E-3 Visa HR Business Partner Jobs
HR Business Partner roles qualify for E-3 visa sponsorship as specialty occupations requiring a relevant bachelor's degree in human resources, business, or organizational psychology. The E-3 has no lottery and no annual cap, making it far more predictable than H-1B visa for Australian professionals pursuing people leadership careers in the United States.
Find E-3 Visa HR Business Partner JobsOverview
Showing 5 of 332+ HR Business Partner jobs
See all 332+ HR Business Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HR Business Partner roles.
Get Access To All JobsOverview
We are searching for an experienced, detail-oriented, strategic Executive Assistant Business Partner (EABP3) to support an Executive Vice President (EVP) who reports to the CEO. The EVP is accountable for the Services Group and approximately $4B in annual revenue. This seasoned EABP will be responsible for performing a wide variety of duties and operating as a true business partner—bringing exceptional organizational skills, strategic calendar management, seamless meeting coordination, and the ability to build strong relationships with key internal and external stakeholders. The ideal candidate is self-motivated, professional, proactive, collaborative, willing to learn, and capable of managing their workload as well as their executive’s workload while prioritizing tasks in a fast-paced environment.
Services Group is a ~1,800+ person cross-functional team across 4 countries and 10 sites, spanning Payments, Workforce Solutions, Bill Pay, Lending, and Fintech Services—focused on transforming QuickBooks into an all-in-one business platform and enabling AI-powered “done-for-you” experiences.
Responsibilities
- Deliver exceptional administrative support to the Executive quickly building context and understanding of the leader’s priorities in service of ensuring that they are able to spend time on the most important things. Support high priority projects and requests.
- Executive-level stakeholder partnership: Communicate and partner with contacts at all levels in the company, including executive officers and very senior, complex stakeholders across the enterprise. Represent the EVP’s office with professionalism, discretion, and sound judgment in sensitive and high-visibility interactions.
- Cross-functional consultation and coordination: Consult and seek guidance with key stakeholders including HRBPs, Finance, Legal, and Communications to ensure alignment, timely execution, and risk-aware decision-making across leader priorities.
- Policy/process reinforcement: Reinforce, provide, and address feedback on applicable policies and procedures. Ensure consistent adherence to operating practices; escalate concerns appropriately and help resolve ambiguity in partnership with the right stakeholders.
- Strategic calendar management: Proactively manage a complex and dynamic calendar; protect focus time, sequence decisions, and optimize time allocation in alignment with Services Group strategic priorities and operating rhythms.
- Seamless meeting coordination and operating cadence: Orchestrate high-level meetings and rhythms (e.g., staff meetings, quarterly kickoffs/all-hands, strategic planning sessions, leadership reviews), including scheduling, agenda creation, pre-read/materials coordination, and diligent follow-through on action items.
- Manage complex travel and logistics (domestic and international) with proactive contingency planning. Prepare and submit expense reports accurately and promptly, adhering to policy.
- Build a keen understanding of the team/department’s priorities and standard operating business practices and how they align with the goals of the EVP and broader organization.
- Influence through ideas: Socialize ideas and recommendations in a compelling manner that gains commitment from executive leaders and peers (e.g., operating cadence improvements, meeting hygiene, stakeholder management plans, workflow automation).
- Tools + systems-building: Expand tools expertise within the role domain and learn quickly and proactively. Take initiative on researching, implementing, and improving systems and processes to scale executive effectiveness and team throughput (intake/triage, action tracking, templates, automation, reporting).
- Ownership + accountability: Take personal responsibility for decisions and areas of opportunity by role modeling and setting a high bar of excellence. Follow through on agreed commitments and hold partners accountable through clear tracking, reminders, and measuring progress/results.
- Partner across organizational boundaries with EABPs and peers to deliver outcomes; contribute to building connection and coordination within the EABP community.
Qualifications
- 10+ years working at the Executive Assistant / EABP level; experience supporting EVP/C-level leaders preferred.
- Demonstrated ability to communicate with contacts at all levels, including executive officers and highly senior stakeholders; strong executive presence and judgment.
- Highly proactive; takes ownership to anticipate needs and adept at managing-up and downstream to ensure deliverables are met timely and accurately.
- Trustworthy with demonstrated ability to exhibit a high degree of confidentiality and integrity and exercise excellent judgment at all times.
- Collaborative team player who makes teams better and focuses on helping the bigger team win.
