H-1B1 Singapore Visa Executive Compensation Jobs
Executive Compensation roles qualify for H-1B1 Singapore visa sponsorship as specialty occupations requiring a bachelor's degree or higher in finance, human resources, or a related field. Singaporean nationals skip the H-1B lottery entirely, and the 5,400-visa annual cap rarely fills, making consulate processing predictable and employer filings straightforward.
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Get Access To All JobsINTRODUCTION
The GTM Compensation Manager owns the scaling and operation of Sigma's sales compensation process from start to finish. You'll make sure every payout is accurate, on time and audit-ready. You'll also build the automation, controls and reporting that keep compensation in line with business results as Sigma grows. The role suits a self-starter who wants full ownership, can bring structure to ambiguous problems, and works well across Finance, Revenue Operations, People and GTM leadership.
Key Responsibilities
Commission & Incentive Administration:
- Own sales compensation administration end to end: setting up plan participants, distributing plans, calculating and validating commissions, confirming payments are ready, and submitting to payroll. You're accountable for accuracy and timeliness.
- Spot anomalies before payroll and hold payments when a payout looks wrong, so we don't overpay. Track and carry out decisions on exceptions so every change is documented and can be traced.
- Investigate and resolve crediting errors, quota misalignments, payout disputes and escalations. Explain the root cause and recommend fixes to leadership.
- Support commission accruals, expense reporting under ASC 340-40 (the accounting rule for capitalizing commissions), and roll-up reporting during Finance's month-end close.
Consumption & Plan Mechanics:
- Administer and validate compensation tied to both committed bookings and consumption, including commit, ramp and true-up logic.
- Help put quota rules, crediting structures, accelerators, SPIFs and payout policies into practice as plans change.
- Write clear plan documents, policies and FAQs that turn complex compensation logic into language sellers and managers can follow.
Systems, Data & Automation:
- Manage Sigma's compensation platform with the broader team, and keep data flowing cleanly between Salesforce, the HRIS, the comp system.
- Check data against the systems of record before every payout cycle.
- Build reporting and dashboards in Sigma that give sellers, managers and Finance visibility into attainment and payouts.
- Find where AI and automation can do real work, such as catching anomalies, sorting exceptions and reconciling data, and roll it out to reduce manual effort.
Controls & Cross-Functional Partnership:
- Build controls, repeatable workflows and documentation that keep the function audit-ready as Sigma scales.
- Partner with Finance, Revenue Operations, People, Payroll, Legal and Data. Frame each decision around the seller's experience, risk and compliance, and act as the first point of contact for compensation escalations.
QUALIFICATIONS
- 5+ years of hands-on sales compensation administration, ideally at fast-scaling SaaS companies.
- Experience with consumption-based or hybrid (commit + usage) compensation models, and an understanding of how plan mechanics influence seller behavior.
- Working knowledge of quotas, target incentive (OTI), accelerators, overlays, SPIFs and crediting rules.
- Advanced proficiency with Salesforce, Sigma and spreadsheet tools for modeling and analysis.
- Strong data validation skills, with a track record of catching anomalies and turning findings into clear recommendations.
- Ability to influence cross-functional partners without direct authority, and to explain complex logic to both technical and non-technical audiences.
- Comfort using AI tools day to day, with a practical view of where automation helps and where human judgment is still needed.
- Exceptional attention to detail, a strong systems mindset, and the ability to run reliable processes with minimal oversight.
- Bonus: hands-on experience configuring a modern comp tool (CaptivateIQ, QuotaPath or similar), and exposure to ASC 340-40 or audit controls.
Additional Job details
The base salary range for this position is $165K - $200K annually.
Compensation may vary outside of this range depending on a number of factors, including a candidate's qualifications, skills, competencies and experience. Base pay is one part of the Total Package that is provided to compensate and recognize employees for their work at Sigma Computing. This role is eligible for stock options, as well as a comprehensive benefits package.
About us:
Sigma is the AI Apps and agentic analytics platform built on the cloud data warehouse. Business and technical teams use Sigma to explore live data, build intelligent applications, and automate critical workflows all without moving data or breaking governance. Sigma supports a spreadsheet interface, SQL, Python, and native AI in a single governed workspace, giving every team the speed to act and IT the control to scale. Sigma is trusted by more than 2,000 customers, including AMD, Duolingo, Colgate-Palmolive, and JPMorgan Chase.
Sigma announced its $80M in Series E financing in May 2026. The round was led by Princeville Capital, with new strategic investors Databricks Ventures, ServiceNow Ventures, and Workday Ventures participating alongside returning investors Altimeter Capital, Avenir Growth Capital, D1 Capital Partners, K5 Global, NewView Capital, Spark Capital, Sutter Hill Ventures, and XN. This milestone follows Sigma reaching $200M in annual recurring revenue in April 2026, with more than 100% year-over-year growth and 1.1 million new active users added in the latest fiscal year.
Come join us!
Benefits For Our Full-Time Employees:
- Equity
- Generous health benefits
- Flexible time off policy. Take the time off you need!
