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Executive Relocation Sponsorship Jobs (NOW HIRING)

Capstone Project Interns will be assigned a Capstone project that will be presented to Executive ... Relocation, sponsorship nor housing is not available. Kubota is an equal opportunity at will ...

Intern - KU

Grapevine, TX · On-site

$18/hr

Capstone Project Interns will be assigned a Capstone project that will be presented to Executive ... Relocation, sponsorship nor housing is not available. Kubota is an equal opportunity at will ...

Intern - KU

Grapevine, TX · On-site

$18/hr

Capstone Project Interns will be assigned a Capstone project that will be presented to Executive ... Relocation, sponsorship nor housing is not available. Kubota is an equal opportunity at will ...

MDV, PTO, 401(k), relocation assistance Property Description: 230+ room upscale hotel with 10K+ of ... S. work visa (no sponsorship available) - Strong financial acumen managing multi-million-dollar F&B ...

Account Executive

Austin, TX · On-site

$80K - $100K/hr

Account Executive Location: Austin, TX (Onsite, 5 days/week) Compensation: $80,000 - $100,000 base ... willing to relocate immediately * U.S. work authorization required -- no sponsorship Target ...

... relocation packages when applicable Serve as a strategic advisor to business leaders on talent ... Applicants requiring employment visa sponsorship now or in the future (e.g., F-1 STEM OPT, H-1B, TN ...

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Executive Relocation Sponsorship information

See salary details

$26.5K

$93.6K

$184K

How much do executive relocation sponsorship jobs pay per year?

As of Jun 9, 2026, the average yearly pay for executive relocation sponsorship in the United States is $93,552.00, according to ZipRecruiter salary data. Most workers in this role earn between $58,000.00 and $120,500.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in Executive Relocation Sponsorship, and why are they important?

To thrive in Executive Relocation Sponsorship, you need expertise in global mobility, immigration compliance, and HR management, often supported by a degree in human resources or business administration. Familiarity with relocation management software, immigration tracking systems, and relevant certifications such as GMS (Global Mobility Specialist) are typically required. Exceptional interpersonal skills, cultural sensitivity, and strong organizational abilities help professionals excel in coordinating complex moves and supporting executives. These competencies ensure smooth transitions, legal compliance, and high satisfaction for both executives and their organizations.

What is the difference between Executive Relocation Sponsorship vs Corporate Relocation Coordinator?

AspectExecutive Relocation SponsorshipCorporate Relocation Coordinator
CredentialsTypically requires executive-level experience, HR or legal knowledgeRequires HR, logistics, or administrative experience
Work EnvironmentHigh-level corporate settings, executive officesCorporate offices, logistics departments
Employer & IndustryLarge corporations, multinational companiesRelocation service providers, corporate HR teams
Search & Comparison IntentUnderstanding executive relocation optionsManaging employee relocations

Executive Relocation Sponsorship involves supporting high-level executives with relocation expenses and arrangements, often tailored to their needs. Corporate Relocation Coordinators handle the logistics and administration of employee moves at various levels. While both roles focus on relocation, the sponsorship is more strategic and executive-focused, whereas coordinators manage day-to-day relocation processes.

What is executive relocation sponsorship?

Executive relocation sponsorship refers to a program or policy where a company provides financial and logistical support to help senior-level employees move to a new location for work. This support often includes covering moving expenses, temporary housing, travel costs, and sometimes assistance with home sale or purchase. The goal is to make the transition as seamless as possible for key executives, ensuring they can focus on their new role without being burdened by the complexities of relocation.

What are some common challenges faced by professionals working in Executive Relocation Sponsorship roles, and how can they be addressed?

Professionals in Executive Relocation Sponsorship often face challenges such as coordinating complex logistics, managing tight timelines, and ensuring a seamless transition for executives and their families. Navigating diverse regulations, tax implications, and cultural differences can add to the complexity. Success in this role requires strong organizational skills, clear communication with both relocating executives and third-party vendors, and the ability to anticipate and resolve issues proactively. Building strong relationships with HR, legal, and external service providers is crucial for overcoming these challenges and ensuring a positive relocation experience.
What cities are hiring for Executive Relocation Sponsorship jobs? Cities with the most Executive Relocation Sponsorship job openings:
What are the most commonly searched types of Relocation Sponsorship jobs? The most popular types of Relocation Sponsorship jobs are:
What states have the most Executive Relocation Sponsorship jobs? States with the most job openings for Executive Relocation Sponsorship jobs include:
Infographic showing various Executive Relocation Sponsorship job openings in the United States as of June 2026, with employment types broken down into 1% As Needed, 92% Full Time, 6% Part Time, and 1% Contract. Highlights an 86% Physical, 4% Hybrid, and 10% Remote job distribution, with an average salary of $93,552 per year, or $45 per hour.

$280K - $300K/yr

Full-time

Medical, Dental, Vision, Life, Retirement

Posted 13 days ago


Job description

Overview

An emerging private equity investment firm focused on critical infrastructure sectors is seeking a founding CFO to build and lead its fund finance function.

This is a hands-on role for a finance leader who has worked within a private equity, venture capital, hedge fund, or institutional asset management environment and is ready to build institutional-grade infrastructure from the ground up.

The CFO will work directly with the Managing Partner and play a key role in investor credibility, regulatory compliance, and platform expansion into future vehicles. The platform also includes a give-back/community component that requires strong integrity and clear reporting.

