E-3 Visa Learning Development Manager Jobs
Learning Development Manager roles qualify for E-3 visa sponsorship when the position requires a bachelor's degree in instructional design, organizational development, education, or a closely related field. The E-3 has no lottery and no annual cap, so Australian professionals can pursue these roles year-round without competing for limited slots.
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Intuit’s Performance Management & Development (PM&D) system is the engine behind our high-performance culture — from bold goal-setting and continuous feedback to mid-year and year-end cycles that bring our pay-for-performance philosophy to life. Every Intuit employee, across thousands of people worldwide, experiences these cycles. Getting them right requires not just great process design, but great learning design.
As the Performance Management and Development Learning & Enablement Lead, you are the learning designer of how every manager and employee understands and succeeds in Intuit’s talent cycles. You won’t just build training — you will shape the behaviors, mindsets, and capabilities that drive our most critical talent moments. You will design world-class learning experiences, build a library of enduring enablement resources, and lead change enablement approaches that turn performance and talent management from a process people navigate into a capability people put in practice.
This is a high-impact individual contributor role at the intersection of instructional and learning design, talent management, AI-enabled innovation, and change management. You will collaborate deeply with program leads, tech/product partners, HRBPs, Communications, Diversity & Inclusion, Manager Development and Learning partners, and senior HR leaders to design and deliver effective learning experiences.
Responsibilities
Learning Design & Instructional Excellence
- You will be the lead in translating performance management and development processes into learning experiences that change behavior — not just inform. You will own the full instructional design lifecycle for PM&D enablement.
- Design and deliver dynamic, evidence-based learning experiences — live, virtual, and asynchronous — for managers and employees at every stage of the performance cycle (goal setting, check-ins, mid-year, year-end, talent reviews/calibration, and compensation conversations).
- Apply adult learning principles, cognitive load theory, and behavioral science to create learning that is immediately applicable in the flow of work.
- Develop a comprehensive, curated library of performance management and compensation enablement resources: manager guides, playbooks, toolkits, job aids, scenario-based e-learning modules, video content, and FAQs — ensuring every resource is accessible, inclusive, and measurable.
- Integrate PM&D learning into Intuit’s broader L&D ecosystem, partnering with the L&D team to embed performance management capability-building into onboarding, manager development programs, and leadership curricula.
- Define learning success metrics and rigorously measure the effectiveness of every program — using data to continuously improve and demonstrate business impact.
AI-Enabled Learning Innovation
- You will be a key partner in how AI reshapes performance enablement at Intuit.
- Partner with Product and Tech teams to embed AI-powered coaching nudges, real-time guidance, and personalized learning moments directly into the platforms where managers and employees work.
- Design enablement strategies that help managers and employees understand, trust, and effectively use AI-enabled features within PM&D tools and systems.
- Stay ahead of emerging AI applications in learning design, bringing a well-informed, grounded perspective on where AI adds genuine value for learning experiences and outcomes.
Content Creation & Lifecycle Management
- Own and maintain Intuit’s PM&D content library — ensuring all materials are current, relevant, and aligned with the latest performance and compensation philosophy, policy, and process updates.
- Enable agentic support models and knowledge management to meet employees and managers in the flow of their work — providing answers to FAQs and the process information they need, exactly when they need it.
- Develop content strategies that meet employees and managers where they are: mobile-friendly resources, just-in-time job aids, and self-serve learning hubs that reduce dependency on HRBPs and encourage self-service.
- Partner with a central learning designer experts to produce polished, professional content at scale — maintaining Intuit’s brand standards and voice.
- Ensure every piece of content is accessible and inclusive, meeting standards and designed with diverse learner needs in mind.
Change Management & Communications Partnership
- You will be a trusted partner to drive change for performance and talent processes.
- Partner on change management strategy and execution for all PM&D cycle updates, new program launches, process improvements, and AI-enabled innovations — from stakeholder mapping through adoption measurement.
- Partner on PM&D program communications — cycle launch announcements, HRBP enablement, manager guides, Insight pages, and FAQs — tailored to each audience.
- Serve as a key point of contact for PM&D-related learning and enablement issues or escalations from HRBPs, managers, and employees.
- Monitor adoption and behavior change, adjusting change approaches based on real-time feedback and engagement data.
