E-3 Visa Learning And Development Jobs
Learning and Development roles qualify for E-3 visa sponsorship when the position requires a bachelor's degree in instructional design, education, organizational development, or a related field. The E-3 has no lottery and no annual cap, making it a reliable path for Australian L&D professionals targeting U.S. employers.
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This is a rare role for an outstanding talent to work on an innovative team. We're looking for someone to redesign how skills and development drive impact across the entire organization, for every employee, powered by AI, grounded in skills data, and built for a workforce that powers prosperity for over 100 million customers worldwide.
As a Principal Learning & Development Partner, you'll own the vision and roadmap for the next generation of enterprise-wide skill development spanning craft skills, AI fluency, performance and talent practices and leadership development. You'll think like a product leader and influence like a seasoned executive. You'll connect the dots across the full talent ecosystem: partnering with the Leadership L&D team, the Performance and Development team, functional business L&D teams, HR Tech, Engineering, and external vendors to create a development experience that's continuous, personalized, and directly integrated with how Intuit measures and grows its people.
This role leads from the center of skills strategy, AI innovation, and enterprise change leadership. You'll drive the cross-functional execution as a part of a multi-disciplinary team that makes it real.
Responsibilities
Enterprise Skills Strategy
- Own the enterprise-wide skills strategy for all employee populations spanning craft skills, AI capability, and People and Places most critical priorities.
- Partner with the Leadership L&D team to ensure skill development is fully integrated with leadership programs, expectations, and pipeline initiatives creating a seamless, connected experience rather than siloed tracks.
- Collaborate with functional L&D teams and business units to align on shared skill priorities, content standards, and delivery infrastructure.
- Influence how skills inform the broader talent ecosystem connecting development to performance management, promotions, mobility, and succession at Intuit.
AI Experimentation & Innovation
- Influence the vision for AI-powered development across the organization: intelligent agents, adaptive content delivery, real-time performance support, and personalized learning at scale.
- Partner with HR Tech, and IT to design and ship AI agents and automation that surface trusted guidance and next-best actions inside everyday workflows for every role and level.
- Role-model our culture of rapid experimentation establishing a test-and-learn operating model that identifies high-signal interventions and scales them fast across the enterprise.
- Evaluate the external landscape: vendor capabilities, emerging AI tools, and frontier research, synthesizing them into a clear, opinionated point of view that shapes Intuit's development strategy.
- Influence our strategic vendor and external partner relationships, establishing the framework for how the organization builds vs. buys vs. partners.
Data Fluency & Measurement
- Architect the enterprise measurement framework for development outcomes — connecting learning investment to skill growth, performance, and business results across all employee populations.
- Integrate measurement into Intuit's broader talent ecosystem so that development data informs and is informed by performance management, development planning, and workforce analytics.
- Build the instrumentation, dashboards, and feedback loops needed to make the development ecosystem self-improving over time.
- Champion an experimentation mindset across the team: hypothesis-driven design, rigorous outcome evaluation, and continuous iteration as standard practice.
Enterprise-Scale Change Leadership
- Drive the transformation from episodic, siloed programs to a continuous, embedded, personalized development ecosystem across a global, hybrid, all-employee workforce.
- Build executive-level buy-in and sustained sponsorship for the enterprise skills agenda, acting as a trusted advisor to VP+ stakeholders and a strategic partner to functional leaders and L&D teams.
- Drive adoption at scale through change strategy, communications architecture, and feedback systems that keep the ecosystem honest, relevant, and improving.
- Mentor and elevate talent across the team and partner organizations; model what great looks like at the intersection of learning craft, technical fluency, and strategic leadership.
Qualifications
- 6-8+ years of progressive experience across learning & development, talent enablement, learning technology, systems, or product with demonstrated Principal level scope and enterprise wide impact.
- A track record of owning strategy and driving transformation across complex, matrixed environments, building roadmaps, and delivering outcomes at scale.
- Demonstrated ability to design for all employee populations with a nuanced understanding of how craft, AI, and skills intersect and complement each other.
- Deep fluency in AI/GenAI applications for learning and performance support including hands-on experience partnering with technical teams on agent development, automation, or workflow integrations.
- A genuine skills-based org strategy perspective: you understand skills taxonomies, inference, and ontologies, and how skills data should power the full talent ecosystem not just L&D.
- Strong data fluency: you design for measurement from day one, build dashboards that drive decisions, and connect learning outcomes to the broader performance and development infrastructure.
