E-3 Visa Talent Acquisition Director Jobs
Talent Acquisition Director roles qualify for E-3 visa sponsorship as specialty occupations requiring a relevant bachelor's degree or higher. Australian professionals in this field benefit from the E-3's no-lottery structure and unlimited two-year renewals, making it practical for both you and your U.S. employer to plan long-term workforce strategy.
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Get Access To All JobsINTRODUCTION
Grant Thornton is seeking an Oracle HCM Recruiting Associate Director to join the team. Approved office locations can be found below.
Position Summary
The Associate Director, Oracle HCM Recruiting serves as the strategic, functional, and delivery leader for the firm’s Oracle Recruiting Cloud (ORC) platform. This role owns the global recruiting technology roadmap and leads enterprise‑scale recruiting initiatives, including global implementations, regional expansions, and complex multi‑workstream programs.
Partnering closely with Talent Acquisition, Onboarding, People & Culture leadership, HRIS, Technology, Compliance, and external vendors, the Associate Director ensures Oracle Recruiting solutions are designed, governed, and delivered in a way that supports business growth, regulatory requirements, and an exceptional candidate and recruiter experience. This role typically leads a team of HRIS Recruiting resources and serves as the primary decision authority and escalation point for Oracle Recruiting solutions worldwide. This is an internal role that will be to support Grant Thornton specifically.
Key Responsibilities
Oracle Recruiting Platform Leadership
- Serve as the functional and strategic owner for Oracle Recruiting Cloud, including requisitions, job postings, candidate lifecycle, offers, hiring flows, and recruiting security.
- Define and maintain the global ORC roadmap, aligning enhancements and priorities to Talent Acquisition strategy, workforce planning, and firm growth.
- Provide strategic direction for recruiting process design, platform scalability, and user experience modernization, including Redwood UX.
Global Program & Project Management Leadership
- Serve as the program lead for large, complex Oracle HCM Recruiting initiatives, including global rollouts, phased regional deployments, new entity onboarding, and operating model transformations.
- Own end‑to‑end project governance, including scope definition, integrated planning, milestones, dependencies, risk and issue management, and executive‑level status reporting.
- Partner with HRIS PMO, Technology, Oracle, and third‑party vendors to ensure delivery aligns with enterprise standards, timelines, and quality expectations.
- Coordinate recruiting workstreams within broader Oracle HCM transformation programs to ensure alignment with Core HR, Onboarding, Compensation, Security, and downstream systems.
- Provide clear visibility into delivery progress, trade‑offs, and risks, enabling informed decision‑making by leadership.
Global Oracle HCM Recruiting Implementation & Deployment
- Lead and support global and multi‑country implementations of Oracle Recruiting Cloud, including regional expansions and country‑specific deployments.
- Ensure recruiting solutions appropriately accommodate global and local requirements, including regulatory compliance, data privacy, approval frameworks, and regional business practices.
- Own integration and handoff between Oracle Recruiting and Pending Worker processes, ensuring accurate pre‑hire data creation and readiness for Core HR and Onboarding.
- Balance global standardization with regional flexibility, establishing clear decision frameworks for when processes and configurations should be global versus localized.
- Oversee go‑live readiness activities, including data validation, cutover planning, access provisioning, training readiness, and post‑deployment hypercare support.
- Serve as the primary escalation point during deployments, ensuring rapid resolution of issues with minimal impact to recruiting operations.
Stakeholder Partnership & Governance
- Act as the senior HRIS partner to Talent Acquisition leadership globally, translating recruiting strategy into sustainable Oracle configurations and delivery plans.
- Establish and enforce governance standards for requisition approvals, templates, job families, security roles, and recruiting data usage.
- Partner with Compensation, Core HR, Compliance, and Technology teams to ensure job data, offers, and hiring transactions are consistent, compliant, and audit‑ready.
- Advise stakeholders on sequencing, readiness, and risk related to global recruiting initiatives and releases.
Configuration & Solution Design Oversight
- Lead and approve complex ORC configurations, including:
- Requisition structures, approvals, and posting rules
- Candidate application flows (experienced, campus, executive and pipeline)
- Offer frameworks, templates, and integration points to Core HR
- Recruiting security roles and access models
- Oversee adoption of advanced capabilities such as Recruiting Booster, Talent Pools, Campaigns, and Recruiting Analytics, ensuring scalable and compliant global use.
- Approve and govern Pending Worker and pre‑hire configurations, including templates, legal employer mapping, work relationships, hire actions, and downstream integrations.
Delivery Excellence, Testing & Risk Management
- Establish delivery standards for design documentation, configuration quality, testing rigor, and release readiness across global initiatives.
- Oversee recruiting‑related SIT/UAT, ensuring test strategies reflect global business scenarios, multi‑country data considerations, and real‑world recruiting use cases.
