TN Visa Executive Compensation Jobs
Executive Compensation roles qualify for TN visa sponsorship under the Accountant or Management Consultant categories, depending on your specific duties. Canadian citizens can apply at the port of entry with no cap or lottery. Mexican citizens require a consular appointment. A relevant bachelor's degree and a detailed U.S. job offer are required.
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Get Access To All JobsExecutive Compensation Analyst
This role has been designed as ‘Hybrid’ with an expectation 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:
This role plans, designs, develops, analyzes, communicates, and implements Total Rewards (TR) strategies and programs consistent with the company business and HR strategies across the businesses, functions, and/or geographic areas of the company. Consults with and trains business leaders to develop, plan and implement TR solutions to address unique organizational needs and requirements. Manages consultants, vendors, employees, and third parties in a heavily matrixed organization to ensure program delivery. Analyzes and interprets internal and external data to model changes to various reward elements such as base salary, short-term incentives, long-term incentives, health and welfare, and retirement programs. Examines impact of rewards on the total organization and various sub-groups including Board members, executives, sales employees, and specific business segments. Monitors legal and regulatory changes to ensure compliance. Integrates reward programs with complimentary systems (e.g., Performance Management and Talent Management).
Responsibilities:
- Applies total rewards subject matter expertise in multiple areas of specialization to design and implement executive compensation programs of high strategic importance and complexity.
- Develops relationships with key business and functional leaders.
- Contributes to executive compensation or benefits projects that impact employees in multiple countries, regions, and/or businesses.
- Partners with HR, Finance, and Legal to develop and/or administer executive compensation programs, including annual incentive, long-term incentives, and other programs aligned to company strategy.
- Assists with executive pay benchmarking and market analyses to facilitate competitive ongoing and new hire compensation packages.
- Supports executive compensation disclosure requirements (e.g., proxy/CD&A inputs) by coordinating data, validating calculations, and ensuring audit-ready documentation.
- May assist with preparing materials for Human Resources & Compensation Committee of the Board related to a variety of executive compensation topics.
- May project manage benefits delivery related to the Executive Financial Counseling Program, including partnering with vendors.
- Maintains executive compensation governance, controls and confidentiality.
Education and Experience Required:
- First-level university degree or equivalent experience; advanced university degree preferred.
- Typically 6+ years related experience in compensation, benefits, finance, and/or human resources.
Knowledge and Skills:
- Strong systematic understanding of total rewards systems, as well as other HR functions.
- In-depth knowledge of the legal and regulatory environment as it relates to executive compensation and benefits.
- Excellent communication, leadership, and influence skills.
- Strong financial and business acumen.
- Strong project management, problem solving, and analytical skills.
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.
Let's Stay Connected:
Follow @HPECareers on Instagram to see the latest on people, culture and tech at HPE.
Job: Human Resources
Job Level: Expert
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 92,600 - 213,500 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.
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.
No Fees Notice & Recruitment Fraud Disclaimer
It has come to HPE’s attention that there has been an increase in recruitment fraud whereby scammers impersonate HPE or HPE-authorized recruiting agencies and offer fake employment opportunities to candidates. These scammers often seek to obtain personal information or money from candidates.
Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge any candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. The credentials of any hiring agency that claims to be working with HPE for recruitment of talent should be verified by candidates and candidates shall be solely responsible to conduct such verification. Any candidate/individual who relies on the erroneous representations made by fraudulent employment agencies does so at their own risk, and HPE disclaims liability for any damages or claims that may result from any such communication.
Executive Compensation Analyst
This role has been designed as ‘Hybrid’ with an expectation 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:
This role plans, designs, develops, analyzes, communicates, and implements Total Rewards (TR) strategies and programs consistent with the company business and HR strategies across the businesses, functions, and/or geographic areas of the company. Consults with and trains business leaders to develop, plan and implement TR solutions to address unique organizational needs and requirements. Manages consultants, vendors, employees, and third parties in a heavily matrixed organization to ensure program delivery. Analyzes and interprets internal and external data to model changes to various reward elements such as base salary, short-term incentives, long-term incentives, health and welfare, and retirement programs. Examines impact of rewards on the total organization and various sub-groups including Board members, executives, sales employees, and specific business segments. Monitors legal and regulatory changes to ensure compliance. Integrates reward programs with complimentary systems (e.g., Performance Management and Talent Management).
Responsibilities:
- Applies total rewards subject matter expertise in multiple areas of specialization to design and implement executive compensation programs of high strategic importance and complexity.
- Develops relationships with key business and functional leaders.
- Contributes to executive compensation or benefits projects that impact employees in multiple countries, regions, and/or businesses.
- Partners with HR, Finance, and Legal to develop and/or administer executive compensation programs, including annual incentive, long-term incentives, and other programs aligned to company strategy.
- Assists with executive pay benchmarking and market analyses to facilitate competitive ongoing and new hire compensation packages.
- Supports executive compensation disclosure requirements (e.g., proxy/CD&A inputs) by coordinating data, validating calculations, and ensuring audit-ready documentation.
- May assist with preparing materials for Human Resources & Compensation Committee of the Board related to a variety of executive compensation topics.
- May project manage benefits delivery related to the Executive Financial Counseling Program, including partnering with vendors.
