Sales Compensation Manager Jobs in USA with Visa Sponsorship
Sales Compensation Manager roles attract H-1B visa sponsorship from large employers in tech, finance, and professional services. The position qualifies as a specialty occupation requiring a bachelor's degree in finance, business, or a related field, making it a strong candidate for visa sponsorship. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
ABOUT impact.com
impact.com is the world’s leading commerce partnership marketing platform, transforming the way businesses grow by enabling them to discover, manage, and scale partnerships across the entire customer journey. From affiliates and influencers to content publishers, brand ambassadors, and customer advocates, impact.com empowers brands to drive trusted, performance-based growth through authentic relationships. Its award-winning products - Performance (affiliate), Creator (influencer), and Advocate (customer referral) - unify every type of partner into one integrated platform. As consumers increasingly rely on recommendations from people and communities they trust, impact.com helps brands show up where it matters most. Today, over 5,000 global brands - including Walmart, Uber, Shopify, Lenovo, L’Oréal, and Fanatics - rely on impact.com to power more than 350,000 partnerships that deliver measurable business results.
YOUR ROLE AT impact.com:
We are seeking a Sales Incentive Compensation Manager to join the Revenue Operations organization and lead the design and optimization of sales compensation programs. This role is responsible for developing compensation plans that align seller behavior with company objectives, evaluating plan effectiveness through data and analytics, and managing compensation policy interpretation and exception handling.
This is not a payroll or commission-calculation role. Instead, the position focuses on compensation strategy, performance analysis, stakeholder alignment, and adjudication of complex compensation scenarios.
The ideal candidate combines analytical rigor, business acumen, and cross-functional collaboration skills to ensure compensation programs are equitable, scalable, motivating, and aligned with revenue goals.
WHAT YOU'LL DO:
Compensation Plan and Quota Design
- Design and maintain sales incentive compensation plans across sales, customer success, channel, and other go-to-market functions.
- Partner with Revenue Operations, FP&A, HR, Finance Incentive Compensation and GTM Leadership to translate business priorities into effective compensation structures.
- Define measures, accelerators, thresholds, and payout mechanics aligned to company objectives.
- Document compensation plans, policies, and governance processes to ensure clarity and consistency.
- Ensure plan mechanics are supportable with available systems, data, and processes.
- Analyze and recommend quotas.
- Assign quotas to new hires while tracking total effective capacity.
- Support annual compensation planning cycles and in-year plan adjustments.
Compensation Analytics & Optimization
- Analyze plan performance and seller behavior to determine whether compensation programs are driving intended outcomes.
- Develop reporting and dashboards to measure plan effectiveness, attainment distributions, cost of sales, and incentive ROI.
- Identify compensation trends, risks, unintended consequences, and opportunities for optimization.
- Conduct modeling and scenario analysis to support compensation strategy decisions.
- Provide recommendations to leadership based on data-driven insights.
- Serve as the primary Revenue Operations point of contact in the resolution of complex compensation disputes, exceptions, and ambiguous scenarios in partnership with leadership in RevOps, Sales, CS, Finance Incentive Compensation, FP&A, and HR.
Cross-Functional Partnership
- Collaborate closely with Incentive Compensation, Sales Operations, Finance, HR, Legal, and Business Systems teams.
- Partner with RevOps, GTM functions, Finance Incentive Compensation, and Payroll teams to ensure compensation plans can be operationalized effectively.
- Support communication and enablement efforts related to compensation plans and policy changes.
- Participate in strategic initiatives involving territory design, quota planning, GTM restructuring, and organizational scaling.
WHAT YOU BRING:
- 5+ years of experience in Sales Incentive Compensation
- Experience designing and administering incentive compensation plans for complex B2B SaaS organizations
- Strong analytical and modeling skills with proficiency in spreadsheets and reporting tools.
- Ability to interpret complex business scenarios and apply compensation policies consistently.
- Experience partnering cross-functionally with Sales, Finance, HR, and executive leadership.
- Strong written and verbal communication skills.
- High attention to detail and strong organizational skills.
- Experience in SaaS, technology, or high-growth environments.
- Familiarity with compensation management platforms such as Performio, Xactly, CaptivateIQ, Varicent, or similar tools.
- Experience with BI and analytics tools.
- Understanding of quota planning, territory management, and broader GTM operations processes.
SUCCESS METRICS
- Compensation plans effectively drive desired business outcomes and seller behaviors.
- Reduction in compensation disputes and exception escalations.
- Improved transparency and trust in compensation programs.
- Timely and accurate plan rollout and documentation.
- Actionable insights delivered through compensation analytics and reporting.
- Strong partnership and alignment across Revenue Operations, Finance, HR, and GTM leadership.
Salary Range: $110,000.00 - $130,000.00 per year, plus an additional 5% variable annual bonus contingent on Company performance and eligible to receive a Restricted Stock Unit (RSU) grant.
This is the pay range the Company believes is equitable for this position at the time of this posting. Consistent with applicable law, compensation will be determined based on the skills, qualifications, and experience of the applicant along with the requirements of the position, and the Company reserves the right to modify this pay range at any time.
Benefits and Perks:
At impact.com, we believe that when you’re happy and fulfilled, you do your best work. That’s why we’ve built a benefits package that supports your well-being, growth, and work-life balance.
