H-1B1 Chile Visa Human Capital Management Jobs
H-1B1 Chile visa sponsorship for Human Capital Management roles connects Chilean HR professionals to U.S. employers hiring for workforce strategy, talent acquisition, and organizational development. No lottery, no USCIS petition, and the 1,400-visa annual cap rarely fills, making this a reliable path for qualified candidates.
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Get Access To All JobsHUMAN CAPITAL MANAGEMENT
Our division recruits, develops and rewards the people of Goldman Sachs. Our teams advise, design and implement strategies, processes and technologies that help our people advance professionally, drive productivity and help the firm and our clients achieve superior results. We look for individuals with strong problem solving and analytical skills, innovative thinking and intellectual curiosity who want to make an impact on the success of the firm’s most valuable asset, our people.
Summary
Our HCM Strategy team is seeking a Vice President to serve as the executive product leader for the Rewards pillar of our global HCM platform ecosystem. This is a senior leadership role designed for a compensation product expert with 10+ years of progressive experience driving large-scale, enterprise-wide rewards technology strategy.
You will own the product vision, roadmap, and delivery lifecycle for all compensation-related platforms and solutions — encompassing base pay architecture, variable compensation, equity programs, deferred compensation, and carried interest (carry) structures — while embedding automation, market benchmarking intelligence, and AI-driven insights into the firm's compensation infrastructure.
This role demands a combination of deep technical fluency, executive stakeholder influence, platform delivery mastery, and proven people leadership. You will serve as the authoritative voice on compensation product strategy, partnering with HCM leadership, Finance, Legal, and Technology to ensure our rewards ecosystem is scalable, compliant, and competitive. You will also serve as a builder, transformer, and talent multiplier — having demonstrated the ability to launch products from the ground up, lead digital transformations, and grow high-performing product management teams.
Responsibilities:
Product Strategy, Vision, & Transformation
- Define and own the multi-year product roadmap for the Rewards pillar, including compensation planning, pay delivery, equity lifecycle, deferred compensation, and carry program administration.
- Serve as the executive product authority on compensation technology, translating complex rewards frameworks into scalable platform capabilities.
- Continuously scan the competitive landscape and emerging HCM technology trends to drive innovation into the rewards product strategy.
- Develop and present leadership-ready business cases, including ROI modeling, total cost of ownership (TCO) analysis, and strategic KPIs for all major compensation platform investments.
- Lead end-to-end digital transformation initiatives across the Rewards technology landscape, retiring legacy tools and processes in favor of modern, integrated, and intelligent platform solutions.
- Drive digitization of processes – converting manual workflows into automated digital processes.
- Demonstrate a proven track record of building compensation products and capabilities from 0 to 1 — including greenfield platform builds and net-new feature development.
- Establish target-state architecture for the Rewards technology ecosystem.
- Champion the adoption of AI and machine learning capabilities within compensation workflows.
People Leadership, Mentorship & Team Development
- Lead, manage, and mentor a team of product managers across the Rewards pillar, providing hands-on coaching, structured career development frameworks, and ongoing performance guidance.
- Drive an upskilling agenda for product management talent, designing and delivering training programs, playbooks, and communities of practice that elevate product management capability.
- Act as a leader and internal advocate for product management best practices, establishing standards for roadmap governance, backlog management, stakeholder communication, and product metrics.
Platform Implementation & Automation
- Lead end-to-end compensation platform implementations, from vendor evaluation and selection through configuration, testing, change management, and hypercare.
- Champion the automation of compensation data workflows, including market benchmarking data ingestion, job architecture mapping, salary range modeling, and pay equity analytics.
- Drive integration strategy between compensation platforms and adjacent systems including payroll, HRIS, finance, and equity administration tools.
- Establish and govern benchmarking data pipelines.
Stakeholder Engagement & Governance
- Partner with HCM, Finance, Legal, Tax, and Technology leadership to align compensation product capabilities with firm-wide rewards philosophy and regulatory requirements.
- Lead executive-level stakeholder engagement, including presenting roadmap updates, investment proposals, and delivery outcomes to senior leadership and governance committees.
