Compensation And Benefits Jobs in USA with Visa Sponsorship
Compensation and benefits roles qualify for H-1B and E-3 visa sponsorship when the position requires a bachelor's degree in human resources, business, or a related field. Employers across finance, tech, and healthcare regularly sponsor these roles, particularly for analysts and managers with specialized total rewards expertise. For detailed occupation requirements, see the O*NET profile.
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About Alvarez & Marsal
A&M is a group of entrepreneurial, action and results-oriented professionals who take a hands-on approach to solving our clients' problems and assisting them in reaching their potential. Our culture celebrates independent thinkers and doers who can positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are why our people love working at A&M.
We provide tax, turnaround management, restructuring, performance improvement, and corporate advisory services. Our tax practice is unique in that we offer the opportunity to work without audit conflict and truly act as a trusted business advisor. We provide our teams with opportunities and support to develop and cultivate careers that are most meaningful to them and reward them based on their achievements.
A&M’s Compensation & Benefits practice is currently seeking a Senior Associate with key expertise in the area of Executive Compensation. The ideal candidate will work with our team of professionals to advise companies of all sizes on various compensation and benefits matters. When you join us, you will gain unique experiences and valuable knowledge working across capabilities, sectors, and geographies, and have the opportunity to take control of your career progression.
As a Senior Associate, you will assist clients with the design, implementation, communication, and monitoring of their compensation philosophy and strategy. The types of programs we consult on include base salary, annual incentives, long-term incentives, executive-level retirement, deferred compensation, and fringe benefit plans.
Primary Responsibilities Include:
- Complete complex compensation and benefits projects
- Provide compensation, tax, accounting, and business advice in regards to complex transactions
- Provide competitive market data, quantitative/qualitative analyses
- Have proficiency in the taxation of executive compensation and knowledge of Code sections 83, 162(m), 280G, and 409A
- Participate in multiple executive compensation engagements for a diverse client base, both in and out of the transaction setting
- Contribute to client satisfaction by providing timely and effective responses to client needs and concerns
- Participate in client meetings and work within a team environment to deliver fully integrated compensation and benefit services to clients
- Conduct proxy statement studies and analyses of other publicly available data sources
- Benchmark, design, and implement annual incentive plans and long-term incentive plans
- Conduct statistical analyses of compensation data
- Model financial impact of compensation plans
- Conduct performance metrics studies
- Monitor executive and other compensation trends
- Benchmark, design, and implement bankruptcy compensation programs, including:
- Key Employee Incentive Programs (“KEIPs”)
- Key Employee Retention Programs (“KERPs”)
- Management Incentive Plans (“MIPs”), severance programs, etc.
- Assist clients with stakeholder awareness and negotiations (e.g., board of directors, creditors committee, U.S. Trustee, etc.), as applicable.
- Participate in marketing initiatives including support on developing compensation work and methodology approaches, writing and supporting proposals and conducting surveys
- With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems
- Supervise, develop, mentor, and motivate our Associates by actively participating in their advancement through on-the-job training, providing performance feedback, counseling, and fostering our team-based atmosphere
Qualifications
- Bachelor’s Degree required; advanced degree preferred
- One of the following preferred: Juris Doctor, Masters in Tax, licensed CPA, or specialty compensation and benefits certification
- 3-5 years of experience working with technical issues regarding compensation & benefits
- Strong knowledge of executive compensation and statistical analysis, incentive plan design and analysis, and pay structure analysis and design
- Excellent verbal and written communication skills and ability to articulate complex information, including presenting complex topics in easily understood terms to clients
- Strong analytical skills
- Ability to simultaneously work on and manage several projects and effectively manage deadlines
- High motivation to learn and grow
- Proficient in Excel, PowerPoint, and Word
Your journey at A& M
We recognize that our people are the driving force behind our success, which is why we prioritize an employee experience that fosters each person’s unique professional and personal development. Our robust performance development process promotes continuous learning, rewards your contributions, and fosters a culture of meritocracy. With top-notch training and on-the-job learning opportunities, you can acquire new skills and advance your career.
We prioritize your well-being, providing benefits and resources to support you on your personal journey. Our people consistently highlight the growth opportunities, our unique, entrepreneurial culture, and the fun we have together as their favorite aspects of working at A&M. The possibilities are endless for high-performing and passionate professionals.
Full-time Positions and Part-time Positions Over 30 hours
Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings’ fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined from time to time as well as a 401(k) retirement plan. Provided the eligibility requirements are met, employees will also receive a discretionary contribution to their 401(k) from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part-time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M’s benefits programs.
