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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Get Access To All JobsCURRENT EMPLOYEES:
If you are a current Staff, Faculty or Temporary employee at the University of Miami, please click here to log in to Workday to use the internal application process. To learn how to apply for a faculty or staff position, please review this tip sheet.
Position Summary:
The Sr. Physician & Faculty Compensation Advisor provides end-to-end compensation consultation and analytical support for physician, faculty and applicable advanced practice provider compensation matters. This role independently evaluates requests, conducts market, internal, financial and productivity analyses, develops defensible recommendations, advises leaders and manages assigned cases through resolution within a pooled, capacity-based service model.
Responsibilities:
- Manages assigned compensation requests from initial intake through final recommendation and resolution.
- Assesses request scope, urgency, documentation requirements, and applicable pay policies to formulate case strategies.
- Conducts detailed analyses, communicates case status throughout the request lifecycle, and documents all assumptions, approvals, and outcomes.
- Evaluates proposed recruitment offers and compensation packages, reviewing base pay, productivity expectations, incentives, and supplemental components.
- Develops alternative compensation scenarios by assessing market competitiveness, internal comparators, and recruitment complexity.
- Recommends competitive and equitable offer packages aligned with institutional compensation standards.
- Evaluates retention requests, counteroffers, market adjustments, and internal equity concerns by analyzing compensation history and role scope.
- Models compensation adjustments, assesses total financial impact, and recommends appropriate corrective actions.
- Conducts market analyses using reputable physician, faculty, healthcare, and academic compensation survey sources.
- Selects appropriate market matches and interprets percentile trends, prevalence data, and productivity relationships to guide leadership decision-making.
- Advises stakeholders on plan design, policy application, payout structures, and pay practices while evaluating administrative feasibility.
- Partners with directors, program analysts, Legal, Compliance, and Finance when complex costing or regulatory review is required.
- Presents data-driven recommendations and guidance directly to department chairs, SAOs, Faculty Affairs, and HR partners.
- Applies approved compensation philosophy consistently, meets established service-level agreements, and participates in pooled workload management and cross-training.
- Adheres to University and unit-level policies and procedures and safeguards University assets.
This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities as necessary.
CORE QUALIFICATIONS
Education:
Bachelor’s degree in relevant field required.
Experience:
Minimum 5 years of relevant experience required.
Knowledge, Skills and Abilities:
- Learning Agility: Ability to learn new procedures, technologies, and protocols, and adapt to changing priorities and work demands.
- Teamwork: Ability to work collaboratively with others and contribute to a team environment.
- Technical Proficiency: Skilled in using office software, technology, and relevant computer applications.
- Communication: Strong and clear written and verbal communication skills for interacting with colleagues and stakeholders.
This is a core job profile description and is not reflective of all duties that may be assigned to a specific position in each individual department. The above statements are intended to describe the general nature and primary responsibilities of this core job profile. Specific duties and tasks may vary based upon departmental needs. Other duties may be assigned to the above consistent with the knowledge, skills, and abilities required for the job.
The University of Miami offers competitive salaries and a comprehensive benefits package including medical, dental, tuition remission and more.
UHealth-University of Miami Health System, South Florida's only university-based health system, provides leading-edge patient care powered by the groundbreaking research and medical education at the Miller School of Medicine. As an academic medical center, we are proud to serve South Florida, Latin America and the Caribbean. Our physicians represent more than 100 specialties and sub-specialties, and have more than one million patient encounters each year. Our tradition of excellence has earned worldwide recognition for outstanding teaching, research and patient care. We're the challenge you've been looking for.
Job Status:
Full time
Employee Type:
Staff
The University of Miami is an Equal Opportunity Employer. Applicants and employees are protected from discrimination based on certain categories protected by Federal law.
CURRENT EMPLOYEES:
If you are a current Staff, Faculty or Temporary employee at the University of Miami, please click here to log in to Workday to use the internal application process. To learn how to apply for a faculty or staff position, please review this tip sheet.
Position Summary:
The Sr. Physician & Faculty Compensation Advisor provides end-to-end compensation consultation and analytical support for physician, faculty and applicable advanced practice provider compensation matters. This role independently evaluates requests, conducts market, internal, financial and productivity analyses, develops defensible recommendations, advises leaders and manages assigned cases through resolution within a pooled, capacity-based service model.
Responsibilities:
- Manages assigned compensation requests from initial intake through final recommendation and resolution.
- Assesses request scope, urgency, documentation requirements, and applicable pay policies to formulate case strategies.
- Conducts detailed analyses, communicates case status throughout the request lifecycle, and documents all assumptions, approvals, and outcomes.
- Evaluates proposed recruitment offers and compensation packages, reviewing base pay, productivity expectations, incentives, and supplemental components.
- Develops alternative compensation scenarios by assessing market competitiveness, internal comparators, and recruitment complexity.
- Recommends competitive and equitable offer packages aligned with institutional compensation standards.
- Evaluates retention requests, counteroffers, market adjustments, and internal equity concerns by analyzing compensation history and role scope.
- Models compensation adjustments, assesses total financial impact, and recommends appropriate corrective actions.
- Conducts market analyses using reputable physician, faculty, healthcare, and academic compensation survey sources.
- Selects appropriate market matches and interprets percentile trends, prevalence data, and productivity relationships to guide leadership decision-making.
- Advises stakeholders on plan design, policy application, payout structures, and pay practices while evaluating administrative feasibility.
- Partners with directors, program analysts, Legal, Compliance, and Finance when complex costing or regulatory review is required.
- Presents data-driven recommendations and guidance directly to department chairs, SAOs, Faculty Affairs, and HR partners.
- Applies approved compensation philosophy consistently, meets established service-level agreements, and participates in pooled workload management and cross-training.
- Adheres to University and unit-level policies and procedures and safeguards University assets.
This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities as necessary.
CORE QUALIFICATIONS
Education:
Bachelor’s degree in relevant field required.
Experience:
Minimum 5 years of relevant experience required.
Knowledge, Skills and Abilities:
- Learning Agility: Ability to learn new procedures, technologies, and protocols, and adapt to changing priorities and work demands.
- Teamwork: Ability to work collaboratively with others and contribute to a team environment.
- Technical Proficiency: Skilled in using office software, technology, and relevant computer applications.
- Communication: Strong and clear written and verbal communication skills for interacting with colleagues and stakeholders.
This is a core job profile description and is not reflective of all duties that may be assigned to a specific position in each individual department. The above statements are intended to describe the general nature and primary responsibilities of this core job profile. Specific duties and tasks may vary based upon departmental needs. Other duties may be assigned to the above consistent with the knowledge, skills, and abilities required for the job.
The University of Miami offers competitive salaries and a comprehensive benefits package including medical, dental, tuition remission and more.
UHealth-University of Miami Health System, South Florida's only university-based health system, provides leading-edge patient care powered by the groundbreaking research and medical education at the Miller School of Medicine. As an academic medical center, we are proud to serve South Florida, Latin America and the Caribbean. Our physicians represent more than 100 specialties and sub-specialties, and have more than one million patient encounters each year. Our tradition of excellence has earned worldwide recognition for outstanding teaching, research and patient care. We're the challenge you've been looking for.
Job Status:
Full time
Employee Type:
Staff
The University of Miami is an Equal Opportunity Employer. Applicants and employees are protected from discrimination based on certain categories protected by Federal law.
See all 7,057+ 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.
Frequently Asked Questions
Does Executive Compensation qualify for H-1B sponsorship?
Yes. Executive Compensation roles typically qualify as specialty occupations under H-1B visa 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.