E-3 Visa Human Resources Jobs
Human Resources roles in the U.S. qualify for E-3 visa sponsorship when the position requires a bachelor's degree in HR, industrial relations, organizational psychology, or a related field. The E-3 has no lottery and no annual cap, making it a reliable path for Australian HR professionals with a qualifying job offer.
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Get Access To All JobsJOB TITLE: Human Resources Director
REPORT TO: Chief Human Resources Officer
DEPARTMENT: Human Resources
Location: Onsite
Salary Range: $150,000 to $160,000
Position Summary
The Human Resources Director provides strategic and operational leadership for all human resources functions. This role oversees HR staff and programs that support talent acquisition, employee relations, benefits administration, leave management, compliance, and employee services. The HR Director partners closely with Payroll, Information Technology, and organizational leadership to ensure an effective employee experience and compliance with all applicable employment laws and regulations.
Essential Duties and Responsibilities
Leadership and HR Operations
- Direct and supervise Human Resources staff, providing leadership, coaching, and performance management.
- Develop, implement, and maintain HR policies, procedures, and best practices.
- Ensure compliance with federal, state, and local employment laws and regulations.
- Serve as a strategic advisor to leadership on workforce planning, organizational development, and employee engagement initiatives.
Talent Acquisition and Onboarding
- Oversee recruitment, hiring, and onboarding processes for all positions.
- Partner with hiring managers to develop staffing strategies and ensure timely recruitment.
- Manage employment offers, background checks, pre-employment requirements, and onboarding programs.
- Monitor recruitment metrics and implement strategies to attract and retain qualified talent.
Employee Relations
- Serve as a resource for managers and employees regarding workplace concerns, conflict resolution, and performance issues.
- Conduct employee relations investigations and recommend appropriate corrective actions.
- Promote a positive work environment through employee engagement, communication, and recognition initiatives.
- Ensure consistent application of policies and employment practices.
Leave of Absence Administration
- Oversee administration of all leave programs, including FMLA, ADA accommodations, military leave, paid family leave, workers' compensation, and other applicable leave programs.
- Ensure compliance with federal and state leave regulations.
- Coordinate leave processes with employees, managers, benefits providers, and payroll.
Benefits Administration
- Direct administration of employee benefits programs, including health, dental, vision, retirement, life insurance, and wellness programs.
- Serve as liaison with benefit brokers and insurance carriers.
- Oversee annual open enrollment and employee benefits communications.
- Monitor benefits utilization and recommend program improvements.
Customer Service and Employee Support
- Foster a customer-service-oriented HR department that provides responsive support to employees and managers.
- Address employee inquiries related to policies, benefits, payroll coordination, leave administration, and HR programs.
- Ensure a high level of professionalism, confidentiality, and service delivery.
Payroll and Information Technology Collaboration
- Work in partnership with Payroll to ensure accurate employee data, compensation changes, benefits deductions, and compliance reporting.
- Collaborate with Information Technology regarding HRIS systems, employee onboarding/offboarding processes, system access, and workforce technology initiatives.
- Support implementation and optimization of HR technology solutions.
Compliance and Records Management
- Oversee employment eligibility verification processes and maintain compliance with Form I-9 requirements.
- Ensure proper completion, retention, and auditing of personnel records and HR documentation.
- Prepare and maintain required government reports and compliance filings.
- Monitor changes in employment laws and implement necessary policy and procedural updates.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
- Five (5) or more years of progressively responsible Human Resources experience, including leadership and supervisory responsibilities.
- Strong knowledge of employment law, employee relations, benefits administration, leave management, and HR compliance.
- Experience administering FMLA, ADA, workers' compensation, and related leave programs.
- Knowledge of Form I-9 compliance and employment eligibility verification requirements.
- Experience working with HRIS, payroll systems, and employee management software.
- Excellent interpersonal, communication, problem-solving, and organizational skills.
- Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
Physical and Work Environment Requirements
- 100% office-based work environment.
- Ability to sit, stand, and use standard office equipment for extended periods.
- Occasional travel may be required.
Reporting Relationship
Reports to: Chief Executive Officer / Chief Operating Officer
Supervises: Human Resources staff and related personnel.
