OPT Sales Performance Management Jobs
Sales Performance Management jobs on OPT sit at the intersection of data analysis, compensation strategy, and sales operations. Most roles require a business, analytics, or finance degree, which maps cleanly to STEM OPT extensions. Employers typically sponsor H-1B visa after the OPT period, making this a strong long-term visa pathway.
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Get Access To All JobsINTRODUCTION
This role has been designed as 'Hybrid' with a requirement that you will work on average 2 days per week from an HPE office.
Who We Are:
Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.
Job Description:
The Performance Management Programs & Insights Specialist helps translate HPE’s Performance Management strategy into integrated execution, actionable insights, and an effective team member and people leader experience.
This role coordinates priorities, milestones, dependencies, reporting, system readiness, resources, and continuous-improvement activities across the Performance Management portfolio. The Specialist partners with Performance program owners and cross-functional teams to help deliver global performance cycles and advance data, digital, and AI-enabled capabilities.
The ideal candidate combines strong program-management discipline with analytical thinking, curiosity about emerging HR technology, and the ability to turn complex information into clear actions and recommendations.
Responsibilities:
- Portfolio and program execution: Maintain an integrated view of Performance Management priorities, milestones, dependencies, risks, capacity considerations, and decision points. Partner with program owners to identify conflicts, support prioritization, and maintain delivery momentum.
- Project and workstream management: Lead assigned projects or workstreams by defining objectives, scope, success measures, plans, roles, and deliverables. Monitor progress, manage issues, and coordinate stakeholders to support timely, high-quality outcomes.
- Performance insights and data storytelling: Coordinate Performance Insights, dashboard, reporting, and KPI requirements in partnership with People Analytics, HRIS, and program owners. Analyze adoption, completion, quality, experience, and effectiveness indicators and translate findings into clearly communicated insights and actionable recommendations.
- Business requirements and system readiness: Help translate business needs into documented requirements, acceptance criteria, and readiness plans. Coordinate business User Acceptance Testing, issue tracking, retesting, sign-off, and launch-readiness activities in partnership with HRIS and HRIT.
- Digital and AI-enabled transformation: Support the responsible adoption of digital and AI-enabled Performance Management capabilities. Identify opportunities to simplify work, improve user experience, automate recurring activities, and measure adoption and benefits while keeping human judgment and accountability at the center.
- Resources, enablement, and content quality: Coordinate the development, review, maintenance, and publishing readiness of Performance Management resources, including guides, FAQs, knowledge articles, training materials, and partner-readiness content. Promote consistency, accuracy, accessibility, and a simplified user experience.
- Program effectiveness and continuous improvement: Use surveys, focus groups, operational feedback, data, and cycle retrospectives to assess program effectiveness. Document lessons learned and recommend practical improvements to processes, resources, systems, and stakeholder experiences.
- Governance, eligibility, and compliance: Support eligibility validation, audit documentation, access and security coordination, records management, and adherence to applicable global and local requirements. Maintain clear documentation and escalate risks or exceptions to the appropriate program owner.
EDUCATION AND EXPERIENCE REQUIRED:
- First level university degree.
- Typically, 3+ years of experience in Human Resources, program or project management, people analytics, HR technology, talent management, business transformation, or a related field.
- Experience coordinating cross-functional projects, programs, or system-enabled process improvements.
- Direct Performance Management experience is preferred but not required.
- Experience with HR platforms, reporting or dashboard tools, digital transformation, or AI-enabled solutions is an advantage.
KNOWLEDGE AND SKILLS:
- Strong program and project management skills, with the ability to organize priorities, manage risks, and drive work forward.
- Analytical mindset with the ability to turn data into meaningful insights and clear recommendations.
- Strong communication and presentation skills, with a talent for making complex topics simple and engaging.
- Interest in digital, AI, automation, and emerging HR technologies, with a passion for exploring new ways of working.
- Understanding of business requirements, UAT, system readiness, and process implementation.
- Strong collaboration and relationship-building skills across HR, technology, analytics, and business teams.
- Creative problem-solving and continuous-improvement mindset, with a focus on simplification and user experience.
- Working knowledge of HR governance, privacy, security, audit, and compliance considerations.
- Ability to manage multiple priorities, work independently, exercise sound judgment, and know when to seek guidance.