- Proactively identify and mitigate risks related to data quality, regional readiness, change saturation, testing constraints, and vendor dependencies.
- Ensure all changes meet enterprise change and release management standards prior to production deployment.
Change Enablement, Adoption & Optimization
- Partner with regional Talent teams to support global adoption strategies, training approaches, and communications.
- Ensure recruiters, hiring leaders, and HR partners are prepared for system and process changes associated with Oracle Recruiting releases.
- Monitor platform usage and outcomes to identify opportunities for simplification, efficiency, and improved candidate experience.
Reporting, Insights & Analytics
- Drive adoption of Recruiting Analytics, OTBI, and dashboards to support TA performance, workforce planning, and leadership reporting.
- Use data and insights to inform roadmap priorities, process optimization, and continuous improvement.
Team Leadership & Resource Management
- Lead, coach, and develop HRIS Recruiting resources (Associates, Senior Associates, Managers, as applicable).
- Provide design guidance, quality assurance, and mentorship across configuration, testing, documentation, and support activities.
- Serve as the escalation lead for high‑visibility recruiting incidents and production issues.
QUALIFICATIONS & EXPERIENCE
Required
- 8+ years of progressive, global experience with demonstrated depth in Oracle Recruiting Cloud.
- Proven experience leading enterprise‑scale, multi‑workstream HR technology initiatives.
- Strong understanding of end‑to‑end recruiting and hiring processes, including compliance, audit, and data privacy considerations.
- Experience supporting multi‑entity, multi‑country, or highly complex recruiting environments.
- Demonstrated ability to influence and advise senior stakeholders across HR, Technology, and the business.
Preferred
- Experience integrating Oracle Recruiting with Core HR, Onboarding/Journeys, OIC, HDL/HSDL, and reporting solutions.
- Prior people‑lead, product‑owner, or HRIS capability‑lead experience.
- Experience supporting broader Oracle HCM implementations or global transformations.
Skills & Competencies
- Strategic platform and product ownership
- Oracle Recruiting Cloud functional mastery
- Enterprise‑scale program and project management
- Global implementation and deployment leadership
- Executive‑level stakeholder communication
- Governance, controls, and global decision frameworks
- Risk management and delivery excellence
- Team leadership, coaching, and talent development
- Change management and adoption enablement
COMPENSATION
- The base salary range for this position is between $152,000 and $228,000. Placement within the pay range is at Grant Thornton’s discretion, and it is based on multiple factors, including but not limited to, job‑related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. At Grant Thornton, compensation decisions are dependent upon the facts and circumstances of each position and candidate.
INTRODUCTION
Grant Thornton is seeking an Oracle HCM Recruiting Associate Director to join the team. Approved office locations can be found below.
Position Summary
The Associate Director, Oracle HCM Recruiting serves as the strategic, functional, and delivery leader for the firm’s Oracle Recruiting Cloud (ORC) platform. This role owns the global recruiting technology roadmap and leads enterprise‑scale recruiting initiatives, including global implementations, regional expansions, and complex multi‑workstream programs.
Partnering closely with Talent Acquisition, Onboarding, People & Culture leadership, HRIS, Technology, Compliance, and external vendors, the Associate Director ensures Oracle Recruiting solutions are designed, governed, and delivered in a way that supports business growth, regulatory requirements, and an exceptional candidate and recruiter experience. This role typically leads a team of HRIS Recruiting resources and serves as the primary decision authority and escalation point for Oracle Recruiting solutions worldwide. This is an internal role that will be to support Grant Thornton specifically.
Key Responsibilities
Oracle Recruiting Platform Leadership
- Serve as the functional and strategic owner for Oracle Recruiting Cloud, including requisitions, job postings, candidate lifecycle, offers, hiring flows, and recruiting security.
- Define and maintain the global ORC roadmap, aligning enhancements and priorities to Talent Acquisition strategy, workforce planning, and firm growth.
- Provide strategic direction for recruiting process design, platform scalability, and user experience modernization, including Redwood UX.
Global Program & Project Management Leadership
- Serve as the program lead for large, complex Oracle HCM Recruiting initiatives, including global rollouts, phased regional deployments, new entity onboarding, and operating model transformations.
- Own end‑to‑end project governance, including scope definition, integrated planning, milestones, dependencies, risk and issue management, and executive‑level status reporting.
- Partner with HRIS PMO, Technology, Oracle, and third‑party vendors to ensure delivery aligns with enterprise standards, timelines, and quality expectations.
- Coordinate recruiting workstreams within broader Oracle HCM transformation programs to ensure alignment with Core HR, Onboarding, Compensation, Security, and downstream systems.
- Provide clear visibility into delivery progress, trade‑offs, and risks, enabling informed decision‑making by leadership.