- Uphold standards for data privacy, compliance, and governance across compensation platforms and data flows, including adherence to applicable SEC, ERISA, and international regulations.
- Strategically manage vendor relationships across the compensation technology ecosystem, including contract negotiation, SLA oversight, and long-term partnership governance.
Qualifications
Basic Qualifications
- Bachelor's degree in Business Administration, Human Resources, Computer Science, Finance, or a closely related field. Advanced degree (MBA, MS) strongly preferred.
- Minimum of 10+ years of progressive, senior-level experience in product management, with a demonstrated focus on compensation, rewards, or HCM technology within financial services or a similarly complex, regulated environment.
- Deep subject matter expertise in compensation, including experience with: Annual and off-cycle compensation planning cycles, pay component design, equity compensation, deferred compensation, carried interest programs, and administration workflows.
- Proven track record of leading full-lifecycle compensation platform implementations, including requirements definition, vendor selection, configuration, UAT, and go-live.
- Demonstrated expertise in compensation benchmarking automation, including experience with survey data vendors and automated data ingestion and job-matching workflows.
- Proven experience leading digital transformation programs that retired legacy compensation processes and delivered measurable efficiency, accuracy, and scalability improvements.
- Demonstrated ability to build products from 0 to 1, including greenfield platform launches and net-new capability development in compensation or rewards technology.
- Proven people management experience, including direct management, mentorship, and upskilling of product managers at varying levels of seniority.
- Exceptional executive-level written and verbal communication skills, with the ability to influence senior stakeholders and present complex compensation and technology concepts with clarity and authority.
Preferred Qualifications
- Experience with enterprise HCM and compensation platforms such as Oracle HCM Cloud.
- Familiarity with equity administration platforms.
- Experience with deferred compensation administration platforms and carry/partnership interest tracking tools used in asset management or private equity contexts.
- Agile Product Owner, Scrum Master, or equivalent product management certification.
- Demonstrated experience building and scaling product management centers of excellence (CoE) or capability uplift programs within large organizations.
ABOUT GOLDMAN SACHS
At Goldman Sachs, we commit our people, capital and ideas to help our clients, shareholders and the communities we serve to grow. Founded in 1869, we are a leading global investment banking, securities and investment management firm. Headquartered in New York, we maintain offices around the world.
We believe who you are makes you better at what you do. We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally, from our training and development opportunities and firmwide networks to benefits, wellness and personal finance offerings and mindfulness programs.
We’re committed to finding reasonable accommodations for candidates with special needs or disabilities during our recruiting process.
© The Goldman Sachs Group, Inc., 2023. All rights reserved.
Goldman Sachs is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, veterans status, disability, or any other characteristic protected by applicable law.
We Offer Best-In-Class Benefits
Healthcare & Medical Insurance
We offer a wide range of health and welfare programs that vary depending on office location. These generally include medical, dental, short-term disability, long-term disability, life, accidental death, labor accident and business travel accident insurance.
Holiday & Vacation Policies
We offer competitive vacation policies based on employee level and office location. We promote time off from work to recharge by providing generous vacation entitlements and a minimum of three weeks expected vacation usage each year.
Financial Wellness & Retirement
We assist employees in saving and planning for retirement, offer financial support for higher education, and provide a number of benefits to help employees prepare for the unexpected. We offer live financial education and content on a variety of topics to address the spectrum of employees’ priorities.
Health Services
We offer a medical advocacy service for employees and family members facing critical health situations, and counseling and referral services through the Employee Assistance Program (EAP). We provide Global Medical, Security and Travel Assistance and a Workplace Ergonomics Program. We also offer state-of-the-art on-site health centers in certain offices.
Fitness
To encourage employees to live a healthy and active lifestyle, some of our offices feature on-site fitness centers. For eligible employees we typically reimburse fees paid for a fitness club membership or activity (up to a pre-approved amount).
Child Care & Family Care
We offer on-site child care centers that provide full-time and emergency back-up care, as well as mother and baby rooms and homework rooms. In every office, we provide advice and counseling services, expectant parent resources and transitional programs for parents returning from parental leave. Adoption, surrogacy, egg donation and egg retrieval stipends are also available.
