E-3 Visa Learning Program Manager Jobs
Learning Program Manager roles in the U.S. require a bachelor's degree in instructional design, education, or a related field, which aligns directly with E-3 visa specialty occupation criteria. Australian professionals can secure E-3 sponsorship without competing in the H-1B lottery, making roles at learning and development teams in tech, healthcare, and financial services genuinely accessible.
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Get Access To All JobsLeadership Development Program Manager
This job description is intended to describe the general nature and level of work performed by employees assigned to this department. This is not an exhaustive list of all duties and responsibilities, and LCMC Health reserves the right to amend and change responsibilities to meet organizational needs as necessary.
GENERAL DUTIES
Owns and Manages the Leadership Development Program Portfolio
- Manages multiple concurrent leadership development programs end-to-end across the frontline leadership pipeline (supervisor and manager audiences), owning scope, timelines, milestones, and outcomes for each program.
- Serves as program owner and primary point of accountability for assigned leadership development programs and academies, coordinating internal faculty, co-facilitators, subject matter experts, and external partners.
- Maintains program roadmaps and governance, balancing competing priorities, cohort schedules, and stakeholder commitments across the portfolio.
- Monitors program budgets and external vendor relationships (e.g., executive coaching, assessments, licensed content), as applicable.
- Oversees program logistics, including scheduling, faculty coordination, room and virtual setup, catering, and program completion records.
Designs Leadership Development Curricula and Learning Experiences
- Architects multi-course leadership development series grounded in adult learning theory, evidence-based leadership development practices, and an established leadership competency model.
- Ensures cross-program alignment and curriculum continuity so that courses reinforce one another and map to a shared leadership competency framework.
- Designs high-quality in-person, virtual, hybrid, and blended learning experiences, including curricula, facilitation guides, participant workbooks, case studies, slide decks, and assessments.
- Translates organizational strategy, vision, and competency frameworks into actionable program objectives and participant development outcomes.
- Partners with subject matter experts and senior leaders to align content with LCMC Health's clinical and operational context and ensure materials remain current as organizational needs evolve.
Facilitates and Advises Leaders
- Facilitates leadership development sessions for audiences ranging from frontline clinical leaders to directors and executives, adapting facilitation methods and content to audience needs and seniority.
- Serves as a consultative thought partner and advisor to senior leaders on leadership effectiveness, team dynamics, and development priorities.
- Leads train-the-trainer initiatives and faculty enablement to expand facilitation capabilities and ensure consistent program delivery across the system.
- Supports Organizational Development (OD) Directors with individualized leadership development and succession planning for identified successors and high-potential leaders.
Measures Impact and Drives Continuous Improvement
- Defines and manages the measurement strategy for frontline leadership development programs, including standardized evaluation tools applied consistently across the portfolio.
- Tracks, analyzes, and reports program effectiveness, participant outcomes, and business impact.
- Develops executive-facing reports and analyses connecting leadership development to organizational capability and succession goals.
- Refines program content, design, and delivery based on evaluation data, participant feedback, and emerging evidence-based practices.
- Assesses risks associated with programs and change initiatives and implements mitigation strategies.
Serves as a Thought Partner to the Director of Organizational Learning & Development
- Proactively identifies operational and programmatic gaps and recommends solutions to minimize reactive problem-solving and reduce the need for Director intervention.
- Provides insight into program design, sequencing, and participant experience, translating frontline observations into actionable recommendations that inform strategic decisions.
- Reviews program proposals, communications, and stakeholder materials, providing a practitioner perspective before distribution to senior audiences.
- Anticipates execution challenges associated with strategic decisions, identifying scheduling conflicts, resource constraints, and stakeholder dependencies early in the planning process.
- Maintains visibility across the Learning and Development portfolio to support informed resource allocation, prioritization, and program oversight.
EXPERIENCE QUALIFICATIONS
- Minimum Required: 5–7 years of progressive experience in leadership development, talent development, or organizational development, including program design, facilitation, and program management.
- Minimum Required: Demonstrated experience designing and facilitating leadership development programs for frontline and mid-level leaders, with experience supporting senior leaders preferred.
- Minimum Required: Demonstrated facilitation experience, including the ability to lead interactive learning sessions, manage group dynamics, and adapt facilitation approaches to diverse audiences.
- Minimum Required: Demonstrated leadership, managerial, or program ownership experience, including coordinating stakeholders, influencing frontline leadership development, and managing complex initiatives.
- Preferred: 7+ years of leadership development experience, ideally within healthcare or another complex, regulated environment.
- Preferred: Experience owning and managing multi-course leadership development programs or academies end-to-end.
- Preferred: Experience advising senior leaders and executives in a consultative capacity.
- Preferred: Experience with leadership competency frameworks and succession development.
