E-3 Visa Director Of People Jobs
Director of People roles qualify for E-3 visa sponsorship as specialty occupations requiring a bachelor's degree in human resources, organizational psychology, or a related field. Australian HR leaders bringing strategic workforce experience to U.S. companies can secure renewable two-year status with no lottery and no annual cap.
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$106,277.25 - $135,000.00
This position is bonus and/or commission eligible.
CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy, creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we’re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We’re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most.
The Role
CCC Intelligent Solutions is seeking a Manager, People Analytics to lead the strategy, development, and delivery of workforce analytics, reporting, dashboards, and insights that enable data-driven decision-making across the organization. This role partners closely with Human Resources, business leaders, and executive stakeholders to translate complex workforce data into actionable recommendations that improve talent outcomes, organizational effectiveness, and employee experience.
The Manager, People Analytics serves as a trusted advisor and subject matter expert in HR data, analytics, and measurement. This individual will drive the evolution of people metrics, workforce dashboards, predictive insights, and reporting capabilities while ensuring data integrity and governance across HR systems.
Key Responsibilities:
People Analytics & Reporting
- Develop and execute the organization's people analytics strategy, delivering insights that support business and talent objectives
- Design, build, and maintain dashboards, reports, scorecards, and visualizations for HR leaders, executives, and business stakeholders
- Analyze workforce trends and key talent metrics including hiring, retention, turnover, engagement, promotion, diversity, performance, and organizational health
- Translate complex data into meaningful insights and recommendations that drive business action and improve decision-making
- Establish and monitor key workforce metrics, benchmarks, and performance indicators
Strategic Consulting
- Partner with HR Business Partners, Talent Acquisition, Total Rewards, and business leaders to identify opportunities for data-driven solutions
- Consult with stakeholders on workforce planning, organizational design, talent strategies, and measurement approaches
- Support executive presentations and leadership discussions through compelling storytelling with data
- Provide recommendations based on internal analyses, external benchmarks, and industry best practices
Data Management & Governance
- Ensure the accuracy, consistency, and integrity of HR data across systems and reporting platforms
- Serve as a subject matter expert for HR data, reporting, and workforce analytics
- Establish data governance standards, documentation, and reporting processes
- Collaborate with HRIS, IT, and business partners to improve data quality and reporting capabilities
Research & Advanced Analytics
- Conduct quantitative and qualitative analyses using data from multiple sources, including Workday, employee surveys, engagement platforms, and other HR systems
- Identify patterns, trends, risks, and opportunities through statistical analysis and workforce modeling
- Support employee listening initiatives, engagement surveys, and organizational research efforts
- Leverage data visualization and analytics tools to create compelling insights and executive-ready presentations
- Explore predictive analytics and emerging workforce trends to inform talent strategies
Leadership & Continuous Improvement
- Lead and prioritize people analytics initiatives and reporting projects
- Evaluate existing reports and processes, identifying opportunities for automation, simplification, and enhanced stakeholder value
- Stay current on industry trends, workforce analytics methodologies, and technology advancements
- Foster a culture of data-driven decision-making throughout the HR function and broader organization
Requirements
Required
- Bachelor's degree in Human Resources, Business Analytics, Statistics, Economics, Data Science, Information Systems, or a related field
- 5+ years of experience in People Analytics, HR Reporting, Workforce Analytics, HRIS, or a related analytical function
- Experience working with HR systems such as Workday and employee survey platforms
- Strong analytical, problem-solving, and data visualization skills
- Experience creating dashboards and reporting solutions for executive and business audiences
- Ability to interpret complex data and translate findings into actionable business recommendations
- Strong consulting, communication, and stakeholder management skills
- Proficiency in Excel and workforce reporting tools
Preferred
- Experience with Power BI, Tableau, or similar business intelligence platforms
- Experience with org design, workforce planning, predictive analytics, and statistical analysis
- Advanced knowledge of HR metrics, talent analytics, and organizational effectiveness measures
- Prior experience supporting executive-level reporting and strategic workforce initiatives
- Master's degree in a related field
What You'll Bring
- A passion for leveraging data to improve business and talent outcomes
- Strong business acumen and the ability to connect workforce insights to organizational strategy
- Curiosity, creativity, and a continuous improvement mindset
- Excellent storytelling skills with the ability to communicate complex concepts in a simple, compelling way
- A collaborative approach and ability to influence stakeholders at all levels of the organization
- High attention to detail with a commitment to data accuracy and integrity
This role offers an opportunity to shape the future of People Analytics at CCC by delivering insights that help leaders make better decisions, strengthen our workforce, and drive business success.
