Vice President of Strategy Jobs in USA with Visa Sponsorship
Vice President of Strategy roles qualify as H-1B visa specialty occupations when tied to a directly related degree in business, economics, or a related field. Employers file an LCA with DOL before sponsoring, and the role's executive scope often supports EB-2 or EB-3 green card pathways alongside nonimmigrant status.
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Get Access To All JobsWho We Are
Power Digital is an AI-Native Growth Firm built at the intersection of world-class talent and proprietary technology. We help leading and emerging brands grow by combining deep vertical expertise, strategic thinking, and enterprise intelligence to drive measurable business outcomes. For more than a decade, we have built our business around one belief: the best technology makes great people better. Our teams of strategists, creatives, analysts, and technologists use Omega, our AI operating system, to surface opportunities faster, investigate what is driving performance, and execute approved work with greater speed and precision. Behind Omega is Iris, our proprietary intelligence layer, built on years of real performance data, strategic frameworks, testing, and learnings from across our client portfolio. AI expands the capacity of our people to think, create, solve harder problems, and make better decisions. Human judgment, creativity, and accountability remain central to how we work. As a people-first firm, we value diversity in backgrounds and experiences. We strongly believe our people and culture are key to our success. We partner closely with our clients as an extension of their teams, working across strategy, execution, and measurement to identify what is truly blocking growth and determine what to do next. Our culture is built on people who are curious, ambitious, accountable, and committed to delivering meaningful results for our clients and for one another. At Power Digital, we believe the future belongs to teams that combine the best talent with the best technology. We are building that future today. We support 100% remote, in-office, or hybrid work styles for anyone legally eligible to work in the U.S.
A Day In The Life
As the VP of Strategy, their days are spent embedded inside the Division's book of business, where strategy meets performance. They might start by reviewing which clients are pacing below goal in Omega, join a Group Director to reset strategy on an at-risk Top 15 account, pressure-test a QBR narrative before it goes to a client's C-suite, and close with office hours helping Account Directors build a cross-channel growth plan. Across all of it, they spot common problems and strategic gaps and turn them into solutions, playbooks, and trainings that raise the floor for the whole Division. They serve as the Division's senior strategy and performance lead. While Group Directors own the client relationships and the book, the VP of Strategy ensures the strategy behind every client is sharp enough to hit goals, retain business, and drive expansion. The VP of Strategy is the senior strategy and performance leader embedded directly within a vertical CX Division. The role is an evolution of the VP/MD of Strategic Solutions, moving strategy out of a central unit and into the Division it serves. It functions as a coaching and expert resource rather than a traditional management layer: ADs report directly to GDs, while the VP of Strategy is deployed across the book where strategic rigor and performance matter most. Depending on the scale and needs of the division, the VP of Strategy may manage a small pod of strategic leaders and executors. The role centers on four core pillars:
- Client Performance & Strategy (40%): Owning the strategy and performance standard for the Division's book so clients achieve their goals.
- Top Client Retention & Escalations (25%): Serving as the strategy and performance lead for the Division's Top 15 clients, as well as supporting at-risk accounts.
- Omega & Strategic Solutions Enablement (20%): Driving Goals + Composer adoption, the Power Circuit, and playbooks across the Division.
- AD & GD Strategic Coaching (15%): Raising the strategic capability of the Division's Account Directors and Group Directors.
Ultimately, this role is built on the conviction that clients who hit their goals stay and grow. Better performance serves as the primary retention lever and the foundation for long-term service expansion.
Key Responsibilities
Client Performance & Strategy (Target 40%):
- Priority Client Pitch Support: For P1 clients, support in the narrative build and forecasting within the new business pitch process to ensure alignment between client stakeholders, sales, and delivery.
- Performance Ownership: Own the strategy and performance standard across the Division's book. Track every client against goal (below, at or above) and drive recovery plans for clients below goal.
- Goals + Composer: Ensure every client has quality goals and full context set up in Composer, and that Omega's recommendations are reviewed and acted on by account teams.
- Cross-Channel Strategy: Design integrated, data-backed strategies and playbooks that move past single-channel solutions where possible (e.g., New Market Entry, BFCM, Subscription, seasonality planning).
- Measurement: Partner with measurement and data resources so client goals, attribution and reporting are sound. The Division's Media Planner and AI Lead have a dotted line to this role.
