VP Sales Jobs in USA with Visa Sponsorship
VP of Sales roles attract H-1B visa sponsorship from enterprise tech, SaaS, and healthcare companies hiring senior revenue leaders. Most require a bachelor's degree in business or a related field, and petitions typically fall under specialty occupation with strong approval rates. For detailed occupation requirements, see the O*NET profile.
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Get Access To All JobsINTRODUCTION
The Assistant Vice President (AVP), Quality Improvement & Performance Management is the operational leader who runs Heartshare's enterprise quality improvement and performance measurement engine. Reporting to the SVP of Data & Innovation, the AVP translates ODI's strategy into day-to-day execution — coordinating performance reviews, driving QI methodology, overseeing outcome measurement, and ensuring programs have the tools and coaching to act on data.
This is a hands-on, technically fluent role. The AVP is expected to work directly in Power BI, Microsoft Fabric/Copilot, and Power Automate — building and refining dashboards, scorecards, and automations — while also leading people, facilitating meetings, and coaching program leaders toward a stronger data culture.
Within the ODI operating model, this function answers one core question for the organization: “Are we getting better, and how do we know?”
Essential Functions and Primary Responsibilities of Position:
- Implement and maintain the agency's performance management framework, including the manager/program scorecard cadence.
- Coordinate and facilitate enterprise performance review meetings with program and operational leaders.
- Ensure performance measures, scorecards, and reporting expectations are applied consistently across service lines (DD residential, day, education, clinical, HSVS).
- Monitor performance trends and flag areas requiring follow-up, intervention, or improvement planning.
- Track progress against strategic plan metrics and established performance targets, ensuring every metric is grounded in a named, existing data source.
Quality Improvement Leadership
- Own agency-wide QI methodology (e.g., PDSA, root cause analysis) and its consistent application across programs.
- Lead cross-functional improvement projects from problem definition through measurable, sustained results.
- Support departments directly with root cause analysis and improvement implementation — this is a hands-on facilitation role, not solely oversight.
- Evaluate the effectiveness of improvement initiatives and course-correct when outcomes stall.
Program Outcome Tracking & Evaluation
- Oversee program outcome measurement, including standardized evaluation tools and methodologies.
- Coordinate outcome reviews with program and leadership teams; translate findings into QI planning.
- Identify trends and improvement opportunities from evaluation data, distinguishing genuine outcomes from output metrics.
Analytics, AI & Automation — Hands-On Execution
- Build, maintain, and troubleshoot Power BI dashboards and scorecards directly (Direct Lake mode against the Fabric lakehouse), partnering with the Data Engineer on source connections.
- Identify and prototype Power Automate workflows that reduce manual reporting and data collection burden for QI and program staff.
- Use Microsoft Copilot and other DAIGI-approved AI tools to accelerate report drafting, note synthesis, and analysis — modeling responsible AI use for the QI team.
- Surface automation and AI opportunities to the SVP/DAIGI for governance review; lead implementation once approved.
- Ensure every dashboard, scorecard, and automated report meets Heartshare's AI Acceptable Use Policy and PHI/PII handling standards.
Compliance & Organizational Improvement Partnership
- Collaborate with Compliance on audit findings, corrective action trends, incident reviews, and quality-related risks.
- Incorporate compliance findings into proactive QI planning, reinforcing the Compliance (reactive) / ODI (proactive) distinction.
- Identify systemic issues that require cross-functional intervention beyond a single program.
Organizational Learning & Capability Building
- Build organizational capacity in QI, performance measurement, and data/AI literacy.
- Develop training resources, job aids, and coaching staff and program leaders on scorecards, dashboards, and AI-assisted workflows.
- Facilitate cross-program sharing of successful improvement practices.
Leadership & Team Management
- Directly supervise, coach, and develop the Director of QI and QI analytics staff.
- Set departmental goals, priorities, and work plans; monitor team performance and completion of improvement initiatives.
- Foster collaboration across ODI's Governance, Foundation, and Process layers.
Executive Support to the SVP
- Prepare performance analyses, quality reports, and outcome summaries for SVP and executive-level use.
- Draft executive-level dashboards, scorecards, and briefing materials in partnership with Analytics, for SVP review before executive or Board distribution.
