E-3 Visa Sales Performance Management Jobs
Sales Performance Management roles in the U.S. qualify for E-3 visa sponsorship when the position requires a bachelor's degree in business, analytics, or a related field. The E-3 has no lottery and no annual cap, so Australian professionals can move quickly once they have a job offer and a certified Labor Condition Application.
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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 E-3 Visa Sales Performance Management Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Sales Performance Management Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Sales Performance Management
Align your credentials to specialty occupation
Sales Performance Management sits at the intersection of analytics and strategy, so frame your degree in business, finance, or data science as directly tied to the role. A mismatch between your qualification and the job description is the most common E-3 visa denial trigger.
Target employers with active LCA filing history
Search the DOL's Office of Foreign Labor Certification disclosure data to find companies that have certified LCAs for analyst and performance management roles. Prior LCA activity signals that the employer's HR team understands the E-3 process and won't stall at the paperwork stage.
Find E-3 sponsorship jobs through Migrate Mate
Migrate Mate filters job listings by E-3 sponsorship history, so you're applying to companies already familiar with the visa rather than educating a recruiter from scratch. Use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork once you have an offer.
Request LCA filing before your start date
The DOL must certify your LCA before you can apply at a U.S. consulate. Push for your employer to submit the LCA at least three to four weeks before your target interview date so certification delays don't push back your consulate appointment.
Clarify prevailing wage tier with your employer
DOL assigns LCA wages to one of four prevailing wage levels based on job duties and experience. For Sales Performance Management roles, duties like quota modeling or incentive plan design often warrant a higher wage tier, which your employer must certify on the LCA before filing.
Prepare for consular questions on role specialty
U.S. consular officers assess whether your Sales Performance Management role genuinely requires a degree-level qualification. Bring documentation showing that the position involves analytical frameworks, forecasting methodology, or system implementation, not just general sales support or coordination.
E-3 Visa Sales Performance Management: Frequently Asked Questions
How do I find Sales Performance Management jobs with E-3 visa sponsorship?
Migrate Mate is built specifically for this search. It surfaces Sales Performance Management roles at employers with E-3 sponsorship history, so you avoid spending time on companies that will decline to sponsor. Filter by role type and location to see active listings where the employer is already familiar with the E-3 process.
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 Sales Performance Management role qualify as a specialty occupation for the E-3?
Yes, if the position requires a bachelor's degree in a specific field such as business analytics, finance, or statistics. Roles that involve incentive compensation design, quota modeling, or CRM-based performance reporting typically meet the specialty occupation standard. Roles described as general sales coordination or account management with no degree requirement are more likely to face scrutiny at the consulate.
How does the E-3 compare to the H-1B for Sales Performance Management professionals?
The E-3 has a significant practical advantage: there is no lottery. H-1B visa registrations are entered into a random selection process, and most applicants are not chosen. The E-3 allocates up to 10,500 visas annually exclusively to Australian citizens, and that cap has never been reached. You can apply as soon as you have a certified LCA and a job offer, with no waiting for a lottery result.
Can I change employers after starting a Sales Performance Management role on an E-3?
Yes, but your new employer must file a fresh LCA with DOL and you'll need a new E-3 visa or an amended status before you begin working for them. The E-3 is employer-specific, so you can't simply transfer it. Plan for a three to five week LCA certification window before your consulate appointment or change of status filing can proceed.