Salary Range: $150,000 - $160,000 annual
BENEFITS WE OFFER:
- Medical including Dental and Vision
- Cafeteria Plans: FSA, Dependent child care plan, qualified transportation plan
- Up to 3% 401k Profit Sharing plan automatic contribution for eligible employees
- 401k Additional 4% match of your contribution from your salary
- Employee Assistant Program Services (EAP)
- Paid time off (PTO)
Interborough is an EEO employer and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regards to race, color, religion, sex, national origin, disability status, genetics, protected veterans’ status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state and/or local law and encourage women, veterans and other minorities to apply.
Note: This job description is not intended to be all-inclusive. The employee may be required to perform other duties as assigned.
Pay: $150,000.00 - $160,000.00 per year
Education:
- Bachelor's (Required)
Experience:
- Human Resources: 5 years (Required)
License/Certification:
- HR certification (SHRM: CP or SCP; PHR, or SPHR) (Preferred)
Work Location: In person
JOB TITLE: Human Resources Director
REPORT TO: Chief Human Resources Officer
DEPARTMENT: Human Resources
Location: Onsite
Salary Range: $150,000 to $160,000
Position Summary
The Human Resources Director provides strategic and operational leadership for all human resources functions. This role oversees HR staff and programs that support talent acquisition, employee relations, benefits administration, leave management, compliance, and employee services. The HR Director partners closely with Payroll, Information Technology, and organizational leadership to ensure an effective employee experience and compliance with all applicable employment laws and regulations.
Essential Duties and Responsibilities
Leadership and HR Operations
- Direct and supervise Human Resources staff, providing leadership, coaching, and performance management.
- Develop, implement, and maintain HR policies, procedures, and best practices.
- Ensure compliance with federal, state, and local employment laws and regulations.
- Serve as a strategic advisor to leadership on workforce planning, organizational development, and employee engagement initiatives.
Talent Acquisition and Onboarding
- Oversee recruitment, hiring, and onboarding processes for all positions.
- Partner with hiring managers to develop staffing strategies and ensure timely recruitment.
- Manage employment offers, background checks, pre-employment requirements, and onboarding programs.
- Monitor recruitment metrics and implement strategies to attract and retain qualified talent.
Employee Relations
- Serve as a resource for managers and employees regarding workplace concerns, conflict resolution, and performance issues.
- Conduct employee relations investigations and recommend appropriate corrective actions.
- Promote a positive work environment through employee engagement, communication, and recognition initiatives.
- Ensure consistent application of policies and employment practices.
Leave of Absence Administration
- Oversee administration of all leave programs, including FMLA, ADA accommodations, military leave, paid family leave, workers' compensation, and other applicable leave programs.
- Ensure compliance with federal and state leave regulations.
- Coordinate leave processes with employees, managers, benefits providers, and payroll.
Benefits Administration
- Direct administration of employee benefits programs, including health, dental, vision, retirement, life insurance, and wellness programs.
- Serve as liaison with benefit brokers and insurance carriers.
- Oversee annual open enrollment and employee benefits communications.
- Monitor benefits utilization and recommend program improvements.
Customer Service and Employee Support
- Foster a customer-service-oriented HR department that provides responsive support to employees and managers.
- Address employee inquiries related to policies, benefits, payroll coordination, leave administration, and HR programs.
- Ensure a high level of professionalism, confidentiality, and service delivery.
Payroll and Information Technology Collaboration
- Work in partnership with Payroll to ensure accurate employee data, compensation changes, benefits deductions, and compliance reporting.
- Collaborate with Information Technology regarding HRIS systems, employee onboarding/offboarding processes, system access, and workforce technology initiatives.
- Support implementation and optimization of HR technology solutions.
Compliance and Records Management
- Oversee employment eligibility verification processes and maintain compliance with Form I-9 requirements.
- Ensure proper completion, retention, and auditing of personnel records and HR documentation.
- Prepare and maintain required government reports and compliance filings.
- Monitor changes in employment laws and implement necessary policy and procedural updates.
Qualifications
- Bachelor's degree in Human Resources, Business Administration, or related field; Master's degree preferred.
- Five (5) or more years of progressively responsible Human Resources experience, including leadership and supervisory responsibilities.
- Strong knowledge of employment law, employee relations, benefits administration, leave management, and HR compliance.
- Experience administering FMLA, ADA, workers' compensation, and related leave programs.
- Knowledge of Form I-9 compliance and employment eligibility verification requirements.
- Experience working with HRIS, payroll systems, and employee management software.
