E-3 Visa HR Analyst Jobs
HR Analyst roles qualify for E-3 visa sponsorship as specialty occupations requiring a bachelor's degree in human resources, business, or a related field. The E-3 has no lottery and no annual cap, so Australian professionals can secure sponsorship and start work as soon as an employer files a certified Labor Condition Application.
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Get Access To All JobsINTRODUCTION
Keller is the world leader in geotechnical construction and deep foundations. With a North American presence of over 100 years, we operate as the market leader with over 50 offices throughout the US and Canada. By connecting global resources and local experience, Keller develops innovative, practical, and cost-effective solutions to geotechnical challenges. Our values of integrity, collaboration, and excellence enable us to lead the industry in providing the optimal solution for our clients.
Keller is looking for a HR Analyst, HRIS. The HRIS Analyst is responsible for supporting the accuracy, integrity, and functionality of HR and payroll systems through ongoing audits, reporting, system administration, and process support. This role plays a critical part in maintaining compliant and accurate employee data across HR platforms by auditing payroll and personnel transactions, validating documentation, and identifying discrepancies requiring resolution. Working closely with the Workforce Operations Manager, HR Operations team and Payroll, the HRIS Analyst conducts routine system audits, prepares and validates workforce reporting, supports system implementations and enhancements, and assists with troubleshooting HR system inquiries. This position also oversees HR system resources, maintains employee records and SharePoint documentation standards, and supports continuous improvement efforts that enhance operational efficiency, compliance, and data reliability across the employee lifecycle.
Responsibilities
Payroll Audits:
- Audit system entries and review weekly payroll previews to ensure accuracy across HR and payroll systems (e.g., Bonuses, pay increase, address change).
- Ensure documentation is saved in employee files with necessary signatures in accordance with HR SOPs, guidelines, and line of authority (e.g., New Hire Form, Change Form and Termination Form).
- Collaborate with Workforce Operations Manager to reconcile discrepancies, inconsistencies or issues.
System Audits:
- Conduct weekly, monthly, and quarterly audits of HR systems (e.g., ADP and Microsoft Dynamics).
- Generate audit reports and share findings with the Workforce Operations Manager.
System Support:
- Maintain HR system resources and training guides.
- Prepare HR data import files (e.g., employee personal, or employment data).
- Assist HR team members with system-related questions or inquiries (e.g. ADP registration).
- Oversee employee ADP registration and access inquiries, troubleshooting and resolving outstanding issues.
- Support system implementations and enhancements (e.g. Microsoft Dynamics 365, Self-Service).
- Delegate unemployment claims to appropriate HR team via ADP CaseBuilder.
- Oversee and respond to HR Shared Services inbox inquiries.
Reporting:
- Generate and validate key employee data reports (e.g., Employee Census, Last Day Worked, Benefit Entitled Leave Codes, Manhours, Headcount and Turnover).
- Maintain employee data for external HR textline service.
- Produce ad-hoc reports as needed.
- Assist with compilation of documents required for annual HR audits.
SharePoint Management:
- Maintain new hire packets and upload forms, policies, guidelines, and SOPs to HR sites with consistent naming conventions and formatting.
- Audit employee files to ensure file structure is consistent and inclusive of all employment lifecycle documents saved in appropriate folders.
- Other assigned duties and responsibilities as needed.
BASIC QUALIFICATIONS
- Minimum of 5 years’ experience with HR Systems and analytics pertaining to HR reporting.
- Proven experience in HR auditing, compliance, or a similar role.
- Proficiency in HR systems such as ADP WFN and familiarity with D365 is a plus.
- Strong attention to detail and analytical skills.
- Advanced skills in Excel.
- Excellent organizational and communication skills.
- Ability to work independently and collaboratively in a team environment.
Physical Requirements
- Ability to perform work in a standard office environment, including prolonged periods of sitting and working at a computer.
- Frequent use of hands and fingers for typing, data entry, and operating office equipment (e.g., keyboard, mouse, calculator).
- Ability to view and read information on a computer screen for extended periods.
- Ability to communicate effectively in person, via phone, and through electronic means.
- Occasional standing, walking, bending, or reaching within the office environment.
- Ability to lift and carry office materials (e.g., files, documents, or equipment) up to 5–10 pounds on an occasional basis.
