OPT Benefits Sales Executive Jobs
Benefits Sales Executive roles are open to F-1 OPT students with degrees in business, finance, human resources, or a related field. Most positions qualify as specialty occupations for H-1B visa sponsorship, giving you a realistic path to long-term status. Your OPT window gives you up to 12 months to land and grow in this role.
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Get Access To All JobsINTRODUCTION
At PGE, our work involves dreaming about, planning for, and realizing a smarter, cleaner, more enduring Oregon neighborhood. Its core to our DNA and we haven’t stopped since we started in 1888. We energize lives, strengthen communities and drive advancements in energy that promote social, economic and environmental progress. We’re always on the lookout for people passionate about leading and being a part of teams that are advancing innovative clean energy solutions that are also affordable and accessible to all.
Help employees navigate the benefits that matter most
We're looking for a thoughtful, organized, and service-minded professional to join PGE's Benefits team. In this role, you'll help employees and managers navigate benefits, leaves of absence, workplace accommodations, disability programs, and workers' compensation while keeping important administrative processes accurate and moving forward.
This is a strong opportunity for someone who enjoys helping people, solving problems, working with data and financial details, and collaborating with employees, managers, HR partners, and vendors. You'll balance employee-facing support with the behind-the-scenes work that keeps benefit programs running accurately, including reporting, invoice and payment administration, data review, vendor coordination, and employee records.
The position may be filled at the P1 or P2 level based on the selected candidate's experience, knowledge, and demonstrated ability to work independently. If you're motivated by meaningful employee support and practical problem-solving, we'd love to meet you.
Career level
P1 - Entry: Performs first-tier professional assignments involving recurring benefits and leave administration. Applies established procedures and professional knowledge to assigned work and receives ongoing guidance on more complex or unfamiliar matters.
P2 - Intermediate: Applies expanded professional knowledge to a broader range of benefits and leave matters. Independently resolves routine and moderately complex issues using established procedures and judgment, with guidance on higher-risk or novel situations.
What you will work on
Leave, accommodation, disability, and workers' compensation support (approximately 35%): Support the administration and case management of leaves of absence, workplace accommodations, short- and long-term disability, return-to-work matters, and workers' compensation claims. Coordinate with employees, managers, HR partners, vendors, and other internal partners; monitor case status; support accurate timecard and paid-time administration; review documentation; and help employees and managers navigate applicable processes.
Benefits and operational administration (approximately 35%): Support day-to-day administration of benefit programs for represented and non-represented employees with different benefit programs and eligibility requirements. Monitor and respond to employee inquiries and escalations; support eligibility, enrollment, and status changes; process and reconcile vendor invoices and benefit payments; review benefit and payroll data for accuracy; run reports; monitor vendor data interfaces; identify and resolve discrepancies; and maintain accurate, audit-ready records.
Wellness, vendors, and employee resources (approximately 30%): Coordinate wellness programs and activities; support vendor relationships and issue resolution; maintain benefit plan documents, policies, procedures, intranet content, templates, and other employee-facing resources; and assist with employee communications, Open Enrollment, audits, and program improvements.
Additional responsibilities
- Provide practical, timely, and respectful support to employees and managers.
- Interpret and apply established benefit plan provisions, policies, procedures, and collective bargaining agreement requirements within the role's authority; escalate complex or unusual matters.
- Partner with vendors and internal subject matter experts to resolve routine eligibility, enrollment, claim, payment, reporting, and data issues.
- Identify recurring issues, process gaps, or service trends and recommend practical improvements.
- Support benefit communications, educational materials, presentations, Open Enrollment, annual notices, audits, and other recurring program activities.
- Cross-train with Benefits team members and provide backup coverage for assigned programs and processes.
- Protect confidential employee and medical information and follow applicable privacy, documentation, and records-retention requirements.
- Perform other duties as assigned.
Education, experience, and certifications
Typically a bachelor's degree in business, psychology, sociology, finance, human resources, or another related field, or equivalent experience.