- Proven ability to lead cross-functional initiatives through influence across HR, L&D teams, product, engineering, analytics, comms, and external partners without positional authority.
- Experience with enterprise learning ecosystems and enterprise AI applications (Anthropic, OpenAI, Gemini) along with skills intelligence platforms.
- Bachelor's degree in a relevant field; Master's in Organizational Development, I/O Psychology, Learning Design, or related discipline is a strong plus.
Bonus Points
- Experience building or advising on skills inference platforms, AI copilots, or intelligent performance support systems.
- Background bridging People and product or engineering teams and you speak both languages fluently.
- Demonstrated success integrating L&D strategy with performance management and development planning systems.
- Change management expertise where you've landed enterprise-wide behavior change with many different domain stakeholder groups.
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 $200,000 - 270,500
- Southern California $184,000 - 249,000
Overview
This is a rare role for an outstanding talent to work on an innovative team. We're looking for someone to redesign how skills and development drive impact across the entire organization, for every employee, powered by AI, grounded in skills data, and built for a workforce that powers prosperity for over 100 million customers worldwide.
As a Principal Learning & Development Partner, you'll own the vision and roadmap for the next generation of enterprise-wide skill development spanning craft skills, AI fluency, performance and talent practices and leadership development. You'll think like a product leader and influence like a seasoned executive. You'll connect the dots across the full talent ecosystem: partnering with the Leadership L&D team, the Performance and Development team, functional business L&D teams, HR Tech, Engineering, and external vendors to create a development experience that's continuous, personalized, and directly integrated with how Intuit measures and grows its people.
This role leads from the center of skills strategy, AI innovation, and enterprise change leadership. You'll drive the cross-functional execution as a part of a multi-disciplinary team that makes it real.
Responsibilities
Enterprise Skills Strategy
- Own the enterprise-wide skills strategy for all employee populations spanning craft skills, AI capability, and People and Places most critical priorities.
- Partner with the Leadership L&D team to ensure skill development is fully integrated with leadership programs, expectations, and pipeline initiatives creating a seamless, connected experience rather than siloed tracks.
- Collaborate with functional L&D teams and business units to align on shared skill priorities, content standards, and delivery infrastructure.
- Influence how skills inform the broader talent ecosystem connecting development to performance management, promotions, mobility, and succession at Intuit.
AI Experimentation & Innovation
- Influence the vision for AI-powered development across the organization: intelligent agents, adaptive content delivery, real-time performance support, and personalized learning at scale.
- Partner with HR Tech, and IT to design and ship AI agents and automation that surface trusted guidance and next-best actions inside everyday workflows for every role and level.
- Role-model our culture of rapid experimentation establishing a test-and-learn operating model that identifies high-signal interventions and scales them fast across the enterprise.
- Evaluate the external landscape: vendor capabilities, emerging AI tools, and frontier research, synthesizing them into a clear, opinionated point of view that shapes Intuit's development strategy.
- Influence our strategic vendor and external partner relationships, establishing the framework for how the organization builds vs. buys vs. partners.
Data Fluency & Measurement
- Architect the enterprise measurement framework for development outcomes — connecting learning investment to skill growth, performance, and business results across all employee populations.
- Integrate measurement into Intuit's broader talent ecosystem so that development data informs and is informed by performance management, development planning, and workforce analytics.
- Build the instrumentation, dashboards, and feedback loops needed to make the development ecosystem self-improving over time.
- Champion an experimentation mindset across the team: hypothesis-driven design, rigorous outcome evaluation, and continuous iteration as standard practice.
Enterprise-Scale Change Leadership
- Drive the transformation from episodic, siloed programs to a continuous, embedded, personalized development ecosystem across a global, hybrid, all-employee workforce.
- Build executive-level buy-in and sustained sponsorship for the enterprise skills agenda, acting as a trusted advisor to VP+ stakeholders and a strategic partner to functional leaders and L&D teams.
- Drive adoption at scale through change strategy, communications architecture, and feedback systems that keep the ecosystem honest, relevant, and improving.
- Mentor and elevate talent across the team and partner organizations; model what great looks like at the intersection of learning craft, technical fluency, and strategic leadership.
Qualifications
- 6-8+ years of progressive experience across learning & development, talent enablement, learning technology, systems, or product with demonstrated Principal level scope and enterprise wide impact.
- A track record of owning strategy and driving transformation across complex, matrixed environments, building roadmaps, and delivering outcomes at scale.
- Demonstrated ability to design for all employee populations with a nuanced understanding of how craft, AI, and skills intersect and complement each other.