- Ability to maintain focus and accuracy while performing detailed, repetitive tasks.
- May require extended periods of concentration and attention to detail in a fast-paced environment.
ADDITIONAL INFORMATION
Salary Range: $60-70K
Actual salary will be based on a variety of factors including relevant internal and external experience, knowledge, skills, scope of job, geographical location or other factors permitted by law
Benefits:
- 401(k) + matching
- Health, Dental, Vision insurance
- Life insurance
- Paid time off (PTO)
- Holiday Pay
Keller is an Equal Opportunity Employer. We encourage qualified women, minorities, veterans, individuals with disabilities, and others to apply.
Equal Employment Opportunity
INTRODUCTION
Keller is the world leader in geotechnical construction and deep foundations. With a North American presence of over 100 years, we operate as the market leader with over 50 offices throughout the US and Canada. By connecting global resources and local experience, Keller develops innovative, practical, and cost-effective solutions to geotechnical challenges. Our values of integrity, collaboration, and excellence enable us to lead the industry in providing the optimal solution for our clients.
Keller is looking for a HR Analyst, HRIS. The HRIS Analyst is responsible for supporting the accuracy, integrity, and functionality of HR and payroll systems through ongoing audits, reporting, system administration, and process support. This role plays a critical part in maintaining compliant and accurate employee data across HR platforms by auditing payroll and personnel transactions, validating documentation, and identifying discrepancies requiring resolution. Working closely with the Workforce Operations Manager, HR Operations team and Payroll, the HRIS Analyst conducts routine system audits, prepares and validates workforce reporting, supports system implementations and enhancements, and assists with troubleshooting HR system inquiries. This position also oversees HR system resources, maintains employee records and SharePoint documentation standards, and supports continuous improvement efforts that enhance operational efficiency, compliance, and data reliability across the employee lifecycle.
Responsibilities
Payroll Audits:
- Audit system entries and review weekly payroll previews to ensure accuracy across HR and payroll systems (e.g., Bonuses, pay increase, address change).
- Ensure documentation is saved in employee files with necessary signatures in accordance with HR SOPs, guidelines, and line of authority (e.g., New Hire Form, Change Form and Termination Form).
- Collaborate with Workforce Operations Manager to reconcile discrepancies, inconsistencies or issues.
System Audits:
- Conduct weekly, monthly, and quarterly audits of HR systems (e.g., ADP and Microsoft Dynamics).
- Generate audit reports and share findings with the Workforce Operations Manager.
System Support:
- Maintain HR system resources and training guides.
- Prepare HR data import files (e.g., employee personal, or employment data).
- Assist HR team members with system-related questions or inquiries (e.g. ADP registration).
- Oversee employee ADP registration and access inquiries, troubleshooting and resolving outstanding issues.
- Support system implementations and enhancements (e.g. Microsoft Dynamics 365, Self-Service).
- Delegate unemployment claims to appropriate HR team via ADP CaseBuilder.
- Oversee and respond to HR Shared Services inbox inquiries.
Reporting:
- Generate and validate key employee data reports (e.g., Employee Census, Last Day Worked, Benefit Entitled Leave Codes, Manhours, Headcount and Turnover).
- Maintain employee data for external HR textline service.
- Produce ad-hoc reports as needed.
- Assist with compilation of documents required for annual HR audits.
SharePoint Management:
- Maintain new hire packets and upload forms, policies, guidelines, and SOPs to HR sites with consistent naming conventions and formatting.
- Audit employee files to ensure file structure is consistent and inclusive of all employment lifecycle documents saved in appropriate folders.
- Other assigned duties and responsibilities as needed.
BASIC QUALIFICATIONS
- Minimum of 5 years’ experience with HR Systems and analytics pertaining to HR reporting.
- Proven experience in HR auditing, compliance, or a similar role.
- Proficiency in HR systems such as ADP WFN and familiarity with D365 is a plus.
- Strong attention to detail and analytical skills.
- Advanced skills in Excel.
- Excellent organizational and communication skills.
- Ability to work independently and collaboratively in a team environment.
Physical Requirements
- Ability to perform work in a standard office environment, including prolonged periods of sitting and working at a computer.
- Frequent use of hands and fingers for typing, data entry, and operating office equipment (e.g., keyboard, mouse, calculator).