- Medical, Dental, and Vision insurance
- Office-only catered lunch every Thursday, a healthy snack bar, and great coffee to keep you fueled
- Flexible spending accounts and 401(k)
- Flexible Working: Our Responsible PTO policy means you can take the time off you need to rest and recharge. We're committed to a positive work-life balance and provide a flexible environment that allows you to be happy and fulfilled in both your career and your personal life.
- Health and Wellness: Your well-being is a priority. Our mental health and wellness benefit includes up to 12 fully covered therapy/coaching sessions per year, with additional dependent coverage. We also offer a monthly gym reimbursement policy to support your physical health.
- A Stake in Our Growth: We offer Restricted Stock Units (RSUs) as part of our total compensation, giving you a stake in the company's growth with a 3-year vesting schedule, pending Board approval.
- Investing in Your Growth: We’re committed to your continuous learning. Take advantage of our free Coursera subscription and our PXA courses.
- Parental Support: We offer a generous parental leave policy, 26 weeks of fully paid leave for the primary caregiver and 13 weeks fully paid leave for the secondary caregiver.
- Technology Financial Support: We provide a technology stipend to help you set up your home office and a monthly allowance to cover your internet expenses.
impact.com is proud to be an equal-opportunity workplace. All employees and applicants for employment shall be given fair treatment and equal employment opportunity regardless of their race, ethnicity or ancestry, color or caste, religion or belief, age, sex (including gender identity, gender reassignment, sexual orientation, pregnancy/maternity), national origin, weight, neurodivergence, disability, marital and civil partnership status, caregiving status, veteran status, genetic information, political affiliation, or other prohibited non-merit factors.
See all Sales Compensation Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Sales Compensation Manager roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Sales Compensation Manager
Target large employers with established HR infrastructure
Companies with 500 or more employees are far more likely to have immigration counsel on retainer and a repeatable H-1B visa sponsorship process. Mid-market and enterprise tech firms sponsor Sales Compensation Manager roles regularly.
Lead with your compensation systems expertise
Employers weigh sponsorship costs against specialized skills. Proficiency in tools like Xactly, Anaplan, or CaptivateIQ signals hard-to-replace expertise and strengthens the business case for sponsoring your visa application.
Position yourself before the H-1B lottery window
H-1B registrations open in March each year. Securing an offer by February gives your employer time to register and prepare the full petition without rushing. Late offers often push sponsorship to the following fiscal year.
Understand the specialty occupation requirement for this role
Your job description must demonstrate that the role requires a bachelor's degree in a specific field. Generic postings that accept any degree can complicate H-1B approval, so verify the role is written with degree specificity before applying.
Explore cap-exempt employers if you miss the lottery
Universities, nonprofit research institutions, and certain government-affiliated organizations are exempt from the H-1B cap. Sales operations and compensation roles exist at these institutions, offering a sponsorship path outside the annual lottery.
Browse verified sponsoring employers on Migrate Mate
Not every employer advertises sponsorship willingness upfront. Migrate Mate filters for employers who have sponsored visas before, saving you from applying to companies that will decline the moment immigration comes up in the offer stage.
Frequently Asked Questions
Does a Sales Compensation Manager role qualify for H-1B sponsorship?
Yes. Sales Compensation Manager is considered a specialty occupation under USCIS guidelines because it typically requires a bachelor's degree in finance, accounting, business administration, or a related field. The role involves complex analytical and strategic work that supports this classification. However, USCIS scrutinizes job descriptions carefully, so the employer's posting must clearly state a specific degree requirement rather than listing a degree as preferred or optional.
What degree do I need to qualify for H-1B sponsorship in this role?
A bachelor's degree in finance, business administration, accounting, economics, or human resources is the standard baseline. Degrees in mathematics or statistics are also accepted where the role involves heavy data modeling. If your degree is in an unrelated field, you may be able to substitute three years of relevant professional experience for each year of missing education, though this approach invites additional scrutiny from USCIS and should be discussed with an immigration attorney.
How likely is H-1B approval for a Sales Compensation Manager?
Approval rates for business and finance specialty occupations have historically been above 80%, though USCIS has issued Requests for Evidence on roles where the degree requirement is ambiguous. The strongest petitions clearly connect the specific field of study to the technical demands of the job, particularly compensation modeling, incentive plan design, and financial analysis. Employers with experienced immigration counsel tend to have significantly better outcomes.
Are there visa options besides H-1B for this role?
Yes. Australian citizens can pursue the E-3 visa, which has no lottery and a dedicated annual allocation that has never been fully used. Canadian and Mexican nationals may qualify under the TN visa category under the accountant or management consultant classifications, depending on how the role is structured. O-1A is available for applicants with demonstrable recognition in their field, though this is a high bar for most compensation professionals.
Where can I find Sales Compensation Manager jobs that offer visa sponsorship?
Migrate Mate is built specifically for this search. It surfaces roles from employers with a documented history of sponsoring visas, so you can filter out companies that will not support immigration before you invest time in their application process. Sales Compensation Manager roles on Migrate Mate are particularly common in enterprise software, financial services, and large consumer technology companies where incentive compensation programs are complex and headcount is high.
What is the prevailing wage requirement for sponsored Sales Compensation Manager 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.