Benefits at Goldman Sachs
Read more about the full suite of class-leading benefits our firm has to offer.
Opportunity Overview
CORPORATE TITLE
Vice President
OFFICE LOCATION(S)
New York
JOB FUNCTION
Product Management
DIVISION
Human Capital Management Division
SALARY RANGE
USD 100,000 - 250,000
HUMAN CAPITAL MANAGEMENT
Our division recruits, develops and rewards the people of Goldman Sachs. Our teams advise, design and implement strategies, processes and technologies that help our people advance professionally, drive productivity and help the firm and our clients achieve superior results. We look for individuals with strong problem solving and analytical skills, innovative thinking and intellectual curiosity who want to make an impact on the success of the firm’s most valuable asset, our people.
Summary
Our HCM Strategy team is seeking a Vice President to serve as the executive product leader for the Rewards pillar of our global HCM platform ecosystem. This is a senior leadership role designed for a compensation product expert with 10+ years of progressive experience driving large-scale, enterprise-wide rewards technology strategy.
You will own the product vision, roadmap, and delivery lifecycle for all compensation-related platforms and solutions — encompassing base pay architecture, variable compensation, equity programs, deferred compensation, and carried interest (carry) structures — while embedding automation, market benchmarking intelligence, and AI-driven insights into the firm's compensation infrastructure.
This role demands a combination of deep technical fluency, executive stakeholder influence, platform delivery mastery, and proven people leadership. You will serve as the authoritative voice on compensation product strategy, partnering with HCM leadership, Finance, Legal, and Technology to ensure our rewards ecosystem is scalable, compliant, and competitive. You will also serve as a builder, transformer, and talent multiplier — having demonstrated the ability to launch products from the ground up, lead digital transformations, and grow high-performing product management teams.
Responsibilities:
Product Strategy, Vision, & Transformation
- Define and own the multi-year product roadmap for the Rewards pillar, including compensation planning, pay delivery, equity lifecycle, deferred compensation, and carry program administration.
- Serve as the executive product authority on compensation technology, translating complex rewards frameworks into scalable platform capabilities.
- Continuously scan the competitive landscape and emerging HCM technology trends to drive innovation into the rewards product strategy.
- Develop and present leadership-ready business cases, including ROI modeling, total cost of ownership (TCO) analysis, and strategic KPIs for all major compensation platform investments.
- Lead end-to-end digital transformation initiatives across the Rewards technology landscape, retiring legacy tools and processes in favor of modern, integrated, and intelligent platform solutions.
- Drive digitization of processes – converting manual workflows into automated digital processes.
- Demonstrate a proven track record of building compensation products and capabilities from 0 to 1 — including greenfield platform builds and net-new feature development.
- Establish target-state architecture for the Rewards technology ecosystem.
- Champion the adoption of AI and machine learning capabilities within compensation workflows.
People Leadership, Mentorship & Team Development
- Lead, manage, and mentor a team of product managers across the Rewards pillar, providing hands-on coaching, structured career development frameworks, and ongoing performance guidance.
- Drive an upskilling agenda for product management talent, designing and delivering training programs, playbooks, and communities of practice that elevate product management capability.
- Act as a leader and internal advocate for product management best practices, establishing standards for roadmap governance, backlog management, stakeholder communication, and product metrics.
Platform Implementation & Automation
- Lead end-to-end compensation platform implementations, from vendor evaluation and selection through configuration, testing, change management, and hypercare.
- Champion the automation of compensation data workflows, including market benchmarking data ingestion, job architecture mapping, salary range modeling, and pay equity analytics.
- Drive integration strategy between compensation platforms and adjacent systems including payroll, HRIS, finance, and equity administration tools.
- Establish and govern benchmarking data pipelines.
Stakeholder Engagement & Governance
- Partner with HCM, Finance, Legal, Tax, and Technology leadership to align compensation product capabilities with firm-wide rewards philosophy and regulatory requirements.
