Total Rewards Manager Jobs in USA with Visa Sponsorship
Total Rewards Manager roles qualify for H-1B visa sponsorship as a specialty occupation requiring a directly related bachelor's degree in HR, business, or finance. Employers in this space regularly file LCAs with DOL, and the role's compensation design focus makes it a strong fit for EB-2 or EB-3 green card pathways.
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Get Access To All JobsINTRODUCTION
If you are a current worker, please log into Workday and access our internal career site to apply.
Salary Range:
$65,000.00 - $74,500.00 USD annually.
As part of Arizona State University's charter to provide access and excellence, ASU Preparatory Academy (ASU Prep) shares this commitment by demonstrating all students can achieve at the highest levels, regardless of their background. To scale our current impact, ASU Prep is advancing a major expansion program taking fundamental responsibility for the communities we serve.
The Total Rewards & Employee Experience Program Manager leads the design, implementation, and continuous improvement of programs that support employee wellbeing, engagement, and the overall employee experience. This role is responsible for managing key total rewards programs, including benefits, leave and accommodations, recognition, wellbeing, and compensation-related initiatives. Working across departments and with external partners, the Program Manager drives strategic projects, leverages data to inform decisions, and ensures programs are compliant, effective, and aligned with organizational goals. This position serves as a trusted advisor and subject matter expert, influencing outcomes through collaboration and program leadership rather than direct supervision.
Success in this role requires a balance of operational excellence, analytical thinking, customer service, and a commitment to creating exceptional employee experiences throughout the employee lifecycle.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, Public Administration, or related field is required.
- Professional certifications such as CEBS, SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or related certifications, preferred.
- 5-7 years of progressive experience in total rewards, benefits administration, compensation, employee experience, or related human resources functions.
- Demonstrated experience administering employee benefits, retirement plans, leaves of absence, accommodations, and employee wellness programs.
- Experience supporting compensation processes such as annual merit reviews, salary benchmarking, salary administration, or pay practices.
- Experience managing vendor relationships and working with insurance carriers, brokers, third-party administrators, and leave management providers.
- Strong analytical, project management, communication, and stakeholder partnership skills.
- Active AZ Department of Public Safety (DPS) IVP Fingerprint Clearance Card.
- Any equivalent combination of experience, training and/or education from which comparable knowledge, skills and abilities may be considered.
DUTIES AND RESPONSIBILITIES
Essential Functions:
- Lead and manage total rewards and employee experience programs that support organizational goals and employee wellbeing.
- Serve as the subject matter expert for benefits, leave, accommodations, engagement, and related workforce programs.
- Manage enterprise-wide projects and initiatives from planning through implementation and evaluation.
- Analyze program, workforce, and employee feedback data to develop recommendations and drive continuous improvement.
- Build strong partnerships with leaders, stakeholders, and vendors to deliver effective and impactful employee programs.
Total Rewards Program Management:
- Lead the administration, evaluation, and continuous improvement of employee benefits, retirement, recognition, wellbeing, and voluntary benefit programs.
- Manage annual open enrollment planning, implementation, communications, and vendor coordination.
- Develop recommendations to enhance employee value propositions and support attraction and retention efforts.
- Monitor program utilization, trends, and outcomes to inform strategic decision-making.
Leave, Accommodations, and Compliance:
- Oversee organizational leave of absence and accommodation programs in partnership with internal stakeholders and third-party administrators.
- Serve as a subject matter expert on leave, accommodation, and related compliance requirements.
- Ensure compliance with applicable federal, state, and local employment laws and regulations.
- Develop and maintain program processes, resources, communications, and reporting.
- Identify and implement process improvements that enhance employee support and operational efficiency.
Employee Experience and Engagement:
- Support employee wellbeing initiatives that promote physical, emotional, social, and financial wellbeing.
- Support organizational action planning efforts related to employee engagement and employee experience initiatives.
- Support the administration and optimization of employee listening programs, including Peakon surveys and other employee feedback mechanisms.
Onboarding, Communications, and Education:
- Lead the total rewards and benefits components of new employee orientation and onboarding programs.
