Executive Management Jobs in USA with Visa Sponsorship
Executive management roles rank among the most sponsorship-friendly positions in the U.S. job market. Senior leaders with P&L ownership, board-level exposure, or multinational experience frequently qualify for H-1B visa, L-1A, or EB-1C pathways, and many employers pursue green card sponsorship from day one. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsAbout Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
The Opportunity
Salesforce is reimagining how performance and talent practices support employees, managers, and the business. This role will shape a clearer, more integrated approach to performance and talent management, improving manager effectiveness, employee experience, decision quality, and business outcomes.
The Director, Enterprise Performance & Talent will define the strategy and operating blueprint for key practices including goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions. This leader will identify the strategic choices that matter, frame tradeoffs, clarify downstream impacts, and translate strategy into practical requirements, roadmaps, and decision materials for implementation partners.
What This Role Owns
1. Performance and Talent Strategy
- Develop the strategy for modernizing performance and talent practices across the employee and manager lifecycle.
- Define the outcomes, principles, and strategic choices behind the work using data, stakeholder input, and employee and manager pain points.
- Connect philosophy, process, technology, data, governance, and employee experience into a coherent system with clear decisions and measurable outcomes.
2. AI-Enabled Experience Design
- Shape how AI and agents improve performance and talent workflows, including coaching, feedback quality, decision support, planning, and workflow simplification.
- Partner with product, technology, analytics, HR, and business stakeholders to define requirements for AI-enabled employee and manager experiences.
- Establish responsible design principles for human judgment, fairness, privacy, transparency, auditability, and data use.
3. Matrix Leadership and Decision Readiness
- Lead through influence across a complex, global stakeholder environment without direct reporting authority.
- Frame strategic decisions, clarify tradeoffs, and show how choices affect employees, managers, business leaders, operations, systems, and change management.
- Own the translation of strategy into executable plans, clear decision points, operating milestones, and measurable outcomes across Talent, Product, Technology, Analytics, HR, and business partners.
- Create executive-ready materials that make recommendations, risks, dependencies, implementation handoffs, and open decisions clear.
4. Adoption, Measurement, and Continuous Improvement
- Define the change approach needed for managers and employees to understand and adopt new performance and talent practices.
- Establish success metrics across adoption, manager effectiveness, feedback quality, decision quality, employee trust, productivity, retention, and talent outcomes.
- Use data and feedback loops to test assumptions, refine the strategy, and simplify processes so they are easier to use, trust, and connect to business impact.
Expected Outcomes
Within the first 6 to 12 months, this leader should deliver:
- An enterprise strategy and concise change narrative for performance and talent practices.
- An end-to-end experience blueprint for goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions.
- Requirements and guardrails for AI-enabled performance and talent experiences.
- A practical roadmap with owners, milestones, risks, dependencies, decisions, and implementation handoffs.
- Decision-ready materials for senior leaders and cross-functional partners.
- A measurement framework that shows progress against employee, manager, talent, and business outcomes.
Qualifications
- 10+ years of experience in Talent Management, Performance Management, HR strategy, HR technology, organizational effectiveness, people analytics, or a related field.
- Strong strategy background in performance and talent practices, ideally including check-ins, feedback, year-end review, calibration, talent reviews, promotions, skills, or manager effectiveness.
- Experience shaping enterprise programs or transformation efforts in a large, complex, global organization.
- Ability to move from ambiguity to clear strategic choices, tradeoffs, requirements, and practical execution plans.
- Strong belief in the potential for AI and agents to reshape how talent strategy, planning, and execution are delivered.
- Product and systems mindset, with experience translating strategy into roadmaps, requirements, pilots, operating models, and measurable outcomes.
- Strong executive communication, facilitation, stakeholder management, data storytelling, and decision-framing skills.
- Proven ability to lead through influence, operate with ownership, and build alignment across matrixed teams.
Success Profile
The strongest candidate combines strategic talent expertise with operator-level follow-through. They can move ambiguous work from concept to decision to execution, create alignment across senior stakeholders, and ensure implementation partners have clear requirements, owners, timelines, and success measures. They should be energized by using AI and agents to improve performance and talent experiences while preserving human judgment where it matters most.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt-out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $164,000 - $261,500 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $196,800 - $285,300 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
About Salesforce
Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all.
Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce.
The Opportunity
Salesforce is reimagining how performance and talent practices support employees, managers, and the business. This role will shape a clearer, more integrated approach to performance and talent management, improving manager effectiveness, employee experience, decision quality, and business outcomes.
The Director, Enterprise Performance & Talent will define the strategy and operating blueprint for key practices including goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions. This leader will identify the strategic choices that matter, frame tradeoffs, clarify downstream impacts, and translate strategy into practical requirements, roadmaps, and decision materials for implementation partners.