- Maintains executive compensation governance, controls and confidentiality.
Education and Experience Required:
- First-level university degree or equivalent experience; advanced university degree preferred.
- Typically 6+ years related experience in compensation, benefits, finance, and/or human resources.
Knowledge and Skills:
- Strong systematic understanding of total rewards systems, as well as other HR functions.
- In-depth knowledge of the legal and regulatory environment as it relates to executive compensation and benefits.
- Excellent communication, leadership, and influence skills.
- Strong financial and business acumen.
- Strong project management, problem solving, and analytical skills.
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.
Let's Stay Connected:
Follow @HPECareers on Instagram to see the latest on people, culture and tech at HPE.
Job: Human Resources
Job Level: Expert
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 92,600 - 213,500 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.
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.
No Fees Notice & Recruitment Fraud Disclaimer
It has come to HPE’s attention that there has been an increase in recruitment fraud whereby scammers impersonate HPE or HPE-authorized recruiting agencies and offer fake employment opportunities to candidates. These scammers often seek to obtain personal information or money from candidates.
Please note that Hewlett Packard Enterprise (HPE), its direct and indirect subsidiaries and affiliated companies, and its authorized recruitment agencies/vendors will never charge any candidate a registration fee, hiring fee, or any other fee in connection with its recruitment and hiring process. The credentials of any hiring agency that claims to be working with HPE for recruitment of talent should be verified by candidates and candidates shall be solely responsible to conduct such verification. Any candidate/individual who relies on the erroneous representations made by fraudulent employment agencies does so at their own risk, and HPE disclaims liability for any damages or claims that may result from any such communication.
See all 70+ Executive Compensation jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Executive Compensation roles.
Get Access To All JobsTips for Finding TN Visa Sponsorship as an Executive Compensation
Align your credentials to TN categories
Executive Compensation roles don't have a standalone TN category. Your offer letter must frame duties under Accountant or Management Consultant. A mismatch between your degree, job title, and described duties is the most common TN denial trigger.
Target employers with active compensation functions
Focus on publicly traded companies and large private firms where executive pay is regulated under SEC disclosure rules. These employers routinely need compensation professionals and are more familiar with TN sponsorship than smaller organizations.
Request a duty-specific offer letter before filing
Ask HR to describe your role using compensation-specific language: benchmarking, incentive plan design, or proxy disclosure. Generic titles like 'HR Manager' without substantive detail give CBP officers less to work with and raise scrutiny.
Use Migrate Mate to find sponsoring employers
Search Migrate Mate to identify employers actively hiring Executive Compensation professionals with TN visa sponsorship. Targeting companies already familiar with TN requirements shortens the negotiation process and reduces the risk of a last-minute offer withdrawal.
Prepare Canadian and Mexican professionals differently
Canadians can present TN documents directly at a land port of entry or preclearance airport. Mexican citizens must schedule a consular appointment in advance, so build at least four to six weeks into your start date timeline after receiving your offer.
Collect documentation proving specialty occupation
Bring official transcripts, your CPA designation or equivalent credential, and any professional memberships. CBP officers and consular staff assess whether your background matches the analytical and advisory nature of the compensation role your offer describes.
Executive Compensation jobs are hiring across the US. Find yours.
Find Executive Compensation JobsExecutive Compensation TN Visa: Frequently Asked Questions
Does an Executive Compensation role qualify for TN visa sponsorship?
Yes, but the TN visa has no dedicated Executive Compensation category. Your role must be classified under Accountant or Management Consultant, depending on primary duties. If your work centers on financial analysis of pay structures, Accountant is typically the stronger fit. If it focuses on strategic plan design and advisory work, Management Consultant applies. Your offer letter framing is the deciding factor.
How does TN compare to H-1B for Executive Compensation professionals?
TN is faster and more predictable for this role. H-1B requires entering an annual lottery with no guaranteed selection, while TN has no cap or lottery for Canadians and can be approved at the port of entry the same day. Mexican professionals still need a consular appointment, but they avoid the H-1B lottery entirely. TN also has no employer petition fee requirement from USCIS, which makes sponsorship more attractive to employers.
Where can I find Executive Compensation jobs with TN visa sponsorship?
Migrate Mate is built specifically for Canadian and Mexican professionals seeking U.S. roles with TN visa sponsorship. Rather than filtering through general job boards, Migrate Mate surfaces employers who are actively open to TN arrangements, which is particularly useful for specialized roles like Executive Compensation where sponsorship familiarity varies widely by employer.
Can a Canadian Executive Compensation professional apply for TN status at the border?
Yes. Canadians can apply at a U.S. land port of entry or pre-clearance airport without scheduling a consular appointment. Bring your job offer letter, proof of Canadian citizenship, educational credentials, and any relevant professional designations. CBP adjudicates TN applications the same day in most cases, though complex duty descriptions can occasionally prompt additional questions.
What happens to TN status if my employer is acquired or restructures?
If a corporate acquisition results in a materially different role, a new TN filing is required before the change takes effect. TN status is tied to your specific employer and job description, not just the legal entity. If duties, reporting structure, or your classification category shifts, filing a new TN promptly protects your authorization and avoids potential status violations.
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