- Ability to view and read information on a computer screen for extended periods.
- Ability to communicate effectively in person, via phone, and through electronic means.
- Occasional standing, walking, bending, or reaching within the office environment.
- Ability to lift and carry office materials (e.g., files, documents, or equipment) up to 5–10 pounds on an occasional basis.
- Ability to maintain focus and accuracy while performing detailed, repetitive tasks.
- May require extended periods of concentration and attention to detail in a fast-paced environment.
ADDITIONAL INFORMATION
Salary Range: $60-70K
Actual salary will be based on a variety of factors including relevant internal and external experience, knowledge, skills, scope of job, geographical location or other factors permitted by law
Benefits:
- 401(k) + matching
- Health, Dental, Vision insurance
- Life insurance
- Paid time off (PTO)
- Holiday Pay
Keller is an Equal Opportunity Employer. We encourage qualified women, minorities, veterans, individuals with disabilities, and others to apply.
Equal Employment Opportunity
See all 338+ E-3 Visa HR Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa HR Analyst Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a HR Analyst
Frame your Australian HR credentials for U.S. roles
Australian HR qualifications map closely to U.S. expectations, but job descriptions often list SHRM certification as preferred. Clarify upfront that your degree and AHRI membership are equivalent, so hiring managers don't screen you out before the conversation starts.
Target employers with existing LCA filing history
Employers who have filed Labor Condition Applications for HR roles before understand the DOL certification process and are far less likely to withdraw an offer when sponsorship paperwork begins. Filter your search to companies with that track record.
Use Migrate Mate to find E-3 sponsoring employers
Migrate Mate surfaces HR Analyst roles at employers who have sponsored E-3 visas, so you're not cold-applying to companies unfamiliar with the process. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork once an offer is in hand.
Raise E-3 sponsorship before the offer stage
HR departments that conduct final-round interviews without knowing you need sponsorship sometimes stall or rescind offers. Disclose your E-3 requirement after a screening call confirms genuine interest, so the hiring team can confirm internal approval before you invest further.
Confirm the LCA job title matches your offer letter
DOL requires the job title and SOC code on the LCA to match the actual role. Discrepancies between your offer letter and the certified LCA can trigger a Request for Evidence at the consulate, so review both documents before your Sydney, Melbourne, or Perth interview.
Prepare for nonimmigrant intent questions specific to HR roles
Consular officers sometimes question whether HR professionals intend to remain temporarily. Bring documentation of your Australian ties, such as property, family, or superannuation records, to demonstrate you plan to return home after your E-3 period ends.
E-3 Visa HR Analyst: Frequently Asked Questions
How do I find HR Analyst jobs that offer E-3 visa sponsorship?
Migrate Mate is the most direct way to search for HR Analyst roles at employers already familiar with E-3 sponsorship. Because the E-3 requires employer-filed LCA certification through the DOL before your consulate appointment, targeting companies with prior sponsorship experience significantly reduces the risk of an offer falling through during the filing process.
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 HR Analyst role qualify as a specialty occupation for the E-3 visa?
Yes. HR Analyst positions typically qualify because they require at least a bachelor's degree in human resources, business administration, industrial-organizational psychology, or a closely related field. The degree must be specific to the role, so a general arts degree without relevant coursework may not satisfy the specialty occupation standard. If your qualification is an Australian three-year bachelor's degree, USCIS generally accepts it as equivalent to a U.S. four-year degree.
How does the E-3 compare to the H-1B for HR Analyst roles in the United States?
The E-3 is available exclusively to Australian citizens and has a 10,500-slot annual allocation that has never been exhausted, meaning there is no lottery and no waiting period. H-1B visa applicants face a highly competitive lottery with a roughly one-in-four selection rate. For HR Analysts, the E-3 also allows consular processing in Australia without first entering on a different status, and renewals can be processed at an Australian consulate indefinitely as long as you hold a qualifying job offer.
Can I change employers after arriving in the United States on an E-3 as an HR Analyst?
Yes, but your E-3 status is tied to your sponsoring employer. If you change jobs, the new employer must file a new LCA with the DOL and you'll need a new visa stamp before re-entering the country or, in some cases, a change of status filing with USCIS. Plan for a gap of several weeks between roles to allow time for the new LCA to be certified.