E-3 Visa HR Generalist Jobs
HR Generalist roles qualify for E-3 visa sponsorship when the position requires a bachelor's degree in human resources, business, or a related field. The E-3 has no lottery and no annual cap, so Australian HR professionals can pursue U.S. roles year-round without the H-1B visa registration window.
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Get Access To All JobsTHE POSITION
Our roster has an opening with your name on it
FanDuel is seeking a Senior Human Resources Generalist to join our HR Business Partner Team. This role will be the go-to resource for people managers and employees, providing expert guidance on employee relations, manager coaching, HR policies, and miscellaneous inquiries. In this fast-paced environment, the HR Generalist will be immersed in understanding the unique needs of their client groups, build strong business relationships, and be a champion of our FanDuel Culture. This role extends beyond day-to-day support; driving core HR processes, leveraging our HRIS system for data-driven insights, and collaborating seamlessly with cross-functional partners. The HR Generalist must be passionate about fostering employee engagement, coaching managers, and creative problem solving to be a key player in shaping the success of our organization.
In addition to the specific responsibilities outlined above, employees may be required to perform other such duties as assigned by the Company. This ensures operational flexibility and allows the Company to meet evolving business needs.
THE GAME PLAN
Everyone on our team has a part to play
- Handle employee lifecycle activities and identify opportunities with suggestions that would improve employee experience (onboarding, exits, policy questions, leaves, immigration, etc.)
- Understand the intricacies and nuances of assigned employee population to meet the demands of our fast-paced organization. Keep a pulse on changes across the business and their impact on the organization
- Provide day to day support and guidance to people managers and leaders across assigned client groups on a broad range of employee relations cases, interpretation of HR policy & procedure, and any employee and manager inquiries across assigned client groups.
- Coordinate and drive execution of core HR processes for the Technology organization (e.g., Annual Performance Management processes, D&I initiatives, Talent Reviews, Learning and Development offerings).
- Leverage our HRIS system (Dayforce and Workday) for employee data and reporting with a strong commitment to confidentiality and employee data privacy. Drive employee self-service of our HRIS system.
- Proactively use data to compile metrics that the HR BP team can use collectively when engaging client groups
- Support the HRBP Director with coordination and logistics for people programs as needed
- Proactively identify actions to drive employee motivation and engagement within the teams you support.
- Conduct exit interviews and analyze employee trends around retention. Raise talent risk concerns appropriately.
- Foster effective relationships with cross functional partners within our Centers of Excellence (Talent Acquisition, Compensation, Benefits, Learning and Development, etc…).
- Contribute to an inclusive culture that enables employees to be the best version of themselves
- Be a champion of FanDuel Culture and FanDuel Principles and encourage managers and employees to incorporate in their day to day
THE STATS
What we're looking for in our next teammate
- Bachelor's degree with an emphasis in HR or equivalent demonstrable experience a plus
- 3-4 years of experience within Human Resources. Experience in an employee facing role is preferred
- Comfortability with using data and deriving insights
- Ability to operate in a continuously changing & fast paced environment
- Demonstrated ability to communicate effectively and build strong business relationships
- Ability to adapt to ambiguity in a continuously changing environment
- Technically savvy with specific experience using: Outlook, PowerPoint, Excel & HR Information Systems
ABOUT FANDUEL
FanDuel Group is the premier mobile gaming company in the United States and Canada. FanDuel Group consists of a portfolio of leading brands across mobile wagering including: America's #1 Sportsbook, FanDuel Sportsbook; its leading iGaming platform, FanDuel Casino; the industry's unquestioned leader in horse racing and advance-deposit wagering, FanDuel Racing; and its daily fantasy sports product.
In addition, FanDuel Group operates FanDuel TV, its broadly distributed linear cable television network and FanDuel TV+, its leading direct-to-consumer OTT platform. FanDuel Group has a presence across all 50 states, Canada, and Puerto Rico.
The company is based in New York with US offices in Los Angeles, Atlanta, and Jersey City, as well as global offices in Canada and Scotland. The company's affiliates have offices worldwide, including in Ireland, Portugal, Romania, and Australia.
FanDuel Group is a subsidiary of Flutter Entertainment, the world's largest sports betting and gaming operator with a portfolio of globally recognized brands and traded on the New York Stock Exchange (NYSE: FLUT).
PLAYER BENEFITS
We treat our team right
We offer amazing benefits above and beyond the basics. We have an array of health plans to choose from (some as low as $0 per paycheck) that include programs for fertility and family planning, mental health support, and fitness benefits. We offer generous paid time off (PTO & sick leave), annual bonus and long-term incentive opportunities (based on performance), 401k with up to a 5% match, commuter benefits, pet insurance, and more - check out all our benefits here: FanDuel Total Rewards. *Benefits differ across location, role, and level.