EDUCATION QUALIFICATIONS
- Minimum Required: Bachelor's degree in Organizational Development, Human Resources, Education, Business, Educational Psychology, Industrial/Organizational Psychology, Communication, or a related field.
- Preferred: Master's degree in Organizational Development, Leadership, Industrial/Organizational Psychology, Adult Education, or a related field.
LICENSES AND CERTIFICATIONS
- Preferred: Certification in leadership or executive coaching (e.g., ICF-accredited).
- Preferred: Certification in a recognized leadership or behavioral assessment (e.g., DiSC, EQ-i 2.0, Hogan, MBTI).
- Preferred: Certificate in Instructional Design or Training Facilitation.
SKILLS AND ABILITIES
- Deep knowledge of leadership development theory, adult learning principles, and evidence-based leadership competency models.
- Ability to design, align, and manage multiple programs within a cohesive leadership development portfolio.
- Strong consultative, influencing, and relationship-building skills, with the ability to establish credibility with frontline leaders, senior leaders, and executives.
- Advanced facilitation skills across in-person, virtual, and hybrid formats, including the ability to engage participants, navigate group dynamics, and facilitate meaningful learning and discussion.
- Strong program and project management skills, including managing concurrent programs, timelines, budgets, and stakeholder relationships.
- Ability to translate organizational strategy and competency frameworks into actionable leadership development outcomes.
- Strong measurement and evaluation skills, including survey design, data synthesis, and executive reporting.
- Critical thinking, independent problem-solving, and sound judgment in an ambiguous, fast-paced, team-based environment.
- Experience using learning management systems and web-based content authoring tools (e.g., Articulate 360, Camtasia, Captivate, iSpring).
- Ability to mentor colleagues, coordinate cross-functional contributors, and provide work direction to junior team members without formal supervisory authority.
WORK SHIFT:
Days (United States of America)
LCMC Health is a community.
Our people make health happen. While our NOLA roots run deep, our branches are the vessels that carry our mission of bringing the best possible care to every person and parish in Louisiana and beyond and put a little more heart and soul into healthcare along the way. Celebrating authenticity, originality, equity, inclusion and a little “come on in” attitude is the foundation of LCMC Health’s culture of everyday extraordinary.
Your extras
- Deliver healthcare with heart.
- Give people a reason to smile.
- Put a little love in your work.
- Be honest and real, but with compassion.
- Bring some lagniappe into everything you do.
- Forget one-size-fits-all, think one-of-a-kind care.
- See opportunities, not problems – it’s all about perspective.
- Cheerlead ideas, differences, and each other.
- Love what makes you, you - because we do.
You are welcome here.
LCMC Health is an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.
The above job summary is intended to describe the general nature and level of the work being performed by people assigned to this work. This is not an exhaustive list of all duties and responsibilities. LCMC Health reserves the right to amend and change responsibilities to meet organizational needs as necessary.
Simple things make the difference.
-
To get started, take your time to fully and accurately complete the application for employment. Incomplete applications get bogged down and are often eliminated due to missing information.
-
To ensure quality care and service, we may use information on your application to verify your previous employment and background.
-
To keep our career applications up-to-date, applications are inactive after 6 months and, therefore, require a new application for employment to be completed.
-
To expedite the hiring process, proof of citizenship or immigration status will be required to verify your lawful right to work in the United States.
Leadership Development Program Manager
This job description is intended to describe the general nature and level of work performed by employees assigned to this department. This is not an exhaustive list of all duties and responsibilities, and LCMC Health reserves the right to amend and change responsibilities to meet organizational needs as necessary.
GENERAL DUTIES
Owns and Manages the Leadership Development Program Portfolio
- Manages multiple concurrent leadership development programs end-to-end across the frontline leadership pipeline (supervisor and manager audiences), owning scope, timelines, milestones, and outcomes for each program.
- Serves as program owner and primary point of accountability for assigned leadership development programs and academies, coordinating internal faculty, co-facilitators, subject matter experts, and external partners.
- Maintains program roadmaps and governance, balancing competing priorities, cohort schedules, and stakeholder commitments across the portfolio.
- Monitors program budgets and external vendor relationships (e.g., executive coaching, assessments, licensed content), as applicable.
- Oversees program logistics, including scheduling, faculty coordination, room and virtual setup, catering, and program completion records.
Designs Leadership Development Curricula and Learning Experiences
- Architects multi-course leadership development series grounded in adult learning theory, evidence-based leadership development practices, and an established leadership competency model.
- Ensures cross-program alignment and curriculum continuity so that courses reinforce one another and map to a shared leadership competency framework.
- Designs high-quality in-person, virtual, hybrid, and blended learning experiences, including curricula, facilitation guides, participant workbooks, case studies, slide decks, and assessments.
