H-1B Visa Strategy Operations Manager Jobs
Strategy Operations Manager roles sit at the intersection of business planning and execution, making them strong candidates for H-1B visa specialty occupation status. Employers in tech, consulting, and finance regularly sponsor this title. Your degree field, job duties, and the employer's LCA filing history all shape your path to sponsorship.
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Get Access To All JobsJob Title:
VP Compensation Strategy and Operations
Company:
Prologis
A Day in the Life
As Vice President, Compensation Strategy & Operations at Prologis, you will serve as a senior enterprise compensation advisor to business leaders, HR partners, Talent Acquisition, Finance, Legal, Stock Administration, and other key stakeholders. Reporting to the SVP, Compensation, Benefits, & HR Technology, you will help shape compensation strategy, strengthen execution, and elevate the effectiveness of the function.
This role combines operational leadership with transformation. You will ensure compensation programs and processes are executed with precision while advancing stronger analytics, modern tools, and scalable approaches that improve quality, speed, and the employee and leader experience.
Success requires deep compensation expertise, strong executive presence, sound judgment and the ability to think beyond the immediate request, connect data to business strategy, and translate complex compensation, equity, transaction, and global workforce issues into practical, decision-ready recommendations. You will also lead and develop a small compensation team, strengthening analytical rigor, service delivery, and collaboration.
Key Responsibilities
Executive Partnership & Strategy
- Serve as a senior compensation advisor to executives and HR leadership, building trusted relationships and shaping compensation strategies that support business priorities, talent outcomes, and long-term value creation.
- Lead compensation strategy across assigned business areas, including base pay, annual incentives, long-term incentives, equity programs, recognition, retention, and differentiated arrangements for critical talent.
- Anticipate business needs, frame complex issues, assess risks and tradeoffs, and use data analysis, market intelligence, financial modeling, and business context to deliver clear, decision-ready recommendations.
- Partner with Talent Acquisition and HR Business Partners on executive and senior-level compensation decisions.
Compensation Operations, Governance & Modernization
- Own compensation operations and annual planning cycles, including salary planning, incentive and equity award cycles, pay-for-performance calibration, pay equity analysis, executive review materials, and leadership decision support.
- Ensure compensation processes, governance, controls, systems, and annual calendars are disciplined, scalable, and executed effectively, creating a seamless experience for leaders, HR partners, and employees.
- Drive continuous improvement through process redesign, automation, AI-enabled solutions, stronger analytics, and modern compensation tools that improve quality, consistency, speed, and scalability.
Global Compensation and M& A
- Advance global compensation initiatives, including support for M&A due diligence and integration.
Team Leadership & Capability
- Lead, coach, and develop a small compensation team, establishing clear priorities, raising analytical and consulting capability, strengthening service delivery, and ensuring strong execution across both operational and strategic work.
- Foster a collaborative and empowering team environment.
Building Blocks for Success
Required
- 12+ years of progressive compensation experience in a public company or similarly complex environment.
- Deep expertise in compensation strategy, equity, incentives, market pricing, pay governance, and annual compensation planning.
- Strong operational discipline, with experience improving compensation processes, systems, and annual cycles.
- Demonstrated people leadership experience, with the ability to build capability and strengthen team performance.
- Strong executive presence, sound judgment, and the ability to influence senior leaders and partner effectively across functions.
- Exceptional analytical, financial modeling, problem-solving, presentation, and communication skills.
- Experience supporting reorganizations, business transformation, and other complex organizational changes.
- Experience leveraging AI, automation, or process redesign to improve operational effectiveness.
- High judgment, discretion and integrity.
- Ability to travel up to 10%.
Preferred
- Advanced degree and/or CCP certification.
- Experience with Workday and compensation planning/benchmarking tools.
- Experience supporting executive compensation programs, proxy disclosures, or specialized long-term incentive plans.
- Experience leading global compensation initiatives.
- Experience applying operational excellence, continuous improvement, or AI-enabled process redesign.
Hiring Salary Range of: $255,000 - $319,000. Salary and whole compensation package (bonus target & LTI) to be determined by the candidate’s location, education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.
People First
Each of us working at Prologis plays an essential role in the enduring success of our company. We value people who are decisive, courageous and adaptable. While we are one company, locations and departments operate with autonomy and accountability. Individuals take the initiative here.
When you join Prologis, you work shoulder to shoulder with some of the top talent in the industry to do the best work of your career. Every employee belongs. Every employee contributes. Employees advance their careers here.
As a successful global enterprise, Prologis has never lost sight of what matters most, our strong belief that our people are the most important part of our business. And because of that, we provide a generous total rewards package and take a lot of time to focus on quality management and leadership development. People come first here.