FanDuel is an equal opportunities employer and we believe, as one of our principles states, "We are One Team!". As such, we are committed to equal employment opportunity regardless of race, color, ethnicity, ancestry, religion, creed, sex, national origin, sexual orientation, age, citizenship status, marital status, disability, gender identity, gender expression, veteran status, or any other characteristic protected by state, local or federal law. We believe FanDuel is strongest and best able to compete if all employees feel valued, respected, and included.
FanDuel is committed to providing reasonable accommodations for qualified individuals with disabilities. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please email Benefits@fanduel.com.
The applicable salary range for this position is $86,000 - $108,000 USD, which is dependent on a variety of factors including relevant experience, location, business needs and market demand. This role may offer the following benefits: medical, vision, and dental insurance; life insurance; disability insurance; a 401(k) matching program; among other employee benefits. This role may also be eligible for short-term or long-term incentive compensation, including, but not limited to, cash bonuses and stock program participation. This role includes paid personal time off and 14 paid company holidays. FanDuel offers paid sick time in accordance with all applicable state and federal laws.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
LI-Hybrid
THE POSITION
Our roster has an opening with your name on it
FanDuel is seeking a Senior Human Resources Generalist to join our HR Business Partner Team. This role will be the go-to resource for people managers and employees, providing expert guidance on employee relations, manager coaching, HR policies, and miscellaneous inquiries. In this fast-paced environment, the HR Generalist will be immersed in understanding the unique needs of their client groups, build strong business relationships, and be a champion of our FanDuel Culture. This role extends beyond day-to-day support; driving core HR processes, leveraging our HRIS system for data-driven insights, and collaborating seamlessly with cross-functional partners. The HR Generalist must be passionate about fostering employee engagement, coaching managers, and creative problem solving to be a key player in shaping the success of our organization.
In addition to the specific responsibilities outlined above, employees may be required to perform other such duties as assigned by the Company. This ensures operational flexibility and allows the Company to meet evolving business needs.
THE GAME PLAN
Everyone on our team has a part to play
- Handle employee lifecycle activities and identify opportunities with suggestions that would improve employee experience (onboarding, exits, policy questions, leaves, immigration, etc.)
- Understand the intricacies and nuances of assigned employee population to meet the demands of our fast-paced organization. Keep a pulse on changes across the business and their impact on the organization
- Provide day to day support and guidance to people managers and leaders across assigned client groups on a broad range of employee relations cases, interpretation of HR policy & procedure, and any employee and manager inquiries across assigned client groups.
- Coordinate and drive execution of core HR processes for the Technology organization (e.g., Annual Performance Management processes, D&I initiatives, Talent Reviews, Learning and Development offerings).
- Leverage our HRIS system (Dayforce and Workday) for employee data and reporting with a strong commitment to confidentiality and employee data privacy. Drive employee self-service of our HRIS system.
- Proactively use data to compile metrics that the HR BP team can use collectively when engaging client groups
- Support the HRBP Director with coordination and logistics for people programs as needed
- Proactively identify actions to drive employee motivation and engagement within the teams you support.
- Conduct exit interviews and analyze employee trends around retention. Raise talent risk concerns appropriately.
- Foster effective relationships with cross functional partners within our Centers of Excellence (Talent Acquisition, Compensation, Benefits, Learning and Development, etc…).
- Contribute to an inclusive culture that enables employees to be the best version of themselves
- Be a champion of FanDuel Culture and FanDuel Principles and encourage managers and employees to incorporate in their day to day
THE STATS
What we're looking for in our next teammate
- Bachelor's degree with an emphasis in HR or equivalent demonstrable experience a plus
- 3-4 years of experience within Human Resources. Experience in an employee facing role is preferred
- Comfortability with using data and deriving insights
- Ability to operate in a continuously changing & fast paced environment
- Demonstrated ability to communicate effectively and build strong business relationships
- Ability to adapt to ambiguity in a continuously changing environment
- Technically savvy with specific experience using: Outlook, PowerPoint, Excel & HR Information Systems
ABOUT FANDUEL
FanDuel Group is the premier mobile gaming company in the United States and Canada. FanDuel Group consists of a portfolio of leading brands across mobile wagering including: America's #1 Sportsbook, FanDuel Sportsbook; its leading iGaming platform, FanDuel Casino; the industry's unquestioned leader in horse racing and advance-deposit wagering, FanDuel Racing; and its daily fantasy sports product.
In addition, FanDuel Group operates FanDuel TV, its broadly distributed linear cable television network and FanDuel TV+, its leading direct-to-consumer OTT platform. FanDuel Group has a presence across all 50 states, Canada, and Puerto Rico.
The company is based in New York with US offices in Los Angeles, Atlanta, and Jersey City, as well as global offices in Canada and Scotland. The company's affiliates have offices worldwide, including in Ireland, Portugal, Romania, and Australia.
