E-3 Visa Executive Management Jobs
Executive Management roles qualify for E-3 visa sponsorship when the position requires a bachelor's degree or higher in a relevant field such as business administration or management. Australian professionals targeting C-suite, VP, or director-level positions can secure two-year renewable status with no lottery and no annual cap.
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Get Access To All JobsINTRODUCTION
Global Human Resources (HR) Business Resiliency’s mission is to continuously improve our businesses’ ability to provide outstanding products and services to our customers in the event of any disruption. As a Business Resiliency and Incident Management Director in Human Resources, you will lead a high performing team, promoting innovative solutions for the Business Resiliency community. You will act as the executive liaison with the Global Human Resources and Firm-wide Resiliency Office leadership teams, lead incident response for both HR business processes and firmwide employee support. You will provide leadership to your team supporting their functional tasks within the Business Resiliency team. Your strategic oversight will help strengthen globally and provide guidance to your team. In this role, you will ensure alignment to Human Resources’ Business Resiliency procedures and engage in strategic initiatives to assist the evolution of the Business Resiliency framework for the global function.
JOB RESPONSIBILITIES
- Lead and Inspire: Manage incidents globally for Human Resources (HR) and firm-wide Employee Support, ensure proper response to disruptions and transparency to HR and Market / Location leadership so they remain abreast of incident response and status, support resiliency lifecycle process through planning, testing and quality monitoring.
- Collaborate and Execute: Represent the HR Business Resiliency team globally and with the Firmwide Resiliency Office (FRO) to ensure the resiliency agenda is understood and able to be executed by practitioners in the business.
- Strategize and Innovate: Strengthen the resiliency lifecycle framework by staying on top of new technology, including Artificial Intelligence and solutions to combat emerging threats and bring strategy to life by leading the team through new ways to approach resiliency.
- Connect and Cultivate: Build and nurture relationships, globally, to represent HR Business Resiliency and bolster our overall resiliency.
BASIC QUALIFICATIONS
- 7+ years in Business Resiliency/Continuity, Crisis Management, Project Management, and/or Process Development and Improvement
- Proven people leader with a focus a track record of driving metrics-driven performance and on maintaining motivation, leading a high performing team, providing coaching, succession planning and driving innovation
- A disruptor willing to challenge processes or practices that could be more effective.
- Ability to handle pressure situations and communicate effectively in both verbal and written channels to senior leaders in the organization
- A master relationship builder, adept at managing connections across all levels and able to influence senior leaders and drive with a sense of urgency to ensure business readiness activities are complete
- Flexibility to support the business during disruptive events that span regions, weekends, and holidays.
- Work independently and multitask in a fast-paced environment.
PREFERRED QUALIFICATIONS
- Business continuity and/or crisis management experience (accreditations are favorable e.g., Certified Business Continuity Professional (CBCP))
- Robust understanding of Human Resources within the financial industry.
- Experience thriving in regulated environments.
About us
JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management. We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process. We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation. JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans.
ABOUT THE TEAM
Our professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing. Our corporate teams are an essential part of our company, ensuring that we’re setting our businesses, clients, customers and employees up for success. Human Resources plays a critical role in driving the employee experience, shaping the firm’s culture and building a diverse and inclusive workforce. We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong and are able to make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.
INTRODUCTION
Global Human Resources (HR) Business Resiliency’s mission is to continuously improve our businesses’ ability to provide outstanding products and services to our customers in the event of any disruption. As a Business Resiliency and Incident Management Director in Human Resources, you will lead a high performing team, promoting innovative solutions for the Business Resiliency community. You will act as the executive liaison with the Global Human Resources and Firm-wide Resiliency Office leadership teams, lead incident response for both HR business processes and firmwide employee support. You will provide leadership to your team supporting their functional tasks within the Business Resiliency team. Your strategic oversight will help strengthen globally and provide guidance to your team. In this role, you will ensure alignment to Human Resources’ Business Resiliency procedures and engage in strategic initiatives to assist the evolution of the Business Resiliency framework for the global function.
JOB RESPONSIBILITIES
- Lead and Inspire: Manage incidents globally for Human Resources (HR) and firm-wide Employee Support, ensure proper response to disruptions and transparency to HR and Market / Location leadership so they remain abreast of incident response and status, support resiliency lifecycle process through planning, testing and quality monitoring.
- Collaborate and Execute: Represent the HR Business Resiliency team globally and with the Firmwide Resiliency Office (FRO) to ensure the resiliency agenda is understood and able to be executed by practitioners in the business.
- Strategize and Innovate: Strengthen the resiliency lifecycle framework by staying on top of new technology, including Artificial Intelligence and solutions to combat emerging threats and bring strategy to life by leading the team through new ways to approach resiliency.
- Connect and Cultivate: Build and nurture relationships, globally, to represent HR Business Resiliency and bolster our overall resiliency.
BASIC QUALIFICATIONS
- 7+ years in Business Resiliency/Continuity, Crisis Management, Project Management, and/or Process Development and Improvement
- Proven people leader with a focus a track record of driving metrics-driven performance and on maintaining motivation, leading a high performing team, providing coaching, succession planning and driving innovation
- A disruptor willing to challenge processes or practices that could be more effective.
- Ability to handle pressure situations and communicate effectively in both verbal and written channels to senior leaders in the organization
- A master relationship builder, adept at managing connections across all levels and able to influence senior leaders and drive with a sense of urgency to ensure business readiness activities are complete
- Flexibility to support the business during disruptive events that span regions, weekends, and holidays.