- Supply performance and evaluation data that informs strategic plan updates and metric finalization with executive owners.
Technical Competencies
- Power BI & Reporting
- Work with the Analytics and Informatics team to build Advanced Power BI dashboards.
- Experience with Microsoft Fabric, OneLake, and semantic models, or ability to ramp quickly within 90 days.
AI & Automation
- Working proficiency with Microsoft Copilot (Word, Excel, Teams) for drafting, summarizing, and analysis.
- Practical, working-level understanding of generative AI capabilities and limits — enough to scope a use case, not build a model.
- Experience with or aptitude for Power Automate: designing simple workflow automations (approvals, notifications, data collection) without IT dependency.
- Comfort operating within an AI governance framework — understands why PHI/PII cannot go into ungoverned AI tools and models that discipline for staff.
Microsoft 365 Environment
- Advanced Microsoft 365 proficiency: SharePoint, Lists, Planner, Teams, Excel.
- Comfortable owning a tracker or workflow end-to-end in SharePoint/Lists rather than defaulting to spreadsheets emailed around.
Data Literacy
- Can read a data model well enough to sanity-check a metric, spot a data-quality issue, or challenge an inferred (rather than measured) outcome.
- Understands the difference between an output and an outcome and insists on the latter in scorecards and reports.
Education
Master's degree in Public Health, Social Work, Healthcare Administration, Public Administration, Human Services, Organizational Leadership, Data Analytics, Business Administration, or a related field. Equivalent combination of education and directly relevant experience will be considered.
Experience
- Minimum 6–8 years of progressive experience in quality improvement, performance management, program evaluation, healthcare, or human services.
- Minimum 3–5 years of supervisory experience.
- Demonstrated, hands-on experience building Power BI dashboards or equivalent BI tooling — not solely directing others to build them.
- Experience facilitating performance reviews and structured improvement initiatives.
- Experience with, or strong demonstrated aptitude for, AI-assisted productivity tools and workflow automation.
Knowledge, Skills & Abilities
Quality Improvement & Organizational Performance
- Advanced knowledge of Continuous Quality Improvement methodologies and enterprise performance management.
- Strong understanding of program evaluation, outcome measurement, and the difference between compliance review and proactive QI.
- Ability to facilitate improvement initiatives and lead change management with program leaders who may be new to data-driven practice.
Leadership & Collaboration
- Strong facilitation, coaching, and relationship-building skills; ability to influence without direct authority.
- Excellent written and verbal communication, including translating technical findings for non-technical audiences.
- Strong project management skills; able to run multiple improvement initiatives and dashboard builds concurrently.
Human Services & Regulatory Context
- Working knowledge of the regulatory frameworks relevant to Heartshare's service lines (OPWDD/DQI, OCFS, ACS, OMH, COA/Social Current).
- Understanding of HIPAA, FERPA, and PHI/PII handling requirements as they apply to reporting and AI use.
Physical Demands and Travel Requirements
- Constantly required to exchange accurate information.
- Constantly operates a computer and other office tools.
- Frequently required to stand.
- Occasionally moves about inside a building or residential setting.
- Must be able to lift or move up to 25 pounds.
- Occasionally travel to other agency sites.
Work Environment and Schedule
- Residential setting requiring adjustments or changes with scheduling, working with a team, and include regular contact with individuals receiving Heartshare services.
- Active work environment that may include standing, walking, community travel, and crisis response.
- School-based environment supporting students, families, and educational staff in a collaborative setting.
- Professional office environment with a balance of independent work and cross-functional collaboration.
- Dynamic human services environment serving diverse populations with a strong focus on compassion, flexibility, and responsiveness.
- Trauma-informed and client-centered workplace requiring adaptability, professionalism, and teamwork.
- Community-based setting with frequent collaboration across multidisciplinary teams and external partners.
Benefits
At HeartShare we offer a comprehensive benefit package based on full-time/part-time status. You can expect:
- Rewarding Work in a team environment.
- Paid vacation, sick, personal days, and holidays.
- 403(B) retirement plans with employer contribution.
- Health, dental, vision and life insurance.
- Employee Assistance Program (EAP).
- Flexible spending account (Dependent Care, Medical, Parking, and Transit).
- Employee Appreciation Programs and Events.
