Executive Compensation Jobs in USA with Visa Sponsorship
Executive Compensation roles in the U.S. require deep expertise in equity plan design, incentive structures, and regulatory compliance, making them strong candidates for H-1B visa sponsorship. Most employers require a bachelor's degree in finance, HR, or a related field, and many will sponsor qualified candidates. For detailed occupation requirements, see the O*NET profile.
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Mercer
Description:
We are seeking a talented individual to join our Career Consulting team at Mercer. This role will be based in Dallas, TX and offers a hybrid work arrangement, requiring a minimum of three days per week in the office.
Mercer’s Executive Rewards group helps companies design, assess, and execute performance measurement and rewards strategies that reinforce business objectives. We provide best-in-class consulting, rigorous analytics, and data-driven insights that help organizations make fact-based decisions. Our clients are primarily senior executives and Board members at Fortune 500 companies.
As an Executive Rewards Compensation Analyst, you will work closely with clients to support the design and implementation of executive compensation programs that align with their business strategy and governance requirements.
We will count on you to:
- Analyze company and industry financial performance and calibrate pay levels to performance results
- Align rewards with value-creating business strategies
- Translate business strategies and shareholder expectations into performance measurement and goal-setting systems (e.g., annual and long-term incentive program design)
- Stay abreast of regulatory developments and their implications and monitor global market trends
- Conduct research and analysis on executive compensation trends, governance, regulatory requirements, and market practices
- Collect and analyze data relevant to executive pay programs, including benchmarking compensation levels as well as incentive plan design features
- Assist in preparing materials for Board and Compensation Committee meetings
- Participate in client meetings and contribute to discussions on executive compensation topics
- Support knowledge sharing and continuous learning within the executive rewards practice
What you need to have:
- Bachelor’s degree in finance, accounting, or a related field
- 1 - 3 years of experience working in finance, accounting, or consulting
- Strong quantitative and analytical skills
- Excellent interpersonal, verbal, and written communication skills
- Knowledge of data analysis, project management, and presentation design
- Intellectual curiosity; seeking opportunities to develop new skills and apply critical thinking to solve problems
- Ability to collaborate with diverse teams and communicate with others in a skillful and engaging manner
- Flexibility to work under tight deadlines and adapt to changing client needs
- Superior organizational skills and strong attention to detail
- Working knowledge of Microsoft Office—specifically Excel and PowerPoint
What makes you stand out?
- Direct experience working in compensation consulting
Why join our team:
- We help you be your best through professional development opportunities, interesting work and supportive leaders.
- We foster a vibrant and inclusive culture where you can work with talented colleagues to create new solutions and have an impact on colleagues, clients, and communities.
- Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being.
Mercer is a business of Marsh (NYSE: MRSH), a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, Marsh helps build the confidence to thrive through the power of perspective. For more information about Mercer, visit mercer.com, or follow us on LinkedIn and X.
Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, veteran status (including protected veterans), or any other characteristic protected by applicable law. If you have a need that requires accommodation, please let us know by contacting reasonableaccommodations@mmc.com.
Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.
Company:
Mercer
Description:
We are seeking a talented individual to join our Career Consulting team at Mercer. This role will be based in Dallas, TX and offers a hybrid work arrangement, requiring a minimum of three days per week in the office.
Mercer’s Executive Rewards group helps companies design, assess, and execute performance measurement and rewards strategies that reinforce business objectives. We provide best-in-class consulting, rigorous analytics, and data-driven insights that help organizations make fact-based decisions. Our clients are primarily senior executives and Board members at Fortune 500 companies.
As an Executive Rewards Compensation Analyst, you will work closely with clients to support the design and implementation of executive compensation programs that align with their business strategy and governance requirements.
We will count on you to:
- Analyze company and industry financial performance and calibrate pay levels to performance results
- Align rewards with value-creating business strategies
- Translate business strategies and shareholder expectations into performance measurement and goal-setting systems (e.g., annual and long-term incentive program design)
- Stay abreast of regulatory developments and their implications and monitor global market trends
- Conduct research and analysis on executive compensation trends, governance, regulatory requirements, and market practices
- Collect and analyze data relevant to executive pay programs, including benchmarking compensation levels as well as incentive plan design features
- Assist in preparing materials for Board and Compensation Committee meetings
- Participate in client meetings and contribute to discussions on executive compensation topics
- Support knowledge sharing and continuous learning within the executive rewards practice
What you need to have:
- Bachelor’s degree in finance, accounting, or a related field
- 1 - 3 years of experience working in finance, accounting, or consulting
- Strong quantitative and analytical skills
- Excellent interpersonal, verbal, and written communication skills
- Knowledge of data analysis, project management, and presentation design
- Intellectual curiosity; seeking opportunities to develop new skills and apply critical thinking to solve problems
- Ability to collaborate with diverse teams and communicate with others in a skillful and engaging manner
- Flexibility to work under tight deadlines and adapt to changing client needs
- Superior organizational skills and strong attention to detail
- Working knowledge of Microsoft Office—specifically Excel and PowerPoint
What makes you stand out?
