Sales Compensation Manager Jobs in USA with Visa Sponsorship
Sales Compensation Manager roles qualify for H-1B visa sponsorship as a specialty occupation requiring a business, finance, or human resources degree. Employers in tech, financial services, and SaaS regularly file LCAs through DOL, making this one of the more sponsorship-active corporate finance functions for international candidates. For detailed occupation requirements, see the O*NET profile.
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Accountable for curating the enterprise-wide sales and divisional incentive plan design, administration, and compliance ecosystem that ensures Divisional and Corporate compensation programs are aligned with M&T’s compensation philosophy, competitive practices across industry peers, business unit and individual performance objectives and Regulatory and Compliance standards. Subject matter expert responsible for influencing and advising business unit and senior leaders on incentive plan design, compliance, and operational matters. Provides leadership and representation on complex, critical, and highly visible matters. Active contributor in and moderator of the Incentive Plan Risk Committee.
Primary Responsibilities:
- Partners with leaders in Business Units, Finance, Compensation and control functions (Legal, Risk, Compliance, etc) to provide consultation on sales and divisional incentive compensation plan design including alignment of plans to business strategy and organizational goals.
- Monitors and ensures compliance with applicable regulations including Sound Incentive Guidance (SIG), FLSA, fair pay and pay equity, banking regulations and legal constructs relating to incentive plans.
- Develops and coordinates incentive plan approval processes and procedures.
- Provides consultative support to business unit leaders and compensation team on the design and creation of incentive plans.
- Compiles, evaluates and analyzes incentive compensation information.
- Provides indirect leadership and guidance to the plan administration partners in business units.
- Manages sales and incentive compensation staff. Exercise the usual authority of manager concerning staffing, performance appraisals, promotions, salary recommendations, perform management and terminations.
- Understand and adhere to the Company’s risk and regulatory standards, policies, and controls in accordance with the Company’s Risk Appetite. Design, implement, maintain, and enhance internal controls to mitigate risk on an ongoing basis. Identify risk-related issues needing escalation to management.
- Promote an environment that supports belonging and reflects the M&T Bank brand.
- Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.
- Complete other related duties as assigned.
Scope of Responsibilities:
Management and oversight of the enterprise-wide design, compliance and administration of sales and divisional incentive programs.
Managerial/Supervisory Responsibilities:
This position may oversee a staff of analysts.
Education and Experience Required:
Bachelor’s degree and minimum 8 years’ relevant experience. In lieu of a degree, a combined minimum 12 years’ higher education and relevant experience.
Education and Experience Preferred:
- Advanced degree
- Excellent verbal and written communication skills
- Ability to interact with all levels of personnel
- Excellent reporting skills
- Excellent analytical skills utilizing complex data
Location
Buffalo, New York, United States of America
M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $128,900.00 - $214,900.00 Annual (USD). The successful candidate’s particular combination of knowledge, skills, and experience will inform their specific compensation.
Overview:
Accountable for curating the enterprise-wide sales and divisional incentive plan design, administration, and compliance ecosystem that ensures Divisional and Corporate compensation programs are aligned with M&T’s compensation philosophy, competitive practices across industry peers, business unit and individual performance objectives and Regulatory and Compliance standards. Subject matter expert responsible for influencing and advising business unit and senior leaders on incentive plan design, compliance, and operational matters. Provides leadership and representation on complex, critical, and highly visible matters. Active contributor in and moderator of the Incentive Plan Risk Committee.
Primary Responsibilities:
- Partners with leaders in Business Units, Finance, Compensation and control functions (Legal, Risk, Compliance, etc) to provide consultation on sales and divisional incentive compensation plan design including alignment of plans to business strategy and organizational goals.
- Monitors and ensures compliance with applicable regulations including Sound Incentive Guidance (SIG), FLSA, fair pay and pay equity, banking regulations and legal constructs relating to incentive plans.
- Develops and coordinates incentive plan approval processes and procedures.
- Provides consultative support to business unit leaders and compensation team on the design and creation of incentive plans.
- Compiles, evaluates and analyzes incentive compensation information.
- Provides indirect leadership and guidance to the plan administration partners in business units.
- Manages sales and incentive compensation staff. Exercise the usual authority of manager concerning staffing, performance appraisals, promotions, salary recommendations, perform management and terminations.
- Understand and adhere to the Company’s risk and regulatory standards, policies, and controls in accordance with the Company’s Risk Appetite. Design, implement, maintain, and enhance internal controls to mitigate risk on an ongoing basis. Identify risk-related issues needing escalation to management.
- Promote an environment that supports belonging and reflects the M&T Bank brand.
- Maintain M&T internal control standards, including timely implementation of internal and external audit points together with any issues raised by external regulators as applicable.
- Complete other related duties as assigned.
