E-3 Visa Change Manager Jobs
Change Manager roles in the U.S. qualify for E-3 visa sponsorship when the position requires a relevant bachelor's degree in organisational development, business, or a related field. The E-3 has no lottery and no annual cap, making it a practical path for Australian professionals with a confirmed offer from a U.S. employer.
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Get Access To All JobsAbout Gap Inc.
At Gap Inc., we create culture as much as we create clothes. Our ambition is to become a high-performing house of iconic American brands that shape culture.
Our portfolio—Old Navy, Gap, Banana Republic, and Athleta—each brings a distinct point of view to how we show up in the world and serve our customers.
Old Navy democratizes style with quality and value for all. Gap champions originality through essential pieces that celebrate individuality. Banana Republic is rooted in a spirit of discovery, creating modern pieces inspired by craftsmanship and travel. Athleta champions the Power of She through confidence, strength, and movement.
We’re driven by a shared purpose: to bridge gaps—between people, perspectives, and possibilities—to create a better world.
We’re building a team that performs at a high level—people who think boldly, take ownership, and turn ideas into impact. If you’re ready to learn fast and help shape what’s next, you’ll fit right in.
About the role
Senior Director, Organizational Change Management leads the Organizational Change Management (OCM) and Learning & Development (L&D) for a multi-year, enterprise-wide, transformational initiative for Gap, Inc. This role is responsible for delivering the change, communications, and enterprise learning strategies that drive adoption, build capability, and measure value realization for the programs objectives. You’ll partner closely with business leaders, HR, PMO, IT, and Communications to ensure people, processes, and technology changes land successfully and sustainably.
- Strategy and Leadership
- Lead the integrated OCM and L&D strategy for IndigoX aligned to program milestones and business outcomes.
- Build and lead a high-performing team of OCM practitioners, L&D designers, facilitators, and change communications specialists.
- Establish governance, operating rhythms, and standards for change execution, learning delivery, and measurement.
- Serve as a trusted advisor to executive sponsors and program leadership, coaching leaders on change sponsorship and behaviors.
- Change Management Execution
- Own the comprehensive change strategy (stakeholder engagement, impact assessments, change readiness, communications, training, and reinforcement).
- Direct change impact analyses; define personas, journey maps, and adoption paths across audience segments (field, corporate, technical, vendor).
- Scale a change champion network; equip leaders and managers with toolkits and talking points.
- Partner with PMO and Tech to embed OCM in delivery cadences (stage gates, sprint reviews, release planning).
- Oversee change risks and issues; implement mitigation and reinforcement strategies to sustain behavior change.
- Learning & Development
- Own the L&D strategy for IndigoX, from capability needs analysis to curriculum design and delivery across modalities.
- Build persona-based learning journeys; define certification or accreditation pathways where relevant.
- Oversee learning technology enablement, measurement, and reporting.
- Drive capability building, reskilling/upskilling, and manager enablement programs tied to IndigoX adoption.
- Communications and Engagement
- Partner with Corp Comms on the IndigoX change communications strategy; craft clear, compelling messages and narratives tailored to diverse audiences.
- Establish a drumbeat of communications (executive updates, roadshows, demos, office hours) that drive awareness and advocacy.
- Partner with internal comms/brand teams to ensure alignment, tone, and reach across channels.
- Measurement and Value Realization
- Define KPIs and dashboards for adoption, engagement, training effectiveness, time-to-proficiency, and business outcomes.
- Set success criteria and leading indicators; run readiness reviews and post-implementation sustainment plans.
- Conduct benefits realization reviews, lessons learned, and continuous improvement cycles across waves/releases.
- Operations
- Standardize templates, playbooks, and toolkits; enable reusable assets across waves and workstreams.
Who you are
- Required
- 12+ years of experience in organizational change management and learning & development, including 5+ years leading large-scale transformations.
- Demonstrated success designing and executing enterprise OCM and L&D strategies for complex, multi-year programs.
- Strong leadership experience building and managing cross-functional teams and change networks.
- Expertise in change methodologies (e.g., Prosci/ADKAR, Kotter, CCMP) and learning design principles.
- Proven ability to partner with executive sponsors and communicate effectively with all levels, from frontline to C-suite.
- Data-driven approach; experience defining KPIs, building dashboards, and using insights to drive action.
- Excellent storytelling, facilitation, and written communication skills.
- Preferred
- Experience in large-scale technology-enabled transformations.
- Experience in retail change enablement.
- Background in HR, Talent, or OD strongly preferred.
Salary Range: $210,700.00 - $284,400.00
Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location. We will meet minimum wage or minimum of the pay range (whichever is higher) based on city, county and state requirements.
Benefits at Gap Inc.
- Merchandise discount for our brands: 50% off regular-priced merchandise at Old Navy, Gap, Banana Republic and Athleta, and 30% off at Outlet for all employees.
