OPT Compensation Director Jobs
Compensation Director jobs on OPT require employers to sponsor an H-1B visa or satisfy the specialty occupation standard, since this role demands advanced HR or business analytics expertise. Your 12-month STEM extension may apply if your degree is in a qualifying field. Most openings are at large enterprises with dedicated total rewards teams.
Find OPT Compensation Director JobsOverview
Showing 5 of 108+ Compensation Director jobs
See all 108+ Compensation Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Compensation Director roles.
Get Access To All JobsINTRODUCTION
Are you looking for more?
At Mohawk Industries, we’re committed to more – more customer solutions, more process improvements, more sustainable manufacturing and more opportunities for our team.
As a Fortune 500, global flooring leader with some of the best-known brands in the industry, Mohawk is a great place to start or develop your career with an emphasis on more of what’s important to you. Whether you want to lead more, innovate more, learn more or create more, you can find your more with Mohawk.
ROLE AND RESPONSIBILITIES
The Sr Compensation Analyst is a high performing contributor that serves as a subject matter expert within the compensation function supporting the Flooring North American segment. This role acts as a consultant to the business on compensation programs, policies, and practices. This role will collaborate with Human Resource partners concerning compensation business needs and decisions and lead research and analysis related to compensation programs and structures.
-
Partner with business HR to provide guidance to the business and develops creative solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay, annual incentive pay, local bonus plans, and long-term incentive programs.
-
Consults with and advise stakeholders on compensation policy interpretation, new hire offers, promotions, market analyses, job evaluations, and other compensation projects and initiatives.
-
Administer management incentive plans, ensuring accurate and timely calculation of bonuses while applying established controls and validation checks.
-
Partner with business segment finance to model bonus plan payouts to inform accurate accruals needed for bonus plans.
-
Lead and/or oversee the technical end of various business segment compensation projects. May include impact analysis, modeling, system implementation, etc.
-
Conduct various annual reviews including internal equity, merit movement, compa-ratio, and other metrics for analysis, as needed.
-
Prepare ad-hoc compensation analyses as requested by team and business partners.
-
Participate in and analyze data from relevant compensation surveys to ensure market alignment and adherence to the compensation philosophy.
-
Review and approve proposed salary and incentive compensation changes for clients to ensure business and equity alignment.
-
Execute business segment annual compensation programs including annual cycle increases, bonus payouts, and business level stock plan alignment.
-
Develop and support compensation communications, job aids, and training materials to improve understanding of compensation processes.
-
Analyze internal methods and identify areas of improvements and/or innovation and develop recommendations to implement and streamline processes.
-
Participates in cross-functional projects, representing the Compensation team.
-
Serve as an experienced analytical resource within the team by applying sound judgment, reviewing analyses, and informally supporting less experienced analysts on complex issues.
-
Performs other duties as needed.
BASIC QUALIFICATIONS
-
Bachelor’s degree in a related field or equivalent education and/or experience.
-
4-6 years relevant experience or equivalent education and/or experience.
-
Advanced Excel skills preferred.
-
Power BI experience preferred.
PREFERRED QUALIFICATIONS
-
Requires in-depth conceptual and practical knowledge in own job discipline.
-
Excellent communication, problem solving, and organizational skills.
-
Able to multitask, prioritize, and manage time effectively.
-
High level of integrity and discretion in handling sensitive and confidential data.
-
Proficient using Microsoft Suite of products.
-
Flexible attitude, adaptable to change, team player and able to handle multiple projects at once.
-
High degree of professionalism, judgment, maturity, and resourcefulness in the absence of formalized guidelines and procedures.
Mohawk Industries is a leading global flooring manufacturer that creates products to enhance residential and commercial spaces around the world. Mohawk’s vertically integrated manufacturing and distribution processes provide competitive advantages in the production of carpet, rugs, ceramic tile, laminate, wood, stone and vinyl flooring. Our industry-leading innovation has yielded products and technologies that differentiate our brands in the marketplace and satisfy all remodeling and new construction requirements. Our brands are among the most recognized in the industry and include American Olean, Daltile, Durkan, IVC, Karastan, Marazzi, Mohawk, Mohawk Home, Pergo, and Quick-Step. During the past decade, Mohawk has transformed its business from an American carpet manufacturer into the world’s largest flooring company with operations in Australia, Brazil, Canada, Europe, India, Malaysia, Mexico, New Zealand, Russia and the United States.
