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 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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The Director, Executive Compensation & Global Mobility will support the design, lead the execution, and day-to-day management of our executive compensation programs. This role requires a data-driven leader with a strong foundation in modeling, trend analysis and compliance.
This role will oversee executive and deferred compensation programs. Additionally, they will collaborate with HRBPs and business leaders on compensation recommendations for relocations, international assignments, transfers.
This role is flexible to work remote within the United States.
How you'll make an impact
Executive Compensation:
- Expert knowledge of executive compensation strategy, design, and implementation issues, including base pay, short- and long-term incentives and equity dilution management.
- Deep familiarity with corporate governance policies and trends, especially those related to SEC disclosure, ISS and Glass Lewis policies, and other technical areas impacting executive compensation.
- Partner with Legal, Finance, and external advisors on executive pay governance and disclosures.
- Lead the preparation of materials for executive compensation analyses, proxy statement tables, and Securities and Exchange Commission (SEC) filings.
- Develop models for long-term incentive plan tracking and burn rate analysis.
- Oversee and manage the equity and deferred compensation program.
Equity Compensation:
- Manage equity compensation program.
- Manage monthly equity reporting and audit.
- Partner with Finance, HR, and Legal to support equity incentive programs and compliance with global regulations.
- Oversee vendor relationships and provide strategic recommendations to effectively attract and retain high-caliber talent.
- Provide direct support for executive inquiries concerning all stock grants, as well as grants and retainers for the Board of Directors.
Relocation:
- Develop and implement the long term global mobility strategy and policies. Create global mobility policies and procedures that align with the WEX mission and culture.
- Manage end-to-end global mobility processes, including compensation recommendations for international assignments, transfers, and permanent relocations.
- Collaborate with the business and finance on relocation costs and cross country taxation.
Compliance:
- Ensure compliance with SEC and IRS regulations and SOX controls related to executive programs.
- Ensure tax preparation for mobility participants is compliant with home and host taxing authorities.
- Collaborate with key stakeholders (Finance, Legal, and HR Operations) to ensure alignment to global strategy and procedural expectations.
- Contribute to special projects, including broad-based compensation initiatives as needed.
Experience you'll bring
- Undergraduate degree in business, economics, or a related field.
- 12+ years of experience in Executive compensation.
- 5+ years working with company proxy.
- Experience with global mobility and relocation/immigration.
- Experience managing vendors including RFP for vendors.
- Expert level in Excel and Google drive.
- Excellent communication skills.
Preferred Qualifications:
- Master’s degree in Business or related field.
- Experience managing equity awards (including stock options, RSUs and PSUs).
- Strong Project Management skillset.
- Experience and comfortable presenting equity compensation training sessions.
- In-house corporate mobility experience (both international and US domestic).
- Understanding of tax and payroll implications of cross state/country moves.
The base pay range represents the anticipated low and high end of the pay range for this position. Actual pay rates will vary and will be based on various factors, such as your qualifications, skills, competencies, and proficiency for the role. Base pay is one component of WEX's total compensation package. Most sales positions are eligible for commission under the terms of an applicable plan. Non-sales roles are typically eligible for a quarterly or annual bonus based on their role and applicable plan. WEX's comprehensive and market competitive benefits are designed to support your personal and professional well-being. Benefits include health, dental and vision insurances, retirement savings plan, paid time off, health savings account, flexible spending accounts, life insurance, disability insurance, tuition reimbursement, and more. For more information, check out the "About Us" section.
Pay Range: $175,000.00 - $204,200.00
About team / role
The Director, Executive Compensation & Global Mobility will support the design, lead the execution, and day-to-day management of our executive compensation programs. This role requires a data-driven leader with a strong foundation in modeling, trend analysis and compliance.
This role will oversee executive and deferred compensation programs. Additionally, they will collaborate with HRBPs and business leaders on compensation recommendations for relocations, international assignments, transfers.
This role is flexible to work remote within the United States.
How you'll make an impact
Executive Compensation:
- Expert knowledge of executive compensation strategy, design, and implementation issues, including base pay, short- and long-term incentives and equity dilution management.
- Deep familiarity with corporate governance policies and trends, especially those related to SEC disclosure, ISS and Glass Lewis policies, and other technical areas impacting executive compensation.
- Partner with Legal, Finance, and external advisors on executive pay governance and disclosures.
- Lead the preparation of materials for executive compensation analyses, proxy statement tables, and Securities and Exchange Commission (SEC) filings.
- Develop models for long-term incentive plan tracking and burn rate analysis.
- Oversee and manage the equity and deferred compensation program.
Equity Compensation:
- Manage equity compensation program.
- Manage monthly equity reporting and audit.
- Partner with Finance, HR, and Legal to support equity incentive programs and compliance with global regulations.
- Oversee vendor relationships and provide strategic recommendations to effectively attract and retain high-caliber talent.
- Provide direct support for executive inquiries concerning all stock grants, as well as grants and retainers for the Board of Directors.
Relocation:
- Develop and implement the long term global mobility strategy and policies. Create global mobility policies and procedures that align with the WEX mission and culture.
- Manage end-to-end global mobility processes, including compensation recommendations for international assignments, transfers, and permanent relocations.
- Collaborate with the business and finance on relocation costs and cross country taxation.
Compliance:
- Ensure compliance with SEC and IRS regulations and SOX controls related to executive programs.
- Ensure tax preparation for mobility participants is compliant with home and host taxing authorities.
- Collaborate with key stakeholders (Finance, Legal, and HR Operations) to ensure alignment to global strategy and procedural expectations.
- Contribute to special projects, including broad-based compensation initiatives as needed.
Experience you'll bring
- Undergraduate degree in business, economics, or a related field.
- 12+ years of experience in Executive compensation.
- 5+ years working with company proxy.
- Experience with global mobility and relocation/immigration.
- Experience managing vendors including RFP for vendors.
- Expert level in Excel and Google drive.
- Excellent communication skills.
Preferred Qualifications:
- Master’s degree in Business or related field.
- Experience managing equity awards (including stock options, RSUs and PSUs).
- Strong Project Management skillset.
- Experience and comfortable presenting equity compensation training sessions.
- In-house corporate mobility experience (both international and US domestic).
- Understanding of tax and payroll implications of cross state/country moves.
The base pay range represents the anticipated low and high end of the pay range for this position. Actual pay rates will vary and will be based on various factors, such as your qualifications, skills, competencies, and proficiency for the role. Base pay is one component of WEX's total compensation package. Most sales positions are eligible for commission under the terms of an applicable plan. Non-sales roles are typically eligible for a quarterly or annual bonus based on their role and applicable plan. WEX's comprehensive and market competitive benefits are designed to support your personal and professional well-being. Benefits include health, dental and vision insurances, retirement savings plan, paid time off, health savings account, flexible spending accounts, life insurance, disability insurance, tuition reimbursement, and more. For more information, check out the "About Us" section.
Pay Range: $175,000.00 - $204,200.00
How to Get Visa Sponsorship in Executive Compensation
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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Get Access To All 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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