- Direct experience working in compensation consulting
Why join our team:
- We help you be your best through professional development opportunities, interesting work and supportive leaders.
- We foster a vibrant and inclusive culture where you can work with talented colleagues to create new solutions and have an impact on colleagues, clients, and communities.
- Our scale enables us to provide a range of career opportunities, as well as benefits and rewards to enhance your well-being.
Mercer is a business of Marsh (NYSE: MRSH), a global leader in risk, reinsurance and capital, people and investments, and management consulting, advising clients in 130 countries. With annual revenue of over $27 billion and more than 95,000 colleagues, Marsh helps build the confidence to thrive through the power of perspective. For more information about Mercer, visit mercer.com, or follow us on LinkedIn and X.
Marsh is committed to embracing a diverse, inclusive and flexible work environment. We aim to attract and retain the best people and embrace diversity of age background, disability, ethnic origin, family duties, gender orientation or expression, marital status, nationality, parental status, personal or social status, political affiliation, race, religion and beliefs, sex/gender, sexual orientation or expression, skin color, veteran status (including protected veterans), or any other characteristic protected by applicable law. If you have a need that requires accommodation, please let us know by contacting reasonableaccommodations@mmc.com.
Marsh is committed to hybrid work, which includes the flexibility of working remotely and the collaboration, connections and professional development benefits of working together in the office. All Marsh colleagues are expected to be in their local office or working onsite with clients at least three days per week. Office-based teams will identify at least one “anchor day” per week on which their full team will be together in person.
See all 106+ 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 Executive Compensation Jobs
Lead with your equity plan experience
H-1B petitions for Executive Compensation roles are strengthened by specific equity expertise. Document your hands-on work with stock options, RSUs, or deferred compensation programs, these signal the specialized knowledge USCIS looks for in a specialty occupation.
Confirm your degree aligns with the role
USCIS requires a direct connection between your degree field and the job. A bachelor's in finance, accounting, HR, or business administration typically satisfies this requirement. Degrees in unrelated fields may require additional evidence of equivalency or relevant experience.
Target large employers and public companies
Public companies and Fortune 500 firms maintain dedicated compensation functions and are far more likely to sponsor visas. These employers have established HR infrastructure and legal teams experienced in managing H-1B petitions for specialized compensation professionals.
Certifications meaningfully strengthen your petition
The Certified Compensation Professional (CCP) or Global Remuneration Professional (GRP) designation signals verified expertise in executive pay. USCIS officers respond well to industry credentials that corroborate the specialized, degree-level nature of the role.
Understand the specialty occupation standard for this role
Executive Compensation qualifies as a specialty occupation when the role requires theoretical and practical application of compensation principles. Document that your position demands a specific degree, not just any bachelor's, to preempt USCIS requests for evidence.
Start the sponsorship conversation early in the process
Raise visa sponsorship before the offer stage, not after. Employers who sponsor are more willing when the topic is framed professionally and early. Late disclosure can derail otherwise strong candidacies, especially at smaller firms with less HR infrastructure.
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Find Executive Compensation JobsFrequently Asked Questions
Does Executive Compensation qualify for H-1B sponsorship?
Yes. Executive Compensation roles typically qualify as specialty occupations under H-1B rules because they require a bachelor's degree or higher in a specific field such as finance, human resources, or business. Employers must demonstrate the position is complex enough to require that theoretical and practical expertise, senior roles with equity design and regulatory compliance components generally satisfy this standard.
What degree do I need for an Executive Compensation role to be sponsored?
Most employers and USCIS petitions for Executive Compensation require a bachelor's degree in finance, accounting, human resources, business administration, or a closely related field. A degree in an unrelated discipline makes the petition harder to approve. If your degree is tangential, three years of relevant specialized experience can substitute for one year of education under USCIS equivalency rules.
How likely is H-1B approval for Executive Compensation professionals?
Approval rates for well-documented Executive Compensation petitions are generally strong when the role clearly requires a specific degree and the applicant's background directly matches. Risks increase if the job description is broad enough that a general degree satisfies it, or if the employer is a small company without prior H-1B history. Using an experienced immigration attorney substantially reduces RFE rates.
Which types of employers sponsor Executive Compensation roles?
Public companies, large financial institutions, and multinationals are the most consistent sponsors for Executive Compensation positions. These employers maintain dedicated total rewards teams and have established H-1B sponsorship infrastructure. Private equity-backed companies and late-stage startups occasionally sponsor for senior roles. Browse Migrate Mate to filter specifically for Executive Compensation roles at employers with sponsorship history.
Can I transfer my H-1B to a new Executive Compensation employer?
Yes. H-1B portability allows you to transfer to a new sponsoring employer once your petition has been approved and you've maintained lawful status. The new employer files an H-1B transfer petition, and you can begin work as soon as it's filed, you don't need to wait for approval. The new role must still qualify as a specialty occupation matching your degree.
What is the prevailing wage requirement for sponsored Executive Compensation 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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