Mohawk Industries, Inc. is an Equal Opportunity Employer including disability/veteran committed to an inclusive workplace and a proud Drugs Don’t Work participant.
INTRODUCTION
Are you looking for more?
At Mohawk Industries, we’re committed to more – more customer solutions, more process improvements, more sustainable manufacturing and more opportunities for our team.
As a Fortune 500, global flooring leader with some of the best-known brands in the industry, Mohawk is a great place to start or develop your career with an emphasis on more of what’s important to you. Whether you want to lead more, innovate more, learn more or create more, you can find your more with Mohawk.
ROLE AND RESPONSIBILITIES
The Sr Compensation Analyst is a high performing contributor that serves as a subject matter expert within the compensation function supporting the Flooring North American segment. This role acts as a consultant to the business on compensation programs, policies, and practices. This role will collaborate with Human Resource partners concerning compensation business needs and decisions and lead research and analysis related to compensation programs and structures.
-
Partner with business HR to provide guidance to the business and develops creative solutions on a variety of total compensation issues including the setting of appropriate pay levels, base pay, annual incentive pay, local bonus plans, and long-term incentive programs.
-
Consults with and advise stakeholders on compensation policy interpretation, new hire offers, promotions, market analyses, job evaluations, and other compensation projects and initiatives.
-
Administer management incentive plans, ensuring accurate and timely calculation of bonuses while applying established controls and validation checks.
-
Partner with business segment finance to model bonus plan payouts to inform accurate accruals needed for bonus plans.
-
Lead and/or oversee the technical end of various business segment compensation projects. May include impact analysis, modeling, system implementation, etc.
-
Conduct various annual reviews including internal equity, merit movement, compa-ratio, and other metrics for analysis, as needed.
-
Prepare ad-hoc compensation analyses as requested by team and business partners.
-
Participate in and analyze data from relevant compensation surveys to ensure market alignment and adherence to the compensation philosophy.
-
Review and approve proposed salary and incentive compensation changes for clients to ensure business and equity alignment.
-
Execute business segment annual compensation programs including annual cycle increases, bonus payouts, and business level stock plan alignment.
-
Develop and support compensation communications, job aids, and training materials to improve understanding of compensation processes.
-
Analyze internal methods and identify areas of improvements and/or innovation and develop recommendations to implement and streamline processes.
-
Participates in cross-functional projects, representing the Compensation team.
-
Serve as an experienced analytical resource within the team by applying sound judgment, reviewing analyses, and informally supporting less experienced analysts on complex issues.
-
Performs other duties as needed.
BASIC QUALIFICATIONS
-
Bachelor’s degree in a related field or equivalent education and/or experience.
-
4-6 years relevant experience or equivalent education and/or experience.
-
Advanced Excel skills preferred.
-
Power BI experience preferred.
PREFERRED QUALIFICATIONS
-
Requires in-depth conceptual and practical knowledge in own job discipline.
-
Excellent communication, problem solving, and organizational skills.
-
Able to multitask, prioritize, and manage time effectively.
-
High level of integrity and discretion in handling sensitive and confidential data.
-
Proficient using Microsoft Suite of products.
-
Flexible attitude, adaptable to change, team player and able to handle multiple projects at once.
-
High degree of professionalism, judgment, maturity, and resourcefulness in the absence of formalized guidelines and procedures.