ACCESSIBILITY
HPE is committed to creating an inclusive and accessible workplace and encourages applications from all qualified individuals, including those with disabilities. If you believe you require accommodation during any stage of the application or interview process, please submit your request by completing our secure form linked here.
Note: This option is reserved for applicants needing assistance/reasonable accommodation related to a disability.
WHAT WE CAN OFFER YOU:
Health & Wellbeing
We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.
Personal & Professional Development
We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.
Unconditional Inclusion
We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.
JOB:
Human Resources
Job Level:
Specialist
The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level.
- United States of America: Annual Salary USD 74,000 - 170,300 in Texas
The listed salary range reflects base salary. Variable incentives may also be offered.
Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html
HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT employer. We do not discriminate on the basis of race, gender, or any other protected category, and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Please click here: Equal Employment Opportunity.
In accordance with applicable Mexican laws and our commitment to non-discrimination, HPE strictly prohibits requiring medical certificates related to pregnancy status or HIV as conditions for employment, continued service, or promotion. Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.
RECRUITMENT FRAUD ALERT
We have become aware of an increase in fraudulent recruitment activities in which individuals impersonate our company or authorized recruitment agencies to offer fake employment opportunities. These scams may occur through false websites, emails, social media, or chat-based applications and often aim to obtain personal information or money. Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge a candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. We also never request personal information such as back account details, Social Security numbers, or national IDs via social media or chat applications.
All legitimate job opportunities will come through official company channels, and candidates are responsible for verifying the credentials of any third party claiming to represent the company. Any reliance on fraudulent communication is at the individual’s own risk, and HPE disclaims legal liability for any resulting damages. If you suspect recruitment fraud, do not share personal information or make any payments and report the incident to your local authorities immediately.
INTRODUCTION
This role has been designed as 'Hybrid' with a requirement that you will work on average 2 days per week from an HPE office.
Who We Are:
Hewlett Packard Enterprise is the global edge-to-cloud company advancing the way people live and work. We help companies connect, protect, analyze, and act on their data and applications wherever they live, from edge to cloud, so they can turn insights into outcomes at the speed required to thrive in today’s complex world. Our culture thrives on finding new and better ways to accelerate what’s next. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good. If you are looking to stretch and grow your career our culture will embrace you. Open up opportunities with HPE.
Job Description:
The Performance Management Programs & Insights Specialist helps translate HPE’s Performance Management strategy into integrated execution, actionable insights, and an effective team member and people leader experience.
This role coordinates priorities, milestones, dependencies, reporting, system readiness, resources, and continuous-improvement activities across the Performance Management portfolio. The Specialist partners with Performance program owners and cross-functional teams to help deliver global performance cycles and advance data, digital, and AI-enabled capabilities.
The ideal candidate combines strong program-management discipline with analytical thinking, curiosity about emerging HR technology, and the ability to turn complex information into clear actions and recommendations.
Responsibilities:
- Portfolio and program execution: Maintain an integrated view of Performance Management priorities, milestones, dependencies, risks, capacity considerations, and decision points. Partner with program owners to identify conflicts, support prioritization, and maintain delivery momentum.
- Project and workstream management: Lead assigned projects or workstreams by defining objectives, scope, success measures, plans, roles, and deliverables. Monitor progress, manage issues, and coordinate stakeholders to support timely, high-quality outcomes.
- Performance insights and data storytelling: Coordinate Performance Insights, dashboard, reporting, and KPI requirements in partnership with People Analytics, HRIS, and program owners. Analyze adoption, completion, quality, experience, and effectiveness indicators and translate findings into clearly communicated insights and actionable recommendations.
- Business requirements and system readiness: Help translate business needs into documented requirements, acceptance criteria, and readiness plans. Coordinate business User Acceptance Testing, issue tracking, retesting, sign-off, and launch-readiness activities in partnership with HRIS and HRIT.
- Digital and AI-enabled transformation: Support the responsible adoption of digital and AI-enabled Performance Management capabilities. Identify opportunities to simplify work, improve user experience, automate recurring activities, and measure adoption and benefits while keeping human judgment and accountability at the center.
