Accounting H-1B Sponsorship Jobs in Wisconsin
H-1B visa sponsorship accounting jobs in Wisconsin are concentrated in Milwaukee, Madison, and Green Bay, where employers like Deloitte, Baker Tilly, and Wipfli actively hire international accounting professionals. Wisconsin's strong manufacturing, healthcare, and financial services sectors drive steady demand for CPAs, tax specialists, and audit professionals seeking employer-sponsored H-1B positions.
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Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms.
Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram.
Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.
Baker Tilly is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status, gender identity, sexual orientation, or any other legally protected basis, in accordance with applicable federal, state or local law.
Any unsolicited resumes submitted through our website or to Baker Tilly Advisory Group, LP, employee e-mail accounts are considered property of Baker Tilly Advisory Group, LP, and are not subject to payment of agency fees. In order to be an authorized recruitment agency ("search firm") for Baker Tilly Advisory Group, LP, there must be a formal written agreement in place and the agency must be invited, by Baker Tilly's Talent Attraction team, to submit candidates for review via our applicant tracking system.
Job Description
The Total Rewards Director provides strategic leadership for Baker Tilly's enterprise total rewards programs, including compensation, benefits, well-being, leave programs, recognition, and related initiatives that support the firm's ability to attract, engage, reward, and retain talent. This role translates firm and People Solutions priorities into integrated total rewards strategies that balance employee experience, market competitiveness, financial stewardship, operational effectiveness, and regulatory requirements.
The Director serves as a trusted advisor to senior leaders and People Solutions partners on complex compensation and benefits matters, market trends, program design, and emerging total rewards practices. The role leads the evaluation, development, implementation, and ongoing optimization of enterprise programs and ensures that total rewards offerings remain competitive, scalable, and aligned with the needs of a growing professional services organization.
This position also provides leadership to the Total Rewards team, building subject-matter expertise, establishing clear priorities and operating standards, and fostering collaboration across People Solutions, Finance, Legal, Payroll, HR Operations, Benefits Administration and other enterprise functions.
Key Relationships
- Internal: People Solutions leadership; Compensation and Benefits professionals; Benefits Administrators; HR Business Partners and People leaders; Talent Acquisition; Talent Management; HR Operations/HRIS; Payroll; Finance; Legal and Risk; firm and business leadership; other enterprise stakeholders.
- External: Benefits consultants, compensation data providers, insurance carriers, retirement and well-being providers, technology partners, brokers, legal and regulatory advisors, and other Total Rewards vendors and professional networks.
Responsibilities
- Develop and lead the firm's enterprise total rewards strategy, ensuring compensation, benefits, well-being, leave, and recognition programs support business priorities, workforce needs, employee experience, and talent attraction and retention.
- Lead the design, governance, administration, communication and ongoing evaluation of compensation programs, including base pay structures, annual compensation processes, market pricing, incentive programs, salary structures, and other reward programs (through Workday HCM and Workday Advanced Compensation Module).
- Provide strategic leadership for employee benefit and well-being programs, evaluating program design, competitiveness, utilization, cost effectiveness, employee value, and opportunities for improvement, as well as communication supporting these various programs.
- Partner with senior People Solutions, Finance, Legal, and business leaders to evaluate total rewards priorities, develop recommendations, assess financial and workforce implications, and obtain alignment on significant program changes.
- Advise leaders on complex and sensitive compensation and benefits matters, applying sound judgment, market data, program principles, and enterprise policies to support consistent and equitable decision-making.
- Monitor external market practices, regulatory developments, workforce trends, and professional services benchmarks to identify emerging opportunities and risks affecting the firm's total rewards programs.
- Lead compensation benchmarking and market intelligence activities, including the selection and interpretation of market surveys, competitive analyses, and workforce data used to support compensation strategy and decision-making.
- Own the Job Architecture supporting the firm categorization of jobs to maintain clarity and consistency around firm roles and career progression opportunities.
- Oversee vendor and external partner relationships across benefits, compensation, well-being, and related programs; establish performance expectations, evaluate service quality and value, manage escalated issues, and support contract and renewal decisions.
- Establish effective governance, controls, processes, documentation, and operating standards that support accurate, consistent, compliant, and scalable administration of Total Rewards programs.