All full-time roles in the US come with a robust benefits package which includes healthcare, dental, and vision insurance for employees and eligible dependents. Prologis also offers several other wellness, financial, and work/lifestyle-specific benefits. Our 401(k) retirement plan has a company match of 50% up to 12% of eligible compensation. We also offer generous PTO with a starting accrual of 22 days a year in addition to paid holidays and volunteer time.
All job offers are contingent upon successful completion of background verification. Prologis is an Equal Opportunity/Affirmative Action employer and all qualified applicants will receive consideration for employment without regard to race, color, religions, sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.
Employment Type:
Full time
Location:
San Francisco, California
Additional Locations:
Job Title:
VP Compensation Strategy and Operations
Company:
Prologis
A Day in the Life
As Vice President, Compensation Strategy & Operations at Prologis, you will serve as a senior enterprise compensation advisor to business leaders, HR partners, Talent Acquisition, Finance, Legal, Stock Administration, and other key stakeholders. Reporting to the SVP, Compensation, Benefits, & HR Technology, you will help shape compensation strategy, strengthen execution, and elevate the effectiveness of the function.
This role combines operational leadership with transformation. You will ensure compensation programs and processes are executed with precision while advancing stronger analytics, modern tools, and scalable approaches that improve quality, speed, and the employee and leader experience.
Success requires deep compensation expertise, strong executive presence, sound judgment and the ability to think beyond the immediate request, connect data to business strategy, and translate complex compensation, equity, transaction, and global workforce issues into practical, decision-ready recommendations. You will also lead and develop a small compensation team, strengthening analytical rigor, service delivery, and collaboration.
Key Responsibilities
Executive Partnership & Strategy
- Serve as a senior compensation advisor to executives and HR leadership, building trusted relationships and shaping compensation strategies that support business priorities, talent outcomes, and long-term value creation.
- Lead compensation strategy across assigned business areas, including base pay, annual incentives, long-term incentives, equity programs, recognition, retention, and differentiated arrangements for critical talent.
- Anticipate business needs, frame complex issues, assess risks and tradeoffs, and use data analysis, market intelligence, financial modeling, and business context to deliver clear, decision-ready recommendations.
- Partner with Talent Acquisition and HR Business Partners on executive and senior-level compensation decisions.
Compensation Operations, Governance & Modernization
- Own compensation operations and annual planning cycles, including salary planning, incentive and equity award cycles, pay-for-performance calibration, pay equity analysis, executive review materials, and leadership decision support.
- Ensure compensation processes, governance, controls, systems, and annual calendars are disciplined, scalable, and executed effectively, creating a seamless experience for leaders, HR partners, and employees.
- Drive continuous improvement through process redesign, automation, AI-enabled solutions, stronger analytics, and modern compensation tools that improve quality, consistency, speed, and scalability.
Global Compensation and M& A
- Advance global compensation initiatives, including support for M&A due diligence and integration.
Team Leadership & Capability
- Lead, coach, and develop a small compensation team, establishing clear priorities, raising analytical and consulting capability, strengthening service delivery, and ensuring strong execution across both operational and strategic work.
- Foster a collaborative and empowering team environment.
Building Blocks for Success
Required
- 12+ years of progressive compensation experience in a public company or similarly complex environment.
- Deep expertise in compensation strategy, equity, incentives, market pricing, pay governance, and annual compensation planning.
- Strong operational discipline, with experience improving compensation processes, systems, and annual cycles.
- Demonstrated people leadership experience, with the ability to build capability and strengthen team performance.
- Strong executive presence, sound judgment, and the ability to influence senior leaders and partner effectively across functions.
- Exceptional analytical, financial modeling, problem-solving, presentation, and communication skills.
- Experience supporting reorganizations, business transformation, and other complex organizational changes.
- Experience leveraging AI, automation, or process redesign to improve operational effectiveness.
- High judgment, discretion and integrity.
- Ability to travel up to 10%.
Preferred
- Advanced degree and/or CCP certification.
- Experience with Workday and compensation planning/benchmarking tools.
- Experience supporting executive compensation programs, proxy disclosures, or specialized long-term incentive plans.
- Experience leading global compensation initiatives.
- Experience applying operational excellence, continuous improvement, or AI-enabled process redesign.
Hiring Salary Range of: $255,000 - $319,000. Salary and whole compensation package (bonus target & LTI) to be determined by the candidate’s location, education, experience, knowledge, skills, and abilities, as well as internal equity and alignment with market data.
People First
Each of us working at Prologis plays an essential role in the enduring success of our company. We value people who are decisive, courageous and adaptable. While we are one company, locations and departments operate with autonomy and accountability. Individuals take the initiative here.
