Compensation Director Jobs in USA with Visa Sponsorship
Compensation Directors qualify for H-1B visa, O-1 visa, and L-1 visa sponsorship through their specialized expertise in compensation analysis, pay equity, and executive compensation design. Most positions require a bachelor's degree in HR, finance, or business, with immigration lawyers often highlighting the quantitative analysis and regulatory compliance aspects when filing petitions. For detailed occupation requirements, see the O*NET profile.
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About Suffolk
Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds.
Suffolk – America’s Contractor – is a national company with more than $9 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR’s list of “Top CM-at-Risk Contractors.”
At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That’s why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially.
Benefits include competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more.
Role Summary
The Compensation Director is responsible for supporting, analyzing, and administering compensation programs that attract, retain, and motivate employees while ensuring internal equity, market competitiveness, and compliance with applicable laws and regulations. This role combines hands-on analytical responsibilities with strategic program management, partnering closely with Human Resources, Finance, Talent Acquisition, and business leaders to develop and maintain effective compensation practices that support organizational objectives.
This role requires an on-site presence 4 days a week in our amazing Boston office - which offers free parking, a free on-site gym and cafeteria and other perks that make for a great culture and unique employee experience!
Responsibilities:
Compensation Analysis & Program Administration
- Support the design, implementation, and administration of compensation programs, policies, and practices.
- Support the implementation of a newly designed job architecture.
- Participate in annual compensation planning activities, including merit increases, promotions, market adjustments, and incentive programs.
- Analyze compensation data and provide recommendations aligned with business goals and talent strategies.
- Monitor market trends and compensation best practices to support competitive pay programs.
Market Analysis & Job Evaluation
- Conduct compensation benchmarking using salary surveys, market data, and industry trends.
- Evaluate positions and recommend appropriate salary grades, pay ranges, and compensation levels.
- Perform internal equity analyses and identify opportunities to improve pay consistency and competitiveness.
- Maintain job descriptions, job architecture, compensation structures, and career frameworks.
Incentive & Variable Pay Programs
- Assist in the design, administration, and analysis of short-term and long-term incentive programs.
- Partner with Finance, HR, and business leaders to ensure incentive plans support organizational objectives.
- Monitor program effectiveness and provide recommendations for enhancements.
Compliance & Governance
- Ensure compensation programs comply with federal, state, and local regulations.
- Support pay equity reviews, compensation audits, and regulatory reporting requirements.
- Maintain compensation policies, procedures, and documentation.
- Prepare reports, analyses, and presentations for HR leadership and business stakeholders.
Business Partnership & Consulting
- Provide compensation guidance and recommendations to HR Business Partners, managers, and department leaders.
- Support Talent Acquisition by evaluating job offers and ensuring market-aligned compensation decisions.
- Assist with compensation recommendations related to new hires, promotions, transfers, and organizational changes.
- Present compensation analyses and findings to stakeholders and leadership teams.
Data Analytics & Reporting
- Develop and maintain compensation reports, dashboards, and key metrics.
- Support implementation of Oracle HRIS.
- Analyze compensation data to identify trends, risks, and opportunities for improvement.
- Prepare presentations and recommendations based on compensation insights and workforce data.
- Utilize HRIS, compensation management systems, and advanced Excel tools to support decision-making.
Qualifications
Education
- Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field required.
Experience
- 5-8 years of progressive compensation experience.
- Experience with market pricing, salary structures, compensation analysis, and annual compensation processes.
- Experience partnering with HR and business stakeholders to support compensation decisions.
- Project leadership or informal team leadership experience preferred.
Knowledge, Skills, and Abilities
- Strong understanding of compensation principles, job evaluation methodologies, and market pricing techniques.
- Knowledge of compensation-related laws, regulations, and compliance requirements.
- Strong analytical, quantitative, and problem-solving skills.
- Advanced proficiency in Excel and experience with HRIS and compensation management systems.
- Effective communication, presentation, and consulting skills.
- Ability to manage multiple priorities, maintain confidentiality, and work independently.
Preferred Certifications
- Certified Compensation Professional (CCP)
- SHRM-CP, SHRM-SCP, PHR, or SPHR
Working Conditions:
While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stand; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Job site walking.
EEO Statement:
Suffolk provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, pregnancy or maternity, national origin, citizenship, genetic information, disability, protected veteran, gender identity, age or any other status protected by law. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment. Suffolk will not tolerate any unlawful discrimination toward, or harassment of, applicants or employees by anyone at Suffolk, or anyone working on behalf of Suffolk.
Compensation Information:
The expected salary range for this position (Director, Compensation) in US-MA-Boston is between $195,000 and $250,000 USD. This represents the typical salary range for this position and is just one component of Suffolk’s total compensation package. Actual salaries may be based on several factors including, but not limited to, skill set, experience, education and other qualifications. Suffolk offers a comprehensive benefits package as part of its overall compensation strategy. Salary ranges may differ by geography and are reviewed regularly to reflect market trends.