- Work independently and multitask in a fast-paced environment.
PREFERRED QUALIFICATIONS
- Business continuity and/or crisis management experience (accreditations are favorable e.g., Certified Business Continuity Professional (CBCP))
- Robust understanding of Human Resources within the financial industry.
- Experience thriving in regulated environments.
About us
JPMorganChase, one of the oldest financial institutions, offers innovative financial solutions to millions of consumers, small businesses and many of the world’s most prominent corporate, institutional and government clients under the J.P. Morgan and Chase brands. Our history spans over 200 years and today we are a leader in investment banking, consumer and small business banking, commercial banking, financial transaction processing and asset management. We offer a competitive total rewards package including base salary determined based on the role, experience, skill set and location. Those in eligible roles may receive commission-based pay and/or discretionary incentive compensation, paid in the form of cash and/or forfeitable equity, awarded in recognition of individual achievements and contributions. We also offer a range of benefits and programs to meet employee needs, based on eligibility. These benefits include comprehensive health care coverage, on-site health and wellness centers, a retirement savings plan, backup childcare, tuition reimbursement, mental health support, financial coaching and more. Additional details about total compensation and benefits will be provided during the hiring process. We recognize that our people are our strength and the diverse talents they bring to our global workforce are directly linked to our success. We are an equal opportunity employer and place a high value on diversity and inclusion at our company. We do not discriminate on the basis of any protected attribute, including race, religion, color, national origin, gender, sexual orientation, gender identity, gender expression, age, marital or veteran status, pregnancy or disability, or any other basis protected under applicable law. We also make reasonable accommodations for applicants’ and employees’ religious practices and beliefs, as well as mental health or physical disability needs. Visit our FAQs for more information about requesting an accommodation. JPMorgan Chase & Co. is an Equal Opportunity Employer, including Disability/Veterans.
ABOUT THE TEAM
Our professionals in our Corporate Functions cover a diverse range of areas from finance and risk to human resources and marketing. Our corporate teams are an essential part of our company, ensuring that we’re setting our businesses, clients, customers and employees up for success. Human Resources plays a critical role in driving the employee experience, shaping the firm’s culture and building a diverse and inclusive workforce. We are a strategic partner to the business — working with leaders across the firm to hire, develop and retain the best people and help meet business goals. Together, we foster a work environment in which our people are supported, feel like they belong and are able to make an impact through their work. We develop and deliver a suite of products and services that help make JPMorgan Chase an employer of choice and drive our business forward.
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Get Access To All JobsTips for Finding E-3 Visa Sponsorship as an Executive Management
Document your degree equivalency early
Australian three-year bachelor's degrees are generally accepted for E-3 specialty occupation purposes, but have a credential evaluation ready before interviews. Evaluators like WES can confirm U.S. equivalency and prevent delays once an employer is ready to move.
Target companies with existing LCA history
Search the DOL's OFLC disclosure data for employers who have previously filed Labor Condition Applications for management-level roles. Companies already familiar with LCA certification for executives will move faster and with fewer internal legal roadblocks.
Reframe your title to match specialty occupation criteria
Job titles like General Manager or Operations Director can trigger scrutiny if the role sounds broadly administrative. Work with your employer to ensure the offer letter ties the position to a specific degree field, not just general business acumen.
Use Migrate Mate's E-3 filing service for the LCA
The LCA must be certified by DOL before your consulate appointment can proceed. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork so your employer doesn't have to coordinate immigration counsel independently, which often stalls executive hires.
Find E-3 sponsoring employers through Migrate Mate
Search Migrate Mate to identify U.S. employers actively posting Executive Management roles with E-3 visa sponsorship. Filtering by sponsorship history saves weeks of outreach to companies that won't support the process.
Executive Management jobs are hiring across the US. Find yours.
Find Executive Management JobsExecutive Management E-3 Visa: Frequently Asked Questions
How do I find Executive Management jobs with E-3 visa sponsorship?
Use Migrate Mate to search for Executive Management roles where employers have confirmed E-3 sponsorship. General job boards rarely filter by visa type, which means you spend time pursuing roles where the employer either can't or won't support an E-3. Migrate Mate surfaces positions matched to your visa status and seniority level.
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 an Executive Management role qualify as a specialty occupation for the E-3?
It depends on how the role is defined. A position titled VP of Engineering or Director of Finance, where the duties require a bachelor's degree in a specific field, will qualify. A broadly scoped CEO or General Manager role can face scrutiny if the duties don't point to a single academic discipline. Your employer's offer letter needs to connect the role to a specific degree field, not general management experience.
How does the E-3 compare to the H-1B for Executive Management roles?
The E-3 has no annual cap and no lottery, so your employer can file at any time and expect a decision without waiting for a random selection event. The H-1B cap applies to most employers and requires lottery registration each March. For Australian nationals, the E-3 is almost always the faster, lower-risk path to a U.S. executive role.
Can I change employers or get promoted while on an E-3 in an executive role?
Yes, but both situations require action before the change takes effect. A new employer must file a fresh LCA and you'll need to either attend a new consulate appointment or file a change of status with USCIS. A significant promotion that changes your job duties or title may also require an updated LCA, even with the same employer, to reflect the new role's prevailing wage obligations.
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