- Proactive Planning: Bring forward-looking strategy to clients, such as seasonality, competitive shifts and annual planning, before they ask for it.
Proactive Top Client Retention & Escalation Support (Target 25%):
- Top 15 Strategy Lead: Serve as the strategy and performance lead for the Division's Top 15 and Pareto clients, partnering with the GD and executive sponsor on growth plans and long-range plans.
- At-Risk Turnarounds: Step in on at-risk and escalated accounts. Diagnose root causes and prescribe clear, actionable remediation plans that account teams can execute.
- Strategic QBRs: Support quarterly growth planning sessions and QBRs that focus on forward-looking strategy.
- Clear Operating Boundaries: GDs remain the primary decision-makers on their accounts. Engage quarterly or for specific escalations, with clearly defined roles so clients always know who leads.
Omega & Strategic Solutions Enablement (Target 20%):
- Omega Adoption: Partner with Division leadership and the Innovation team (Division AI Lead and SVP of Innovation) to hit the Division's Omega goals for Goals + Composer coverage, Co-Pilot clients and internal usage.
- Power Circuit & Playbooks: Carry forward the Power Circuit and solutions roadmap from the Strategic Solutions framework, tailoring playbooks to the Division's vertical.
- Service Expansion Inputs: Flag white space where stronger strategy uncovers the need for additional services, and hand those opportunities to the GD and AD to lead the SE conversation.
- Product Feedback: Feed client and performance learnings back into Omega and the Innovation team’s product roadmap to create custom Agentic solutions for Division clients that make Omega more valuable and sticky to the client portfolio.
AD Strategic Coaching (Target 15%):
- AD Enablement: Coach ADs on strategy, performance diagnosis and leading strategic client conversations through on the job coaching (shadowing, role playing), office hours and Strategic Planning/QBR dry runs.
- Training & Certification: Partner with Learning and Development team and Product Heads to identify training leads on AD and strategist certification to elevate the floor and level of sophistication of strategy to lead to better client performance.
- Best-Practice Sharing: Bring standout strategies and case studies to cross-Division roundtables and the monthly Enterprise summit.
Key Performance Indicators (KPIs)
- Clients Achieving Goals (primary KPI): % of Division's clients with Goals + Composer are at or above goal.
- Goals + Composer Coverage: 80% of the Division's clients have goals set up in Composer, with 80% of eligible clients using Omega internally by March 31, 2027.
- Churn Impact: The Division contributes to company monthly churn under 4%, with zero Pareto churn in the Division's Top 10.
- Retention Saves: Target of 1 Pareto client save and roughly $50K less churn per month.
- Playbook Integration: 1 new strategic framework, playbook or solution built and adopted in the Division per quarter.
- Strategic Presence NPS: 80% approval rate on a quarterly survey of GDs and ADs measuring your involvement, strategy quality and effectiveness in putting the Account Director in the "strategic seat."
Most Important Things (MITs)
- Clients at Goal: Get the Division's book measured against goal in Omega and move clients below goal back on track.
- Protect the Top 15: Be the strategy partner on the Division's most important accounts so none churn and every one has a clearly defined strategy to hit performance expectations.
- Strategic Enablement: Elevate the strategic confidence and capability of ADs through coaching, office hours and usable strategic tools.
Benefits & Perks
- Base salary + commission opportunities
- Robust Medical, Dental, Vision insurance plans with up to 100% employer contribution towards employee monthly premium
- 401(k) plan - 4% employer contribution matching
- Unlimited Time Off available on day one
- Up to 4 hours per quarter for paid Volunteer Time Off (VTO) towards philanthropic endeavors
- Fully flex work environment: full-remote, in-office, or hybrid
- A one time $100 USD Work From Home (WFH) stipend automatically added to your first paycheck
- Employee Assistance Program (EAP)
- 12 observed United States national holidays + 2 mental health recharge days per year
- Unlimited opportunities for growth & leadership within a rapidly growing firm
- Ongoing employee development programs for personal and professional growth (Hedgehog and Vital 5s)
- Quarterly awards including prize money and recognition for outstanding performance
- Opportunities to be involved in company DEI initiatives
Power Digital’s people and culture are at the core of our success, which is why diversity in our team’s backgrounds and experiences are paramount. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, and backgrounds, who strive to make an impact inside and outside of the workplace. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employees' points of view are key to our success, and inclusion is everyone's responsibility.