P1 experience: Typically two or fewer years of human resources or closely related experience.
P2 experience: Typically two or more years of human resources or closely related experience, including experience independently administering programs, resolving employee or vendor issues, or supporting leave, benefits, disability, accommodation, or workers' compensation processes.
Preferred certifications: Benefits or HR certifications are a plus, including PHR, SPHR, SHRM-CP, SHRM-SCP, CEBS, or CBP.
What we are looking for
- Customer-focused judgment and the ability to communicate clearly and empathetically with employees and managers.
- Strong organization, prioritization, follow-through, and attention to detail in a deadline-driven environment.
- Comfort working with invoices, payments, payroll deductions, reports, and data reconciliations where accuracy matters.
- Analytical and problem-solving skills, including the ability to research issues, identify discrepancies, and determine when to escalate.
- Ability to handle sensitive and confidential employee, medical, and financial information with discretion.
- Working knowledge of, or the ability to learn, employment laws and practices related to benefits, leave, disability, accommodation, and workers' compensation.
- Ability to use HR information systems, reporting tools, spreadsheets, shared inboxes, and vendor platforms to retrieve information and manage work.
- Ability to learn and accurately apply benefit eligibility rules for represented and non-represented employee groups.
- Ability to collaborate effectively with employees, managers, HR partners, Legal Services, Payroll, vendors, and other stakeholders.
- Clear written and verbal communication skills, including the ability to explain benefits and processes in plain language.
- Ability to manage changing priorities, meet response-time expectations, and complete accurate work under time constraints.
Level-Specific Expectations:
P1 - Entry
Guidance: Receives ongoing guidance on unfamiliar or more complex assignments.
Leave, disability, accommodation, and workers' compensation: Supports routine case administration, researches issues, and escalates more complex situations.
Benefit administration: Administers assigned processes under defined procedures and plan documents.
Payments and data: Processes standard invoices, reports, and reconciliations; identifies and escalates discrepancies.
Program contribution: Supports materials, enrollment, wellness, communications, documentation, and Open Enrollment activities.
P2 - Intermediate
Guidance: Works independently on routine and moderately complex assignments, with guidance on higher-risk or novel matters.
Leave, disability, accommodation, and workers' compensation: Independently supports routine and lower-complexity cases, recommends solutions, coordinates with stakeholders, and appropriately escalates higher-risk matters.
Benefit administration: Interprets standard provisions, resolves participant and vendor issues, and recommends enhancements.
Payments and data: Resolves routine payment and data discrepancies, identifies trends, and recommends corrective action or process improvements.
Program contribution: Coordinates implementation, communications, vendor activities, and process improvements with greater independence.
Physical and cognitive demands
- Consistent use of relevant principles and procedures to solve practical problems and address a variety of situations.
- Ability to meet deadlines and response-time expectations, follow accuracy standards, and complete time-sensitive work.
- Ability to process new information, adapt to changing priorities, collaborate within a team, and communicate effectively under stress.
- Regular computer use throughout the workday.
- Occasional travel within the service territory may be required.
- Ability to lift, carry, push, or pull up to 10 pounds.
Schedule and work environment
- Regular, reliable, and predictable full-time attendance is required.
- Ability to adhere to an established schedule and work additional or variable hours when business needs require.
- Office environment.
Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity.
PGE believes in rewarding dedicated performance. We provide a total rewards package that is designed to reward your contributions to the company, and, at the same time, support your well-being and professional development, both now and into the future.
Join us today and power your potential!
Assisting with storms or other Company emergencies is a part of all positions at Portland General Electric.
PGE is an equal opportunity employer and is committed to fostering a workplace where employees feel connected, valued, and empowered to thrive. PGE will not discriminate against any employee or applicant for employment based on race, color, national origin, gender, gender identity, sexual orientation, age, religion, disability, protected veteran status, or other characteristics protected by law.