Performance Cycle Enablement & Support
- Partner with the PM&D program leads to design the enablement strategy for every major performance cycle — ensuring managers and employees have the skills, knowledge, and confidence to participate effectively.
- Provide real-time guidance and support resources during active performance cycles, assessing learning gaps and developing content when needs emerge.
- Analyze performance cycle data, HRBP feedback, and employee listening signals to identify recurring capability gaps and design learning solutions that address root causes — not symptoms.
- Design and facilitate live enablement sessions (workshops, Q&As) for managers and HR partners during key cycle moments.
Cross-Functional Collaboration & Stakeholder Leadership
- Lead enablement workstreams within matrixed project teams spanning PM&D and Rewards Program Leads, Diversity & Inclusion, L&D, Communications, HRBPs, and Product & Tech — aligning on priorities, managing dependencies, and driving accountability.
- Manage project timelines, deliverables, and stakeholder communications for all enablement initiatives — ensuring on-time, high-quality delivery even in fast-moving, ambiguous environments.
- Conduct regular stakeholder feedback loops to surface insights, address pain points, and continuously raise the bar on the enablement experience.
Qualifications
Required Qualifications
- 3-5+ years of experience in Learning & Development or HR Program Management with a strong track record of taking programs from design to enterprise-scale delivery.
- Experience in instructional design — including adult learning theory, cognitive load management, blended learning design, and evidence-based approaches to behavior change.
- 2+ years of hands-on content creation and change management experience, with a portfolio of learning assets (e-learning modules, manager guides, toolkits, facilitation guides) you’ve designed and delivered.
- Proven ability to translate high-level talent philosophy and performance management strategy into learning experiences that build the right capabilities.
- Strong data literacy: comfortable analyzing program effectiveness data, interpreting engagement and talent analytics, and building clear, executive-ready narratives from complex data.
- High proficiency with AI tools and a grounded, informed perspective on how AI is reshaping learning design — including its benefits, limitations, and risks.
- Outstanding communication and influence skills — credible and compelling when presenting to HRBPs, managers, and individual contributors.
- Strong facilitation capabilities anchored in learning design principles.
- Proven ability to lead through ambiguity, manage competing priorities, and simplify complex systems into scalable, durable, and delightful employee experiences.
- Demonstrated ability to build trusted cross-functional relationships and lead matrixed teams in fast-paced, global environments.
- Bachelor’s degree in Human Resources, Education, Instructional Design, Business, or a related field.
Preferred Qualifications
- Certification in instructional design (ATD, CPTD, or similar) or change management (Prosci, CCMP, or similar).
- Familiarity with product or design thinking methodologies applied to learning experience design.
- Experience embedding AI-powered features into HR or learning platforms, including defining user adoption strategies and equity guardrails.
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:
The expected base pay range for this position is:
Mountain View $166,000 - $224,500
San Diego, CA $150,000 - $202,500
Overview
Intuit’s Performance Management & Development (PM&D) system is the engine behind our high-performance culture — from bold goal-setting and continuous feedback to mid-year and year-end cycles that bring our pay-for-performance philosophy to life. Every Intuit employee, across thousands of people worldwide, experiences these cycles. Getting them right requires not just great process design, but great learning design.
As the Performance Management and Development Learning & Enablement Lead, you are the learning designer of how every manager and employee understands and succeeds in Intuit’s talent cycles. You won’t just build training — you will shape the behaviors, mindsets, and capabilities that drive our most critical talent moments. You will design world-class learning experiences, build a library of enduring enablement resources, and lead change enablement approaches that turn performance and talent management from a process people navigate into a capability people put in practice.
This is a high-impact individual contributor role at the intersection of instructional and learning design, talent management, AI-enabled innovation, and change management. You will collaborate deeply with program leads, tech/product partners, HRBPs, Communications, Diversity & Inclusion, Manager Development and Learning partners, and senior HR leaders to design and deliver effective learning experiences.
Responsibilities
Learning Design & Instructional Excellence
- You will be the lead in translating performance management and development processes into learning experiences that change behavior — not just inform. You will own the full instructional design lifecycle for PM&D enablement.
- Design and deliver dynamic, evidence-based learning experiences — live, virtual, and asynchronous — for managers and employees at every stage of the performance cycle (goal setting, check-ins, mid-year, year-end, talent reviews/calibration, and compensation conversations).