- Develop and maintain employee-facing resources, FAQs, benefits guides, webpages, training materials, and communication campaigns.
- Facilitate educational sessions related to benefits, retirement readiness, wellbeing programs, leave administration, and total rewards offerings.
- Ensure employee communications are accurate, timely, and designed to enhance understanding and engagement.
Data, Systems, and Continuous Improvement:
- Maintain data integrity across benefits, compensation, leave, and related HRIS processes.
- Participate in system implementations, upgrades, testing, audits, and process improvement initiatives.
- Develop dashboards, metrics, and key performance indicators related to total rewards and employee experience programs.
- Identify opportunities to streamline processes, improve service delivery, enhance employee experience, and leverage technology solutions.
- Collaborate with Finance, Payroll, Human Resources, and external partners to ensure efficient, compliant, and employee-centered program administration.
- Lead or participate in special projects and additional duties as assigned.
Compensation Support:
- Support annual compensation planning activities, including merit increase administration, salary review processes, and compensation communications.
- Assist with market benchmarking and salary analysis to support compensation recommendations and pay structure maintenance.
- Support compensation-related system configuration, testing, reporting, and process improvements.
KNOWLEDGE, SKILLS AND ABILITIES
- Knowledge of employee engagement, employee experience and benefit management practices.
- Strong attention to detail and organizational skills.
- Ability to translate complex total rewards concepts into clear, employee-friendly communications.
- Proficiency with Microsoft Excel, Google Suite, HRIS reporting tools, and data visualization techniques.
- Strong consultative skills with the ability to influence and build credibility across all levels of the organization.
- Ability to analyze workforce, compensation, benefits, and engagement data to identify trends and develop actionable recommendations.
- Ability to maintain confidentiality and exercise sound judgment when handling sensitive information.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand and talk or hear and sometimes walk and sit. The employee must use hands, arms and fingers to input data, handle, feel or reach. While performing the duties of this job, the employee may occasionally push or lift up to 15 lbs such as boxes, supplies, etc. Specific vision abilities required by this job include close vision such as to read handwritten or typed material, and the ability to adjust focus, close vision, distance vision, color vision, peripheral vision and depth perception.
LOCATION:
UCENT
TRAVEL:
Occasional travel may be required for site visits, meetings, trainings and/or conferences. Locations may vary and may require overnight stays.
This job description is subject to change at any time.
INTRODUCTION
If you are a current worker, please log into Workday and access our internal career site to apply.
Salary Range:
$65,000.00 - $74,500.00 USD annually.
As part of Arizona State University's charter to provide access and excellence, ASU Preparatory Academy (ASU Prep) shares this commitment by demonstrating all students can achieve at the highest levels, regardless of their background. To scale our current impact, ASU Prep is advancing a major expansion program taking fundamental responsibility for the communities we serve.
The Total Rewards & Employee Experience Program Manager leads the design, implementation, and continuous improvement of programs that support employee wellbeing, engagement, and the overall employee experience. This role is responsible for managing key total rewards programs, including benefits, leave and accommodations, recognition, wellbeing, and compensation-related initiatives. Working across departments and with external partners, the Program Manager drives strategic projects, leverages data to inform decisions, and ensures programs are compliant, effective, and aligned with organizational goals. This position serves as a trusted advisor and subject matter expert, influencing outcomes through collaboration and program leadership rather than direct supervision.
Success in this role requires a balance of operational excellence, analytical thinking, customer service, and a commitment to creating exceptional employee experiences throughout the employee lifecycle.
QUALIFICATIONS
- Bachelor's degree in Human Resources, Business Administration, Public Administration, or related field is required.
- Professional certifications such as CEBS, SHRM-CP, SHRM-SCP, PHR, SPHR, CCP, or related certifications, preferred.
- 5-7 years of progressive experience in total rewards, benefits administration, compensation, employee experience, or related human resources functions.
- Demonstrated experience administering employee benefits, retirement plans, leaves of absence, accommodations, and employee wellness programs.
- Experience supporting compensation processes such as annual merit reviews, salary benchmarking, salary administration, or pay practices.