- Tuition Assistance Program.
- Professional Development opportunities.
- Wellhub Discount.
- Verizon Wireless Discount.
- BJs Membership discount.
- Discounts on Broadway tickets, movie tickets, theme parks, sporting events, gift certificates & more.
HeartShare is an Equal Opportunity Employer (EOE). If you need to request accommodation during the recruiting process, please reach out to Leaves@heartshare.org.
About Heartshare
Who WE ARE:
For over 150 years, Heartshare has been dedicated to championing and empowering New Yorkers society has too often overlooked and underestimated.
INTRODUCTION
The Assistant Vice President (AVP), Quality Improvement & Performance Management is the operational leader who runs Heartshare's enterprise quality improvement and performance measurement engine. Reporting to the SVP of Data & Innovation, the AVP translates ODI's strategy into day-to-day execution — coordinating performance reviews, driving QI methodology, overseeing outcome measurement, and ensuring programs have the tools and coaching to act on data.
This is a hands-on, technically fluent role. The AVP is expected to work directly in Power BI, Microsoft Fabric/Copilot, and Power Automate — building and refining dashboards, scorecards, and automations — while also leading people, facilitating meetings, and coaching program leaders toward a stronger data culture.
Within the ODI operating model, this function answers one core question for the organization: “Are we getting better, and how do we know?”
Essential Functions and Primary Responsibilities of Position:
- Implement and maintain the agency's performance management framework, including the manager/program scorecard cadence.
- Coordinate and facilitate enterprise performance review meetings with program and operational leaders.
- Ensure performance measures, scorecards, and reporting expectations are applied consistently across service lines (DD residential, day, education, clinical, HSVS).
- Monitor performance trends and flag areas requiring follow-up, intervention, or improvement planning.
- Track progress against strategic plan metrics and established performance targets, ensuring every metric is grounded in a named, existing data source.
Quality Improvement Leadership
- Own agency-wide QI methodology (e.g., PDSA, root cause analysis) and its consistent application across programs.
- Lead cross-functional improvement projects from problem definition through measurable, sustained results.
- Support departments directly with root cause analysis and improvement implementation — this is a hands-on facilitation role, not solely oversight.
- Evaluate the effectiveness of improvement initiatives and course-correct when outcomes stall.
Program Outcome Tracking & Evaluation
- Oversee program outcome measurement, including standardized evaluation tools and methodologies.
- Coordinate outcome reviews with program and leadership teams; translate findings into QI planning.
- Identify trends and improvement opportunities from evaluation data, distinguishing genuine outcomes from output metrics.
Analytics, AI & Automation — Hands-On Execution
- Build, maintain, and troubleshoot Power BI dashboards and scorecards directly (Direct Lake mode against the Fabric lakehouse), partnering with the Data Engineer on source connections.
- Identify and prototype Power Automate workflows that reduce manual reporting and data collection burden for QI and program staff.
- Use Microsoft Copilot and other DAIGI-approved AI tools to accelerate report drafting, note synthesis, and analysis — modeling responsible AI use for the QI team.
- Surface automation and AI opportunities to the SVP/DAIGI for governance review; lead implementation once approved.
- Ensure every dashboard, scorecard, and automated report meets Heartshare's AI Acceptable Use Policy and PHI/PII handling standards.
Compliance & Organizational Improvement Partnership
- Collaborate with Compliance on audit findings, corrective action trends, incident reviews, and quality-related risks.
- Incorporate compliance findings into proactive QI planning, reinforcing the Compliance (reactive) / ODI (proactive) distinction.
- Identify systemic issues that require cross-functional intervention beyond a single program.
Organizational Learning & Capability Building
- Build organizational capacity in QI, performance measurement, and data/AI literacy.
- Develop training resources, job aids, and coaching staff and program leaders on scorecards, dashboards, and AI-assisted workflows.
- Facilitate cross-program sharing of successful improvement practices.
Leadership & Team Management
- Directly supervise, coach, and develop the Director of QI and QI analytics staff.
- Set departmental goals, priorities, and work plans; monitor team performance and completion of improvement initiatives.
- Foster collaboration across ODI's Governance, Foundation, and Process layers.