- Apply adult learning principles, cognitive load theory, and behavioral science to create learning that is immediately applicable in the flow of work.
- Develop a comprehensive, curated library of performance management and compensation enablement resources: manager guides, playbooks, toolkits, job aids, scenario-based e-learning modules, video content, and FAQs — ensuring every resource is accessible, inclusive, and measurable.
- Integrate PM&D learning into Intuit’s broader L&D ecosystem, partnering with the L&D team to embed performance management capability-building into onboarding, manager development programs, and leadership curricula.
- Define learning success metrics and rigorously measure the effectiveness of every program — using data to continuously improve and demonstrate business impact.
AI-Enabled Learning Innovation
- You will be a key partner in how AI reshapes performance enablement at Intuit.
- Partner with Product and Tech teams to embed AI-powered coaching nudges, real-time guidance, and personalized learning moments directly into the platforms where managers and employees work.
- Design enablement strategies that help managers and employees understand, trust, and effectively use AI-enabled features within PM&D tools and systems.
- Stay ahead of emerging AI applications in learning design, bringing a well-informed, grounded perspective on where AI adds genuine value for learning experiences and outcomes.
Content Creation & Lifecycle Management
- Own and maintain Intuit’s PM&D content library — ensuring all materials are current, relevant, and aligned with the latest performance and compensation philosophy, policy, and process updates.
- Enable agentic support models and knowledge management to meet employees and managers in the flow of their work — providing answers to FAQs and the process information they need, exactly when they need it.
- Develop content strategies that meet employees and managers where they are: mobile-friendly resources, just-in-time job aids, and self-serve learning hubs that reduce dependency on HRBPs and encourage self-service.
- Partner with a central learning designer experts to produce polished, professional content at scale — maintaining Intuit’s brand standards and voice.
- Ensure every piece of content is accessible and inclusive, meeting standards and designed with diverse learner needs in mind.
Change Management & Communications Partnership
- You will be a trusted partner to drive change for performance and talent processes.
- Partner on change management strategy and execution for all PM&D cycle updates, new program launches, process improvements, and AI-enabled innovations — from stakeholder mapping through adoption measurement.
- Partner on PM&D program communications — cycle launch announcements, HRBP enablement, manager guides, Insight pages, and FAQs — tailored to each audience.
- Serve as a key point of contact for PM&D-related learning and enablement issues or escalations from HRBPs, managers, and employees.
- Monitor adoption and behavior change, adjusting change approaches based on real-time feedback and engagement data.
Performance Cycle Enablement & Support
- Partner with the PM&D program leads to design the enablement strategy for every major performance cycle — ensuring managers and employees have the skills, knowledge, and confidence to participate effectively.
- Provide real-time guidance and support resources during active performance cycles, assessing learning gaps and developing content when needs emerge.
- Analyze performance cycle data, HRBP feedback, and employee listening signals to identify recurring capability gaps and design learning solutions that address root causes — not symptoms.
- Design and facilitate live enablement sessions (workshops, Q&As) for managers and HR partners during key cycle moments.
Cross-Functional Collaboration & Stakeholder Leadership
- Lead enablement workstreams within matrixed project teams spanning PM&D and Rewards Program Leads, Diversity & Inclusion, L&D, Communications, HRBPs, and Product & Tech — aligning on priorities, managing dependencies, and driving accountability.
- Manage project timelines, deliverables, and stakeholder communications for all enablement initiatives — ensuring on-time, high-quality delivery even in fast-moving, ambiguous environments.
- Conduct regular stakeholder feedback loops to surface insights, address pain points, and continuously raise the bar on the enablement experience.
Qualifications
Required Qualifications
- 3-5+ years of experience in Learning & Development or HR Program Management with a strong track record of taking programs from design to enterprise-scale delivery.
- Experience in instructional design — including adult learning theory, cognitive load management, blended learning design, and evidence-based approaches to behavior change.
- 2+ years of hands-on content creation and change management experience, with a portfolio of learning assets (e-learning modules, manager guides, toolkits, facilitation guides) you’ve designed and delivered.
- Proven ability to translate high-level talent philosophy and performance management strategy into learning experiences that build the right capabilities.
