusive work environment with talented colleagues who reflect the communities we serve
Our Values – Click below to view video: ACI Values
A copy of the full job description can be made available to you.
LI-MG1
Albertsons Companies is at the forefront of the revolution in retail. Committed to innovation and fostering a culture of belonging, our team is united with a unique purpose: to bring people together around the joys of food and to inspire well-being. We want talented individuals to be part of this journey!
Locally great and nationally strong, Albertsons Companies (NYSE: ACI) is a leading food and drug retailer in the U.S. We operate over 2,200 stores, 1,732 pharmacies, 405 fuel centers, 22 distribution facilities, and 19 manufacturing plants across 34 states and the District of Columbia. Our well-known banners include Albertsons, Safeway, Vons, Jewel-Osco, ACME, Shaw’s, Tom Thumb, United Supermarkets, United Express, Randalls, Albertson’s Market, Pavilions, Star Markets, Market Street, Carrs, Haggen, Lucky, Amigos, Andronico’s Community Markets, King’s, Balducci’s, and Albertson’s Market Street.
Our vision is to be a retail leader admired for national strength with deep local roots, offering an easy, fun, friendly, and inspiring experience, no matter how customers choose to shop with us. We celebrate the rich diversity of the communities we serve, and strive to create a workplace where everyone has equal access to opportunities and resources, and can fully contribute to their and our company’s success.
Bring your flavor
Building the future of food and well-being starts with you. Join our team and bring your best self to the table.
Disclaimer
The above statements are intended to describe the general nature of work performed by the employees assigned to this job and are not the official job description for the position. All employees must comply with Company, Division, and Store policies and applicable laws. The responsibilities, duties, and skills of personnel may vary within store and/or from store to store and the official job description will be provided during the application process.
Albertsons is an Equal Opportunity Employer
This Company is an Equal Opportunity Employer, and does not discriminate on the basis of race, gender, ethnicity, religion, national origin, age, disability, veteran status, gender identity/expression, sexual orientation, or on any other basis prohibited by law. Consistent with applicable state and local law, the Company will consider for employment qualified applicants with arrest and conviction records.
We endeavor to make this site accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact us at 1-888-255-2269(option #4).
Why choose us?
Are you ready to take the next step in your career? Join us for an exciting opportunity at Albertsons Companies, where innovation and customer service go hand-in-hand!
At Albertsons Companies, we are looking for someone who’s not just seeking a job, but someone who wants to make an impact. In this role, you’ll have the opportunity to lead, innovate, and contribute to the growth of a company that values great service and lasting customer relationships. This position offers the chance to work in a fast-paced, dynamic environment that’s constantly evolving.
Position Purpose
The Senior Director, Compensation serves as a key member of the Compensation leadership team and strategic partner to the Vice President, Compensation. This role is responsible for leading the strategy, design, governance, and delivery of enterprise compensation programs, including executive and leadership compensation, broad-based compensation, market intelligence, job architecture, compensation analytics, and special initiatives.
The position partners closely with Human Resources Business Partners, Talent Acquisition, Talent Management, Finance, Legal, and business leaders. The Senior Director provides strategic guidance on compensation decisions across all levels of the organization and helps evolve compensation programs, practices, and processes to meet the changing needs of the business.
As a trusted advisor, the Senior Director provides expertise on complex compensation matters and ensures compensation programs remain aligned with organizational objectives, market practices, governance standards, and regulatory requirements.
Scope & Impact
- Leads enterprise compensation programs supporting executives and broad-based populations.
- Oversees executive compensation support, leadership compensation, broad-based compensation, market intelligence, compensation analytics, and job architecture.
- Provides strategic direction on compensation decisions impacting executive leaders, key leadership populations, and critical talent.
- Leads compensation program design, governance, market competitiveness, and compensation practices across the enterprise.
- Leads a team responsible for compensation program administration, market intelligence, job architecture, compensation analytics, and compensation support.
- Partners with Human Resources, Talent Acquisition, Talent Management, Finance, Legal, and business leaders to align compensation strategies with organizational priorities.
Drives consistency, scalability, and effectiveness of compensation programs across the organization.