- Resources, enablement, and content quality: Coordinate the development, review, maintenance, and publishing readiness of Performance Management resources, including guides, FAQs, knowledge articles, training materials, and partner-readiness content. Promote consistency, accuracy, accessibility, and a simplified user experience.
- Program effectiveness and continuous improvement: Use surveys, focus groups, operational feedback, data, and cycle retrospectives to assess program effectiveness. Document lessons learned and recommend practical improvements to processes, resources, systems, and stakeholder experiences.
- Governance, eligibility, and compliance: Support eligibility validation, audit documentation, access and security coordination, records management, and adherence to applicable global and local requirements. Maintain clear documentation and escalate risks or exceptions to the appropriate program owner.
EDUCATION AND EXPERIENCE REQUIRED:
- First level university degree.
- Typically, 3+ years of experience in Human Resources, program or project management, people analytics, HR technology, talent management, business transformation, or a related field.
- Experience coordinating cross-functional projects, programs, or system-enabled process improvements.
- Direct Performance Management experience is preferred but not required.
- Experience with HR platforms, reporting or dashboard tools, digital transformation, or AI-enabled solutions is an advantage.
KNOWLEDGE AND SKILLS:
- Strong program and project management skills, with the ability to organize priorities, manage risks, and drive work forward.
- Analytical mindset with the ability to turn data into meaningful insights and clear recommendations.
- Strong communication and presentation skills, with a talent for making complex topics simple and engaging.
- Interest in digital, AI, automation, and emerging HR technologies, with a passion for exploring new ways of working.
- Understanding of business requirements, UAT, system readiness, and process implementation.
- Strong collaboration and relationship-building skills across HR, technology, analytics, and business teams.
- Creative problem-solving and continuous-improvement mindset, with a focus on simplification and user experience.
- Working knowledge of HR governance, privacy, security, audit, and compliance considerations.
- Ability to manage multiple priorities, work independently, exercise sound judgment, and know when to seek guidance.
ACCESSIBILITY
HPE is committed to creating an inclusive and accessible workplace and encourages applications from all qualified individuals, including those with disabilities. If you believe you require accommodation during any stage of the application or interview process, please submit your request by completing our secure form linked here.
Note: This option is reserved for applicants needing assistance/reasonable accommodation related to a disability.
WHAT WE CAN OFFER YOU:
Health & Wellbeing
We strive to provide our team members and their loved ones with a comprehensive suite of benefits that supports their physical, financial and emotional wellbeing.
Personal & Professional Development
We also invest in your career because the better you are, the better we all are. We have specific programs catered to helping you reach any career goals you have — whether you want to become a knowledge expert in your field or apply your skills to another division.
Unconditional Inclusion
We are unconditionally inclusive in the way we work and celebrate individual uniqueness. We know varied backgrounds are valued and succeed here. We have the flexibility to manage our work and personal needs. We make bold moves, together, and are a force for good.
JOB:
Human Resources
Job Level:
Specialist
The expected salary/wage range for this position is provided below. Actual offer may vary from this range based upon geographic location, work experience, education/training, and/or skill level.
- United States of America: Annual Salary USD 74,000 - 170,300 in Texas
The listed salary range reflects base salary. Variable incentives may also be offered.
Information about employee benefits offered in the US can be found at https://myhperewards.com/main/new-hire-enrollment.html
HPE is an Equal Employment Opportunity/ Veterans/Disabled/LGBT employer. We do not discriminate on the basis of race, gender, or any other protected category, and all decisions we make are made on the basis of qualifications, merit, and business need. Our goal is to be one global team that is representative of our customers, in an inclusive environment where we can continue to innovate and grow together. Please click here: Equal Employment Opportunity.
In accordance with applicable Mexican laws and our commitment to non-discrimination, HPE strictly prohibits requiring medical certificates related to pregnancy status or HIV as conditions for employment, continued service, or promotion. Hewlett Packard Enterprise is EEO Protected Veteran/ Individual with Disabilities.
HPE will comply with all applicable laws related to employer use of arrest and conviction records, including laws requiring employers to consider for employment qualified applicants with criminal histories.
RECRUITMENT FRAUD ALERT
We have become aware of an increase in fraudulent recruitment activities in which individuals impersonate our company or authorized recruitment agencies to offer fake employment opportunities. These scams may occur through false websites, emails, social media, or chat-based applications and often aim to obtain personal information or money. Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge a candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. We also never request personal information such as back account details, Social Security numbers, or national IDs via social media or chat applications.