When you join Prologis, you work shoulder to shoulder with some of the top talent in the industry to do the best work of your career. Every employee belongs. Every employee contributes. Employees advance their careers here.
As a successful global enterprise, Prologis has never lost sight of what matters most, our strong belief that our people are the most important part of our business. And because of that, we provide a generous total rewards package and take a lot of time to focus on quality management and leadership development. People come first here.
All full-time roles in the US come with a robust benefits package which includes healthcare, dental, and vision insurance for employees and eligible dependents. Prologis also offers several other wellness, financial, and work/lifestyle-specific benefits. Our 401(k) retirement plan has a company match of 50% up to 12% of eligible compensation. We also offer generous PTO with a starting accrual of 22 days a year in addition to paid holidays and volunteer time.
All job offers are contingent upon successful completion of background verification. Prologis is an Equal Opportunity/Affirmative Action employer and all qualified applicants will receive consideration for employment without regard to race, color, religions, sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.
Employment Type:
Full time
Location:
San Francisco, California
Additional Locations:
See all 753+ H-1B Visa Strategy Operations Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Strategy Operations Manager Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Strategy Operations Manager
Align your degree to the role
USCIS requires a direct relationship between your bachelor's degree field and the Strategy Operations Manager duties. Business administration, industrial engineering, or economics degrees map cleanly. A degree in an unrelated field weakens the specialty occupation case even if your experience is strong.
Check employer LCA filings before applying
Use Migrate Mate to filter Strategy Operations Manager roles by verified DOL Labor Condition Application history. Employers with active LCA filings for this title have already committed to the prevailing wage and understand the H-1B process, cutting weeks off your timeline.
Verify prevailing wage before negotiating
Run your target metro and SOC code through the OFLC Wage Search before your offer call. Your employer's LCA must certify at least the DOL prevailing wage for your level, so knowing the floor prevents offers that can't legally support your H-1B petition.
Document cross-functional scope in your offer letter
USCIS scrutinizes Strategy Operations roles for specialty occupation status. Ask your employer to describe degree-level analytical and planning duties specifically in the offer letter, not just a generic title. Vague duty descriptions are the most common trigger for a Request for Evidence on this role.
Target cap-exempt employers if lottery timing is tight
Universities, nonprofit research organizations, and government-affiliated entities are cap-exempt under USCIS rules, meaning they can file H-1B petitions year-round outside the annual lottery. Strategy operations functions exist at many of these organizations and don't require waiting for the April registration window.
Use your 60-day grace period strategically
If you're between H-1B employers, USCIS allows a 60-day grace period to secure a new sponsoring offer. A new employer can file an H-1B transfer petition during this window, letting you start work once USCIS receives the petition, not after approval.
H-1B Visa Strategy Operations Manager: Frequently Asked Questions
Does a Strategy Operations Manager role qualify as a specialty occupation for H-1B purposes?
It depends on how the employer defines the duties. USCIS requires the role to normally require at least a bachelor's degree in a specific field. Strategy Operations Manager roles that involve analytical modeling, cross-functional planning, and organizational design typically qualify. Roles framed as generalist coordination without a degree requirement in a specific discipline are more likely to receive a Request for Evidence.
Which employers commonly sponsor H-1B visas for Strategy Operations Manager roles?
Tech companies, management consulting firms, and large financial services organizations sponsor this title most frequently because their operations functions are analytically intensive and degree-specific. You can see which employers have active DOL Labor Condition Application filings for this exact job title by searching on Migrate Mate, which filters roles by verified sponsorship history rather than self-reported employer claims.
How does the H-1B lottery affect my job search as a Strategy Operations Manager?
The annual H-1B cap applies to most private employers and requires registration in March for an October start date. If you're currently on OPT or STEM OPT, your cap-gap protection covers the period between your OPT expiration and October 1 as long as your employer filed before the deadline. Cap-exempt employers, including nonprofits and universities, can file year-round outside the lottery.
What SOC code applies to Strategy Operations Manager roles and why does it matter?
Most Strategy Operations Manager positions are filed under SOC 11-1021 (General and Operations Managers) or 13-1111 (Management Analysts), depending on the actual duties. The SOC code your employer uses on the LCA determines which prevailing wage level applies. You can check the O*NET occupation profile for both codes to understand which better matches your day-to-day responsibilities before the employer files.
Can I transfer my H-1B to a new Strategy Operations Manager role without losing status?
Yes. Under H-1B portability rules, you can start working for a new employer as soon as they file a transfer petition with USCIS, without waiting for approval, as long as your previous H-1B was approved and you've maintained lawful status. The new employer must file a new LCA certified by DOL for the new role and location before submitting the petition.