- Excellent interpersonal, communication, problem-solving, and organizational skills.
- Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR) preferred.
Physical and Work Environment Requirements
- 100% office-based work environment.
- Ability to sit, stand, and use standard office equipment for extended periods.
- Occasional travel may be required.
Reporting Relationship
Reports to: Chief Executive Officer / Chief Operating Officer
Supervises: Human Resources staff and related personnel.
Salary Range: $150,000 - $160,000 annual
BENEFITS WE OFFER:
- Medical including Dental and Vision
- Cafeteria Plans: FSA, Dependent child care plan, qualified transportation plan
- Up to 3% 401k Profit Sharing plan automatic contribution for eligible employees
- 401k Additional 4% match of your contribution from your salary
- Employee Assistant Program Services (EAP)
- Paid time off (PTO)
Interborough is an EEO employer and provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regards to race, color, religion, sex, national origin, disability status, genetics, protected veterans’ status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state and/or local law and encourage women, veterans and other minorities to apply.
Note: This job description is not intended to be all-inclusive. The employee may be required to perform other duties as assigned.
Pay: $150,000.00 - $160,000.00 per year
Education:
- Bachelor's (Required)
Experience:
- Human Resources: 5 years (Required)
License/Certification:
- HR certification (SHRM: CP or SCP; PHR, or SPHR) (Preferred)
Work Location: In person
See all 6,986+ E-3 Visa Human Resources Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Human Resources Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Human Resources
Translate your Australian HR credentials first
Your AHRI certification and Australian qualifications need to map clearly to U.S. HR competencies. Frame your experience around SHRM terminology and U.S. compliance frameworks like Title VII and FMLA so employers recognize your specialty occupation fit.
Target employers with existing E-3 LCA filings
Use the DOL's public LCA disclosure data to identify U.S. companies that have filed Labor Condition Applications for HR roles before. These employers already understand the E-3 visa process and won't need educating on sponsorship requirements.
Verify your HR role meets specialty occupation standards
Not every HR title qualifies. Generalist roles with broad, non-degree-specific duties can face USCIS scrutiny. Roles like HR Business Partner, Compensation Analyst, or HRIS Specialist with a clear degree-to-duty nexus have a stronger specialty occupation footing.
Get your LCA and paperwork handled before your start date
The LCA must be certified by DOL before your consulate appointment, and delays can push back your start date. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork so nothing falls through between offer acceptance and day one.
Ask employers about their HRIS and compliance infrastructure early
U.S. employers sponsoring E-3 workers must complete I-9 verification and may use E-Verify. Asking about these systems in interviews signals operational fluency and reassures hiring managers that onboarding a sponsored hire won't create compliance gaps.
Search for E-3 sponsorship roles through Migrate Mate
Generic job boards don't filter for E-3 sponsorship readiness. Use Migrate Mate to find HR roles at employers actively open to E-3 candidates, saving time you'd otherwise spend screening out companies that won't sponsor.
E-3 Visa Human Resources: Frequently Asked Questions
How do I find Human Resources jobs with E-3 visa sponsorship?
Standard job boards rarely flag E-3 sponsorship eligibility, so most searches produce dead ends. Migrate Mate is built specifically for this, letting you search HR roles at employers open to E-3 candidates. From there, confirm the role involves specialized HR duties tied to a relevant degree, which is what makes it E-3 eligible.
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 for the E-3 visa?
It depends on how the role is defined. A broad HR generalist position where no specific degree is required can fail the specialty occupation test under E-3 rules. Roles like HR Business Partner, Talent Acquisition Specialist, or Compensation Analyst tend to qualify more reliably because the degree-to-duty connection is direct and documented in the job offer.
How does the E-3 compare to H-1B for Australian HR professionals?
The E-3 is strictly for Australian citizens and has no lottery, no annual cap, and a much faster path to starting work. H-1B visa requires surviving a random lottery with roughly a one-in-four selection rate and a wait until October 1 to begin. For Australian HR professionals with a qualifying job offer, the E-3 removes the uncertainty entirely.
Can I change HR employers after getting an E-3 visa?
Yes, but you can't simply transfer your existing E-3. Each new employer must file a fresh LCA with DOL and you'll need a new E-3 visa stamp reflecting that employer. If you're already in the U.S., you can start with the new employer once the LCA is certified, but you'll need to update your visa at your next international trip.