Executive Support to the SVP
- Prepare performance analyses, quality reports, and outcome summaries for SVP and executive-level use.
- Draft executive-level dashboards, scorecards, and briefing materials in partnership with Analytics, for SVP review before executive or Board distribution.
- Supply performance and evaluation data that informs strategic plan updates and metric finalization with executive owners.
Technical Competencies
- Power BI & Reporting
- Work with the Analytics and Informatics team to build Advanced Power BI dashboards.
- Experience with Microsoft Fabric, OneLake, and semantic models, or ability to ramp quickly within 90 days.
AI & Automation
- Working proficiency with Microsoft Copilot (Word, Excel, Teams) for drafting, summarizing, and analysis.
- Practical, working-level understanding of generative AI capabilities and limits — enough to scope a use case, not build a model.
- Experience with or aptitude for Power Automate: designing simple workflow automations (approvals, notifications, data collection) without IT dependency.
- Comfort operating within an AI governance framework — understands why PHI/PII cannot go into ungoverned AI tools and models that discipline for staff.
Microsoft 365 Environment
- Advanced Microsoft 365 proficiency: SharePoint, Lists, Planner, Teams, Excel.
- Comfortable owning a tracker or workflow end-to-end in SharePoint/Lists rather than defaulting to spreadsheets emailed around.
Data Literacy
- Can read a data model well enough to sanity-check a metric, spot a data-quality issue, or challenge an inferred (rather than measured) outcome.
- Understands the difference between an output and an outcome and insists on the latter in scorecards and reports.
Education
Master's degree in Public Health, Social Work, Healthcare Administration, Public Administration, Human Services, Organizational Leadership, Data Analytics, Business Administration, or a related field. Equivalent combination of education and directly relevant experience will be considered.
Experience
- Minimum 6–8 years of progressive experience in quality improvement, performance management, program evaluation, healthcare, or human services.
- Minimum 3–5 years of supervisory experience.
- Demonstrated, hands-on experience building Power BI dashboards or equivalent BI tooling — not solely directing others to build them.
- Experience facilitating performance reviews and structured improvement initiatives.
- Experience with, or strong demonstrated aptitude for, AI-assisted productivity tools and workflow automation.
Knowledge, Skills & Abilities
Quality Improvement & Organizational Performance
- Advanced knowledge of Continuous Quality Improvement methodologies and enterprise performance management.
- Strong understanding of program evaluation, outcome measurement, and the difference between compliance review and proactive QI.
- Ability to facilitate improvement initiatives and lead change management with program leaders who may be new to data-driven practice.
Leadership & Collaboration
- Strong facilitation, coaching, and relationship-building skills; ability to influence without direct authority.
- Excellent written and verbal communication, including translating technical findings for non-technical audiences.
- Strong project management skills; able to run multiple improvement initiatives and dashboard builds concurrently.
Human Services & Regulatory Context
- Working knowledge of the regulatory frameworks relevant to Heartshare's service lines (OPWDD/DQI, OCFS, ACS, OMH, COA/Social Current).
- Understanding of HIPAA, FERPA, and PHI/PII handling requirements as they apply to reporting and AI use.
Physical Demands and Travel Requirements
- Constantly required to exchange accurate information.
- Constantly operates a computer and other office tools.
- Frequently required to stand.
- Occasionally moves about inside a building or residential setting.
- Must be able to lift or move up to 25 pounds.
- Occasionally travel to other agency sites.
Work Environment and Schedule
- Residential setting requiring adjustments or changes with scheduling, working with a team, and include regular contact with individuals receiving Heartshare services.
- Active work environment that may include standing, walking, community travel, and crisis response.
- School-based environment supporting students, families, and educational staff in a collaborative setting.
- Professional office environment with a balance of independent work and cross-functional collaboration.
- Dynamic human services environment serving diverse populations with a strong focus on compassion, flexibility, and responsiveness.
- Trauma-informed and client-centered workplace requiring adaptability, professionalism, and teamwork.
- Community-based setting with frequent collaboration across multidisciplinary teams and external partners.
Benefits
At HeartShare we offer a comprehensive benefit package based on full-time/part-time status. You can expect:
- Rewarding Work in a team environment.
- Paid vacation, sick, personal days, and holidays.
- 403(B) retirement plans with employer contribution.