- Translates organizational strategy, vision, and competency frameworks into actionable program objectives and participant development outcomes.
- Partners with subject matter experts and senior leaders to align content with LCMC Health's clinical and operational context and ensure materials remain current as organizational needs evolve.
Facilitates and Advises Leaders
- Facilitates leadership development sessions for audiences ranging from frontline clinical leaders to directors and executives, adapting facilitation methods and content to audience needs and seniority.
- Serves as a consultative thought partner and advisor to senior leaders on leadership effectiveness, team dynamics, and development priorities.
- Leads train-the-trainer initiatives and faculty enablement to expand facilitation capabilities and ensure consistent program delivery across the system.
- Supports Organizational Development (OD) Directors with individualized leadership development and succession planning for identified successors and high-potential leaders.
Measures Impact and Drives Continuous Improvement
- Defines and manages the measurement strategy for frontline leadership development programs, including standardized evaluation tools applied consistently across the portfolio.
- Tracks, analyzes, and reports program effectiveness, participant outcomes, and business impact.
- Develops executive-facing reports and analyses connecting leadership development to organizational capability and succession goals.
- Refines program content, design, and delivery based on evaluation data, participant feedback, and emerging evidence-based practices.
- Assesses risks associated with programs and change initiatives and implements mitigation strategies.
Serves as a Thought Partner to the Director of Organizational Learning & Development
- Proactively identifies operational and programmatic gaps and recommends solutions to minimize reactive problem-solving and reduce the need for Director intervention.
- Provides insight into program design, sequencing, and participant experience, translating frontline observations into actionable recommendations that inform strategic decisions.
- Reviews program proposals, communications, and stakeholder materials, providing a practitioner perspective before distribution to senior audiences.
- Anticipates execution challenges associated with strategic decisions, identifying scheduling conflicts, resource constraints, and stakeholder dependencies early in the planning process.
- Maintains visibility across the Learning and Development portfolio to support informed resource allocation, prioritization, and program oversight.
EXPERIENCE QUALIFICATIONS
- Minimum Required: 5–7 years of progressive experience in leadership development, talent development, or organizational development, including program design, facilitation, and program management.
- Minimum Required: Demonstrated experience designing and facilitating leadership development programs for frontline and mid-level leaders, with experience supporting senior leaders preferred.
- Minimum Required: Demonstrated facilitation experience, including the ability to lead interactive learning sessions, manage group dynamics, and adapt facilitation approaches to diverse audiences.
- Minimum Required: Demonstrated leadership, managerial, or program ownership experience, including coordinating stakeholders, influencing frontline leadership development, and managing complex initiatives.
- Preferred: 7+ years of leadership development experience, ideally within healthcare or another complex, regulated environment.
- Preferred: Experience owning and managing multi-course leadership development programs or academies end-to-end.
- Preferred: Experience advising senior leaders and executives in a consultative capacity.
- Preferred: Experience with leadership competency frameworks and succession development.
EDUCATION QUALIFICATIONS
- Minimum Required: Bachelor's degree in Organizational Development, Human Resources, Education, Business, Educational Psychology, Industrial/Organizational Psychology, Communication, or a related field.
- Preferred: Master's degree in Organizational Development, Leadership, Industrial/Organizational Psychology, Adult Education, or a related field.
LICENSES AND CERTIFICATIONS
- Preferred: Certification in leadership or executive coaching (e.g., ICF-accredited).
- Preferred: Certification in a recognized leadership or behavioral assessment (e.g., DiSC, EQ-i 2.0, Hogan, MBTI).
- Preferred: Certificate in Instructional Design or Training Facilitation.
SKILLS AND ABILITIES
- Deep knowledge of leadership development theory, adult learning principles, and evidence-based leadership competency models.
- Ability to design, align, and manage multiple programs within a cohesive leadership development portfolio.
- Strong consultative, influencing, and relationship-building skills, with the ability to establish credibility with frontline leaders, senior leaders, and executives.
- Advanced facilitation skills across in-person, virtual, and hybrid formats, including the ability to engage participants, navigate group dynamics, and facilitate meaningful learning and discussion.
- Strong program and project management skills, including managing concurrent programs, timelines, budgets, and stakeholder relationships.
- Ability to translate organizational strategy and competency frameworks into actionable leadership development outcomes.
- Strong measurement and evaluation skills, including survey design, data synthesis, and executive reporting.
- Critical thinking, independent problem-solving, and sound judgment in an ambiguous, fast-paced, team-based environment.
- Experience using learning management systems and web-based content authoring tools (e.g., Articulate 360, Camtasia, Captivate, iSpring).
- Ability to mentor colleagues, coordinate cross-functional contributors, and provide work direction to junior team members without formal supervisory authority.
WORK SHIFT:
Days (United States of America)
LCMC Health is a community.