Main responsibilities:
- Lead enterprise compensation programs for executives and broad-based employee populations.
- Provide compensation guidance and recommendations related to executive compensation, hiring, promotions, organizational changes, retention actions, and critical talent decisions.
- Serve as a trusted advisor to Human Resources Business Partners on compensation and job architecture.
- Partner with Human Resources Business Partners and business leaders to develop compensation solutions that support talent and business objectives.
- Oversee salary structures, market pricing, compensation benchmarking, job architecture, and compensation governance programs.
- Evaluate internal equity, market competitiveness, business needs, and financial considerations to inform compensation decisions and program design.
- Provide strategic oversight of market intelligence, compensation analytics, salary survey participation, and competitive market assessments.
- Leverage external market data and workforce insights to support enterprise compensation strategies and decision-making.
- Lead enterprise compensation projects and cross-functional initiatives.
- Ensure compensation practices are applied consistently and support compliance and pay equity objectives.
- Lead, coach, and develop a high-performing compensation team while fostering a culture of collaboration, accountability, and continuous improvement.
Leadership & Team Development
- Lead, coach, and develop a high-performing compensation team.
- Foster a culture of collaboration, accountability, customer service, innovation, and continuous improvement.
- Build organizational capability through mentorship, development, and knowledge sharing.
- Develop talent pipelines and succession plans to strengthen organizational capability and future leadership readiness.
We are looking for candidates who possess the following:
- 15 plus years of progressive compensation experience, including experience supporting complex, large-scale organizations.
- Demonstrated experience designing and administering executive, leadership, and broad-based compensation programs.
- Experience leading compensation strategy, governance, market pricing, job architecture, compensation analytics, and pay equity initiatives.
- Proven ability to advise senior leaders and influence compensation-related decisions in a complex business environment.
- Strong analytical, financial, and problem-solving skills with the ability to translate data into actionable business recommendations.
- Experience leading and developing high-performing teams.
- Excellent communication, consulting, and stakeholder management skills.
- Ability to balance strategic priorities with operational execution in a dynamic environment.
- Bachelor's degree in human resources, Business Administration, Finance, Economics, or a related field required.
- Master's degree and/or Certified Compensation Professional (CCP) certification preferred.
We also provide a variety of benefits including:
- Competitive wages paid weekly
- Access to up to 50% of your earned wages before payday, via our partnership with Stream
- Associate discounts
- Health and financial well-being benefits for eligible associates (Medical, Dental, 401k and more!)
- Time off (vacation, holidays, sick pay). For eligibility requirements please visit myACI Benefits
- Leaders invested in your training, career growth and development
- An inclusive work environment with talented colleagues who reflect the communities we serve
Our Values – Click below to view video: ACI Values
A copy of the full job description can be made available to you.
LI-MG1
Albertsons Companies is at the forefront of the revolution in retail. Committed to innovation and fostering a culture of belonging, our team is united with a unique purpose: to bring people together around the joys of food and to inspire well-being. We want talented individuals to be part of this journey!
Locally great and nationally strong, Albertsons Companies (NYSE: ACI) is a leading food and drug retailer in the U.S. We operate over 2,200 stores, 1,732 pharmacies, 405 fuel centers, 22 distribution facilities, and 19 manufacturing plants across 34 states and the District of Columbia. Our well-known banners include Albertsons, Safeway, Vons, Jewel-Osco, ACME, Shaw’s, Tom Thumb, United Supermarkets, United Express, Randalls, Albertson’s Market, Pavilions, Star Markets, Market Street, Carrs, Haggen, Lucky, Amigos, Andronico’s Community Markets, King’s, Balducci’s, and Albertson’s Market Street.
Our vision is to be a retail leader admired for national strength with deep local roots, offering an easy, fun, friendly, and inspiring experience, no matter how customers choose to shop with us. We celebrate the rich diversity of the communities we serve, and strive to create a workplace where everyone has equal access to opportunities and resources, and can fully contribute to their and our company’s success.
Bring your flavor
Building the future of food and well-being starts with you. Join our team and bring your best self to the table.
