H-1B1 Singapore Visa Human Capital Management Jobs
Human Capital Management jobs with H-1B1 Singapore visa sponsorship are accessible to Singaporean nationals without a lottery or USCIS petition filing. The 5,400-visa annual cap rarely fills, and your employer applies directly at the U.S. consulate, making the path from offer to approval faster than most work visa routes.
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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 87+ 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
Align your credentials with specialty occupation standards
H-1B1 visa eligibility requires your role to qualify as a specialty occupation under U.S. standards. Pull the O*NET profile for Human Capital Management to confirm the degree requirements USCIS expects, then verify your Singapore qualifications map to the listed field.
Target employers with existing H-1B1 filing infrastructure
Multinationals and large HR consultancies already understand LCA certification and consular processing. Search DOL disclosure data through the OFLC Wage Search to identify companies that have filed Labor Condition Applications for HR and workforce management roles in recent cycles.
Search verified H-1B1 sponsorship roles on Migrate Mate
Migrate Mate filters job listings specifically for H-1B1 Singapore visa sponsorship, so you're not cold-applying to employers unfamiliar with the visa category. Filter by Human Capital Management to surface roles where sponsorship infrastructure is already confirmed.
Request LCA certification before your offer letter deadline
Your employer must file the Labor Condition Application with DOL and receive certification before your consular appointment can proceed. Build at least two weeks of LCA processing time into your offer negotiation timeline so the certification doesn't delay your start date.
Prepare documentation that proves the specialty occupation link
Consular officers assess whether your Human Capital Management role genuinely requires a specialized degree. Bring your job description, official transcripts, and a written employer statement connecting your specific duties to your academic field, not just your job title.
Clarify E-Verify enrollment with your employer before accepting
H-1B1 employers are required to be E-Verify participants. Before accepting an offer, confirm your employer is enrolled in E-Verify, since non-enrollment disqualifies them from sponsoring you and isn't something you can fix after signing.
Frequently Asked Questions
Does a Human Capital Management role qualify as a specialty occupation for the H-1B1 Singapore visa?
Yes, provided the position genuinely requires at least a bachelor's degree in human resources, organizational behavior, business administration, or a directly related field. Generalist HR coordinator roles may face scrutiny if the duties don't require specialized theoretical knowledge, so your employer's job description needs to specify degree-dependent responsibilities rather than general management tasks.
How does the H-1B1 Singapore visa differ from H-1B for Human Capital Management professionals?
The H-1B visa1 has no lottery and no USCIS petition filing, which eliminates the single biggest bottleneck for H-1B applicants. Your employer files a Labor Condition Application with DOL, and you apply directly at the U.S. consulate in Singapore. The trade-off is that H-1B1 doesn't carry dual-intent protection, so you can't simultaneously pursue a green card while on H-1B1 status.
How can I find employers in the U.S. who sponsor H-1B1 Singapore visas for Human Capital Management roles?
Migrate Mate is built specifically for this search. It surfaces job listings filtered for H-1B1 Singapore visa sponsorship so you can identify employers who have already committed to sponsoring the visa category, rather than spending time on companies unfamiliar with the H-1B1 process for HR and workforce management roles.
Can I renew my H-1B1 Singapore visa while staying in the United States?
The H-1B1 is issued in one-year increments and doesn't support change of status extensions in the same way H-1B does. Most holders renew by traveling back to Singapore and attending a new consular appointment with updated LCA certification from their employer. You can continue working during the renewal period if your employer has filed the new LCA before your current status expires.
What happens if my Human Capital Management role changes significantly after I receive H-1B1 approval?
A material change in duties, reporting structure, or worksite location requires your employer to file an amended Labor Condition Application with DOL before the changes take effect. If the new role no longer meets specialty occupation requirements, it could jeopardize your visa status. Document any role changes in writing and confirm with your employer that a new LCA is filed if responsibilities shift substantially.
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