Scope of Responsibilities:
Management and oversight of the enterprise-wide design, compliance and administration of sales and divisional incentive programs.
Managerial/Supervisory Responsibilities:
This position may oversee a staff of analysts.
Education and Experience Required:
Bachelor’s degree and minimum 8 years’ relevant experience. In lieu of a degree, a combined minimum 12 years’ higher education and relevant experience.
Education and Experience Preferred:
- Advanced degree
- Excellent verbal and written communication skills
- Ability to interact with all levels of personnel
- Excellent reporting skills
- Excellent analytical skills utilizing complex data
Location
Buffalo, New York, United States of America
M&T Bank is committed to fair, competitive, and market-informed pay for our employees. The pay range for this position is $128,900.00 - $214,900.00 Annual (USD). The successful candidate’s particular combination of knowledge, skills, and experience will inform their specific compensation.
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Get Access To All JobsTips for Finding Visa Sponsorship as a Sales Compensation Manager
Frame your credentials around incentive design
Your degree in finance, business, or HR needs to connect directly to plan design and analytics, not just administration. USCIS scrutinizes whether the role genuinely requires a specialty degree, so your resume should lead with quota modeling, variable pay structures, and compensation analytics.
Target companies with active LCA filing history
Use Migrate Mate to search employers who have filed LCAs for compensation-related roles. SaaS companies, fintech firms, and large enterprise software businesses file most consistently because their sales teams are large enough to justify a dedicated compensation function.
Verify prevailing wage before negotiating your offer
The LCA locks in a wage at or above the DOL prevailing wage for your location and role level. Run the OFLC Wage Search before you receive an offer so you know the Level II and Level III thresholds for your metro area and can negotiate from an informed position.
Prepare documentation linking your degree to plan design
If your degree is in a related but not identical field, like data analytics or organizational psychology, gather syllabi, transcripts, and a credential evaluation showing coursework in compensation theory or quantitative modeling. This strengthens the specialty occupation argument if USCIS issues an RFE.
Ask about the PERM green card timeline during offer negotiations
Sales Compensation Managers typically qualify under EB-2 or EB-3, but PERM labor certification takes time. Ask your prospective employer whether they've sponsored this role before and whether legal fees are covered, before you sign, not after your first H-1B extension.
Clarify reporting structure to reinforce specialty occupation status
Roles that report to a Chief Revenue Officer or VP of Finance are easier to defend as specialty occupations than roles buried in HR generalist teams. When reviewing job descriptions, prioritize positions where the reporting line signals that analytical and strategic compensation work is the core function.
Frequently Asked Questions
Does a Sales Compensation Manager role qualify as a specialty occupation for H-1B purposes?
Yes, in most cases. USCIS classifies Sales Compensation Manager as a specialty occupation when the role requires a bachelor's degree or higher in business, finance, human resources, or a directly related field. Roles focused on plan design, analytics, and incentive modeling are stronger candidates than purely administrative compensation positions. O*NET lists this occupation in a job zone that consistently meets the specialty occupation threshold.
Which visa types can a Sales Compensation Manager use to work in the U.S.?
The H-1B is the most common path, covering initial status of up to three years, extendable to six. Australian nationals can use the E-3 visa, which has a separate cap and no lottery. Canadian and Mexican nationals may qualify under TN visa if the role maps to an economist, accountant, or management consultant classification on the USMCA list. F-1 students in business or finance can also use OPT or STEM OPT if their degree is from a designated STEM program.
How do I find employers who actively sponsor Sales Compensation Manager roles?
Migrate Mate shows employers with verified LCA filing history for compensation and finance roles, searchable by city and job type. Technology companies, SaaS businesses, and financial services firms are the most consistent sponsors because their large sales organizations require dedicated compensation infrastructure. Focusing your search on companies with 500 or more employees significantly increases the likelihood of finding an employer willing to sponsor.
Will my overseas compensation experience count toward H-1B qualification?
Yes. USCIS accepts equivalent work experience in lieu of a formal degree under the three-for-one rule: three years of progressively responsible compensation experience can substitute for one year of a four-year degree. If you hold a three-year bachelor's degree from Australia or another country, a credential evaluation agency can assess whether it meets U.S. equivalency standards. Document your experience with detailed employment letters covering compensation plan design, quota-setting, and analytics responsibilities.
Is a Sales Compensation Manager role eligible for a green card through PERM?
Yes. Most Sales Compensation Manager positions qualify under EB-2 for candidates with an advanced degree or EB-3 for skilled workers with a bachelor's degree and two or more years of experience. The employer files a PERM labor certification with DOL to demonstrate that no qualified U.S. workers are available. Processing timelines for PERM vary, and Indian and Chinese nationals face priority date backlogs due to per-country limits, so starting early in your H-1B period is practical.
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.