Jobs / United States / Asana INC
Compensation Business Partner
Asana INC · 🇺🇸 San Francisco
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 43 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 32 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 Asana INC paid sponsored hires in similar roles3 certified filings for “Business Intelligence Developer” (Data Scientists) in CA: $187k–$248k, median $207k. Most were filed at wage level II (33%) — 2 lottery entries, ≈31% 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 — Asana INC
The US Department of Labor certified 43 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 32 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 Asana INC →
About the role
The People Team at Asana works to enable all Asanas to achieve our goals as a company in a way that is consistent with our values . We focus on recruiting, developing, and retaining exceptional talent from diverse backgrounds, ensuring that everyone can thrive, gro w, and make a meaningful impact . Our work supports Asana's broader mission: to help humanity thrive by enabling all teams to collaborate seamlessly and effectively . As a Compensation Business Partner focused on Broad-Based Compensation, you will be Asana's resident authority on core compensation strategy across the general employee population . You'll own not just the execution of our programs, but the thinking behind them . You'll shape how we position ourselves in the market, evolve our pay philosophy, and drive decisions that affect thousands of Asanas . This is a role for someone who doesn't need a playbook and is equally comfortable setting dire ction as they are doing the work . This role is based in our San Francisco office with an office-centric hybrid schedule . The standard in-office days are Monday, Tuesday, and Thursday . Most Asanas have the option to work from home on Wednesdays . Working from home on Fridays depends on the type of work you do and the teams with which you partner . If you're interviewing for this role, your recruiter will share more about the in-office requirements . What you’ll achieve • Compensation Review Cycle: Own the strategy and end-to-end design of Asana's annual merit and focal review cycle, including shaping budget frameworks, calibration methodology, and People Partner enablement . Drive the process from philosophy through execution and post-cycle analysis . • Market Strategy & Pay Philosophy: Define Asana's approach to market positioning across functions and levels . Lead regular salary structure refresh cycles using Radford, Pave, and Compa, and bring a clear point of view on where and how we compete for talent . • Job Architecture: Lead the evolution of Asana's job architecture as a strategic initiative, partnering with People Partners and Talent Acquisition to establish leveling consistency at scale and maintain a clean, future-proof job catalog in Workday . • Pay Equity: Design and champion Asana's pay equity framework, moving beyond analysis to drive systemic change . Set methodology, lead executive-level reporting, and ensure corrective actions translate into durable equity outcomes . • Senior Advisory: Serve as a senior advisor and escalation point for People Partners, Recruiters, and business leaders on complex comp decisions . Translate ambiguous situations into clear, data-grounded recommendations with minimal guidance needed . • Communications & Manager Enablement: Lead Asana's broad-based compensation communications strategy, including manager toolkits, pay philosophy education, and change management tied to program launches . About you • Demonstrates curiosity about AI tools and emerging technologies, with a willingness to learn and leverage them to enhance productivity, collaboration, or decision-making . • 8-10+ years of progressive global compensation experience, with deep expertise in broad-based compensation programs . • Proven ability to set strategic direction and run complex programs independently, with a track record of operating without a defined playbook . • Trusted thought partner to VP-level and above stakeholders, with strong ability to influence without authority . • Expertise in program design, not just execution: you have shaped pay philosophy, built salary structures, and led job architecture initiatives . • Strong analytical and quantitative skills, with advanced proficiency in Excel/Googl e Sheets and hands-on experience building compensation models . • Experience with Workday