- Partner with HRIS, HR Operations, Payroll, Finance, and other teams to improve the integration of total rewards processes, data, systems, and employee experiences.
- Use workforce, compensation, benefits, and financial data to evaluate program effectiveness, identify trends, model alternatives, develop recommendations, and support executive decision-making.
- Lead significant Total Rewards initiatives and transformation efforts, including new program design, process improvement, technology enablement, policy changes, communications, and implementation planning.
- Develop clear communication strategies and materials that help employees and leaders understand the purpose, value, and operation of compensation, benefits, and related Total Rewards programs.
- Represent the firm, as appropriate, in external professional forums, surveys, networks, and benchmarking activities related to compensation, benefits, and total rewards practices.
- Lead, develop, coach, and retain Total Rewards professionals; establish priorities and performance expectations, strengthen subject-matter expertise, encourage collaboration, and build organizational capability.
- Promote continuous improvement by identifying opportunities to simplify processes, improve employee and leader experiences, strengthen controls, increase operational efficiency, and improve scalability.
- Handle sensitive employee, compensation, benefits, and business information with a high degree of judgment, discretion, and confidentiality.
- Perform other duties as assigned.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, Economics, or a related field required.
- Minimum of 10 years of relevant experience in compensation, benefits, total rewards, human resources, or a related discipline.
- No professional certification or license required.
- Relevant Total Rewards, compensation, benefits, or human resources certifications are preferred and may include credentials such as Certified Compensation Professional (CCP), Certified Employee Benefit Specialist (CEBS), or comparable professional certifications.
- Experience should include progressively responsible leadership of complex compensation and/or benefits programs, development of enterprise-level strategies, executive consultation, data-driven decision-making, vendor management, and leadership of professionals or teams.
- Experience within a large, complex, multi-state, professional services, accounting, consulting, financial services, or similarly distributed organization is preferred.
- Experience working with Workday HCM and the Workday Advanced Compensation Module is preferred.
- The successful candidate will bring deep Total Rewards expertise combined with strong enterprise leadership, analytical judgment, and the ability to translate business and workforce priorities into practical compensation and benefits strategies.
- The role requires the ability to operate effectively in a complex, matrixed organization and influence decisions across multiple functions and leadership groups.
The pay rate range for this job position is $175,000 to $315,000. Actual compensation is influenced by a variety of relevant factors including but not limited to applicant’s skills, prior experience, qualifications, degrees, professional certifications, work arrangements and geographic location. Baker Tilly offers a comprehensive compensation and benefits package to eligible employees.
The national pay rate range is $175,000 to $315,000.
The California pay rate range is $175,000 to $315,000.
Overview
Baker Tilly is a leading advisory, tax and assurance firm, providing clients with a genuine coast-to-coast and global advantage in major regions of the U.S. and in many of the world’s leading financial centers – New York, London, San Francisco, Los Angeles, Chicago and Boston. Baker Tilly Advisory Group, LP and Baker Tilly US, LLP (Baker Tilly) provide professional services through an alternative practice structure in accordance with the AICPA Code of Professional Conduct and applicable laws, regulations and professional standards. Baker Tilly US, LLP is a licensed independent CPA firm that provides attest services to its clients. Baker Tilly Advisory Group, LP and its subsidiary entities provide tax and business advisory services to their clients. Baker Tilly Advisory Group, LP and its subsidiary entities are not licensed CPA firms.
Baker Tilly Advisory Group, LP and Baker Tilly US, LLP, trading as Baker Tilly, are independent members of Baker Tilly International, a worldwide network of independent accounting and business advisory firms in 141 territories, with 43,000 professionals and a combined worldwide revenue of $5.2 billion. Visit bakertilly.com or join the conversation on LinkedIn, Facebook and Instagram.
Please discuss the work location status with your Baker Tilly talent acquisition professional to understand the requirements for an opportunity you are exploring.
Baker Tilly is an equal opportunity/affirmative action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability or protected veteran status, gender identity, sexual orientation, or any other legally protected basis, in accordance with applicable federal, state or local law.