Please be aware of fictitious job openings, consulting engagements, solicitations, or employment offers from suspicious sources. These engagements may be an attempt to obtain private information, or to induce you to pay a fee for services related to recruitment or training. Power Digital does NOT charge any application, processing, or training fee at any stage of the recruitment or hiring process. All genuine job openings will be posted on our careers page. If you have any doubts about the authenticity of any messaging behalf of Power Digital, please send us an email at recruiting@powerdigital.com before taking any further action in relation to the correspondence.
Who We Are
Power Digital is an AI-Native Growth Firm built at the intersection of world-class talent and proprietary technology. We help leading and emerging brands grow by combining deep vertical expertise, strategic thinking, and enterprise intelligence to drive measurable business outcomes. For more than a decade, we have built our business around one belief: the best technology makes great people better. Our teams of strategists, creatives, analysts, and technologists use Omega, our AI operating system, to surface opportunities faster, investigate what is driving performance, and execute approved work with greater speed and precision. Behind Omega is Iris, our proprietary intelligence layer, built on years of real performance data, strategic frameworks, testing, and learnings from across our client portfolio. AI expands the capacity of our people to think, create, solve harder problems, and make better decisions. Human judgment, creativity, and accountability remain central to how we work. As a people-first firm, we value diversity in backgrounds and experiences. We strongly believe our people and culture are key to our success. We partner closely with our clients as an extension of their teams, working across strategy, execution, and measurement to identify what is truly blocking growth and determine what to do next. Our culture is built on people who are curious, ambitious, accountable, and committed to delivering meaningful results for our clients and for one another. At Power Digital, we believe the future belongs to teams that combine the best talent with the best technology. We are building that future today. We support 100% remote, in-office, or hybrid work styles for anyone legally eligible to work in the U.S.
A Day In The Life
As the VP of Strategy, their days are spent embedded inside the Division's book of business, where strategy meets performance. They might start by reviewing which clients are pacing below goal in Omega, join a Group Director to reset strategy on an at-risk Top 15 account, pressure-test a QBR narrative before it goes to a client's C-suite, and close with office hours helping Account Directors build a cross-channel growth plan. Across all of it, they spot common problems and strategic gaps and turn them into solutions, playbooks, and trainings that raise the floor for the whole Division. They serve as the Division's senior strategy and performance lead. While Group Directors own the client relationships and the book, the VP of Strategy ensures the strategy behind every client is sharp enough to hit goals, retain business, and drive expansion. The VP of Strategy is the senior strategy and performance leader embedded directly within a vertical CX Division. The role is an evolution of the VP/MD of Strategic Solutions, moving strategy out of a central unit and into the Division it serves. It functions as a coaching and expert resource rather than a traditional management layer: ADs report directly to GDs, while the VP of Strategy is deployed across the book where strategic rigor and performance matter most. Depending on the scale and needs of the division, the VP of Strategy may manage a small pod of strategic leaders and executors. The role centers on four core pillars:
- Client Performance & Strategy (40%): Owning the strategy and performance standard for the Division's book so clients achieve their goals.
- Top Client Retention & Escalations (25%): Serving as the strategy and performance lead for the Division's Top 15 clients, as well as supporting at-risk accounts.
- Omega & Strategic Solutions Enablement (20%): Driving Goals + Composer adoption, the Power Circuit, and playbooks across the Division.
- AD & GD Strategic Coaching (15%): Raising the strategic capability of the Division's Account Directors and Group Directors.
Ultimately, this role is built on the conviction that clients who hit their goals stay and grow. Better performance serves as the primary retention lever and the foundation for long-term service expansion.
Key Responsibilities
Client Performance & Strategy (Target 40%):
- Priority Client Pitch Support: For P1 clients, support in the narrative build and forecasting within the new business pitch process to ensure alignment between client stakeholders, sales, and delivery.
- Performance Ownership: Own the strategy and performance standard across the Division's book. Track every client against goal (below, at or above) and drive recovery plans for clients below goal.
- Goals + Composer: Ensure every client has quality goals and full context set up in Composer, and that Omega's recommendations are reviewed and acted on by account teams.
- Cross-Channel Strategy: Design integrated, data-backed strategies and playbooks that move past single-channel solutions where possible (e.g., New Market Entry, BFCM, Subscription, seasonality planning).
- Measurement: Partner with measurement and data resources so client goals, attribution and reporting are sound. The Division's Media Planner and AI Lead have a dotted line to this role.