- One of the most competitive Paid Time Off plans in the industry.*
- Employees can take up to five “on the clock” hours each month to volunteer at a charity of their choice.*
- Extensive 401(k) plan with company matching for contributions up to four percent of an employee’s base pay.*
- Employee stock purchase plan.*
- Medical, dental, vision and life insurance.*
- See more of the benefits we offer.
- For eligible employees
Gap Inc. is an equal-opportunity employer and is committed to providing a workplace free from harassment and discrimination. We are committed to recruiting, hiring, training and promoting qualified people of all backgrounds, and make all employment decisions without regard to any protected status. We have received numerous awards for our long-held commitment to equality and will continue to foster a diverse and inclusive environment of belonging. In 2022, we were recognized by Forbes as one of the World's Best Employers and one of the Best Employers for Diversity.
About Gap Inc.
At Gap Inc., we create culture as much as we create clothes. Our ambition is to become a high-performing house of iconic American brands that shape culture.
Our portfolio—Old Navy, Gap, Banana Republic, and Athleta—each brings a distinct point of view to how we show up in the world and serve our customers.
Old Navy democratizes style with quality and value for all. Gap champions originality through essential pieces that celebrate individuality. Banana Republic is rooted in a spirit of discovery, creating modern pieces inspired by craftsmanship and travel. Athleta champions the Power of She through confidence, strength, and movement.
We’re driven by a shared purpose: to bridge gaps—between people, perspectives, and possibilities—to create a better world.
We’re building a team that performs at a high level—people who think boldly, take ownership, and turn ideas into impact. If you’re ready to learn fast and help shape what’s next, you’ll fit right in.
About the role
Senior Director, Organizational Change Management leads the Organizational Change Management (OCM) and Learning & Development (L&D) for a multi-year, enterprise-wide, transformational initiative for Gap, Inc. This role is responsible for delivering the change, communications, and enterprise learning strategies that drive adoption, build capability, and measure value realization for the programs objectives. You’ll partner closely with business leaders, HR, PMO, IT, and Communications to ensure people, processes, and technology changes land successfully and sustainably.
- Strategy and Leadership
- Lead the integrated OCM and L&D strategy for IndigoX aligned to program milestones and business outcomes.
- Build and lead a high-performing team of OCM practitioners, L&D designers, facilitators, and change communications specialists.
- Establish governance, operating rhythms, and standards for change execution, learning delivery, and measurement.
- Serve as a trusted advisor to executive sponsors and program leadership, coaching leaders on change sponsorship and behaviors.
- Change Management Execution
- Own the comprehensive change strategy (stakeholder engagement, impact assessments, change readiness, communications, training, and reinforcement).
- Direct change impact analyses; define personas, journey maps, and adoption paths across audience segments (field, corporate, technical, vendor).
- Scale a change champion network; equip leaders and managers with toolkits and talking points.
- Partner with PMO and Tech to embed OCM in delivery cadences (stage gates, sprint reviews, release planning).
- Oversee change risks and issues; implement mitigation and reinforcement strategies to sustain behavior change.
- Learning & Development
- Own the L&D strategy for IndigoX, from capability needs analysis to curriculum design and delivery across modalities.
- Build persona-based learning journeys; define certification or accreditation pathways where relevant.
- Oversee learning technology enablement, measurement, and reporting.
- Drive capability building, reskilling/upskilling, and manager enablement programs tied to IndigoX adoption.
- Communications and Engagement
- Partner with Corp Comms on the IndigoX change communications strategy; craft clear, compelling messages and narratives tailored to diverse audiences.
- Establish a drumbeat of communications (executive updates, roadshows, demos, office hours) that drive awareness and advocacy.
- Partner with internal comms/brand teams to ensure alignment, tone, and reach across channels.
- Measurement and Value Realization
- Define KPIs and dashboards for adoption, engagement, training effectiveness, time-to-proficiency, and business outcomes.
- Set success criteria and leading indicators; run readiness reviews and post-implementation sustainment plans.
- Conduct benefits realization reviews, lessons learned, and continuous improvement cycles across waves/releases.
- Operations
- Standardize templates, playbooks, and toolkits; enable reusable assets across waves and workstreams.
Who you are
- Required
- 12+ years of experience in organizational change management and learning & development, including 5+ years leading large-scale transformations.
- Demonstrated success designing and executing enterprise OCM and L&D strategies for complex, multi-year programs.
- Strong leadership experience building and managing cross-functional teams and change networks.
- Expertise in change methodologies (e.g., Prosci/ADKAR, Kotter, CCMP) and learning design principles.
- Proven ability to partner with executive sponsors and communicate effectively with all levels, from frontline to C-suite.
- Data-driven approach; experience defining KPIs, building dashboards, and using insights to drive action.
- Excellent storytelling, facilitation, and written communication skills.
