E-3 Visa Director Of People Analytics Jobs
Director of People Analytics roles qualify for E-3 visa sponsorship as specialty occupations requiring a bachelor's degree in a quantitative or HR-related field. The E-3 has no lottery and no cap backlog, so Australian professionals can move quickly once they have a U.S. job offer in hand.
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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 E-3 Visa Director Of People Analytics Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Director Of People Analytics Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Director Of People Analytics
Frame your credentials for U.S. specialty occupation
Australian three-year bachelor's degrees are generally accepted as equivalent to U.S. four-year degrees, but document the equivalency explicitly. Request a credential evaluation letter from your university before you start applying, so employers don't stall at the offer stage.
Target organizations with established people analytics functions
Search DOL's OFLC disclosure database for LCA filings under job titles like People Analytics Director or Workforce Insights Director. Employers who have filed LCAs before understand the E-3 visa process and won't treat sponsorship as a barrier.
Clarify the E-3 advantage during offer negotiations
When an employer raises visa concerns, explain that the E-3 has no annual lottery, no cap, and can be filed directly at the consulate without USCIS adjudication. This removes the 12-month uncertainty that makes employers hesitate on H-1B visa candidates.
Confirm your role qualifies before the LCA is filed
A Director of People Analytics role must require a specific bachelor's degree field, not just any degree. If the job posting says 'degree preferred' rather than 'required,' work with your employer to tighten the job description before DOL certifies the LCA.
Use Migrate Mate's E-3 filing service for the LCA and consulate prep
Migrate Mate's E-3 filing service manages the entire process from offer to consulate appointment, including the DOL LCA certification and DS-160 preparation. This is especially useful when your employer's HR team has no prior E-3 experience.
Prepare for nonimmigrant intent questions at your interview
Consular officers will probe your ties to Australia and your intent to return after your E-3 period ends. Prepare specific, honest answers about your long-term plans rather than vague statements, since People Analytics directors often hold senior roles that raise dual-intent scrutiny.
E-3 Visa Director Of People Analytics: Frequently Asked Questions
How do I find Director of People Analytics jobs with E-3 visa sponsorship?
Migrate Mate is built specifically for this search. It filters roles by E-3 sponsorship history so you're not wasting applications on employers who've never filed an LCA. Director of People Analytics is a specialty occupation under the E-3, meaning any employer willing to sponsor can do so without lottery risk or annual cap delays.
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 Analytics role qualify as a specialty occupation for the E-3?
Yes, provided the position genuinely requires a bachelor's degree or higher in a specific field such as statistics, industrial-organizational psychology, human resources analytics, or a related discipline. Roles where any degree satisfies the requirement, regardless of field, can fail the specialty occupation test. Make sure the job description reflects a field-specific educational requirement before your employer files the LCA with DOL.
How does the E-3 compare to the H-1B for a People Analytics director role?
The E-3 is significantly more practical for this role. There's no lottery, no annual cap, and the employer can file directly with the consulate rather than waiting on USCIS adjudication. H-1B registration results are random, and even selected candidates wait months for approval. For a senior hire like a People Analytics director, most employers prefer the predictability of the E-3 timeline.
Can I change employers after starting a Director of People Analytics role on an E-3?
Yes, but you can't transfer your existing E-3 status to a new employer the way H-1B portability works. Your new employer must file a fresh LCA with DOL and you'll need to apply for a new E-3 visa, typically at an Australian consulate. You can start working for the new employer while the consulate application is pending if you travel abroad and re-enter on the new visa.