- Excellent verbal and written communication skills including the ability to communicate with all levels of the organization.
- Advanced Outlook calendar management; expert level knowledge of Microsoft Office and Google Suite/Workspace; demonstrated ability to expand tools expertise quickly and proactively.
- Strong organization, project coordination, and problem-solving skills.
- Proven time management skills with the ability to prioritize and handle multiple tasks and work in a fast paced environment with limited supervision.
- Ability to identify business issues and coordinate an appropriate response with key stakeholders (e.g., HRBP, Finance, Legal, Communications).
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs. Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is: Bay Area California $63.00-85.00 Southern California $53.50-72.50.
The expected base pay range for this position is:
San Francisco Howard Street, CA $53.5- $72.5
Overview
We are searching for an experienced, detail-oriented, strategic Executive Assistant Business Partner (EABP3) to support an Executive Vice President (EVP) who reports to the CEO. The EVP is accountable for the Services Group and approximately $4B in annual revenue. This seasoned EABP will be responsible for performing a wide variety of duties and operating as a true business partner—bringing exceptional organizational skills, strategic calendar management, seamless meeting coordination, and the ability to build strong relationships with key internal and external stakeholders. The ideal candidate is self-motivated, professional, proactive, collaborative, willing to learn, and capable of managing their workload as well as their executive’s workload while prioritizing tasks in a fast-paced environment.
Services Group is a ~1,800+ person cross-functional team across 4 countries and 10 sites, spanning Payments, Workforce Solutions, Bill Pay, Lending, and Fintech Services—focused on transforming QuickBooks into an all-in-one business platform and enabling AI-powered “done-for-you” experiences.
Responsibilities
- Deliver exceptional administrative support to the Executive quickly building context and understanding of the leader’s priorities in service of ensuring that they are able to spend time on the most important things. Support high priority projects and requests.
- Executive-level stakeholder partnership: Communicate and partner with contacts at all levels in the company, including executive officers and very senior, complex stakeholders across the enterprise. Represent the EVP’s office with professionalism, discretion, and sound judgment in sensitive and high-visibility interactions.
- Cross-functional consultation and coordination: Consult and seek guidance with key stakeholders including HRBPs, Finance, Legal, and Communications to ensure alignment, timely execution, and risk-aware decision-making across leader priorities.
- Policy/process reinforcement: Reinforce, provide, and address feedback on applicable policies and procedures. Ensure consistent adherence to operating practices; escalate concerns appropriately and help resolve ambiguity in partnership with the right stakeholders.
- Strategic calendar management: Proactively manage a complex and dynamic calendar; protect focus time, sequence decisions, and optimize time allocation in alignment with Services Group strategic priorities and operating rhythms.
- Seamless meeting coordination and operating cadence: Orchestrate high-level meetings and rhythms (e.g., staff meetings, quarterly kickoffs/all-hands, strategic planning sessions, leadership reviews), including scheduling, agenda creation, pre-read/materials coordination, and diligent follow-through on action items.
- Manage complex travel and logistics (domestic and international) with proactive contingency planning. Prepare and submit expense reports accurately and promptly, adhering to policy.
- Build a keen understanding of the team/department’s priorities and standard operating business practices and how they align with the goals of the EVP and broader organization.
- Influence through ideas: Socialize ideas and recommendations in a compelling manner that gains commitment from executive leaders and peers (e.g., operating cadence improvements, meeting hygiene, stakeholder management plans, workflow automation).
- Tools + systems-building: Expand tools expertise within the role domain and learn quickly and proactively. Take initiative on researching, implementing, and improving systems and processes to scale executive effectiveness and team throughput (intake/triage, action tracking, templates, automation, reporting).
- Ownership + accountability: Take personal responsibility for decisions and areas of opportunity by role modeling and setting a high bar of excellence. Follow through on agreed commitments and hold partners accountable through clear tracking, reminders, and measuring progress/results.
- Partner across organizational boundaries with EABPs and peers to deliver outcomes; contribute to building connection and coordination within the EABP community.
Qualifications
- 10+ years working at the Executive Assistant / EABP level; experience supporting EVP/C-level leaders preferred.
- Demonstrated ability to communicate with contacts at all levels, including executive officers and highly senior stakeholders; strong executive presence and judgment.
- Highly proactive; takes ownership to anticipate needs and adept at managing-up and downstream to ensure deliverables are met timely and accurately.