PGE does not discriminate on the basis of disability. We recognize individuals have a variety of abilities to offer and we believe there is much to value and celebrate by incorporating different abilities into the work we do. One very important way we live this out is in our application and interview process. We work hard to support individuals who may need an accommodation to fully participate in these processes. If you feel you may need an accommodation, or would like to request one, please notify the Recruiter associated with the job posting. You may also make this request by contacting talentacquisition@pgn.com or by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process.
To be considered for this position, please complete the following employment application by the posting close date. Posting closes at midnight (Pacific Time) on the closing date below. If no date is listed, job is open until filled.
INTRODUCTION
At PGE, our work involves dreaming about, planning for, and realizing a smarter, cleaner, more enduring Oregon neighborhood. Its core to our DNA and we haven’t stopped since we started in 1888. We energize lives, strengthen communities and drive advancements in energy that promote social, economic and environmental progress. We’re always on the lookout for people passionate about leading and being a part of teams that are advancing innovative clean energy solutions that are also affordable and accessible to all.
Help employees navigate the benefits that matter most
We're looking for a thoughtful, organized, and service-minded professional to join PGE's Benefits team. In this role, you'll help employees and managers navigate benefits, leaves of absence, workplace accommodations, disability programs, and workers' compensation while keeping important administrative processes accurate and moving forward.
This is a strong opportunity for someone who enjoys helping people, solving problems, working with data and financial details, and collaborating with employees, managers, HR partners, and vendors. You'll balance employee-facing support with the behind-the-scenes work that keeps benefit programs running accurately, including reporting, invoice and payment administration, data review, vendor coordination, and employee records.
The position may be filled at the P1 or P2 level based on the selected candidate's experience, knowledge, and demonstrated ability to work independently. If you're motivated by meaningful employee support and practical problem-solving, we'd love to meet you.
Career level
P1 - Entry: Performs first-tier professional assignments involving recurring benefits and leave administration. Applies established procedures and professional knowledge to assigned work and receives ongoing guidance on more complex or unfamiliar matters.
P2 - Intermediate: Applies expanded professional knowledge to a broader range of benefits and leave matters. Independently resolves routine and moderately complex issues using established procedures and judgment, with guidance on higher-risk or novel situations.
What you will work on
Leave, accommodation, disability, and workers' compensation support (approximately 35%): Support the administration and case management of leaves of absence, workplace accommodations, short- and long-term disability, return-to-work matters, and workers' compensation claims. Coordinate with employees, managers, HR partners, vendors, and other internal partners; monitor case status; support accurate timecard and paid-time administration; review documentation; and help employees and managers navigate applicable processes.
Benefits and operational administration (approximately 35%): Support day-to-day administration of benefit programs for represented and non-represented employees with different benefit programs and eligibility requirements. Monitor and respond to employee inquiries and escalations; support eligibility, enrollment, and status changes; process and reconcile vendor invoices and benefit payments; review benefit and payroll data for accuracy; run reports; monitor vendor data interfaces; identify and resolve discrepancies; and maintain accurate, audit-ready records.
Wellness, vendors, and employee resources (approximately 30%): Coordinate wellness programs and activities; support vendor relationships and issue resolution; maintain benefit plan documents, policies, procedures, intranet content, templates, and other employee-facing resources; and assist with employee communications, Open Enrollment, audits, and program improvements.
Additional responsibilities
- Provide practical, timely, and respectful support to employees and managers.
- Interpret and apply established benefit plan provisions, policies, procedures, and collective bargaining agreement requirements within the role's authority; escalate complex or unusual matters.
- Partner with vendors and internal subject matter experts to resolve routine eligibility, enrollment, claim, payment, reporting, and data issues.
- Identify recurring issues, process gaps, or service trends and recommend practical improvements.
- Support benefit communications, educational materials, presentations, Open Enrollment, annual notices, audits, and other recurring program activities.
- Cross-train with Benefits team members and provide backup coverage for assigned programs and processes.
- Protect confidential employee and medical information and follow applicable privacy, documentation, and records-retention requirements.
- Perform other duties as assigned.