What This Role Owns
1. Performance and Talent Strategy
- Develop the strategy for modernizing performance and talent practices across the employee and manager lifecycle.
- Define the outcomes, principles, and strategic choices behind the work using data, stakeholder input, and employee and manager pain points.
- Connect philosophy, process, technology, data, governance, and employee experience into a coherent system with clear decisions and measurable outcomes.
2. AI-Enabled Experience Design
- Shape how AI and agents improve performance and talent workflows, including coaching, feedback quality, decision support, planning, and workflow simplification.
- Partner with product, technology, analytics, HR, and business stakeholders to define requirements for AI-enabled employee and manager experiences.
- Establish responsible design principles for human judgment, fairness, privacy, transparency, auditability, and data use.
3. Matrix Leadership and Decision Readiness
- Lead through influence across a complex, global stakeholder environment without direct reporting authority.
- Frame strategic decisions, clarify tradeoffs, and show how choices affect employees, managers, business leaders, operations, systems, and change management.
- Own the translation of strategy into executable plans, clear decision points, operating milestones, and measurable outcomes across Talent, Product, Technology, Analytics, HR, and business partners.
- Create executive-ready materials that make recommendations, risks, dependencies, implementation handoffs, and open decisions clear.
4. Adoption, Measurement, and Continuous Improvement
- Define the change approach needed for managers and employees to understand and adopt new performance and talent practices.
- Establish success metrics across adoption, manager effectiveness, feedback quality, decision quality, employee trust, productivity, retention, and talent outcomes.
- Use data and feedback loops to test assumptions, refine the strategy, and simplify processes so they are easier to use, trust, and connect to business impact.
Expected Outcomes
Within the first 6 to 12 months, this leader should deliver:
- An enterprise strategy and concise change narrative for performance and talent practices.
- An end-to-end experience blueprint for goal alignment, check-ins, feedback, year-end review, calibration, promotion inputs, and related talent decisions.
- Requirements and guardrails for AI-enabled performance and talent experiences.
- A practical roadmap with owners, milestones, risks, dependencies, decisions, and implementation handoffs.
- Decision-ready materials for senior leaders and cross-functional partners.
- A measurement framework that shows progress against employee, manager, talent, and business outcomes.
Qualifications
- 10+ years of experience in Talent Management, Performance Management, HR strategy, HR technology, organizational effectiveness, people analytics, or a related field.
- Strong strategy background in performance and talent practices, ideally including check-ins, feedback, year-end review, calibration, talent reviews, promotions, skills, or manager effectiveness.
- Experience shaping enterprise programs or transformation efforts in a large, complex, global organization.
- Ability to move from ambiguity to clear strategic choices, tradeoffs, requirements, and practical execution plans.
- Strong belief in the potential for AI and agents to reshape how talent strategy, planning, and execution are delivered.
- Product and systems mindset, with experience translating strategy into roadmaps, requirements, pilots, operating models, and measurable outcomes.
- Strong executive communication, facilitation, stakeholder management, data storytelling, and decision-framing skills.
- Proven ability to lead through influence, operate with ownership, and build alignment across matrixed teams.
Success Profile
The strongest candidate combines strategic talent expertise with operator-level follow-through. They can move ambiguous work from concept to decision to execution, create alignment across senior stakeholders, and ensure implementation partners have clear requirements, owners, timelines, and success measures. They should be energized by using AI and agents to improve performance and talent experiences while preserving human judgment where it matters most.
Unleash Your Potential
When you join Salesforce, you’ll be limitless in all areas of your life. Our benefits and resources support you to find balance and be your best, and our AI agents accelerate your impact so you can do your best. Together, we’ll bring the power of Agentforce to organizations of all sizes and deliver amazing experiences that customers love. Apply today to not only shape the future — but to redefine what’s possible — for yourself, for AI, and the world.
Accommodations
If you need a reasonable accommodation during the application or the recruiting process, please submit a request via this Accommodations Request Form.
Please note that Salesforce uses artificial intelligence (AI) tools to help our recruiters assess and evaluate candidates’ resumes and qualifications throughout the recruiting process. Humans will always make any candidate selection and hiring decisions. Please see our Candidate Privacy Statement for more information about how we use your personal data and your rights, including with regard to use of AI tools and opt-out options.
Posting Statement
Salesforce is an equal opportunity employer and maintains a policy of non-discrimination with all employees and applicants for employment. What does that mean exactly? It means that at Salesforce, we believe in equality for all. And we believe we can lead the path to equality in part by creating a workplace that’s inclusive, and free from discrimination. Know your rights: workplace discrimination is illegal. Any employee or potential employee will be assessed on the basis of merit, competence and qualifications – without regard to race, religion, color, national origin, sex, sexual orientation, gender expression or identity, transgender status, age, disability, veteran or marital status, political viewpoint, or other classifications protected by law. This policy applies to current and prospective employees, no matter where they are in their Salesforce employment journey. It also applies to recruiting, hiring, job assignment, compensation, promotion, benefits, training, assessment of job performance, discipline, termination, and everything in between. Recruiting, hiring, and promotion decisions at Salesforce are fair and based on merit. The same goes for compensation, benefits, promotions, transfers, reduction in workforce, recall, training, and education.