- Lead executive-level stakeholder engagement, including presenting roadmap updates, investment proposals, and delivery outcomes to senior leadership and governance committees.
- Uphold standards for data privacy, compliance, and governance across compensation platforms and data flows, including adherence to applicable SEC, ERISA, and international regulations.
- Strategically manage vendor relationships across the compensation technology ecosystem, including contract negotiation, SLA oversight, and long-term partnership governance.
Qualifications
Basic Qualifications
- Bachelor's degree in Business Administration, Human Resources, Computer Science, Finance, or a closely related field. Advanced degree (MBA, MS) strongly preferred.
- Minimum of 10+ years of progressive, senior-level experience in product management, with a demonstrated focus on compensation, rewards, or HCM technology within financial services or a similarly complex, regulated environment.
- Deep subject matter expertise in compensation, including experience with: Annual and off-cycle compensation planning cycles, pay component design, equity compensation, deferred compensation, carried interest programs, and administration workflows.
- Proven track record of leading full-lifecycle compensation platform implementations, including requirements definition, vendor selection, configuration, UAT, and go-live.
- Demonstrated expertise in compensation benchmarking automation, including experience with survey data vendors and automated data ingestion and job-matching workflows.
- Proven experience leading digital transformation programs that retired legacy compensation processes and delivered measurable efficiency, accuracy, and scalability improvements.
- Demonstrated ability to build products from 0 to 1, including greenfield platform launches and net-new capability development in compensation or rewards technology.
- Proven people management experience, including direct management, mentorship, and upskilling of product managers at varying levels of seniority.
- Exceptional executive-level written and verbal communication skills, with the ability to influence senior stakeholders and present complex compensation and technology concepts with clarity and authority.
Preferred Qualifications
- Experience with enterprise HCM and compensation platforms such as Oracle HCM Cloud.
- Familiarity with equity administration platforms.
- Experience with deferred compensation administration platforms and carry/partnership interest tracking tools used in asset management or private equity contexts.
- Agile Product Owner, Scrum Master, or equivalent product management certification.
- Demonstrated experience building and scaling product management centers of excellence (CoE) or capability uplift programs within large organizations.
ABOUT GOLDMAN SACHS
At Goldman Sachs, we commit our people, capital and ideas to help our clients, shareholders and the communities we serve to grow. Founded in 1869, we are a leading global investment banking, securities and investment management firm. Headquartered in New York, we maintain offices around the world.
We believe who you are makes you better at what you do. We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally, from our training and development opportunities and firmwide networks to benefits, wellness and personal finance offerings and mindfulness programs.
We’re committed to finding reasonable accommodations for candidates with special needs or disabilities during our recruiting process.
© The Goldman Sachs Group, Inc., 2023. All rights reserved.
Goldman Sachs is an equal opportunity employer and does not discriminate on the basis of race, color, religion, sex, national origin, age, veterans status, disability, or any other characteristic protected by applicable law.
We Offer Best-In-Class Benefits
Healthcare & Medical Insurance
We offer a wide range of health and welfare programs that vary depending on office location. These generally include medical, dental, short-term disability, long-term disability, life, accidental death, labor accident and business travel accident insurance.
Holiday & Vacation Policies
We offer competitive vacation policies based on employee level and office location. We promote time off from work to recharge by providing generous vacation entitlements and a minimum of three weeks expected vacation usage each year.
Financial Wellness & Retirement
We assist employees in saving and planning for retirement, offer financial support for higher education, and provide a number of benefits to help employees prepare for the unexpected. We offer live financial education and content on a variety of topics to address the spectrum of employees’ priorities.
Health Services
We offer a medical advocacy service for employees and family members facing critical health situations, and counseling and referral services through the Employee Assistance Program (EAP). We provide Global Medical, Security and Travel Assistance and a Workplace Ergonomics Program. We also offer state-of-the-art on-site health centers in certain offices.
Fitness
To encourage employees to live a healthy and active lifestyle, some of our offices feature on-site fitness centers. For eligible employees we typically reimburse fees paid for a fitness club membership or activity (up to a pre-approved amount).