- Paid bonding time for all new parents
- Traditional and Roth 401k
- Commuter and FSA benefits
- Lunch Program
- Dog friendly office
Sigma is an equal opportunity employer. We are committed to building a smart and strong team regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, veteran, or any other protected status. We look forward to learning how your experience can enable all of us to grow.
Note: We have an in-office work environment in all our offices in SF, NYC, London and Sydney. All roles have a 25% travel expectation unless explicitly stated otherwise.
Our Privacy Practices
When you submit a job application on this site, Sigma processes your personal data for the purposes of evaluating your candidacy for employment at Sigma and as otherwise needed throughout the recruitment and hiring process. Please review Sigma's Candidate Privacy Notice for more details. Please note that your personal data may be transferred to a country other than the one in which it was provided (including to the USA, the UK, and Canada, Australia).
Sigma's use of AI
This hiring process utilizes artificial intelligence tools to assist in candidate screening and assessment. Our AI tools are designed to complement, not replace, human decision-making.
INTRODUCTION
The GTM Compensation Manager owns the scaling and operation of Sigma's sales compensation process from start to finish. You'll make sure every payout is accurate, on time and audit-ready. You'll also build the automation, controls and reporting that keep compensation in line with business results as Sigma grows. The role suits a self-starter who wants full ownership, can bring structure to ambiguous problems, and works well across Finance, Revenue Operations, People and GTM leadership.
Key Responsibilities
Commission & Incentive Administration:
- Own sales compensation administration end to end: setting up plan participants, distributing plans, calculating and validating commissions, confirming payments are ready, and submitting to payroll. You're accountable for accuracy and timeliness.
- Spot anomalies before payroll and hold payments when a payout looks wrong, so we don't overpay. Track and carry out decisions on exceptions so every change is documented and can be traced.
- Investigate and resolve crediting errors, quota misalignments, payout disputes and escalations. Explain the root cause and recommend fixes to leadership.
- Support commission accruals, expense reporting under ASC 340-40 (the accounting rule for capitalizing commissions), and roll-up reporting during Finance's month-end close.
Consumption & Plan Mechanics:
- Administer and validate compensation tied to both committed bookings and consumption, including commit, ramp and true-up logic.
- Help put quota rules, crediting structures, accelerators, SPIFs and payout policies into practice as plans change.
- Write clear plan documents, policies and FAQs that turn complex compensation logic into language sellers and managers can follow.
Systems, Data & Automation:
- Manage Sigma's compensation platform with the broader team, and keep data flowing cleanly between Salesforce, the HRIS, the comp system.
- Check data against the systems of record before every payout cycle.
- Build reporting and dashboards in Sigma that give sellers, managers and Finance visibility into attainment and payouts.
- Find where AI and automation can do real work, such as catching anomalies, sorting exceptions and reconciling data, and roll it out to reduce manual effort.
Controls & Cross-Functional Partnership:
- Build controls, repeatable workflows and documentation that keep the function audit-ready as Sigma scales.
- Partner with Finance, Revenue Operations, People, Payroll, Legal and Data. Frame each decision around the seller's experience, risk and compliance, and act as the first point of contact for compensation escalations.
QUALIFICATIONS
- 5+ years of hands-on sales compensation administration, ideally at fast-scaling SaaS companies.
- Experience with consumption-based or hybrid (commit + usage) compensation models, and an understanding of how plan mechanics influence seller behavior.
- Working knowledge of quotas, target incentive (OTI), accelerators, overlays, SPIFs and crediting rules.
- Advanced proficiency with Salesforce, Sigma and spreadsheet tools for modeling and analysis.
- Strong data validation skills, with a track record of catching anomalies and turning findings into clear recommendations.
- Ability to influence cross-functional partners without direct authority, and to explain complex logic to both technical and non-technical audiences.
- Comfort using AI tools day to day, with a practical view of where automation helps and where human judgment is still needed.
- Exceptional attention to detail, a strong systems mindset, and the ability to run reliable processes with minimal oversight.
- Bonus: hands-on experience configuring a modern comp tool (CaptivateIQ, QuotaPath or similar), and exposure to ASC 340-40 or audit controls.
Additional Job details
The base salary range for this position is $165K - $200K annually.
Compensation may vary outside of this range depending on a number of factors, including a candidate's qualifications, skills, competencies and experience. Base pay is one part of the Total Package that is provided to compensate and recognize employees for their work at Sigma Computing. This role is eligible for stock options, as well as a comprehensive benefits package.
About us:
Sigma is the AI Apps and agentic analytics platform built on the cloud data warehouse. Business and technical teams use Sigma to explore live data, build intelligent applications, and automate critical workflows all without moving data or breaking governance. Sigma supports a spreadsheet interface, SQL, Python, and native AI in a single governed workspace, giving every team the speed to act and IT the control to scale. Sigma is trusted by more than 2,000 customers, including AMD, Duolingo, Colgate-Palmolive, and JPMorgan Chase.