Key Responsibilities
  • Build and implement the fund finance foundation (processes, controls, close calendar, reporting templates).
  • Own fund accounting and investor capital mechanics (capital accounts, allocations, waterfalls/carry calculations).
  • Lead and manage third-party providers (fund administrator, audit, tax) and ensure audit-ready deliverables.
  • Personally execute capital calls and distributions, including notices, tracking, and follow-through.
  • Produce quarterly reporting for Limited Partners and manage LP-facing finance Q&A.
  • Coordinate tax reporting deliverables (e.g., K-1 process through providers).
  • Build and maintain the regulatory/compliance framework and filing calendar for an SEC-regulated environment.
  • Support growth initiatives (fundraising readiness and finance infrastructure for additional investment vehicles).
  • Build the internal finance function over time (start lean with external admin support; hire as the platform scales).

Requirements

Required Qualifications
  • 5-10+ years of fund finance experience within PE/VC/hedge fund/institutional asset management.
  • Proven hands-on ownership of LP reporting, capital calls, distributions, and fund accounting.
  • Working knowledge of fund audits, investor reporting standards, and SEC regulatory requirements (e.g., ADV/PF).
  • Strong Excel / financial modelling skills; able to build dashboards and templates as needed.
  • Familiarity with fund accounting software (e.g., Allvue, Investran, eFront, Backstop, etc.).
  • Bachelor's degree required; English fluency required.
  • Must be authorised to work in the United States (no relocation/sponsorship support).
Preferred Qualifications
  • CPA and/or CFA strongly preferred.
  • Prior experience building fund finance at an emerging manager / first-time fund is a plus.
  • SEC/FINRA compliance background preferred.

Benefits

Base Salary

$280,000 - $300,000 USD (depending on experience and geography).

  • Annual performance bonus
  • Long-term incentive participation in future investment vehicles.
  • Comprehensive medical, dental, vision
  • 401(k) with employer match (up to 4%).
  • Life and disability insurance.
  • Paid, sick and parental leave

Keller is a recruitment agency that provides services to clients ranging from startups and non profits to multinational corporations. Keller emphasizes ethical search processes, attentive candidate care, and leadership placements that support long-term client outcomes.

To learn more about the firm and about our candidate services - please visit

New York City Executive Recruiting, Headhunting Search Firm

Equal Employment Opportunity and Non-Discrimination Policy 

Equal Employment Opportunity Statement: Both Keller Executive Search and our clients are Equal Opportunity Employers. For all positions, whether with Keller Executive Search or our clients, qualified applicants will receive consideration for employment without regard to race, skin color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, protected veteran status, disability, genetic information, or any other legally protected status. 

Commitment to Diversity: Keller Executive Search and its clients are committed to fostering a diverse and inclusive work environment where all individuals are valued and respected. 

Reasonable Accommodations: Both Keller Executive Search and our clients are committed to providing reasonable accommodations to individuals with disabilities and pregnant individuals. We engage in an interactive process to determine effective, reasonable accommodations.  

Compensation Information: For client positions, compensation information is available in the job post. If not provided, it will be shared during the interview process in accordance with applicable laws. When required by law, salary ranges will be included in job postings. Actual salary may depend on skills, experience, and comparison to current employees in similar roles. Salary ranges may vary based on role and location. 

Compliance with Laws: Both Keller Executive Search and our clients comply with federal, state, and local laws governing nondiscrimination in employment. This policy applies to all employment terms and conditions, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training. 

Workplace Harassment: Both Keller Executive Search and our clients expressly prohibit any form of workplace harassment based on race, skin color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. 

E-Verify Participation: Keller Executive Search and/or our clients may participate in E-Verify. Information about E-Verify participation will be provided during the application process where applicable. 

Privacy and Pay Equity: 

  • California Residents: For more information about the categories of personal information we collect for recruiting and employment purposes, please review our Privacy Policy at www.kellerexecutivesearch.com. 
  • Colorado, Nevada, New York City, California, and Washington Residents: Compensation information is available in the job post or will be provided during the interview process if not initially available. 
  • Both Keller Executive Search and our clients are committed to pay equity and conduct periodic pay equity analyses in accordance with applicable laws. 

State-Specific Information: 

  • Rhode Island: We do not request or require salary history from applicants. 
  • Connecticut: We provide wage range information upon request or before discussing compensation. 
  • New Jersey: We do not inquire about salary history unless voluntarily disclosed. 

Veteran Status: Both Keller Executive Search and our clients provide equal employment opportunities to veterans and comply with applicable state laws regarding veteran preference in employment. If you are a veteran, please inform us during the application process. 

Use of Artificial Intelligence in Recruitment 

Keller Executive Search and our clients may use artificial intelligence (AI) tools to assist in the recruitment and candidate evaluation process. These tools are used exclusively to support human decision-making by helping to review and assess candidate qualifications and materials. AI is never used to automatically reject, disqualify, or make final hiring decisions about candidates. All AI-assisted evaluations are reviewed by experienced recruitment professionals, and all hiring decisions are made by qualified human recruiters. Our use of AI is designed to enhance fairness, consistency, and efficiency while maintaining our commitment to equal employment opportunity and non-discrimination principles. 

Genetic Information: In accordance with federal and state laws, both Keller Executive Search and our clients do not discriminate based on genetic information. We do not request or require genetic information from applicants or employees, except as permitted by law. 

Local Laws: Both Keller Executive Search and our clients comply with all applicable local laws and ordinances regarding employment practices in the areas where we operate. 

Note: This job posting may be for a position with Keller Executive Search or one of our clients. The specific employer will be identified during the application and interview process. Employment laws and requirements may vary depending on the employer and location.Â