Jobs / United States / Atlas Air INC
Director of Compensation
Atlas Air INC · 🇺🇸 White Plains, NY, USA
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 14 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 2 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 Atlas Air INC paid sponsored hires in similar roles1 certified filing for “Director Commercial Transformation” (General and Operations Managers) in FL: $174k–$174k, median $174k. Most were filed at wage level IV (100%) — 4 lottery entries, ≈61% 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 — Atlas Air INC
The US Department of Labor certified 14 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 2 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 Atlas Air INC →
About the role
Join Atlas Air Worldwide. Move the World with Us! At Atlas Air Worldwide, we’re not just an airline, we’re a global engine powering cargo, passenger, and leasing operations across more than 70 countries. As a leader in outsourced aviation logistics, we’re built on a foundation of safety , service excellence , integrity , innovation , teamwork , and responsibility . With over 30 years of history, a modern all-Boeing fleet, and nearly 5,000 teammates collaborating across operations, technical, and corporate functions, we’re driven by purpose. If you're ready to grow, innovate, and help us deliver excellence every single day, you belong here. The Director of Compensation is responsible for the strategy, design, governance, and execution of the organization's compensation programs. This leader serves as the organization's subject matter expert on job architecture, salary structures, pay equity, market competitiveness, incentive programs, and compensation governance. The role leads the development and implementation of a comprehensive job architecture framework, including job families, career levels, job evaluations, and salary bands that support organizational growth, workforce planning, internal equity, and talent mobility. The Director partners closely with executive leadership, HR Business Partners, Talent Acquisition, Finance, and business leaders to ensure compensation programs align with business objectives and attract, retain, and motivate top talent. Key Responsibilities Compensation Strategy & Leadership • Develop and execute the organization's compensation philosophy and strategy. • Design compensation programs that align with business objectives, talent strategy, and market competitiveness. • Advise executive leadership on compensation trends, risks, opportunities, and workforce implications. • Lead annual compensation planning processes, including merit increases, promotions, market adjustments, incentive plans, and salary reviews. • Establish compensation governance processes and decision-making frameworks. Job Architecture Design & Implementation • Lead the design, implementation, and ongoing management of the organization's job architecture. • Develop and maintain job families, career frameworks, job levels, and competency models. • Establish consistent job evaluation methodologies across the enterprise. • Create scalable career progression frameworks that support talent mobility and workforce development. • Partner with business leaders to assess and redesign organizational structures as needed. • Ensure job architecture supports workforce planning, succession planning, recruiting, and performance management. Salary Structure & Pay Band Management • Design, implement, and maintain salary grades, pay ranges, and salary bands across all employee populations. • Conduct market pricing analyses and benchmark positions against relevant labor markets. • Establish compensation structures that balance external competitiveness with internal equity. • Develop methodologies for geographic differentials, remote work pay practices, and global compensation structures where applicable. • Conduct regular reviews of salary structures and recommend adjustments based on market movement and business needs. • Develop compensation guidelines for promotions, transfers, hiring offers, and internal mobility. Pay Equity & Compliance • Lead pay equity analyses and develop remediation strategies where necessary. • Ensure compliance with all federal, state, local, and international compensation regulations. • Monitor evolving pay transparency legislation and implement required practices. • Conduct audits to ensure compensation programs are applied consistently and fairly. • Maintain documentation and governance contro