Interview Policy & Privacy Notice:
A video interview is required for this position. Video interviews are transcribed. Transcriptions are retained and may be reviewed by CCC and our recruiters. Candidates are not permitted to use generative AI or automated assistance during the interviews unless explicitly allowed by the interview team for a specific exercise. Our Job Applicant Privacy Notice is available HERE.
About CCC's Commitment to Employees:
CCC Intelligent Solutions understands that our employees play an integral role in our vision to shape a world where life just works. Our team is defined by our values of Integrity, Customer-Focus, Innovation, Inclusion & Diversity, Tenacity, and Connection. Through diverse perspectives, purposeful innovation, and the strength of connections, our technologies empower the people and industry relied upon to keep lives moving forward when it matters most.
At CCC, together everyone can thrive as we innovate and collaborate, creating employee experiences that just work. We are committed to providing opportunities for our people to make real-life impacts, advance in their careers, and contribute to CCC’s success.
CCC offers competitive compensation and benefits to support you and your families, including:
- 401K Match
- Paid time off
- Annual Incentive Plan Performance Bonus
- Comprehensive health insurance
- Adoption Assistance
- Tuition Reimbursement
- Wellness Programs
- Stock Purchase Plan options
- Employee Resource Groups
For more information about our benefits, please check out our careers site.
Here, you belong. You are seen, valued, and respected. We celebrate you for who you are and all you bring. Every voice is heard and is important to our success. You can hear what employees have to say about our culture here.
If you require reasonable accommodation to complete a job application, please contact (800) 621-8070.
Salary range is:
$106,277.25 - $135,000.00
This position is bonus and/or commission eligible.
CCC Intelligent Solutions Inc. (CCC) is a leading cloud platform for the multi-trillion-dollar insurance economy, creating intelligent experiences for insurers, repairers, automakers, part suppliers, and more. At CCC, we’re making life just work by empowering more than 35,000 businesses with industry-leading technology to get drivers back on the road and to health quickly and seamlessly. We’re pushing boundaries with innovative AI solutions that simplify and enhance the claims and repair journey. Through purposeful innovation and the strength of its connections, CCC technologies empower the people and industry relied upon to keep lives moving forward when it matters most.
The Role
CCC Intelligent Solutions is seeking a Manager, People Analytics to lead the strategy, development, and delivery of workforce analytics, reporting, dashboards, and insights that enable data-driven decision-making across the organization. This role partners closely with Human Resources, business leaders, and executive stakeholders to translate complex workforce data into actionable recommendations that improve talent outcomes, organizational effectiveness, and employee experience.
The Manager, People Analytics serves as a trusted advisor and subject matter expert in HR data, analytics, and measurement. This individual will drive the evolution of people metrics, workforce dashboards, predictive insights, and reporting capabilities while ensuring data integrity and governance across HR systems.