Any unsolicited resumes submitted through our website or to Baker Tilly Advisory Group, LP, employee e-mail accounts are considered property of Baker Tilly Advisory Group, LP, and are not subject to payment of agency fees. In order to be an authorized recruitment agency ("search firm") for Baker Tilly Advisory Group, LP, there must be a formal written agreement in place and the agency must be invited, by Baker Tilly's Talent Attraction team, to submit candidates for review via our applicant tracking system.
Job Description
The Total Rewards Director provides strategic leadership for Baker Tilly's enterprise total rewards programs, including compensation, benefits, well-being, leave programs, recognition, and related initiatives that support the firm's ability to attract, engage, reward, and retain talent. This role translates firm and People Solutions priorities into integrated total rewards strategies that balance employee experience, market competitiveness, financial stewardship, operational effectiveness, and regulatory requirements.
The Director serves as a trusted advisor to senior leaders and People Solutions partners on complex compensation and benefits matters, market trends, program design, and emerging total rewards practices. The role leads the evaluation, development, implementation, and ongoing optimization of enterprise programs and ensures that total rewards offerings remain competitive, scalable, and aligned with the needs of a growing professional services organization.
This position also provides leadership to the Total Rewards team, building subject-matter expertise, establishing clear priorities and operating standards, and fostering collaboration across People Solutions, Finance, Legal, Payroll, HR Operations, Benefits Administration and other enterprise functions.
Key Relationships
- Internal: People Solutions leadership; Compensation and Benefits professionals; Benefits Administrators; HR Business Partners and People leaders; Talent Acquisition; Talent Management; HR Operations/HRIS; Payroll; Finance; Legal and Risk; firm and business leadership; other enterprise stakeholders.
- External: Benefits consultants, compensation data providers, insurance carriers, retirement and well-being providers, technology partners, brokers, legal and regulatory advisors, and other Total Rewards vendors and professional networks.
Responsibilities
- Develop and lead the firm's enterprise total rewards strategy, ensuring compensation, benefits, well-being, leave, and recognition programs support business priorities, workforce needs, employee experience, and talent attraction and retention.
- Lead the design, governance, administration, communication and ongoing evaluation of compensation programs, including base pay structures, annual compensation processes, market pricing, incentive programs, salary structures, and other reward programs (through Workday HCM and Workday Advanced Compensation Module).
- Provide strategic leadership for employee benefit and well-being programs, evaluating program design, competitiveness, utilization, cost effectiveness, employee value, and opportunities for improvement, as well as communication supporting these various programs.
- Partner with senior People Solutions, Finance, Legal, and business leaders to evaluate total rewards priorities, develop recommendations, assess financial and workforce implications, and obtain alignment on significant program changes.
- Advise leaders on complex and sensitive compensation and benefits matters, applying sound judgment, market data, program principles, and enterprise policies to support consistent and equitable decision-making.
- Monitor external market practices, regulatory developments, workforce trends, and professional services benchmarks to identify emerging opportunities and risks affecting the firm's total rewards programs.
- Lead compensation benchmarking and market intelligence activities, including the selection and interpretation of market surveys, competitive analyses, and workforce data used to support compensation strategy and decision-making.
- Own the Job Architecture supporting the firm categorization of jobs to maintain clarity and consistency around firm roles and career progression opportunities.
- Oversee vendor and external partner relationships across benefits, compensation, well-being, and related programs; establish performance expectations, evaluate service quality and value, manage escalated issues, and support contract and renewal decisions.
- Establish effective governance, controls, processes, documentation, and operating standards that support accurate, consistent, compliant, and scalable administration of Total Rewards programs.
- Partner with HRIS, HR Operations, Payroll, Finance, and other teams to improve the integration of total rewards processes, data, systems, and employee experiences.
- Use workforce, compensation, benefits, and financial data to evaluate program effectiveness, identify trends, model alternatives, develop recommendations, and support executive decision-making.
- Lead significant Total Rewards initiatives and transformation efforts, including new program design, process improvement, technology enablement, policy changes, communications, and implementation planning.
- Develop clear communication strategies and materials that help employees and leaders understand the purpose, value, and operation of compensation, benefits, and related Total Rewards programs.
- Represent the firm, as appropriate, in external professional forums, surveys, networks, and benchmarking activities related to compensation, benefits, and total rewards practices.
- Lead, develop, coach, and retain Total Rewards professionals; establish priorities and performance expectations, strengthen subject-matter expertise, encourage collaboration, and build organizational capability.