In the United States, compensation offered will be determined by factors such as location, job level, job-related knowledge, skills, and experience. Certain roles may be eligible for incentive compensation, equity, and benefits. Salesforce offers a variety of benefits to help you live well including: time off programs, medical, dental, vision, mental health support, paid parental leave, life and disability insurance, 401(k), and an employee stock purchasing program. More details about company benefits can be found at the following link: https://www.salesforcebenefits.com.
At Salesforce, we believe in equitable compensation practices that reflect the dynamic nature of labor markets across various regions.
The typical base salary range for this position is $164,000 - $261,500 annually. In select cities within the San Francisco and New York City metropolitan area, the base salary range for this role is $196,800 - $285,300 annually.
The range represents base salary only, and does not include company bonus, incentive for sales roles, equity or benefits, as applicable.
See all 10,356+ Executive Management jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Executive Management roles.
Get Access To All JobsTips for Finding Executive Management Jobs
Lead with your L-1A eligibility
If you've managed a division or subsidiary abroad for at least one year in the past three, you may qualify for an L-1A intracompany transfer. This bypasses the H-1B lottery entirely and is a faster path for senior executives joining a U.S. entity.
Frame your role around managerial function, not tasks
USCIS scrutinizes executive petitions closely. Your job description should emphasize strategic authority, budget control, and subordinate supervision rather than individual contributor tasks. Roles that blend management with hands-on work are more likely to receive a Request for Evidence.
Target companies with existing immigration infrastructure
Multinational corporations, private equity-backed firms, and late-stage startups typically have established relationships with immigration counsel. These employers process executive sponsorships routinely and are less likely to hesitate at the cost or complexity of filing.
Understand the EB-1C pathway early
Executives and managers who enter on an L-1A are well-positioned for the EB-1C green card, which has no labor certification requirement. Discussing this pathway during offer negotiations signals long-term intent and can accelerate the employer's commitment to sponsorship.
Document your organizational authority thoroughly
Strong petitions include org charts, board resolutions, signatory authority records, and evidence of hiring and firing decisions. Gathering this documentation before you need it can significantly reduce preparation time when your employer initiates the sponsorship process.
Browse open roles on Migrate Mate before negotiating
Knowing which companies actively sponsor executive-level positions gives you real negotiating leverage. Migrate Mate filters roles by sponsorship willingness, so you can prioritize employers already comfortable with the process rather than educating a reluctant hiring team from scratch.
Executive Management jobs are hiring across the US. Find yours.
Find Executive Management JobsFrequently Asked Questions
Can executive management roles qualify for the H-1B visa?
Yes, but the role must qualify as a specialty occupation requiring at least a bachelor's degree in a specific field. For executive positions, USCIS looks at whether the management function itself requires specialized academic preparation. General executive roles at large firms typically qualify; broadly defined leadership roles at smaller companies may face more scrutiny and should be documented carefully.
What visa is most commonly used to sponsor executives from abroad?
The L-1A intracompany transferee visa is the most direct path for executives joining a U.S. office from a related foreign entity. It requires at least one year of qualifying employment abroad in the past three years in an executive or managerial capacity. Unlike the H-1B, it has no annual lottery, making it the preferred choice for multinational companies relocating senior leadership.
Do I need a specific degree to get sponsored for an executive management role?
It depends on the visa pathway. H-1B sponsorship requires a bachelor's degree or higher in a field directly related to the executive function, such as business administration, finance, or a relevant industry discipline. L-1A sponsorship focuses on your managerial history rather than your degree. For EB-1C green card petitions, there is no degree requirement at all, only a qualifying employment history.
How do I find executive roles that include visa sponsorship?
Most executive job postings don't explicitly advertise sponsorship because companies handle it case by case at the offer stage. The most efficient approach is to focus on employers with a documented history of filing for senior roles. Migrate Mate curates sponsorship-open positions across experience levels, including executive management, so you can identify companies already set up to support the process.
What is the EB-1C green card and does it apply to my situation?
The EB-1C is an employment-based green card for multinational executives and managers. It requires that you have worked for a qualifying related entity abroad for at least one year in the past three and that you are entering the U.S. to work in an executive or managerial role. It skips the PERM labor certification process, which makes it significantly faster than EB-2 or EB-3 for eligible candidates.
What is the prevailing wage requirement for sponsored Executive Management 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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