Child Care & Family Care
We offer on-site child care centers that provide full-time and emergency back-up care, as well as mother and baby rooms and homework rooms. In every office, we provide advice and counseling services, expectant parent resources and transitional programs for parents returning from parental leave. Adoption, surrogacy, egg donation and egg retrieval stipends are also available.
Benefits at Goldman Sachs
Read more about the full suite of class-leading benefits our firm has to offer.
Opportunity Overview
CORPORATE TITLE
Vice President
OFFICE LOCATION(S)
New York
JOB FUNCTION
Product Management
DIVISION
Human Capital Management Division
SALARY RANGE
USD 100,000 - 250,000
See all Human Capital Management jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Human Capital Management roles.
Get Access To All JobsTips for Finding Human Capital Management Jobs
Verify your degree field matches the role
H-1B1 visa requires a specialty occupation with a directly related bachelor's degree. For Human Capital Management, degrees in HR management, industrial-organizational psychology, or business with an HR concentration satisfy this. A general business degree alone may draw consular scrutiny.
Pull prevailing wage data before negotiations
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your HR role and work location. Run the OFLC Wage Search using the relevant SOC code before any offer discussion so you can spot underpayment before it becomes a filing problem.
Target employers with existing HR function headcount
Companies that already employ multiple HR professionals are far more likely to understand specialty occupation framing for Human Capital Management roles. Use Migrate Mate to filter for employers with verified H-1B1 Chile LCA filing history in HR-related occupation codes.
Confirm the offer letter specifies your job duties precisely
Consular officers assess specialty occupation from the offer letter, not just the job title. Your letter must list duties that require a specialized HR degree, such as workforce analytics, compensation benchmarking, or organizational design, rather than general administrative tasks.
File the LCA well before your consulate appointment
The DOL must certify the LCA before your visa interview. Certification typically takes seven business days, but processing delays happen. Your employer should submit through FLAG at least three weeks before your scheduled appointment to avoid a last-minute rescheduling.
Prepare your O*NET occupation profile for the interview
Consular officers sometimes reference O*NET to assess whether a role qualifies as a specialty occupation. Print the O*NET profile for your specific HR occupation code and bring it to your interview as supporting documentation alongside your degree transcripts.
Frequently Asked Questions
Does a Human Capital Management role qualify as a specialty occupation for the H-1B1 Chile visa?
Yes, if the position requires at least a bachelor's degree in a directly related field such as human resources management, industrial-organizational psychology, or organizational behavior. Roles focused on workforce strategy, talent development, or compensation analysis typically qualify. Positions framed as general administrative or clerical HR support are harder to defend at the consulate.
How does the H-1B1 Chile visa compare to H-1B for Chilean HR professionals?
The H-1B visa1 Chile visa skips the H-1B lottery entirely, which means a confirmed job offer leads directly to a consulate appointment rather than a random selection process. The annual cap of 1,400 visas for Chilean nationals has never been exhausted. The trade-off is that H-1B visa1 doesn't allow dual intent, so long-term permanent residency planning requires a separate strategy.
How do I find U.S. employers who sponsor H-1B1 Chile visas for Human Capital Management jobs?
Migrate Mate filters job listings specifically for employers with verified H-1B1 Chile LCA filing history, so you're not wasting time on companies unfamiliar with the visa category. Most employers who have sponsored HR roles before already understand the LCA certification process and specialty occupation documentation requirements.
What documents does my employer need to prepare for my H-1B1 Chile visa application?
Your employer must obtain a certified Labor Condition Application from DOL before your consulate appointment. They'll also need to provide a detailed offer letter specifying your duties, your required degree field, and your wage meeting or exceeding the prevailing wage. You'll bring the certified LCA, the offer letter, and your academic transcripts to the consulate interview.
Can I change employers after entering the U.S. on an H-1B1 Chile visa?
Yes, but your new employer must file a fresh LCA and obtain DOL certification before you begin work with them. Unlike H-1B portability under AC21, the H-1B1 doesn't allow you to start working for a new employer while a petition is pending. Plan for a gap between roles and confirm your new employer is ready to move quickly on the LCA filing.
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