- Trustworthy with demonstrated ability to exhibit a high degree of confidentiality and integrity and exercise excellent judgment at all times.
- Collaborative team player who makes teams better and focuses on helping the bigger team win.
- Excellent verbal and written communication skills including the ability to communicate with all levels of the organization.
- Advanced Outlook calendar management; expert level knowledge of Microsoft Office and Google Suite/Workspace; demonstrated ability to expand tools expertise quickly and proactively.
- Strong organization, project coordination, and problem-solving skills.
- Proven time management skills with the ability to prioritize and handle multiple tasks and work in a fast paced environment with limited supervision.
- Ability to identify business issues and coordinate an appropriate response with key stakeholders (e.g., HRBP, Finance, Legal, Communications).
Intuit provides a competitive compensation package with a strong pay for performance rewards approach. This position may be eligible for a cash bonus, equity rewards and benefits, in accordance with our applicable plans and programs. Pay offered is based on factors such as job-related knowledge, skills, experience, and work location. To drive ongoing fair pay for employees, Intuit conducts regular comparisons across categories of ethnicity and gender. The expected base pay range for this position is: Bay Area California $63.00-85.00 Southern California $53.50-72.50.
The expected base pay range for this position is:
San Francisco Howard Street, CA $53.5- $72.5
See all 332+ E-3 Visa HR Business Partner Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa HR Business Partner Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in HR Business Partner
Frame your HRBP credentials for U.S. specialty occupation standards
USCIS requires your degree field to directly support the role. A generalist business degree paired with HR-specific postgraduate study or AHRI certification strengthens your specialty occupation argument more than work history alone.
Target employers with existing DOL LCA filing history
Search DOL's Office of Foreign Labor Certification disclosure data to identify companies that have previously filed LCAs for HR roles. Prior filings signal an employer already understands the E-3 visa process and won't stall on paperwork.
Raise E-3 sponsorship before the offer stage
Bring up your visa status during final-round interviews, not after the offer letter arrives. HR hiring managers are better positioned than recruiters to assess sponsorship feasibility, so route the conversation to the right decision-maker early.
Clarify your HRBP scope during the LCA prevailing wage determination
The DOL assigns prevailing wage based on your specific job duties and work location. If your role spans multiple states or includes strategic and operational responsibilities, confirm the accurate Standard Occupational Classification code before your employer submits the LCA.
Use Migrate Mate's E-3 filing service to handle LCA and consulate preparation
Once you have a signed offer letter, use Migrate Mate's E-3 filing service to manage the LCA filing, DS-160, and consulate document package. This removes the administrative burden from your new employer and reduces delays from first-time sponsors.
Verify your employer's E-Verify enrollment before your start date
If your role is at a federal contractor site or your employer is enrolled in E-Verify, confirm this before your first day. E-Verify enrollment affects how quickly your employment eligibility is confirmed, and HR teams sometimes overlook this for their own new hires.
E-3 Visa HR Business Partner: Frequently Asked Questions
How do I find HR Business Partner jobs with E-3 visa sponsorship?
Migrate Mate lists HR Business Partner roles from employers willing to support E-3 sponsorship, so you're not cold-filtering generic job boards for visa-friendly postings. Because the E-3 has no lottery and no cap, many mid-size employers that ruled out H-1B sponsorship will consider it, which broadens your options well beyond the usual enterprise names.
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 Business Partner role qualify as a specialty occupation for the E-3?
Yes, provided your job duties require at least a bachelor's degree in a directly related field such as human resources, organizational psychology, or business management. Generalist titles can attract scrutiny if the role description is vague, so your offer letter should clearly state that a specific degree is required, not merely preferred.
How does the E-3 visa compare to H-1B for HR Business Partner roles?
The E-3 has no annual lottery and no numerical cap, so you can apply any time of year once you have a job offer. H-1B registrations are capped at 85,000 per fiscal year and selected by random lottery, meaning qualified candidates are frequently excluded. For HRBP roles, the E-3 is a direct-application process that doesn't leave your career timeline to chance.
Can I change employers while on an E-3 as an HR Business Partner?
Yes, but each new employer must file a fresh LCA and you'll need a new E-3 visa stamp before re-entering the United States if your current visa has expired. Unlike H-1B portability rules, there's no E-3 equivalent that lets you start work immediately upon filing. Plan for a consulate appointment if your stamp has lapsed.