- Preferred
- Experience in large-scale technology-enabled transformations.
- Experience in retail change enablement.
- Background in HR, Talent, or OD strongly preferred.
Salary Range: $210,700.00 - $284,400.00
Employee pay will vary based on factors such as qualifications, experience, skill level, competencies and work location. We will meet minimum wage or minimum of the pay range (whichever is higher) based on city, county and state requirements.
Benefits at Gap Inc.
- Merchandise discount for our brands: 50% off regular-priced merchandise at Old Navy, Gap, Banana Republic and Athleta, and 30% off at Outlet for all employees.
- One of the most competitive Paid Time Off plans in the industry.*
- Employees can take up to five “on the clock” hours each month to volunteer at a charity of their choice.*
- Extensive 401(k) plan with company matching for contributions up to four percent of an employee’s base pay.*
- Employee stock purchase plan.*
- Medical, dental, vision and life insurance.*
- See more of the benefits we offer.
- For eligible employees
Gap Inc. is an equal-opportunity employer and is committed to providing a workplace free from harassment and discrimination. We are committed to recruiting, hiring, training and promoting qualified people of all backgrounds, and make all employment decisions without regard to any protected status. We have received numerous awards for our long-held commitment to equality and will continue to foster a diverse and inclusive environment of belonging. In 2022, we were recognized by Forbes as one of the World's Best Employers and one of the Best Employers for Diversity.
See all 58+ E-3 Visa Change Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Change Manager Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Change Manager
Frame your credentials for U.S. specialty occupation
Your Australian three-year bachelor's degree counts as equivalent to a U.S. four-year degree for E-3 visa purposes. Document how your degree in organisational development, business, or psychology directly maps to the Change Manager role requirements in your offer letter.
Target employers with active change programs
Focus on organisations undergoing large-scale ERP implementations, mergers, or digital transformation programs. These employers have structured change management functions and recurring hiring needs, which makes E-3 sponsorship a practical conversation rather than an unusual request.
Address sponsorship early in the interview process
Raise the E-3 early rather than waiting until offer stage. Explain that you're an Australian citizen, that the visa has no lottery or cap, and that the employer's legal costs are modest. Giving hiring managers accurate information prevents sponsorship concerns from derailing an otherwise strong candidacy.
Use Migrate Mate's E-3 filing service for your application
Once you have a signed offer, use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork. The LCA must be DOL-certified before your consulate appointment, so starting the filing process immediately after offer acceptance avoids delays to your start date.
Verify your employer's prevailing wage compliance
The LCA your employer files with the DOL must certify that your offered wage meets the prevailing wage for the Change Manager role in that location. Ask HR to confirm the wage level determination before the LCA is submitted, as a wage shortfall requires resubmission.
Prepare documentation linking experience to the specialty occupation standard
If your Change Manager role spans multiple functions like project management and organisational design, your E-3 package should include a detailed employer support letter explaining why a specific degree is a minimum requirement for the position, not a preference.
E-3 Visa Change Manager: Frequently Asked Questions
How do I find Change Manager jobs with E-3 visa sponsorship?
Search Migrate Mate to find Change Manager roles where employers are open to E-3 sponsorship. Filtering by visa type lets you focus on opportunities where the conversation about your status won't stall at the offer stage. Migrate Mate surfaces roles based on employer sponsorship history and E-3 eligibility, saving you from applying to positions where sponsorship is a non-starter.
How much does it cost to get an E-3 visa?
Migrate Mate's E-3 filing service covers the entire process for $499, including the Labor Condition Application, visa document preparation, and consulate appointment guidance. Traditional immigration lawyers charge $2,000–$5,000+ for the same work. The E-3 has less paperwork than most work visas, so paying thousands for legal help is usually unnecessary.
Does a Change Manager role qualify as a specialty occupation for the E-3?
Yes, provided the employer requires a bachelor's degree or higher in a specific field such as organisational development, business administration, or industrial-organisational psychology as a minimum entry requirement for the role. A generalised degree requirement, or a posting that lists a degree as preferred rather than required, weakens the specialty occupation argument and can trigger scrutiny at the consulate.
How does the E-3 compare to the H-1B for Change Manager roles?
The E-3 is available only to Australian citizens and has no annual lottery, so you can apply any time of year once you have a job offer. The H-1B visa is subject to an annual cap and a randomised selection process, meaning most applicants must wait for a lottery slot. For Change Managers with Australian citizenship, the E-3 is a faster and more predictable path to U.S. employment.
Can I change employers or roles while on an E-3 as a Change Manager?
Yes, but each new employer must file a fresh LCA and your employer must support a new E-3 application before you start the new role. You can't port an approved E-3 to a different employer the way some other visa categories allow. If your new role is with the same employer but involves a material change in duties or location, a new LCA filing may still be required.