- Strong data literacy: comfortable analyzing program effectiveness data, interpreting engagement and talent analytics, and building clear, executive-ready narratives from complex data.
- High proficiency with AI tools and a grounded, informed perspective on how AI is reshaping learning design — including its benefits, limitations, and risks.
- Outstanding communication and influence skills — credible and compelling when presenting to HRBPs, managers, and individual contributors.
- Strong facilitation capabilities anchored in learning design principles.
- Proven ability to lead through ambiguity, manage competing priorities, and simplify complex systems into scalable, durable, and delightful employee experiences.
- Demonstrated ability to build trusted cross-functional relationships and lead matrixed teams in fast-paced, global environments.
- Bachelor’s degree in Human Resources, Education, Instructional Design, Business, or a related field.
Preferred Qualifications
- Certification in instructional design (ATD, CPTD, or similar) or change management (Prosci, CCMP, or similar).
- Familiarity with product or design thinking methodologies applied to learning experience design.
- Experience embedding AI-powered features into HR or learning platforms, including defining user adoption strategies and equity guardrails.
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:
The expected base pay range for this position is:
Mountain View $166,000 - $224,500
San Diego, CA $150,000 - $202,500
See all 75+ E-3 Visa Learning Development Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Learning Development Manager Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Learning Development Manager
Frame your credentials for U.S. specialty occupation
Your Australian three-year bachelor's degree qualifies as equivalent to a U.S. four-year degree for E-3 visa purposes. Make sure your resume explicitly states your degree field and how it connects to learning and development, not just your job titles.
Target employers with dedicated L&D functions
Companies with standalone Learning Development Manager roles are more likely to have HR teams familiar with E-3 sponsorship. Focus on mid-to-large employers in healthcare, financial services, and technology, where structured L&D programs are standard practice.
Search E-3 sponsorship roles on Migrate Mate
Use Migrate Mate to filter Learning Development Manager openings by E-3 sponsorship history. Migrate Mate's E-3 filing service manages the entire process from offer to consulate appointment, so you and your employer avoid the paperwork burden.
Clarify the LCA requirement with your employer early
Before your offer is finalized, confirm your employer understands they must file a Labor Condition Application with the DOL certifying prevailing wage compliance. LCA certification typically takes seven business days and must be completed before your visa interview.
Align your job description to instructional design criteria
Consular officers assess whether the role genuinely requires a relevant degree. Ask your employer to draft the offer letter so it explicitly names the specialized knowledge required, not just generic management duties that could be performed without a specific qualification.
Prepare for specialty occupation questions at your interview
Consular officers at Sydney, Melbourne, and Perth regularly ask how your degree field directly applies to the role. Practice explaining the connection between organizational psychology, adult learning theory, or instructional design and your day-to-day responsibilities as a Learning Development Manager.
E-3 Visa Learning Development Manager: Frequently Asked Questions
How do I find Learning Development Manager jobs with E-3 sponsorship?
Migrate Mate is the most direct way to search Learning Development Manager roles filtered by E-3 visa sponsorship. Most general job boards don't let you filter by visa type, so you end up manually vetting each employer. Migrate Mate surfaces roles where sponsors are already open to Australian candidates on the E-3, saving significant time in your search.
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 Development Manager role qualify as a specialty occupation for the E-3?
Yes, provided the position requires a bachelor's degree or higher in a specific field such as instructional design, organizational development, human resources, or education. The role fails the specialty occupation test if the employer's job description accepts any bachelor's degree regardless of field. Make sure the offer letter specifies the required discipline to support your consular application.
How does the E-3 compare to the H-1B for Learning Development Manager roles?
The E-3 is significantly more accessible for Australians. The H-1B visa requires entering an annual lottery with roughly a 25% selection rate, while the E-3 has no lottery and no annual cap. Both require specialty occupation qualification and a certified LCA, but E-3 applicants can apply directly at the consulate rather than waiting for USCIS adjudication, which shortens the timeline considerably.
Can I change employers after starting work on an E-3?
Yes, but the E-3 is employer-specific, so a job change requires a new LCA and a new visa. You'll need to either apply for a new E-3 at the consulate or, if you're already in the U.S., your new employer can file a change of status with USCIS. There's no portability provision, so make sure your new employer initiates the process before your current visa validity period ends.