H-1B Visa Vice President Sales Jobs
Vice President Sales roles qualify for H-1B visa sponsorship when the position requires a bachelor's degree or higher in business, marketing, or a related field. Employers file a Labor Condition Application with the DOL before sponsoring, certifying the offered salary meets prevailing wage for the SOC code tied to sales management.
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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 3,259+ H-1B Visa Vice President Sales Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Vice President Sales Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship in Vice President Sales
Map your degree to the role
H-1B approval for VP Sales depends on demonstrating a direct connection between your degree field and the role's duties. A marketing or business degree maps cleanly, but an unrelated degree needs a credential evaluation showing substantial coursework in a relevant specialty.
Filter for LCA-filing employers early
Search Migrate Mate to identify companies with active LCA filings for sales leadership roles. Employers who've sponsored H-1Bs before have established legal counsel and faster internal approval timelines, reducing the risk of an offer falling through during the filing stage.
Verify prevailing wage before negotiating
Run the OFLC Wage Search using the SOC code for Sales Managers before you enter compensation talks. Your employer must certify your salary meets or exceeds the prevailing wage on the LCA, so knowing the floor prevents you from accepting an offer that can't be filed.
Confirm specialty occupation documentation upfront
USCIS scrutinizes VP Sales petitions because the role can seem generalist. Ask your prospective employer to document that the position requires a specific bachelor's degree, not just any degree. Job descriptions referencing strategic sales analytics, market segmentation, or P&L ownership support specialty occupation status.
Time your offer around the cap and lottery
H-1B cap-subject petitions must be filed for an October 1 start date, with registration opening in March. If you're interviewing in Q4 or Q1, negotiate a start date that aligns with the new fiscal year so your employer doesn't miss the filing window.
Use the 60-day grace period strategically
If you leave a role before your new employer files your transfer petition, you have a 60-day grace period before your status lapses. VP Sales transitions often involve extended negotiations, so time your resignation to keep this buffer intact while the new I-129 is prepared.
H-1B Visa Vice President Sales: Frequently Asked Questions
Does a Vice President Sales role qualify as a specialty occupation for H-1B purposes?
It can, but USCIS evaluates this on a case-by-case basis. The role must require a bachelor's degree in a specific field, not just any degree. VP Sales positions that involve data-driven revenue strategy, complex B2B sales cycles, or quantitative forecasting are stronger candidates than generalist sales management roles. Your employer's job description carries significant weight in this determination.
Which employers are most likely to sponsor H-1B visas for VP Sales positions?
Enterprise technology companies, SaaS businesses, and multinational corporations with established immigration programs sponsor VP Sales roles most consistently. These employers already have immigration counsel on retainer and experience navigating the LCA and I-129 process. You can browse companies with active H-1B filing histories for sales leadership roles on Migrate Mate before you apply.
How does the prevailing wage requirement affect VP Sales H-1B sponsorship?
Your employer must certify on the LCA that your offered salary meets the DOL prevailing wage for the Sales Managers SOC code in the work location's metropolitan area. Prevailing wages vary significantly by geography, so a VP Sales role in San Francisco carries a higher wage floor than one in a mid-sized market. Use the OFLC Wage Search to check the applicable wage level before accepting an offer.
Can I transfer my H-1B to a new employer if I'm promoted to VP Sales internally?
An internal promotion doesn't require a new H-1B if your employer already holds an approved petition covering your work location. However, if the VP Sales role represents a material change in duties, your employer should file an amended I-129 to reflect the new position. A change in work site to a new city always requires an amended petition regardless of whether the title changed.
What happens to my H-1B status if a VP Sales offer falls through after the petition is filed?
If your employer withdraws the petition before USCIS approves it, you remain in your prior authorized status if you haven't yet started the new role. If the offer collapses after you've started, you have a 60-day grace period to find a new H-1B sponsor or change status. USCIS doesn't automatically notify you, so track your I-94 expiration and act within that window.