Compensation Statement
The salary range is $85,000 - $110,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.
Description
About Alvarez & Marsal
A&M is a group of entrepreneurial, action and results-oriented professionals who take a hands-on approach to solving our clients' problems and assisting them in reaching their potential. Our culture celebrates independent thinkers and doers who can positively impact our clients and shape our industry. The collaborative environment and engaging work—guided by A&M's core values of Integrity, Quality, Objectivity, Fun, Personal Reward, and Inclusive Diversity—are why our people love working at A&M.
We provide tax, turnaround management, restructuring, performance improvement, and corporate advisory services. Our tax practice is unique in that we offer the opportunity to work without audit conflict and truly act as a trusted business advisor. We provide our teams with opportunities and support to develop and cultivate careers that are most meaningful to them and reward them based on their achievements.
A&M’s Compensation & Benefits practice is currently seeking a Senior Associate with key expertise in the area of Executive Compensation. The ideal candidate will work with our team of professionals to advise companies of all sizes on various compensation and benefits matters. When you join us, you will gain unique experiences and valuable knowledge working across capabilities, sectors, and geographies, and have the opportunity to take control of your career progression.
As a Senior Associate, you will assist clients with the design, implementation, communication, and monitoring of their compensation philosophy and strategy. The types of programs we consult on include base salary, annual incentives, long-term incentives, executive-level retirement, deferred compensation, and fringe benefit plans.
Primary Responsibilities Include:
- Complete complex compensation and benefits projects
- Provide compensation, tax, accounting, and business advice in regards to complex transactions
- Provide competitive market data, quantitative/qualitative analyses
- Have proficiency in the taxation of executive compensation and knowledge of Code sections 83, 162(m), 280G, and 409A
- Participate in multiple executive compensation engagements for a diverse client base, both in and out of the transaction setting
- Contribute to client satisfaction by providing timely and effective responses to client needs and concerns
- Participate in client meetings and work within a team environment to deliver fully integrated compensation and benefit services to clients
- Conduct proxy statement studies and analyses of other publicly available data sources
- Benchmark, design, and implement annual incentive plans and long-term incentive plans
- Conduct statistical analyses of compensation data
- Model financial impact of compensation plans
- Conduct performance metrics studies
- Monitor executive and other compensation trends
- Benchmark, design, and implement bankruptcy compensation programs, including:
- Key Employee Incentive Programs (“KEIPs”)
- Key Employee Retention Programs (“KERPs”)
- Management Incentive Plans (“MIPs”), severance programs, etc.
- Assist clients with stakeholder awareness and negotiations (e.g., board of directors, creditors committee, U.S. Trustee, etc.), as applicable.
- Participate in marketing initiatives including support on developing compensation work and methodology approaches, writing and supporting proposals and conducting surveys
- With this position, you will further your analytical and communication skills while adding value for our clients by helping solve their complex problems
- Supervise, develop, mentor, and motivate our Associates by actively participating in their advancement through on-the-job training, providing performance feedback, counseling, and fostering our team-based atmosphere
Qualifications
- Bachelor’s Degree required; advanced degree preferred
- One of the following preferred: Juris Doctor, Masters in Tax, licensed CPA, or specialty compensation and benefits certification
- 3-5 years of experience working with technical issues regarding compensation & benefits
- Strong knowledge of executive compensation and statistical analysis, incentive plan design and analysis, and pay structure analysis and design
- Excellent verbal and written communication skills and ability to articulate complex information, including presenting complex topics in easily understood terms to clients
- Strong analytical skills
- Ability to simultaneously work on and manage several projects and effectively manage deadlines
- High motivation to learn and grow
- Proficient in Excel, PowerPoint, and Word
Your journey at A& M
We recognize that our people are the driving force behind our success, which is why we prioritize an employee experience that fosters each person’s unique professional and personal development. Our robust performance development process promotes continuous learning, rewards your contributions, and fosters a culture of meritocracy. With top-notch training and on-the-job learning opportunities, you can acquire new skills and advance your career.
We prioritize your well-being, providing benefits and resources to support you on your personal journey. Our people consistently highlight the growth opportunities, our unique, entrepreneurial culture, and the fun we have together as their favorite aspects of working at A&M. The possibilities are endless for high-performing and passionate professionals.