- Deep fluency in AI/GenAI applications for learning and performance support including hands-on experience partnering with technical teams on agent development, automation, or workflow integrations.
- A genuine skills-based org strategy perspective: you understand skills taxonomies, inference, and ontologies, and how skills data should power the full talent ecosystem not just L&D.
- Strong data fluency: you design for measurement from day one, build dashboards that drive decisions, and connect learning outcomes to the broader performance and development infrastructure.
- Proven ability to lead cross-functional initiatives through influence across HR, L&D teams, product, engineering, analytics, comms, and external partners without positional authority.
- Experience with enterprise learning ecosystems and enterprise AI applications (Anthropic, OpenAI, Gemini) along with skills intelligence platforms.
- Bachelor's degree in a relevant field; Master's in Organizational Development, I/O Psychology, Learning Design, or related discipline is a strong plus.
Bonus Points
- Experience building or advising on skills inference platforms, AI copilots, or intelligent performance support systems.
- Background bridging People and product or engineering teams and you speak both languages fluently.
- Demonstrated success integrating L&D strategy with performance management and development planning systems.
- Change management expertise where you've landed enterprise-wide behavior change with many different domain stakeholder groups.
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 $200,000 - 270,500
- Southern California $184,000 - 249,000
See all 177+ E-3 Visa Learning And Development Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Learning And Development Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Learning And Development
Frame your credentials for U.S. specialty occupation
Your Australian three-year bachelor's degree is generally accepted as equivalent to a U.S. four-year degree, but your offer letter must specify that the role requires a degree in a relevant field, not just any discipline. Generic job descriptions that say 'bachelor's preferred' can sink an E-3 visa application.
Target employers with dedicated L&D functions
Focus on mid-to-large organizations with standalone Learning and Development teams rather than generalist HR departments. Companies running internal training academies, leadership programs, or compliance training at scale are far more likely to understand and support E-3 sponsorship from day one.
Search for E-3 sponsorship roles on Migrate Mate
Migrate Mate filters U.S. job listings by E-3 visa sponsorship willingness, so you're not cold-applying to roles where the employer has never filed an LCA. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork once you have an offer confirmed.
Clarify LCA obligations before accepting an offer
Your employer must file a Labor Condition Application with the DOL certifying your wage meets the prevailing rate for your L&D role and location. This step happens before your consulate appointment, so confirm your employer understands the timeline and is prepared to act quickly after your offer is signed.
Prepare an instructional design portfolio for visa interviews
Consular officers assess whether your background genuinely requires a specialized degree. Bring documentation linking your qualifications to the specific L&D deliverables in your job description, such as curriculum frameworks, needs assessments, or learning management system implementations you've led.
Account for E-3 status when negotiating your start date
E-3 consulate processing in Australia typically runs two to four weeks after your interview, but LCA certification at the DOL adds seven or more working days before you can even book your appointment. Build at least six weeks from offer acceptance into your proposed start date to avoid pressure on both sides.
E-3 Visa Learning And Development: Frequently Asked Questions
How do I find Learning and Development jobs that offer E-3 visa sponsorship?
Migrate Mate is the most direct way to find U.S. Learning and Development roles where employers are open to E-3 sponsorship. Standard job boards don't filter by visa type, so you end up applying blindly. Migrate Mate surfaces roles from employers already familiar with the E-3 process, reducing the back-and-forth about whether sponsorship is possible.
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 a Learning and Development role qualify as a specialty occupation for the E-3?
Yes, if the position requires a bachelor's degree or higher in a specific field such as instructional design, organizational development, education, or human resources. The key is that the job description must demonstrate the degree is a genuine requirement, not just a preference. Roles like L&D Manager, Instructional Designer, or Training Specialist typically qualify when written correctly.
How does the E-3 compare to the H-1B for Learning and Development professionals?
The E-3 is significantly more practical for Australian L&D professionals. There's no annual lottery, no cap to worry about, and you can apply at any time of year. H-1B visa selection is random and capped at 85,000 annually, meaning qualified applicants are regularly turned away. The E-3 also renews indefinitely in two-year increments, giving you long-term stability the H-1B lottery doesn't guarantee.
Can I change L&D employers while on an E-3 visa?
Yes, but your new employer must file a fresh LCA with the DOL and you'll need to obtain a new E-3 visa stamp at an Australian consulate before re-entering the U.S. under the new role. There's no portability mechanism like the one available under some other visa categories, so factor consulate appointment wait times into your transition timeline.