Overview:
About Suffolk
Suffolk is a national enterprise that builds, innovates, and invests. We provide value across the entire project lifecycle through our core construction management services and complementary business lines in real estate investment, design, self-perform construction, and technology start-up investment (Suffolk Technologies). By integrating data, artificial intelligence, and advanced technology through our Seamless Platform, we connect design, construction, and operations to deliver smarter, more predictable results and redefine how America builds.
Suffolk – America’s Contractor – is a national company with more than $9 billion in annual revenue, 3,000 employees, and 17 offices, including Boston (headquarters), New York City, Miami, West Palm Beach, Tampa, Estero, Dallas, Los Angeles, San Francisco, San Diego, Las Vegas, Herndon, U.S. Virgin Islands, and other key markets. Suffolk manages some of the most complex and transformative projects in the country, serving clients across healthcare, life sciences, education, gaming, aviation, transportation, government, mission critical, and commercial sectors. Suffolk is privately held and is led by founder, chairman and CEO John Fish. Suffolk is ranked #8 on ENR’s list of “Top CM-at-Risk Contractors.”
At Suffolk, we believe that our total rewards program should offer you and your family the support you need when it matters most. That’s why we have created a program that provides employees with access to a wide variety of options that can be personalized to support you and your loved ones physically, emotionally, and financially.
Benefits include competitive salaries, auto allowances and gas cards for certain roles, access to market leading medical and emotional and mental health benefits, dental, and vision insurance plans, virtual care options for physical therapy and primary care, generous paid time off, 401k plan with employer match and access to expert financial resources, company paid and voluntary life insurance, tax deferred savings accounts, 10 backup daycare days each year, short- and long-term disability, commuter benefits and more.
Role Summary
The Compensation Director is responsible for supporting, analyzing, and administering compensation programs that attract, retain, and motivate employees while ensuring internal equity, market competitiveness, and compliance with applicable laws and regulations. This role combines hands-on analytical responsibilities with strategic program management, partnering closely with Human Resources, Finance, Talent Acquisition, and business leaders to develop and maintain effective compensation practices that support organizational objectives.
This role requires an on-site presence 4 days a week in our amazing Boston office - which offers free parking, a free on-site gym and cafeteria and other perks that make for a great culture and unique employee experience!
Responsibilities:
Compensation Analysis & Program Administration
- Support the design, implementation, and administration of compensation programs, policies, and practices.
- Support the implementation of a newly designed job architecture.
- Participate in annual compensation planning activities, including merit increases, promotions, market adjustments, and incentive programs.
- Analyze compensation data and provide recommendations aligned with business goals and talent strategies.
- Monitor market trends and compensation best practices to support competitive pay programs.
Market Analysis & Job Evaluation
- Conduct compensation benchmarking using salary surveys, market data, and industry trends.
- Evaluate positions and recommend appropriate salary grades, pay ranges, and compensation levels.
- Perform internal equity analyses and identify opportunities to improve pay consistency and competitiveness.
- Maintain job descriptions, job architecture, compensation structures, and career frameworks.
Incentive & Variable Pay Programs
- Assist in the design, administration, and analysis of short-term and long-term incentive programs.
- Partner with Finance, HR, and business leaders to ensure incentive plans support organizational objectives.
- Monitor program effectiveness and provide recommendations for enhancements.
Compliance & Governance
- Ensure compensation programs comply with federal, state, and local regulations.
- Support pay equity reviews, compensation audits, and regulatory reporting requirements.
- Maintain compensation policies, procedures, and documentation.
- Prepare reports, analyses, and presentations for HR leadership and business stakeholders.
Business Partnership & Consulting
- Provide compensation guidance and recommendations to HR Business Partners, managers, and department leaders.
- Support Talent Acquisition by evaluating job offers and ensuring market-aligned compensation decisions.
- Assist with compensation recommendations related to new hires, promotions, transfers, and organizational changes.
- Present compensation analyses and findings to stakeholders and leadership teams.
Data Analytics & Reporting
- Develop and maintain compensation reports, dashboards, and key metrics.
- Support implementation of Oracle HRIS.
- Analyze compensation data to identify trends, risks, and opportunities for improvement.
- Prepare presentations and recommendations based on compensation insights and workforce data.
- Utilize HRIS, compensation management systems, and advanced Excel tools to support decision-making.
Qualifications
Education
- Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field required.
Experience
- 5-8 years of progressive compensation experience.
- Experience with market pricing, salary structures, compensation analysis, and annual compensation processes.
- Experience partnering with HR and business stakeholders to support compensation decisions.
- Project leadership or informal team leadership experience preferred.
Knowledge, Skills, and Abilities
- Strong understanding of compensation principles, job evaluation methodologies, and market pricing techniques.
- Knowledge of compensation-related laws, regulations, and compliance requirements.
- Strong analytical, quantitative, and problem-solving skills.
- Advanced proficiency in Excel and experience with HRIS and compensation management systems.
- Effective communication, presentation, and consulting skills.
- Ability to manage multiple priorities, maintain confidentiality, and work independently.