FanDuel Group is a subsidiary of Flutter Entertainment, the world's largest sports betting and gaming operator with a portfolio of globally recognized brands and traded on the New York Stock Exchange (NYSE: FLUT).
PLAYER BENEFITS
We treat our team right
We offer amazing benefits above and beyond the basics. We have an array of health plans to choose from (some as low as $0 per paycheck) that include programs for fertility and family planning, mental health support, and fitness benefits. We offer generous paid time off (PTO & sick leave), annual bonus and long-term incentive opportunities (based on performance), 401k with up to a 5% match, commuter benefits, pet insurance, and more - check out all our benefits here: FanDuel Total Rewards. *Benefits differ across location, role, and level.
FanDuel is an equal opportunities employer and we believe, as one of our principles states, "We are One Team!". As such, we are committed to equal employment opportunity regardless of race, color, ethnicity, ancestry, religion, creed, sex, national origin, sexual orientation, age, citizenship status, marital status, disability, gender identity, gender expression, veteran status, or any other characteristic protected by state, local or federal law. We believe FanDuel is strongest and best able to compete if all employees feel valued, respected, and included.
FanDuel is committed to providing reasonable accommodations for qualified individuals with disabilities. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please email Benefits@fanduel.com.
The applicable salary range for this position is $86,000 - $108,000 USD, which is dependent on a variety of factors including relevant experience, location, business needs and market demand. This role may offer the following benefits: medical, vision, and dental insurance; life insurance; disability insurance; a 401(k) matching program; among other employee benefits. This role may also be eligible for short-term or long-term incentive compensation, including, but not limited to, cash bonuses and stock program participation. This role includes paid personal time off and 14 paid company holidays. FanDuel offers paid sick time in accordance with all applicable state and federal laws.
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
LI-Hybrid
See all 31+ E-3 Visa HR Generalist Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa HR Generalist Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in HR Generalist
Get your credentials formally evaluated first
Australian three-year bachelor's degrees are generally accepted for E-3 visa purposes, but some employers will ask for a credential evaluation. Get a formal equivalency letter from a NACES-recognised evaluator before you start applying so you're ready when an employer asks.
Target employers with active LCA filing histories
Search the DOL's Office of Foreign Labor Certification disclosure data to find companies that have filed LCAs for HR roles. An employer who has done it before is far less likely to stall at the sponsorship conversation.
Search Migrate Mate for E-3-specific HR roles
Use Migrate Mate to find HR Generalist positions posted by employers already familiar with E-3 sponsorship. Filtering by visa type surfaces roles where the employer has confirmed willingness to sponsor, cutting out the back-and-forth early in the process.
Address SHRM certifications strategically in applications
U.S. employers frequently expect PHR or SHRM-CP credentials for generalist roles. If you hold an equivalent Australian HR certification, frame it directly against those designations in your resume so hiring managers don't assume a gap.
Negotiate LCA filing into your offer timeline
The DOL must certify the LCA before your consulate appointment can be scheduled, and that process takes around seven business days. Build this into your start date negotiation so your employer doesn't set an unrealistic onboarding date.
Use Migrate Mate's E-3 filing service for the full paperwork process
Once you have a signed offer, use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork end-to-end. HR roles in multi-state or remote configurations add complexity around work location compliance that a dedicated E-3 expert will catch.
E-3 Visa HR Generalist: Frequently Asked Questions
Where can I find HR Generalist jobs that offer E-3 visa sponsorship?
Migrate Mate is the most direct way to search for HR Generalist roles with confirmed E-3 sponsorship. Most general job boards don't filter by visa type, so you end up cold-pitching sponsorship to employers who have never heard of the E-3. Migrate Mate surfaces positions from employers who have already indicated willingness to sponsor Australian nationals.
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 Generalist role qualify as a specialty occupation for the E-3?
Yes, HR Generalist roles can qualify as a specialty occupation when the position genuinely requires a bachelor's degree in human resources, business administration, organizational psychology, or a closely related field. The key is that the degree requirement must be tied to the role's actual duties. Generalist positions that accept any degree or no degree at all can face scrutiny at the consulate, so the job description wording matters.
How does the E-3 compare to the H-1B for HR Generalist roles in the U.S.?
The E-3 is available exclusively to Australian citizens and has no lottery and no annual cap, so you can apply whenever you have a job offer. The H-1B requires entering a random lottery in April with only a roughly one-in-four chance of selection, and you can't start until October 1 of that year. For Australian HR professionals, the E-3 is a direct path with no timing gamble.
Can I change HR employers after arriving on an E-3 visa?
Yes, but the process starts fresh with each new employer. Your current E-3 is tied to a specific employer and LCA, so your new employer must file a new LCA with the DOL and you'll need a new E-3 visa stamp before you can work for them. You can't transfer the visa the way some other statuses allow, so plan for a potential gap between roles.