Jobs / United States / Salesforce INC
VP, Global Compensation
Salesforce INC · 🇺🇸 5 Locations
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 1,544 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 498 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- What Salesforce INC paid sponsored hires in similar roles1 certified filing for “Director, Health & Safety AMER Ops & Global Sys Strategy” (Regulatory Affairs Managers) in CA: $255k–$255k, median $255k. Most were filed at wage level III (100%) — 3 lottery entries, ≈46% projected selection odds for cap-subject employers. Source: US Department of Labor LCA disclosure data (Oct 2025 – Jun 2026).
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Salesforce INC
The US Department of Labor certified 1,544 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 498 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Salesforce INC →
About the role
To get the best candidate experience, please consider applying for a maximum of 3 roles within 12 months to ensure you are not duplicating efforts. Job Category Employee Success Job Details About Salesforce Salesforce is the #1 AI CRM, where humans with agents drive customer success together. Here, ambition meets action. Tech meets trust. And innovation isn’t a buzzword — it’s a way of life. The world of work as we know it is changing and we're looking for Trailblazers who are passionate about bettering business and the world through AI, driving innovation, and keeping Salesforce's core values at the heart of it all. Ready to level-up your career at the company leading workforce transformation in the agentic era? You’re in the right place! Agentforce is the future of AI, and you are the future of Salesforce. The Experience AI is changing the content of work, the pace at which skills gain and lose value, and the standard for how People teams operate. Compensation has to keep up without losing clarity, fairness, or financial discipline. Salesforce is looking for a U.S.-based senior leader who can build that balance into the architecture, programs, and operating practices that support a global workforce. The Vice President, Global Compensation will own Salesforce's worldwide broad-based compensation strategy, architecture, and governance, including U.S. delivery. This leader will connect business and talent strategy to global job architecture, salary structures, geographic pay, annual compensation programs, pay equity and transparency, analytics, and the global compensation workstream for acquisitions. The role combines enterprise ownership of broad-based compensation with strong partnership across Executive & Equity Compensation, Global Benefits, Global Incentive Compensation, Finance, Legal, Tax, Payroll, Stock Administration, People Analytics, Talent, Employee Relations, and business leadership. What You'll Actually Be Doing Set worldwide strategy and governance: • Define the global compensation philosophy. Translate business strategy, workforce priorities, and talent-market realities into durable principles for how Salesforce pays across the United States and international markets. • Build practical governance. Establish enterprise standards, decision rights, policy ownership, approval thresholds, and documented exception paths that preserve global coherence while allowing justified local variation. • Shape enterprise and Board-level decisions. Prepare decision-quality analysis and materials for the C-suite, People leadership, and relevant governance bodies; present clear alternatives and explicit cost, talent, risk, and employee-impact tradeoffs while respecting formal approval authorities. Architect jobs and pay globally: • Own the global job architecture. Maintain job families, career streams, levels, profiles, and evaluation standards that support career clarity, workforce planning, organization design, and consistent pay decisions. • Design scalable pay structures. Set salary ranges, market-positioning principles, geographic differentials, and refresh cadences for selected U.S. and international labor markets; use reputable surveys and Legal-approved market-data protocols. • Respond to changing skill value. Identify critical-skill and labor-market signals, evaluate targeted premiums or differentiated approaches, and manage internal equity and compression implications. Lead global compensation programs: • Run the annual compensation agenda. Own worldwide design and governance of salary, merit, promotion, and broad-based bonus programs, including U.S. execution, budgets, systems requirements, calibration, controls, manager guidance, and employee communications. • Manage total direct compensation coherently.