Full-time Positions and Part-time Positions Over 30 hours
Regular employees working 30 or more hours per week are also entitled to participate in Alvarez & Marsal Holdings’ fringe benefits consisting of healthcare plans, flexible spending and savings accounts, life, AD&D, and disability coverages at rates determined from time to time as well as a 401(k) retirement plan. Provided the eligibility requirements are met, employees will also receive a discretionary contribution to their 401(k) from Alvarez & Marsal. Additionally, employees are eligible for paid time off including vacation, personal days, seventy-two (72) hours of sick time (prorated for part-time employees), ten federal holidays, one floating holiday, and parental leave. The amount of vacation and personal days available varies based on tenure and role type. Click here for more information regarding A&M’s benefits programs.
Compensation Statement
The salary range is $85,000 - $110,000 annually, dependent on several variables including but not limited to education, experience, skills, and geography. In addition, A&M offers a discretionary bonus program which is based on a number of factors, including individual and firm performance. Please ask your recruiter for details.
How to Get Visa Sponsorship in Compensation And Benefits
Confirm the specialty occupation standard
Compensation and benefits roles qualify for H-1B sponsorship only when the employer requires a specific bachelor's degree, not just any degree. Job postings listing HR, finance, or statistics as required fields are stronger candidates than those accepting any business degree.
Target employers with OFLC disclosure history
Large employers in finance, healthcare, and tech file LCAs for compensation analyst roles regularly. Reviewing Department of Labor disclosure data shows which companies have sponsored these positions before, making them far more likely to sponsor again without internal policy hurdles.
Highlight quantitative and technical skills
Compensation roles that involve market pricing software, equity modeling, or statistical analysis are more defensible as specialty occupations. Framing your background around tools like Radford, MarketPay, or regression modeling strengthens the specialty occupation argument in your employer's H-1B petition.
Understand the LCA prevailing wage requirement
Your employer must certify through a Labor Condition Application that your offered wage meets the prevailing wage for the role and location. For compensation analysts, Level I and Level II wage determinations differ significantly, so confirm which level your role maps to before the offer stage.
Australian nationals should ask about the E-3 visa
The E-3 visa is available exclusively to Australian citizens and requires no lottery. Compensation and benefits manager roles meet the specialty occupation threshold for E-3 purposes, and the annual allocation of 10,500 visas has never been exhausted, making approval timelines far more predictable.
Get your degree equivalency documented early
If your bachelor's degree is from outside the United States, obtain a credential evaluation from a NACES-member organization before your employer files the petition. Australian three-year degrees are generally accepted as equivalent to U.S. four-year degrees, but documentation avoids delays during USCIS adjudication.
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Get Access To All JobsFrequently Asked Questions
Do compensation and benefits jobs qualify as specialty occupations for H-1B sponsorship?
Yes, but only when the employer genuinely requires a bachelor's degree in a specific field such as human resources, finance, economics, or statistics. Roles where any bachelor's degree satisfies the requirement are weaker candidates. Compensation analyst and total rewards manager positions at larger employers, where quantitative or technical HR expertise is central to the role, consistently meet the specialty occupation standard.
Which industries sponsor the most compensation and benefits professionals?
Financial services, technology, healthcare, and large professional services firms sponsor compensation and benefits roles most frequently. These industries run complex total rewards programs, equity compensation plans, and executive pay structures that require specialized expertise. Migrate Mate lists compensation and benefits positions from employers with active H-1B and E-3 sponsorship histories, so you can focus your search on companies that have demonstrated willingness to sponsor.
What visa options exist for compensation and benefits professionals beyond the H-1B?
Australian citizens can pursue the E-3 visa, which requires no lottery and allows two-year renewable work authorization for specialty occupation roles including compensation and benefits positions. The O-1A is theoretically available but rarely applicable to this field without extraordinary recognition. TN status covers human resources managers for Canadian and Mexican nationals under USMCA, though compensation-specific roles require careful review of the TN occupation list before assuming eligibility.
Does a non-U.S. degree in human resources or business qualify for compensation and benefits H-1B sponsorship?
Generally yes, provided the degree is evaluated as equivalent to a U.S. bachelor's degree by a recognized credential evaluation service. Australian three-year bachelor's degrees in HR, business, or finance are widely accepted as equivalent. A credential evaluation report from a NACES-member organization should be obtained before your employer files the I-129 petition to avoid a Request for Evidence on educational qualification grounds.
How competitive is the H-1B lottery for compensation and benefits roles?
Cap-subject H-1B registrations are selected by random lottery, so the overall selection rate of roughly 25 percent applies regardless of occupation. However, some employers filing for compensation roles hold cap-exempt status, such as universities, nonprofit research institutions, or affiliated entities, which bypass the lottery entirely. Roles at these organizations are a meaningful alternative if lottery selection is a concern for your situation.
What is the prevailing wage requirement for sponsored Compensation And Benefits jobs?
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.
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