Mohawk Industries is a leading global flooring manufacturer that creates products to enhance residential and commercial spaces around the world. Mohawk’s vertically integrated manufacturing and distribution processes provide competitive advantages in the production of carpet, rugs, ceramic tile, laminate, wood, stone and vinyl flooring. Our industry-leading innovation has yielded products and technologies that differentiate our brands in the marketplace and satisfy all remodeling and new construction requirements. Our brands are among the most recognized in the industry and include American Olean, Daltile, Durkan, IVC, Karastan, Marazzi, Mohawk, Mohawk Home, Pergo, and Quick-Step. During the past decade, Mohawk has transformed its business from an American carpet manufacturer into the world’s largest flooring company with operations in Australia, Brazil, Canada, Europe, India, Malaysia, Mexico, New Zealand, Russia and the United States.
Mohawk Industries, Inc. is an Equal Opportunity Employer including disability/veteran committed to an inclusive workplace and a proud Drugs Don’t Work participant.
See all 108+ OPT Compensation Director Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Compensation Director Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in Compensation Director
Lead with your analytical credentials
Compensation Directors are expected to design pay structures using statistical modeling and market benchmarking. Emphasize your proficiency in compensation analysis tools and any experience with salary surveys, job architecture, or equity program design from internships or prior roles.
Target large enterprises with total rewards teams
Companies with dedicated compensation functions are far more likely to sponsor OPT workers than small businesses. Focus on Fortune 500 employers, major financial institutions, and large healthcare systems, where structured HR departments handle sponsorship as a routine part of hiring.
Understand your OPT authorization timeline
Standard OPT gives you 12 months of work authorization. If your degree is in a STEM field like business analytics or data science, you may qualify for a 24-month extension, giving employers more runway before needing to file an H-1B visa petition on your behalf.
Address sponsorship directly in your cover letter
Senior HR roles attract experienced candidates. Acknowledging your OPT status upfront and explaining the H-1B process timeline removes uncertainty for hiring managers unfamiliar with work authorization requirements, positioning you as a transparent and organized candidate worth investing in.
Build credibility with compensation certifications
Credentials like WorldatWork's Certified Compensation Professional designation signal technical depth that can justify the effort of OPT sponsorship. Employers weighing sponsorship costs are more likely to proceed when a candidate demonstrates specialized expertise beyond a general HR background.
Network inside total rewards and HR communities
Many Compensation Director openings are filled through professional networks before public posting. Attending WorldatWork events, connecting with total rewards leaders, and engaging in HR forums puts you in front of decision-makers at companies that already understand executive-level HR sponsorship.
Compensation Director OPT: Frequently Asked Questions
Can F-1 OPT students work as Compensation Directors in the United States?
Yes. F-1 OPT authorizes full-time employment in roles directly related to your degree field. A Compensation Director role typically qualifies if your degree is in human resources, business administration, finance, or a related discipline. You must ensure the job aligns with your field of study to maintain valid OPT status.
Where can I find Compensation Director jobs that are open to OPT candidates?
Migrate Mate is built specifically for F-1 OPT and international students seeking U.S. roles with visa sponsorship. You can filter Compensation Director openings by sponsorship willingness, saving time you'd otherwise spend screening out employers who won't work with international candidates. Browse current listings directly on Migrate Mate.
Does a Compensation Director role qualify for the STEM OPT extension?
It depends on your degree, not the job title. If your undergraduate or graduate degree is in a STEM-designated field such as management information systems, applied statistics, or data science, you may qualify for the 24-month STEM OPT extension. A general HR or business management degree typically does not qualify, so verify your CIP code with your DSO before assuming eligibility.
Will employers sponsor an H-1B for a Compensation Director on OPT?
Many large employers will, particularly those with established HR departments and experience navigating work authorization. Compensation Director is a specialty occupation requiring advanced business or HR expertise, which satisfies the H-1B's degree requirement. Smaller companies without in-house legal counsel are less likely to initiate sponsorship for senior HR roles, so targeting enterprise employers improves your odds significantly.
What should I do if my OPT expires before my H-1B is approved?
If your employer files an H-1B cap-subject petition before your OPT expires and you have a timely filed extension or STEM OPT in place, a cap-gap provision may extend your work authorization through September 30 of that year. Work with your DSO immediately when you receive a job offer to map out your authorization timeline and ensure no gaps occur before your start date.