Our people make health happen. While our NOLA roots run deep, our branches are the vessels that carry our mission of bringing the best possible care to every person and parish in Louisiana and beyond and put a little more heart and soul into healthcare along the way. Celebrating authenticity, originality, equity, inclusion and a little “come on in” attitude is the foundation of LCMC Health’s culture of everyday extraordinary.
Your extras
- Deliver healthcare with heart.
- Give people a reason to smile.
- Put a little love in your work.
- Be honest and real, but with compassion.
- Bring some lagniappe into everything you do.
- Forget one-size-fits-all, think one-of-a-kind care.
- See opportunities, not problems – it’s all about perspective.
- Cheerlead ideas, differences, and each other.
- Love what makes you, you - because we do.
You are welcome here.
LCMC Health is an equal opportunity employer. All qualified applicants receive consideration for employment without regard to race, color, religion, sex, national origin, sexual orientation, gender identity, disability status, protected veteran status, or any other characteristic protected by law.
The above job summary is intended to describe the general nature and level of the work being performed by people assigned to this work. This is not an exhaustive list of all duties and responsibilities. LCMC Health reserves the right to amend and change responsibilities to meet organizational needs as necessary.
Simple things make the difference.
-
To get started, take your time to fully and accurately complete the application for employment. Incomplete applications get bogged down and are often eliminated due to missing information.
-
To ensure quality care and service, we may use information on your application to verify your previous employment and background.
-
To keep our career applications up-to-date, applications are inactive after 6 months and, therefore, require a new application for employment to be completed.
-
To expedite the hiring process, proof of citizenship or immigration status will be required to verify your lawful right to work in the United States.
See all E-3 Visa Learning Program Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Learning Program Manager Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Learning Program Manager
Frame your credentials around specialty occupation
Your Australian bachelor's degree must tie directly to learning program management, not just general business. Instructional design, adult education, or organisational psychology degrees map cleanly to E-3 visa specialty occupation criteria. A mismatch between your field of study and your job duties is the most common LCA complication.
Target employers with active L&D functions
Companies with dedicated learning and development departments file LCAs far more readily than those treating training as an HR side task. Look for employers advertising L&D teams, learning technology stacks like Workday Learning or Cornerstone, or dedicated chief learning officer roles.
Search for E-3 roles using Migrate Mate
Migrate Mate filters job listings by E-3 sponsorship willingness, so you're not cold-applying to employers unfamiliar with the visa. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork once you have an offer confirmed.
Address the specialty occupation question upfront
Some employers assume Learning Program Manager roles don't qualify as specialty occupations because the title sounds operational. Prepare a brief written summary showing that a degree in a directly related field is a standard industry requirement, not just preferred, for the role.
Confirm LCA prevailing wage before accepting an offer
The DOL sets prevailing wage levels for every job title and location. Your offered salary must meet or exceed the Level I to Level IV threshold for your SOC code. Ask your employer to confirm the wage level before the LCA is filed to avoid a renegotiation mid-process.
Time your consulate appointment around program cycles
Learning Program Manager roles often ramp up at the start of Q1 or Q3 alongside corporate training calendars. Book your consulate appointment in Sydney, Melbourne, or Perth at least six to eight weeks before your intended start date to absorb any administrative processing delays.
E-3 Visa Learning Program Manager: Frequently Asked Questions
How do I find Learning Program Manager jobs that offer E-3 visa sponsorship?
Migrate Mate is the most direct way to find Learning Program Manager roles where employers already understand E-3 sponsorship. Standard job searches surface roles without any indication of visa willingness, which wastes time. Migrate Mate filters specifically for E-3-eligible positions, so you can focus on employers who are already set up to file an LCA and support your application.
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 Program Manager role qualify as an E-3 specialty occupation?
Yes, provided the employer requires a bachelor's degree in a directly related field such as instructional design, adult education, learning and development, or organisational psychology. The role must demand that specific body of theoretical and practical knowledge. Generalist roles where any bachelor's degree is accepted regardless of field are harder to support under the specialty occupation standard.
How does the E-3 visa compare to the H-1B for Learning Program Manager roles?
The E-3 has no annual cap and no lottery, so there's no randomised selection process to clear. H-1B registration opens once a year in March, and selection is not guaranteed. With the E-3, you can apply as soon as you have an offer and a certified LCA, and you can start within weeks rather than waiting for a fiscal year start date. The trade-off is that E-3 eligibility is limited to Australian citizens.
Can I switch employers while on an E-3 as a Learning Program Manager?
Yes, but each employer change requires a new LCA and a new E-3 visa or amended status. You can begin working for the new employer once the new LCA is certified and the visa application is submitted or approved, depending on whether you're inside or outside the U.S. There's no portability provision equivalent to AC21 for H-1B holders, so the process restarts fully with each move.