Sigma announced its $80M in Series E financing in May 2026. The round was led by Princeville Capital, with new strategic investors Databricks Ventures, ServiceNow Ventures, and Workday Ventures participating alongside returning investors Altimeter Capital, Avenir Growth Capital, D1 Capital Partners, K5 Global, NewView Capital, Spark Capital, Sutter Hill Ventures, and XN. This milestone follows Sigma reaching $200M in annual recurring revenue in April 2026, with more than 100% year-over-year growth and 1.1 million new active users added in the latest fiscal year.
Come join us!
Benefits For Our Full-Time Employees:
- Equity
- Generous health benefits
- Flexible time off policy. Take the time off you need!
- Paid bonding time for all new parents
- Traditional and Roth 401k
- Commuter and FSA benefits
- Lunch Program
- Dog friendly office
Sigma is an equal opportunity employer. We are committed to building a smart and strong team regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender, gender identity or expression, veteran, or any other protected status. We look forward to learning how your experience can enable all of us to grow.
Note: We have an in-office work environment in all our offices in SF, NYC, London and Sydney. All roles have a 25% travel expectation unless explicitly stated otherwise.
Our Privacy Practices
When you submit a job application on this site, Sigma processes your personal data for the purposes of evaluating your candidacy for employment at Sigma and as otherwise needed throughout the recruitment and hiring process. Please review Sigma's Candidate Privacy Notice for more details. Please note that your personal data may be transferred to a country other than the one in which it was provided (including to the USA, the UK, and Canada, Australia).
Sigma's use of AI
This hiring process utilizes artificial intelligence tools to assist in candidate screening and assessment. Our AI tools are designed to complement, not replace, human decision-making.
See all H-1B1 Singapore Visa Executive Compensation Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B1 Singapore Visa Executive Compensation Jobs.
Get Access To All JobsTips for Finding Executive Compensation Jobs
Verify your degree meets specialty occupation standards
Executive Compensation requires a bachelor's degree in finance, HR, or business. If your Singapore degree is in a related but not identical field, gather coursework transcripts showing compensation-specific modules before your employer files the Labor Condition Application.
Target employers with active LCA filing history
Use Migrate Mate to filter for employers who have filed H-1B1 Singapore Labor Condition Applications for compensation analyst or total rewards roles, so you're approaching companies already familiar with the consulate-based process.
Check prevailing wage tiers before negotiating your offer
Run your job title and location through the OFLC Wage Search before any salary discussion. Your employer's LCA must certify a wage at or above the DOL prevailing wage for your level, and knowing this protects you from offers that can't clear the filing.
Prioritize companies registered with E-Verify
H-1B1 visa employers must participate in E-Verify to onboard you legally. Confirm E-Verify enrollment during the offer stage, not after signing, since unenrolled employers must register before your start date and that can delay your first day.
Align your Singapore credentials with O*NET job zone requirements
Pull the O*NET profile for Compensation and Benefits Managers or Analysts before your interview. It lists the education and experience benchmarks USCIS uses to evaluate specialty occupation status, so your resume framing should match those descriptors precisely.
Prepare for annual renewal, not a one-time filing
H-1B1 Singapore visas are issued in one-year increments, unlike the three-year H-1B. Confirm with your employer that they'll file LCA renewals each year, and flag this in negotiations so the renewal cost and timeline are understood before you accept.
Frequently Asked Questions
Does an Executive Compensation role qualify as a specialty occupation for H-1B1 Singapore purposes?
Yes. Executive Compensation roles typically qualify because they require a bachelor's degree or higher in a specific field such as finance, human resources, or business administration. The work involves designing equity plans, benchmarking pay against market data, and ensuring SEC or regulatory compliance, all of which meet USCIS specialty occupation standards under the U.S.-Singapore Free Trade Agreement.
How does the H-1B1 Singapore visa compare to the H-1B for Executive Compensation professionals?
The H-1B1 Singapore visa skips the H-1B lottery entirely, which is a material advantage for Singaporeans since H-1B selection is not guaranteed. The annual cap is 5,400 visas and rarely fills, so timing is predictable. The main trade-off is that H-1B1 is issued in one-year increments rather than three years, meaning your employer files an LCA renewal annually rather than every three years.
How do I find employers who already sponsor H-1B1 Singapore visas for compensation roles?
Migrate Mate filters job listings by verified H-1B1 Singapore Labor Condition Application history, so you can identify employers who have sponsored roles in total rewards, equity compensation, or benefits consulting without cold-approaching companies unfamiliar with the process. This is especially useful for Executive Compensation roles, which sit at the intersection of HR and finance and aren't always coded the same way across employers.
What documents does my employer need to file the H-1B1 Singapore Labor Condition Application?
Your employer files the LCA with DOL through the FLAG system before you apply at the consulate. They need a job description confirming specialty occupation status, a prevailing wage determination from the OFLC Wage Search matched to your location and job level, and evidence of E-Verify enrollment. You don't file the LCA yourself, but providing a detailed job description early speeds the process significantly.
Can I work in Executive Compensation for multiple employers on an H-1B1 Singapore visa?
Each employer must file a separate LCA, so concurrent employment is possible but requires each company to independently certify the prevailing wage and specialty occupation status. Executive Compensation consultants or those in fractional roles should confirm this structure with each employer before starting work. Unauthorized concurrent employment is a status violation regardless of how the work is structured contractually.