- Proactive Planning: Bring forward-looking strategy to clients, such as seasonality, competitive shifts and annual planning, before they ask for it.
Proactive Top Client Retention & Escalation Support (Target 25%):
- Top 15 Strategy Lead: Serve as the strategy and performance lead for the Division's Top 15 and Pareto clients, partnering with the GD and executive sponsor on growth plans and long-range plans.
- At-Risk Turnarounds: Step in on at-risk and escalated accounts. Diagnose root causes and prescribe clear, actionable remediation plans that account teams can execute.
- Strategic QBRs: Support quarterly growth planning sessions and QBRs that focus on forward-looking strategy.
- Clear Operating Boundaries: GDs remain the primary decision-makers on their accounts. Engage quarterly or for specific escalations, with clearly defined roles so clients always know who leads.
Omega & Strategic Solutions Enablement (Target 20%):
- Omega Adoption: Partner with Division leadership and the Innovation team (Division AI Lead and SVP of Innovation) to hit the Division's Omega goals for Goals + Composer coverage, Co-Pilot clients and internal usage.
- Power Circuit & Playbooks: Carry forward the Power Circuit and solutions roadmap from the Strategic Solutions framework, tailoring playbooks to the Division's vertical.
- Service Expansion Inputs: Flag white space where stronger strategy uncovers the need for additional services, and hand those opportunities to the GD and AD to lead the SE conversation.
- Product Feedback: Feed client and performance learnings back into Omega and the Innovation team’s product roadmap to create custom Agentic solutions for Division clients that make Omega more valuable and sticky to the client portfolio.
AD Strategic Coaching (Target 15%):
- AD Enablement: Coach ADs on strategy, performance diagnosis and leading strategic client conversations through on the job coaching (shadowing, role playing), office hours and Strategic Planning/QBR dry runs.
- Training & Certification: Partner with Learning and Development team and Product Heads to identify training leads on AD and strategist certification to elevate the floor and level of sophistication of strategy to lead to better client performance.
- Best-Practice Sharing: Bring standout strategies and case studies to cross-Division roundtables and the monthly Enterprise summit.
Key Performance Indicators (KPIs)
- Clients Achieving Goals (primary KPI): % of Division's clients with Goals + Composer are at or above goal.
- Goals + Composer Coverage: 80% of the Division's clients have goals set up in Composer, with 80% of eligible clients using Omega internally by March 31, 2027.
- Churn Impact: The Division contributes to company monthly churn under 4%, with zero Pareto churn in the Division's Top 10.
- Retention Saves: Target of 1 Pareto client save and roughly $50K less churn per month.
- Playbook Integration: 1 new strategic framework, playbook or solution built and adopted in the Division per quarter.
- Strategic Presence NPS: 80% approval rate on a quarterly survey of GDs and ADs measuring your involvement, strategy quality and effectiveness in putting the Account Director in the "strategic seat."
Most Important Things (MITs)
- Clients at Goal: Get the Division's book measured against goal in Omega and move clients below goal back on track.
- Protect the Top 15: Be the strategy partner on the Division's most important accounts so none churn and every one has a clearly defined strategy to hit performance expectations.
- Strategic Enablement: Elevate the strategic confidence and capability of ADs through coaching, office hours and usable strategic tools.
Benefits & Perks
- Base salary + commission opportunities
- Robust Medical, Dental, Vision insurance plans with up to 100% employer contribution towards employee monthly premium
- 401(k) plan - 4% employer contribution matching
- Unlimited Time Off available on day one
- Up to 4 hours per quarter for paid Volunteer Time Off (VTO) towards philanthropic endeavors
- Fully flex work environment: full-remote, in-office, or hybrid
- A one time $100 USD Work From Home (WFH) stipend automatically added to your first paycheck
- Employee Assistance Program (EAP)
- 12 observed United States national holidays + 2 mental health recharge days per year
- Unlimited opportunities for growth & leadership within a rapidly growing firm
- Ongoing employee development programs for personal and professional growth (Hedgehog and Vital 5s)
- Quarterly awards including prize money and recognition for outstanding performance
- Opportunities to be involved in company DEI initiatives
Power Digital’s people and culture are at the core of our success, which is why diversity in our team’s backgrounds and experiences are paramount. We are an Equal Opportunity Employer and our employees are people with different strengths, experiences, and backgrounds, who strive to make an impact inside and outside of the workplace. Diversity not only includes race and gender identity, but also age, disability status, veteran status, sexual orientation, religion and many other parts of one’s identity. All of our employees' points of view are key to our success, and inclusion is everyone's responsibility.