Key Responsibilities:
People Analytics & Reporting
- Develop and execute the organization's people analytics strategy, delivering insights that support business and talent objectives
- Design, build, and maintain dashboards, reports, scorecards, and visualizations for HR leaders, executives, and business stakeholders
- Analyze workforce trends and key talent metrics including hiring, retention, turnover, engagement, promotion, diversity, performance, and organizational health
- Translate complex data into meaningful insights and recommendations that drive business action and improve decision-making
- Establish and monitor key workforce metrics, benchmarks, and performance indicators
Strategic Consulting
- Partner with HR Business Partners, Talent Acquisition, Total Rewards, and business leaders to identify opportunities for data-driven solutions
- Consult with stakeholders on workforce planning, organizational design, talent strategies, and measurement approaches
- Support executive presentations and leadership discussions through compelling storytelling with data
- Provide recommendations based on internal analyses, external benchmarks, and industry best practices
Data Management & Governance
- Ensure the accuracy, consistency, and integrity of HR data across systems and reporting platforms
- Serve as a subject matter expert for HR data, reporting, and workforce analytics
- Establish data governance standards, documentation, and reporting processes
- Collaborate with HRIS, IT, and business partners to improve data quality and reporting capabilities
Research & Advanced Analytics
- Conduct quantitative and qualitative analyses using data from multiple sources, including Workday, employee surveys, engagement platforms, and other HR systems
- Identify patterns, trends, risks, and opportunities through statistical analysis and workforce modeling
- Support employee listening initiatives, engagement surveys, and organizational research efforts
- Leverage data visualization and analytics tools to create compelling insights and executive-ready presentations
- Explore predictive analytics and emerging workforce trends to inform talent strategies
Leadership & Continuous Improvement
- Lead and prioritize people analytics initiatives and reporting projects
- Evaluate existing reports and processes, identifying opportunities for automation, simplification, and enhanced stakeholder value
- Stay current on industry trends, workforce analytics methodologies, and technology advancements
- Foster a culture of data-driven decision-making throughout the HR function and broader organization
Requirements
Required
- Bachelor's degree in Human Resources, Business Analytics, Statistics, Economics, Data Science, Information Systems, or a related field
- 5+ years of experience in People Analytics, HR Reporting, Workforce Analytics, HRIS, or a related analytical function
- Experience working with HR systems such as Workday and employee survey platforms
- Strong analytical, problem-solving, and data visualization skills
- Experience creating dashboards and reporting solutions for executive and business audiences
- Ability to interpret complex data and translate findings into actionable business recommendations
- Strong consulting, communication, and stakeholder management skills
- Proficiency in Excel and workforce reporting tools
Preferred
- Experience with Power BI, Tableau, or similar business intelligence platforms
- Experience with org design, workforce planning, predictive analytics, and statistical analysis
- Advanced knowledge of HR metrics, talent analytics, and organizational effectiveness measures
- Prior experience supporting executive-level reporting and strategic workforce initiatives
- Master's degree in a related field
What You'll Bring
- A passion for leveraging data to improve business and talent outcomes
- Strong business acumen and the ability to connect workforce insights to organizational strategy
- Curiosity, creativity, and a continuous improvement mindset
- Excellent storytelling skills with the ability to communicate complex concepts in a simple, compelling way
- A collaborative approach and ability to influence stakeholders at all levels of the organization
- High attention to detail with a commitment to data accuracy and integrity
This role offers an opportunity to shape the future of People Analytics at CCC by delivering insights that help leaders make better decisions, strengthen our workforce, and drive business success.
Interview Policy & Privacy Notice:
A video interview is required for this position. Video interviews are transcribed. Transcriptions are retained and may be reviewed by CCC and our recruiters. Candidates are not permitted to use generative AI or automated assistance during the interviews unless explicitly allowed by the interview team for a specific exercise. Our Job Applicant Privacy Notice is available HERE.
About CCC's Commitment to Employees:
CCC Intelligent Solutions understands that our employees play an integral role in our vision to shape a world where life just works. Our team is defined by our values of Integrity, Customer-Focus, Innovation, Inclusion & Diversity, Tenacity, and Connection. Through diverse perspectives, purposeful innovation, and the strength of connections, our technologies empower the people and industry relied upon to keep lives moving forward when it matters most.