Preferred Certifications
- Certified Compensation Professional (CCP)
- SHRM-CP, SHRM-SCP, PHR, or SPHR
Working Conditions:
While performing the duties of this job, the employee is regularly required to sit for long periods of time; talk or hear; perform fine motor, hand and finger skills in the use of a keyboard, telephone, or writing. The employee is frequently required to stand; walk; and reach with arms and/or hands. Specific vision abilities include close vision, distance vision, depth perception and the ability to adjust focus. The employee will spend their time in an office environment with a quiet to moderate noise level. Job site walking.
EEO Statement:
Suffolk provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, sex, sexual orientation, pregnancy or maternity, national origin, citizenship, genetic information, disability, protected veteran, gender identity, age or any other status protected by law. This policy applies to recruiting, hiring, transfers, promotions, terminations, compensation, benefits, and all other terms and conditions of employment. Suffolk will not tolerate any unlawful discrimination toward, or harassment of, applicants or employees by anyone at Suffolk, or anyone working on behalf of Suffolk.
Compensation Information:
The expected salary range for this position (Director, Compensation) in US-MA-Boston is between $195,000 and $250,000 USD. This represents the typical salary range for this position and is just one component of Suffolk’s total compensation package. Actual salaries may be based on several factors including, but not limited to, skill set, experience, education and other qualifications. Suffolk offers a comprehensive benefits package as part of its overall compensation strategy. Salary ranges may differ by geography and are reviewed regularly to reflect market trends.
See all 203+ 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 JobsTips for Finding Compensation Director Jobs
Emphasize quantitative analysis skills
Highlight experience with pay equity analysis, compensation benchmarking, and statistical modeling. USCIS values roles requiring specialized analytical skills that demonstrate the specialty occupation requirement for H-1B petitions.
Document regulatory compliance expertise
Showcase knowledge of SEC executive compensation disclosure rules, FLSA compliance, and pay transparency laws. This regulatory expertise strengthens the case for requiring specialized knowledge beyond general business skills.
Target companies with global operations
Multinational companies often sponsor L-1 transfers for compensation roles involving international pay structures. These positions typically involve complex expatriate compensation and cross-border equity programs requiring specialized expertise.
Highlight equity compensation experience
Experience designing stock option plans, RSU programs, and executive incentive structures demonstrates sophisticated financial knowledge. This specialized expertise in equity compensation supports both H-1B and O-1 petition arguments.
Consider consulting firms as sponsors
Compensation consulting firms like Willis Towers Watson and Mercer regularly sponsor visas for compensation analysts and directors. These firms value specialized expertise and have established visa sponsorship processes.
Leverage advanced degree advantages
Master's degrees in HR, finance, or related fields can strengthen H-1B petitions and qualify for the advanced degree cap exemption. This provides additional lottery chances and demonstrates specialized education.
Frequently Asked Questions
Do Compensation Directors qualify for H-1B sponsorship?
Yes, Compensation Directors typically qualify for H-1B visa sponsorship as specialty occupations requiring specialized knowledge in compensation analysis, pay equity, and regulatory compliance. Most positions require at least a bachelor's degree in HR, finance, business, or related field. The role's analytical and regulatory requirements help meet the specialty occupation standard.
What degree requirements do employers expect for visa sponsorship?
Most employers require a bachelor's degree in Human Resources, Finance, Business Administration, Economics, or Statistics for Compensation Director positions. Some prefer master's degrees in HR or related fields. Advanced degrees can strengthen H-1B petitions and qualify for the master's cap exemption, providing better lottery odds.
Can Compensation Directors get L-1 visa sponsorship?
Yes, if you've worked for the same company internationally for at least one year in a managerial or specialized knowledge capacity. Compensation Directors at multinational companies often qualify for L-1A (managerial) or L-1B (specialized knowledge) transfers, especially when managing global compensation programs or expatriate pay structures.
How to find Compensation Director jobs with visa sponsorship?
To find Compensation Director jobs with visa sponsorship, use Migrate Mate, which specializes in connecting international professionals with sponsoring employers. Focus on large corporations, consulting firms, and multinational companies that frequently sponsor H-1B, O-1, and L-1 visas for senior HR roles. These employers often have established sponsorship programs and require compensation expertise for their global operations.
What makes Compensation Director roles strong for O-1 petitions?
O-1 petitions work best for Compensation Directors with extraordinary achievements like published research on pay equity, recognition as compensation thought leaders, or roles designing innovative equity programs at major companies. You'll need evidence of national recognition, publications, speaking engagements, or membership in distinguished professional organizations.
Do compensation consulting firms sponsor work visas?
Yes, major compensation consulting firms like Willis Towers Watson, Mercer, Radford, and Pearl Meyer regularly sponsor H-1B and other work visas. These firms value specialized compensation expertise and have established sponsorship processes. Boutique compensation consulting firms may also sponsor, though they typically have smaller visa budgets than large firms.
What is the prevailing wage requirement for sponsored Compensation Director 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.