Education, experience, and certifications
Typically a bachelor's degree in business, psychology, sociology, finance, human resources, or another related field, or equivalent experience.
P1 experience: Typically two or fewer years of human resources or closely related experience.
P2 experience: Typically two or more years of human resources or closely related experience, including experience independently administering programs, resolving employee or vendor issues, or supporting leave, benefits, disability, accommodation, or workers' compensation processes.
Preferred certifications: Benefits or HR certifications are a plus, including PHR, SPHR, SHRM-CP, SHRM-SCP, CEBS, or CBP.
What we are looking for
- Customer-focused judgment and the ability to communicate clearly and empathetically with employees and managers.
- Strong organization, prioritization, follow-through, and attention to detail in a deadline-driven environment.
- Comfort working with invoices, payments, payroll deductions, reports, and data reconciliations where accuracy matters.
- Analytical and problem-solving skills, including the ability to research issues, identify discrepancies, and determine when to escalate.
- Ability to handle sensitive and confidential employee, medical, and financial information with discretion.
- Working knowledge of, or the ability to learn, employment laws and practices related to benefits, leave, disability, accommodation, and workers' compensation.
- Ability to use HR information systems, reporting tools, spreadsheets, shared inboxes, and vendor platforms to retrieve information and manage work.
- Ability to learn and accurately apply benefit eligibility rules for represented and non-represented employee groups.
- Ability to collaborate effectively with employees, managers, HR partners, Legal Services, Payroll, vendors, and other stakeholders.
- Clear written and verbal communication skills, including the ability to explain benefits and processes in plain language.
- Ability to manage changing priorities, meet response-time expectations, and complete accurate work under time constraints.
Level-Specific Expectations:
P1 - Entry
Guidance: Receives ongoing guidance on unfamiliar or more complex assignments.
Leave, disability, accommodation, and workers' compensation: Supports routine case administration, researches issues, and escalates more complex situations.
Benefit administration: Administers assigned processes under defined procedures and plan documents.
Payments and data: Processes standard invoices, reports, and reconciliations; identifies and escalates discrepancies.
Program contribution: Supports materials, enrollment, wellness, communications, documentation, and Open Enrollment activities.
P2 - Intermediate
Guidance: Works independently on routine and moderately complex assignments, with guidance on higher-risk or novel matters.
Leave, disability, accommodation, and workers' compensation: Independently supports routine and lower-complexity cases, recommends solutions, coordinates with stakeholders, and appropriately escalates higher-risk matters.
Benefit administration: Interprets standard provisions, resolves participant and vendor issues, and recommends enhancements.
Payments and data: Resolves routine payment and data discrepancies, identifies trends, and recommends corrective action or process improvements.
Program contribution: Coordinates implementation, communications, vendor activities, and process improvements with greater independence.
Physical and cognitive demands
- Consistent use of relevant principles and procedures to solve practical problems and address a variety of situations.
- Ability to meet deadlines and response-time expectations, follow accuracy standards, and complete time-sensitive work.
- Ability to process new information, adapt to changing priorities, collaborate within a team, and communicate effectively under stress.
- Regular computer use throughout the workday.
- Occasional travel within the service territory may be required.
- Ability to lift, carry, push, or pull up to 10 pounds.
Schedule and work environment
- Regular, reliable, and predictable full-time attendance is required.
- Ability to adhere to an established schedule and work additional or variable hours when business needs require.
- Office environment.
Actual total compensation, including a performance based incentive bonus, is commensurate with experience, skills, qualifications, education, training, and internal equity.
PGE believes in rewarding dedicated performance. We provide a total rewards package that is designed to reward your contributions to the company, and, at the same time, support your well-being and professional development, both now and into the future.
Join us today and power your potential!
Assisting with storms or other Company emergencies is a part of all positions at Portland General Electric.
PGE is an equal opportunity employer and is committed to fostering a workplace where employees feel connected, valued, and empowered to thrive. PGE will not discriminate against any employee or applicant for employment based on race, color, national origin, gender, gender identity, sexual orientation, age, religion, disability, protected veteran status, or other characteristics protected by law.