- Experience managing vendor relationships and working with insurance carriers, brokers, third-party administrators, and leave management providers.
- Strong analytical, project management, communication, and stakeholder partnership skills.
- Active AZ Department of Public Safety (DPS) IVP Fingerprint Clearance Card.
- Any equivalent combination of experience, training and/or education from which comparable knowledge, skills and abilities may be considered.
DUTIES AND RESPONSIBILITIES
Essential Functions:
- Lead and manage total rewards and employee experience programs that support organizational goals and employee wellbeing.
- Serve as the subject matter expert for benefits, leave, accommodations, engagement, and related workforce programs.
- Manage enterprise-wide projects and initiatives from planning through implementation and evaluation.
- Analyze program, workforce, and employee feedback data to develop recommendations and drive continuous improvement.
- Build strong partnerships with leaders, stakeholders, and vendors to deliver effective and impactful employee programs.
Total Rewards Program Management:
- Lead the administration, evaluation, and continuous improvement of employee benefits, retirement, recognition, wellbeing, and voluntary benefit programs.
- Manage annual open enrollment planning, implementation, communications, and vendor coordination.
- Develop recommendations to enhance employee value propositions and support attraction and retention efforts.
- Monitor program utilization, trends, and outcomes to inform strategic decision-making.
Leave, Accommodations, and Compliance:
- Oversee organizational leave of absence and accommodation programs in partnership with internal stakeholders and third-party administrators.
- Serve as a subject matter expert on leave, accommodation, and related compliance requirements.
- Ensure compliance with applicable federal, state, and local employment laws and regulations.
- Develop and maintain program processes, resources, communications, and reporting.
- Identify and implement process improvements that enhance employee support and operational efficiency.
Employee Experience and Engagement:
- Support employee wellbeing initiatives that promote physical, emotional, social, and financial wellbeing.
- Support organizational action planning efforts related to employee engagement and employee experience initiatives.
- Support the administration and optimization of employee listening programs, including Peakon surveys and other employee feedback mechanisms.
Onboarding, Communications, and Education:
- Lead the total rewards and benefits components of new employee orientation and onboarding programs.
- Develop and maintain employee-facing resources, FAQs, benefits guides, webpages, training materials, and communication campaigns.
- Facilitate educational sessions related to benefits, retirement readiness, wellbeing programs, leave administration, and total rewards offerings.
- Ensure employee communications are accurate, timely, and designed to enhance understanding and engagement.
Data, Systems, and Continuous Improvement:
- Maintain data integrity across benefits, compensation, leave, and related HRIS processes.
- Participate in system implementations, upgrades, testing, audits, and process improvement initiatives.
- Develop dashboards, metrics, and key performance indicators related to total rewards and employee experience programs.
- Identify opportunities to streamline processes, improve service delivery, enhance employee experience, and leverage technology solutions.
- Collaborate with Finance, Payroll, Human Resources, and external partners to ensure efficient, compliant, and employee-centered program administration.
- Lead or participate in special projects and additional duties as assigned.
Compensation Support:
- Support annual compensation planning activities, including merit increase administration, salary review processes, and compensation communications.
- Assist with market benchmarking and salary analysis to support compensation recommendations and pay structure maintenance.
- Support compensation-related system configuration, testing, reporting, and process improvements.
KNOWLEDGE, SKILLS AND ABILITIES
- Knowledge of employee engagement, employee experience and benefit management practices.
- Strong attention to detail and organizational skills.
- Ability to translate complex total rewards concepts into clear, employee-friendly communications.
- Proficiency with Microsoft Excel, Google Suite, HRIS reporting tools, and data visualization techniques.
- Strong consultative skills with the ability to influence and build credibility across all levels of the organization.
- Ability to analyze workforce, compensation, benefits, and engagement data to identify trends and develop actionable recommendations.
- Ability to maintain confidentiality and exercise sound judgment when handling sensitive information.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to stand and talk or hear and sometimes walk and sit. The employee must use hands, arms and fingers to input data, handle, feel or reach. While performing the duties of this job, the employee may occasionally push or lift up to 15 lbs such as boxes, supplies, etc. Specific vision abilities required by this job include close vision such as to read handwritten or typed material, and the ability to adjust focus, close vision, distance vision, color vision, peripheral vision and depth perception.