At CCC, together everyone can thrive as we innovate and collaborate, creating employee experiences that just work. We are committed to providing opportunities for our people to make real-life impacts, advance in their careers, and contribute to CCC’s success.
CCC offers competitive compensation and benefits to support you and your families, including:
- 401K Match
- Paid time off
- Annual Incentive Plan Performance Bonus
- Comprehensive health insurance
- Adoption Assistance
- Tuition Reimbursement
- Wellness Programs
- Stock Purchase Plan options
- Employee Resource Groups
For more information about our benefits, please check out our careers site.
Here, you belong. You are seen, valued, and respected. We celebrate you for who you are and all you bring. Every voice is heard and is important to our success. You can hear what employees have to say about our culture here.
If you require reasonable accommodation to complete a job application, please contact (800) 621-8070.
See all 200+ E-3 Visa Director Of People Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Director Of People Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Director Of People
Frame your credentials for U.S. specialty occupation
Your Australian HR qualifications need to map clearly to the specialty occupation standard. A three-year bachelor's degree is generally accepted as equivalent to a U.S. four-year degree, but prepare documentation showing your field of study aligns with the Director of People role.
Target companies with existing LCA filing history
U.S. employers who've already filed Labor Condition Applications for HR or people operations roles understand the DOL certification step. Prioritize these organizations, they won't need educating on the E-3 visa process during offer negotiations.
Use Migrate Mate's E-3 filing service for your LCA
The LCA must be DOL-certified before your visa interview. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork so your employer isn't navigating the process alone, which reduces delays between offer acceptance and your consulate appointment.
Address dual intent directly with hiring managers
The E-3 is a nonimmigrant visa, so you'll need to demonstrate nonimmigrant intent at your consulate interview. Brief your prospective employer on this distinction before the offer stage so it doesn't become a last-minute concern during the hiring process.
Negotiate your start date around consulate wait times
E-3 consulate appointment availability in Sydney, Melbourne, and Perth varies by season. Build at least four to six weeks between your signed offer and your intended start date to absorb scheduling gaps without breaching your employment contract.
Verify your prevailing wage tier matches the role scope
DOL prevailing wage levels for people operations roles depend on the job's actual duties and seniority. A Director of People title at a seed-stage startup may be classified differently than at a 500-person company, affecting your LCA wage requirement.
E-3 Visa Director Of People: Frequently Asked Questions
How do I find Director of People jobs with E-3 visa sponsorship?
Migrate Mate is built specifically for Australian professionals searching for E-3 eligible roles in the U.S. You can filter Director of People positions by employers with active sponsorship history, removing the guesswork of cold-applying to companies unfamiliar with the E-3 process. Most mainstream job boards don't filter by visa type, so you end up spending time on roles that won't move forward.
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 Director of People role qualify as a specialty occupation for the E-3?
Yes, provided the role genuinely requires a bachelor's degree or higher in a specific field such as human resources, organizational psychology, or business administration. The key is that the degree must be a minimum requirement for entry into the position, not just preferred. Generalist executive roles where any degree suffices can create issues during USCIS or consular review, so the job description should clearly tie the duties to a specific field of study.
How does the E-3 compare to the H-1B for Director of People roles?
The E-3 has no annual cap and no lottery, so you can apply any time of year and start as soon as your visa is issued, unlike the H-1B visa which requires lottery selection in April for an October start. For people operations leaders, this means you can pursue roles on your own timeline without a one-year wait. The trade-off is that the E-3 is available exclusively to Australian citizens.
Can I change employers after starting a Director of People role on an E-3?
Yes, but your new employer must file a fresh LCA with the DOL and you'll need a new E-3 visa stamp before re-entering the U.S. or, in some cases, a change of status if you're already in the country. Unlike the H-1B, there's no portability provision that lets you start the new role immediately upon filing. Confirm the new employer's timeline before giving notice at your current position.