All legitimate job opportunities will come through official company channels, and candidates are responsible for verifying the credentials of any third party claiming to represent the company. Any reliance on fraudulent communication is at the individual’s own risk, and HPE disclaims legal liability for any resulting damages. If you suspect recruitment fraud, do not share personal information or make any payments and report the incident to your local authorities immediately.
See all OPT Sales Performance Management Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new OPT Sales Performance Management Jobs.
Get Access To All JobsTips for Finding OPT Sponsorship in Sales Performance Management
Target companies with dedicated sales operations teams
Large SaaS, financial services, and consulting firms run structured sales ops functions and have established visa sponsorship processes. Smaller companies often lack the infrastructure to sponsor, so prioritize employers with 500 or more employees.
Emphasize your STEM eligibility upfront
If your degree is in business analytics, data science, finance, or a related STEM field, say so explicitly on your resume and in cover letters. STEM OPT gives you 36 months of work authorization, which makes you significantly more attractive to sponsoring employers.
Build proficiency in incentive compensation platforms
Hands-on experience with tools like Xactly, Varicent, or Anaplan signals technical depth employers value. Certifications or project work with these platforms strengthen your candidacy and demonstrate readiness for day-one contribution without extensive training.
Frame your experience around business impact, not just tasks
Hiring managers in this function care about outcomes. Quantify how your analysis improved quota attainment, reduced compensation errors, or accelerated sales cycle decisions. Concrete numbers make sponsorship conversations easier for employers to justify internally.
Ask about sponsorship policy before the final interview round
Raise the sponsorship question after you receive a recruiter screen callback, not at the offer stage. A direct, professional question like whether the company sponsors H-1B visa for this role saves time for both sides and filters out non-starters early.
Track your OPT end date and H-1B cap deadlines carefully
H-1B registration opens each March for an October 1 start date. If your OPT expires before October, you need a STEM extension in place. Map your timeline backward from your OPT end date before you accept any offer.
Sales Performance Management OPT: Frequently Asked Questions
Do Sales Performance Management roles qualify for STEM OPT extension?
It depends on your degree, not the job title. If your undergraduate or graduate degree is classified under a STEM-designated program, such as business analytics, statistics, finance, or management information systems, you can apply for the 24-month STEM OPT extension. Many Sales Performance Management roles involve quantitative modeling and data analysis, which aligns well with STEM degree backgrounds. Confirm your degree's CIP code with your DSO before assuming eligibility.
What types of employers hire OPT students for Sales Performance Management roles?
Enterprise SaaS companies, financial services firms, and large consulting organizations are the most consistent hirers for this function. These employers run mature sales operations teams and have dedicated HR processes for visa sponsorship. Mid-market technology companies with scaling sales teams also hire for this role, though their sponsorship infrastructure varies. Browse Migrate Mate to filter specifically for OPT-friendly employers hiring in this category.
How does OPT work authorization apply when the role involves cross-functional collaboration across states or globally?
Your OPT work authorization covers employment with a single authorized employer regardless of where projects or collaborations take you. Remote work, travel, or cross-border projects do not require separate authorization, but your employer of record must remain the one tied to your EAD. If you are placed at a client site through a staffing arrangement, that structure requires careful review with your DSO to ensure it does not constitute unauthorized employment.
What happens to my OPT status if my Sales Performance Management role is eliminated or I am laid off?
You have a 60-day grace period from your last day of employment to find a new authorized position, transfer to a different visa status, or leave the United States. During this window, you cannot work. If you secure a new employer in Sales Performance Management, your DSO must update your SEVIS record to reflect the new employer before you begin. Acting quickly matters, because the grace period does not pause or extend.
Can I work as a contractor or on a project basis in Sales Performance Management on OPT?
Short-term contracts and project-based work are permissible on OPT, but the arrangement must meet the definition of employment rather than self-employment in a problematic form. You cannot be your own employer. Contracts through a staffing agency or direct fixed-term engagements with a single company are generally acceptable, provided your DSO updates your SEVIS record for each new employer. Consulting through your own LLC is a gray area that warrants a direct conversation with your DSO.