LOCATION:
UCENT
TRAVEL:
Occasional travel may be required for site visits, meetings, trainings and/or conferences. Locations may vary and may require overnight stays.
This job description is subject to change at any time.
See all Total Rewards Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Total Rewards Manager roles.
Get Access To All JobsTips for Finding Visa Sponsorship as a Total Rewards Manager
Document your compensation specialization early
Total Rewards spans broad HR, so your resume and credentials should isolate compensation design, benefits benchmarking, or equity program management. USCIS needs a clear line between your degree field and your specific duties to approve a specialty occupation petition.
Verify your degree field matches the role
A business administration or finance degree typically supports a Total Rewards Manager petition, but a general management degree may draw a Request for Evidence. Cross-reference the O*NET occupation profile to confirm which degree fields USCIS adjudicators expect to see.
Target employers with active LCA filing history
Find companies that have already filed LCAs for compensation or HR manager roles using Migrate Mate, which shows verified sponsorship history by employer and role type, so you're applying where infrastructure already exists.
Prioritize large employers and public companies
Total Rewards Manager roles are most common at organizations with 500-plus employees that run formal compensation bands and benefits programs. These employers are more likely to have in-house immigration counsel and established PERM or H-1B filing processes already in place.
Negotiate LCA filing into the offer stage
Before signing, confirm the employer will file your LCA at the wage level matching your offered salary. DOL certifies the LCA against the prevailing wage for your location and role, and a mismatch can delay or block your H-1B petition filing entirely.
Use the OFLC Wage Search to anchor salary conversations
Total Rewards Managers often negotiate compensation packages for others, but your own offer needs to meet DOL prevailing wage minimums. Pull the OFLC Wage Search data for your specific metro area before the offer conversation so you can confirm your package clears the threshold.
Frequently Asked Questions
Does a Total Rewards Manager role qualify as a specialty occupation for H-1B purposes?
Yes, provided the employer documents that the role requires at least a bachelor's degree in a directly related field such as human resources, business administration, or finance. Generic HR titles can attract scrutiny, so the job description must specifically connect compensation design or benefits strategy duties to that degree requirement. A well-drafted position description significantly reduces the risk of a Request for Evidence from USCIS.
Which visa types realistically cover Total Rewards Manager sponsorship?
H-1B is the primary work visa for this role, requiring a specialty occupation degree match and an employer-filed LCA with DOL. If you hold a master's degree or can demonstrate exceptional ability in compensation strategy, EB-2 is a viable green card pathway. EB-3 skilled worker applies if you have two or more years of relevant experience. Canadian and Mexican nationals may also qualify under TN visa if the role maps to an eligible USMCA profession.
How do I find employers who actively sponsor Total Rewards Manager roles?
Browse Total Rewards Manager roles on Migrate Mate, which lists U.S. employers with verified sponsorship history for HR and compensation roles. Focusing on companies that have sponsored similar titles before saves time and targets employers who already understand the filing process.
Does the PERM labor certification process apply to Total Rewards Manager green card sponsorship?
Yes, most EB-2 and EB-3 green card petitions for this role require PERM labor certification, where DOL must certify that no qualified U.S. worker is available for the position. The employer conducts a recruitment test, and the job requirements documented in the PERM application must match your actual duties. It's one of the longer steps in the green card process, often taking six months or more before USCIS even sees the petition.
Can a Total Rewards Manager on OPT or STEM OPT use that period to build a sponsorship case?
Yes. If your degree is in a STEM-designated field such as business analytics or applied economics, a 24-month STEM OPT extension gives you additional time to demonstrate value and prompt your employer to file an H-1B petition. During STEM OPT your employer must be enrolled in E-Verify and sign a formal training plan with you. Using that window to transition into a Total Rewards Manager title, rather than a generalist HR role, strengthens the specialty occupation argument for the eventual H-1B petition.
What is the prevailing wage requirement for sponsored Total Rewards 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.