Disclaimer
The above statements are intended to describe the general nature of work performed by the employees assigned to this job and are not the official job description for the position. All employees must comply with Company, Division, and Store policies and applicable laws. The responsibilities, duties, and skills of personnel may vary within store and/or from store to store and the official job description will be provided during the application process.
Albertsons is an Equal Opportunity Employer
This Company is an Equal Opportunity Employer, and does not discriminate on the basis of race, gender, ethnicity, religion, national origin, age, disability, veteran status, gender identity/expression, sexual orientation, or on any other basis prohibited by law. Consistent with applicable state and local law, the Company will consider for employment qualified applicants with arrest and conviction records.
We endeavor to make this site accessible to any and all users. If you would like to contact us regarding the accessibility of our website or need assistance completing the application process, please contact us at 1-888-255-2269(option #4).
See all 402+ H-1B Visa Senior Director Of Business Development Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Senior Director Of Business Development Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Senior Director Of Business Development
Translate your credentials into specialty occupation evidence
USCIS scrutinizes senior BD roles for specialty occupation status. Gather documentation showing your degree directly ties to strategic business development functions, not just general management, to strengthen the H-1B petition against RFEs.
Target employers with active LCA filing history
Search DOL's OFLC Wage Search to confirm prospective employers have filed LCAs for business development roles at director or VP level. Repeat filers understand the process and are far less likely to withdraw an offer mid-petition.
Use Migrate Mate to filter H-1B sponsoring employers
Senior BD roles aren't posted with sponsorship details on most boards. Search Migrate Mate to surface employers verified through DOL LCA data as active H-1B sponsors for business development and strategy positions specifically.
Clarify the prevailing wage tier before accepting an offer
DOL's OFLC Wage Search defines four wage levels for your SOC code and metro area. Ensure your offered compensation meets at least Level III or IV, which reflects the senior scope of a director-level BD role.
Account for the cap-subject timeline in your negotiation
If your employer is cap-subject, your H-1B can only take effect October 1 after an April lottery. Build that gap into your start date negotiations so both sides understand you may need bridge authorization or a delayed transition.
Confirm cap-exempt status if targeting nonprofits or universities
Strategic BD roles at nonprofit research institutions or universities may qualify for cap-exempt H-1B filing, bypassing the lottery entirely. USCIS evaluates cap exemption at the employer level, so verify the organization's status before prioritizing them in your search.
H-1B Visa Senior Director Of Business Development: Frequently Asked Questions
Does a Senior Director of Business Development role qualify as a specialty occupation for H-1B purposes?
Yes, but the employer must document that the role requires a specific bachelor's degree or higher, not just any degree. USCIS has issued RFEs on senior BD titles when job duties appear generalist. Your petition is stronger when the job description explicitly ties strategy, partnership development, or revenue functions to a defined academic field like business, finance, or economics.
How do I find employers who actually sponsor H-1B visas for senior business development roles?
DOL's LCA disclosure data is the most reliable filter. Migrate Mate surfaces employers with verified H-1B filing history for business development and strategy roles, so you're not applying blind. Companies that have filed LCAs for director-level BD positions before have the infrastructure and willingness to do it again.
What happens to my H-1B if I'm promoted from Director to Senior Director at the same company?
A significant promotion that changes your job duties, salary level, or work location typically requires an amended H-1B petition filed with USCIS before the change takes effect. A title change alone with no material duty shift may not require amendment, but your employer's immigration counsel should make that determination, not HR alone.
Can I negotiate my start date around the H-1B cap timeline?
Yes, and it's a conversation worth having directly. If your prospective employer is cap-subject, your H-1B petition can only be filed in April for an October 1 start. You'd need to bridge the gap on another status or delay your start. Cap-exempt employers, including certain nonprofits and research institutions, can file year-round and avoid this constraint entirely.
Does the DOL prevailing wage requirement affect what I can negotiate for a Senior Director role?
The prevailing wage sets a floor, not a ceiling. DOL's OFLC Wage Search assigns wage levels by SOC code and geographic area, and Level III or IV typically applies to senior director roles with supervisory or strategic scope. Offers below that floor can't be legally certified in the LCA, which means the employer can't file the petition at all.