- Promote continuous improvement by identifying opportunities to simplify processes, improve employee and leader experiences, strengthen controls, increase operational efficiency, and improve scalability.
- Handle sensitive employee, compensation, benefits, and business information with a high degree of judgment, discretion, and confidentiality.
- Perform other duties as assigned.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, Economics, or a related field required.
- Minimum of 10 years of relevant experience in compensation, benefits, total rewards, human resources, or a related discipline.
- No professional certification or license required.
- Relevant Total Rewards, compensation, benefits, or human resources certifications are preferred and may include credentials such as Certified Compensation Professional (CCP), Certified Employee Benefit Specialist (CEBS), or comparable professional certifications.
- Experience should include progressively responsible leadership of complex compensation and/or benefits programs, development of enterprise-level strategies, executive consultation, data-driven decision-making, vendor management, and leadership of professionals or teams.
- Experience within a large, complex, multi-state, professional services, accounting, consulting, financial services, or similarly distributed organization is preferred.
- Experience working with Workday HCM and the Workday Advanced Compensation Module is preferred.
- The successful candidate will bring deep Total Rewards expertise combined with strong enterprise leadership, analytical judgment, and the ability to translate business and workforce priorities into practical compensation and benefits strategies.
- The role requires the ability to operate effectively in a complex, matrixed organization and influence decisions across multiple functions and leadership groups.
The pay rate range for this job position is $175,000 to $315,000. Actual compensation is influenced by a variety of relevant factors including but not limited to applicant’s skills, prior experience, qualifications, degrees, professional certifications, work arrangements and geographic location. Baker Tilly offers a comprehensive compensation and benefits package to eligible employees.
The national pay rate range is $175,000 to $315,000.
The California pay rate range is $175,000 to $315,000.
H-1B Accounting Job Roles in Wisconsin
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Search Accounting Jobs in WisconsinAccounting H-1B Sponsorship Jobs in Wisconsin: Frequently Asked Questions
Which accounting companies sponsor H-1B visas in Wisconsin?
National firms with Wisconsin offices, including Deloitte, PricewaterhouseCoopers, KPMG, Baker Tilly, and Wipfli, have filed H-1B visa Labor Condition Applications for accounting roles in the state. Regional mid-market firms and corporate accounting departments at large Wisconsin employers in manufacturing, insurance, and healthcare also appear in DOL disclosure data as H-1B sponsors for qualified accounting professionals.
Which cities in Wisconsin have the most accounting H-1B sponsorship jobs?
Milwaukee concentrates the largest share of Wisconsin accounting H-1B activity, driven by its financial services sector and national firm offices. Madison follows closely, supported by the University of Wisconsin system, state government contractors, and a growing tech and biotech sector. Green Bay and Waukesha also generate accounting sponsorship demand, particularly through manufacturing and insurance-sector employers.
What types of accounting roles typically qualify for H-1B sponsorship?
Roles that require at minimum a bachelor's degree in accounting, finance, or a closely related field generally qualify as specialty occupations under H-1B rules. Positions commonly sponsored include audit associates and managers, tax accountants, financial analysts, forensic accountants, and management accountants. General bookkeeping or data-entry roles that do not require a specific degree field typically do not meet the specialty occupation standard.
How do I find accounting H-1B sponsorship jobs in Wisconsin?
Migrate Mate filters job listings specifically by visa sponsorship type, so you can search for H-1B-sponsored accounting roles in Wisconsin without sorting through positions that won't support your visa. The platform surfaces employers who have a documented history of H-1B filings for accounting professionals, saving time compared to applying broadly and discovering sponsorship limitations late in the process.
Are there any state-specific or industry-specific considerations for H-1B accounting jobs in Wisconsin?
Wisconsin does not impose state-level restrictions on H-1B employment, so federal H-1B rules apply uniformly. However, accounting roles at firms serving regulated industries such as insurance or banking may require additional state licensure. CPA licensure in Wisconsin is governed by the Wisconsin Department of Safety and Professional Services, and some employer-sponsored roles may expect candidates to be on a CPA track, which can affect hiring timelines and job eligibility.
What is the prevailing wage for H-1B accounting jobs in Wisconsin?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.