PGE does not discriminate on the basis of disability. We recognize individuals have a variety of abilities to offer and we believe there is much to value and celebrate by incorporating different abilities into the work we do. One very important way we live this out is in our application and interview process. We work hard to support individuals who may need an accommodation to fully participate in these processes. If you feel you may need an accommodation, or would like to request one, please notify the Recruiter associated with the job posting. You may also make this request by contacting talentacquisition@pgn.com or by calling 503-464-7250. The Recruiter will provide information and next steps for the accommodation process.
To be considered for this position, please complete the following employment application by the posting close date. Posting closes at midnight (Pacific Time) on the closing date below. If no date is listed, job is open until filled.
See all 266+ OPT Benefits Sales Executive Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Benefits Sales Executive Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in Benefits Sales Executive
Target employers with established H-1B track records
Insurance carriers, benefits consulting firms, and HR tech companies file H-1B visa petitions regularly. Prioritize employers with a history of sponsoring sales roles, not just technical positions. Past filings are a strong signal of future willingness.
Frame your degree as a specialty occupation match
USCIS requires a direct connection between your degree and the role. A business, finance, or HR degree maps cleanly to benefits sales. Be ready to articulate that connection clearly in interviews and any sponsorship conversations with HR.
Start the H-1B conversation before your OPT expires
H-1B cap-subject petitions must be filed by April 1 for an October 1 start. If your OPT ends before October, discuss a cap-gap bridge with your employer and DSO well in advance to avoid a work authorization gap.
Highlight quota-driven results from day one
Benefits Sales Executive roles are performance-based. Documenting your pipeline numbers, close rates, and revenue contribution from the start gives sponsors concrete evidence of your value when making the H-1B sponsorship decision.
Ask specifically about sales role sponsorship policies
Some employers sponsor engineers but not sales staff. Ask the recruiter directly whether the company has sponsored H-1B visas for sales roles before. This saves time and avoids pursuing offers that won't convert to long-term status.
Use your OPT period to build a broker or consultant network
Benefits sales relies heavily on referrals and relationships. Building a strong professional network during your OPT window makes you a stronger H-1B sponsorship candidate and creates pipeline that follows you if you change employers.
Benefits Sales Executive OPT: Frequently Asked Questions
Does a Benefits Sales Executive role qualify for F-1 OPT work authorization?
Yes, as long as the position is directly related to your degree field. Benefits sales roles typically require a bachelor's degree in business, finance, human resources, or a related discipline, which satisfies the OPT requirement that your employment be in a job related to your major area of study.
Can Benefits Sales Executive jobs lead to H-1B sponsorship?
Many can. Benefits sales at insurance carriers, HR consulting firms, and benefits technology companies often qualifies as a specialty occupation under USCIS standards because the role requires at least a bachelor's degree in a specific field. Not every employer sponsors, so asking about their track record with sales roles early in the process matters.
What happens to my OPT authorization if I switch from one benefits employer to another?
You can change employers on OPT without filing anything new, but your new job must still be related to your degree. Report the employer change to your DSO within 10 days so your SEVIS record stays current. Working without updating your record can jeopardize your status, even if the new role clearly qualifies.
Where can I find Benefits Sales Executive jobs that are open to OPT candidates?
Migrate Mate is built specifically for F-1 OPT students and filters roles by visa sponsorship and work authorization compatibility. Browsing Benefits Sales Executive listings on Migrate Mate lets you focus on employers who are already open to OPT candidates, rather than applying broadly and discovering sponsorship issues after the fact.
Is commission-only compensation allowed under F-1 OPT?
USCIS requires that OPT employment be at least 20 hours per week and related to your degree. There is no explicit rule requiring a base salary, but commission-only roles carry risk because they can be harder to document as bona fide employment if your status is ever questioned. Roles with a base salary plus commission provide cleaner documentation of qualifying employment.