- Health, dental, vision and life insurance.
- Employee Assistance Program (EAP).
- Flexible spending account (Dependent Care, Medical, Parking, and Transit).
- Employee Appreciation Programs and Events.
- Tuition Assistance Program.
- Professional Development opportunities.
- Wellhub Discount.
- Verizon Wireless Discount.
- BJs Membership discount.
- Discounts on Broadway tickets, movie tickets, theme parks, sporting events, gift certificates & more.
HeartShare is an Equal Opportunity Employer (EOE). If you need to request accommodation during the recruiting process, please reach out to Leaves@heartshare.org.
About Heartshare
Who WE ARE:
For over 150 years, Heartshare has been dedicated to championing and empowering New Yorkers society has too often overlooked and underestimated.
See all 13,286+ VP Sales Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new VP Sales roles.
Get Access To All JobsTips for Finding VP Sales Jobs
Target companies with established sponsorship history
Large enterprise software and SaaS companies sponsor VP of Sales roles most consistently. Firms with dedicated HR and legal teams are far more likely to absorb the cost and complexity of H-1B petitions than early-stage startups.
Emphasize revenue impact in your application materials
Consular officers and USCIS adjudicators look at whether the role genuinely requires specialized expertise. Quantified pipeline numbers, team size managed, and enterprise deal complexity strengthen the specialty occupation argument for senior sales leadership.
Clarify your degree field early in conversations with employers
VP of Sales petitions are most defensible with degrees in business administration, marketing, economics, or a directly related field. Mismatches between your degree and the role can complicate the specialty occupation determination during adjudication.
Expect premium processing to be standard at this seniority level
Most companies sponsoring VP-level hires use premium processing to lock in approval within 15 business days. At this seniority, the business cost of waiting months for standard processing typically outweighs the premium processing fee.
Negotiate sponsorship terms before signing an offer
Clarify upfront whether the company covers H-1B filing fees, legal costs, and renewal fees. Senior hires have more negotiating leverage than most. Getting these terms in writing before signing avoids friction when the petition is actually filed.
Document your specialized expertise thoroughly before filing
VP of Sales petitions that get scrutinized often lack evidence of specialized knowledge beyond general sales management. Industry-specific expertise, complex enterprise cycles, and technical product fluency help distinguish the role from general management positions.
Frequently Asked Questions
Can a VP of Sales role qualify as a specialty occupation for H-1B purposes?
Yes, but the petition needs to show the role requires a specific bachelor's degree or higher, not just any degree. USCIS scrutinizes general management titles, so the job description should emphasize technical or industry-specialized knowledge. Roles tied to complex SaaS, healthcare technology, or financial services products with degree-specific requirements consistently fare better in adjudication than broadly defined sales leadership positions.
What degree fields support a VP of Sales H-1B petition most effectively?
Business administration, marketing, economics, finance, and industry-specific fields like computer science for technical sales roles are the most defensible. The key is that your degree field must logically connect to the specific role. A software engineering degree supporting a VP of Sales role at a deep-tech company can work, but the connection needs to be clearly argued in the petition.
How do I find VP of Sales roles where the employer is open to sponsorship?
Browse Migrate Mate to find VP of Sales positions from companies with verified sponsorship history. Many employers don't advertise sponsorship willingness in job postings, but their past H-1B visa filing records are publicly available and Migrate Mate surfaces roles where sponsorship is realistic rather than making you guess.
Are VP of Sales roles subject to the H-1B cap and lottery?
Most VP of Sales positions at for-profit companies are cap-subject, meaning they require going through the annual H-1B lottery. Exemptions apply if you work for a university, nonprofit research institution, or government research organization, but corporate sales leadership roles don't qualify. Cap-exempt employers exist in specific sectors, so the employer type matters as much as the job title here.
What are the realistic H-1B approval rates for VP of Sales petitions?
USCIS doesn't publish approval rates broken down by job title, but senior business and management roles with well-documented specialty occupation arguments historically see higher approval rates than borderline cases. The biggest risk factor is a job description that reads as general management rather than specialized expertise. Working with an experienced immigration attorney to craft the petition language meaningfully reduces denial risk at this level.
What is the prevailing wage requirement for sponsored VP Sales 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.