Please be aware of fictitious job openings, consulting engagements, solicitations, or employment offers from suspicious sources. These engagements may be an attempt to obtain private information, or to induce you to pay a fee for services related to recruitment or training. Power Digital does NOT charge any application, processing, or training fee at any stage of the recruitment or hiring process. All genuine job openings will be posted on our careers page. If you have any doubts about the authenticity of any messaging behalf of Power Digital, please send us an email at recruiting@powerdigital.com before taking any further action in relation to the correspondence.
See all 192+ Vice President of Strategy Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Vice President of Strategy roles.
Get Access To All JobsTips for Finding Vice President of Strategy Jobs
Document your strategic output concretely
VP of Strategy roles face H-1B specialty occupation scrutiny because titles vary widely. Build a file of board presentations, market-entry frameworks, and P&L decisions you owned to demonstrate that your work requires a directly related bachelor's degree or higher.
Verify your degree field matches the role
USCIS expects your degree to relate specifically to strategy work, not just any business credential. A degree in finance, economics, or business strategy ties more cleanly than a general management degree, so check the O*NET occupation profile to frame your credentials accurately.
Target employers with active LCA filing history
Use Migrate Mate to find companies that have already filed Labor Condition Applications for strategy and management roles, so you're approaching employers whose HR and legal teams understand the H-1B process rather than educating them from scratch.
Benchmark your offer against OFLC prevailing wages
Before accepting any offer, run your city and role through the OFLC Wage Search to confirm the salary meets DOL's prevailing wage for your wage level. A VP title offered at a Level I or II wage can trigger an LCA audit and jeopardize your petition.
Raise green card timing in final negotiations
VP of Strategy roles frequently qualify for EB-2 sponsorship given the advanced degree requirement. Negotiate PERM labor certification as part of your offer package rather than waiting, since priority date backlogs for some countries mean starting early is critical.
Prepare for specialty occupation RFEs proactively
USCIS issues Requests for Evidence on VP-level H-1B petitions when the job description lacks technical degree specificity. Work with your employer's counsel before filing to ensure the job duties explicitly require your degree field, not just business acumen generally.
Frequently Asked Questions
Does a Vice President of Strategy role qualify as an H-1B specialty occupation?
It can, but the title alone isn't enough. USCIS requires the position to normally demand a bachelor's degree or higher in a specific, directly related field. A VP of Strategy role tied to competitive intelligence, corporate finance, or market analytics qualifies more cleanly than one described as general leadership or cross-functional management. The job description your employer submits with the LCA needs to reflect that degree specificity explicitly.
Which visa types realistically cover a Vice President of Strategy?
H-1B is the primary pathway for most nationalities. Australian citizens can use the E-3 visa, which has a separate cap and no lottery. Candidates from Chile or Singapore may qualify for the H-1B1 visa. All three require a specialty occupation showing and an employer-filed LCA. L-1A is available if you're transferring from a foreign affiliate in a managerial or executive role, bypassing the LCA requirement entirely.
What degree is typically required for H-1B sponsorship in this role?
USCIS looks for a bachelor's degree or higher in a field directly related to strategy work, such as business administration, economics, finance, or a relevant technical discipline if the strategy role is industry-specific. A general degree in communications or liberal arts is harder to defend unless supplemented by a graduate credential in a qualifying field. The O*NET occupation profile for top executives and management analysts can help frame the academic requirement in your petition.
Can a VP of Strategy role support a green card petition?
Yes. EB-2 is the most common pathway, requiring an advanced degree or exceptional ability in business or a related field. EB-3 skilled worker is also available if the employer can demonstrate no qualified U.S. workers are available through the PERM labor certification process. For candidates with significant country-of-birth backlogs, an EB-1C multinational manager or executive petition is worth exploring if you're transferring within a company.
How do I find employers who sponsor VP of Strategy roles?
Migrate Mate lists employers with verified sponsorship history for senior strategy and management positions, so you can focus your outreach on companies that have already navigated the process. This saves time compared to applying broadly and discovering during offer negotiations that an employer has never filed an H-1B or LCA before.
What is the prevailing wage requirement for sponsored Vice President of Strategy 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.