Jobs / United States / Mastercard International Incorporated
Vice President, Total Rewards, Executive Compensation
Mastercard International Incorporated · 🇺🇸 Purchase, New York
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 76 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 286 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 Mastercard International Incorporated paid sponsored hires in similar roles1 certified filing for “Senior Vice President, Cardholder Services” (General and Operations Managers) in NY: $241k–$241k, median $241k. 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 — Mastercard International Incorporated
The US Department of Labor certified 76 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 286 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 Mastercard International Incorporated →
About the role
Our Purpose Mastercard powers economies and empowers people in 200+ countries and territories worldwide. Together with our customers, we’re helping build a sustainable economy where everyone can prosper. We support a wide range of digital payments choices, making transactions secure, simple, smart and accessible. Our technology and innovation, partnerships and networks combine to deliver a unique set of products and services that help people, businesses and governments realize their greatest potential. Title and Summary Vice President, Total Rewards, Executive Compensation Overview Mastercard is seeking a strategic Vice President, Executive Compensation to lead the global design, governance, administration, and evolution of executive compensation programs. This role will develop strategies that attract, retain, and motivate senior leaders while aligning with business objectives, shareholder interests, regulatory requirements, and Mastercard's pay-for-performance philosophy. The VP will advise executive leadership, Human Resources, Legal, Finance, and the Compensation Committee on base salary, annual and long-term incentives, executive benefits, governance, disclosure, and market practices. Key Responsibilities Executive Compensation Strategy • Develop and execute Mastercard's executive compensation strategy in alignment with business and talent priorities. • Design and recommend programs for senior leaders that reinforce performance, accountability, and shareholder value. • Assess market trends and competitive practices to maintain external competitiveness and internal equity. • Lead annual and special compensation reviews for executive leadership. Board and Compensation Committee Support • Serve as an executive compensation advisor to the Compensation Committee. • Develop and present board-ready analyses and recommendations for executive and director compensation decisions. • Partner with Legal, Finance, Investor Relations, and the Corporate Secretary on committee agendas, governance materials, and documentation. Incentive and Equity Programs • Lead the design and administration of annual and long-term incentive plans. • Partner with Finance and business leaders to establish performance measures and payout frameworks aligned with organizational goals. • Assess equity program effectiveness and recommend changes that support retention, engagement, and shareholder alignment. • Oversee executive award modeling, grant recommendations, dilution analysis, and share ownership guidelines. Governance, Compliance, and Disclosure • Ensure compliance with SEC, stock exchange, tax, and other compensation-related requirements. • Lead executive compensation disclosures, including the proxy statement CD&A, compensation tables, and shareholder communications. • Monitor regulatory and governance developments and assess their impact on Mastercard's programs. • Partner with Legal and Internal Audit to maintain effective governance controls and processes. Executive Advisory and Stakeholder Partnership • Advise senior executives and HR leaders on compensation, executive offers, retention actions, leadership transitions, and succession planning. • Build strong partnerships across People & Capability, Finance, Legal, Corporate Governance, and Investor Relations. Analytics and Market Intelligence • Lead executive compensation benchmarking using survey data, proxy disclosures, and market intelligence. • Model executive pay, incentive outcomes, and equity grants to inform decisions. • Translate compensation trends, investor expectations, and governance practices into actionable recommendations. Team Leadership • Continuously improve executive compensation processes, systems, analytics, and governance. • Manage one executive compensation team member and