Global Oracle HCM Recruiting Implementation & Deployment
- Lead and support global and multi‑country implementations of Oracle Recruiting Cloud, including regional expansions and country‑specific deployments.
- Ensure recruiting solutions appropriately accommodate global and local requirements, including regulatory compliance, data privacy, approval frameworks, and regional business practices.
- Own integration and handoff between Oracle Recruiting and Pending Worker processes, ensuring accurate pre‑hire data creation and readiness for Core HR and Onboarding.
- Balance global standardization with regional flexibility, establishing clear decision frameworks for when processes and configurations should be global versus localized.
- Oversee go‑live readiness activities, including data validation, cutover planning, access provisioning, training readiness, and post‑deployment hypercare support.
- Serve as the primary escalation point during deployments, ensuring rapid resolution of issues with minimal impact to recruiting operations.
Stakeholder Partnership & Governance
- Act as the senior HRIS partner to Talent Acquisition leadership globally, translating recruiting strategy into sustainable Oracle configurations and delivery plans.
- Establish and enforce governance standards for requisition approvals, templates, job families, security roles, and recruiting data usage.
- Partner with Compensation, Core HR, Compliance, and Technology teams to ensure job data, offers, and hiring transactions are consistent, compliant, and audit‑ready.
- Advise stakeholders on sequencing, readiness, and risk related to global recruiting initiatives and releases.
Configuration & Solution Design Oversight
- Lead and approve complex ORC configurations, including:
- Requisition structures, approvals, and posting rules
- Candidate application flows (experienced, campus, executive and pipeline)
- Offer frameworks, templates, and integration points to Core HR
- Recruiting security roles and access models
- Oversee adoption of advanced capabilities such as Recruiting Booster, Talent Pools, Campaigns, and Recruiting Analytics, ensuring scalable and compliant global use.
- Approve and govern Pending Worker and pre‑hire configurations, including templates, legal employer mapping, work relationships, hire actions, and downstream integrations.
Delivery Excellence, Testing & Risk Management
- Establish delivery standards for design documentation, configuration quality, testing rigor, and release readiness across global initiatives.
- Oversee recruiting‑related SIT/UAT, ensuring test strategies reflect global business scenarios, multi‑country data considerations, and real‑world recruiting use cases.
- Proactively identify and mitigate risks related to data quality, regional readiness, change saturation, testing constraints, and vendor dependencies.
- Ensure all changes meet enterprise change and release management standards prior to production deployment.
Change Enablement, Adoption & Optimization
- Partner with regional Talent teams to support global adoption strategies, training approaches, and communications.
- Ensure recruiters, hiring leaders, and HR partners are prepared for system and process changes associated with Oracle Recruiting releases.
- Monitor platform usage and outcomes to identify opportunities for simplification, efficiency, and improved candidate experience.
Reporting, Insights & Analytics
- Drive adoption of Recruiting Analytics, OTBI, and dashboards to support TA performance, workforce planning, and leadership reporting.
- Use data and insights to inform roadmap priorities, process optimization, and continuous improvement.
Team Leadership & Resource Management
- Lead, coach, and develop HRIS Recruiting resources (Associates, Senior Associates, Managers, as applicable).
- Provide design guidance, quality assurance, and mentorship across configuration, testing, documentation, and support activities.
- Serve as the escalation lead for high‑visibility recruiting incidents and production issues.
QUALIFICATIONS & EXPERIENCE
Required
- 8+ years of progressive, global experience with demonstrated depth in Oracle Recruiting Cloud.
- Proven experience leading enterprise‑scale, multi‑workstream HR technology initiatives.
- Strong understanding of end‑to‑end recruiting and hiring processes, including compliance, audit, and data privacy considerations.
- Experience supporting multi‑entity, multi‑country, or highly complex recruiting environments.
- Demonstrated ability to influence and advise senior stakeholders across HR, Technology, and the business.
Preferred
- Experience integrating Oracle Recruiting with Core HR, Onboarding/Journeys, OIC, HDL/HSDL, and reporting solutions.
- Prior people‑lead, product‑owner, or HRIS capability‑lead experience.
- Experience supporting broader Oracle HCM implementations or global transformations.
Skills & Competencies
- Strategic platform and product ownership
- Oracle Recruiting Cloud functional mastery
- Enterprise‑scale program and project management
- Global implementation and deployment leadership
- Executive‑level stakeholder communication
- Governance, controls, and global decision frameworks
- Risk management and delivery excellence
- Team leadership, coaching, and talent development
- Change management and adoption enablement
COMPENSATION
- The base salary range for this position is between $152,000 and $228,000. Placement within the pay range is at Grant Thornton’s discretion, and it is based on multiple factors, including but not limited to, job‑related knowledge/skills, experience, business needs, progression within the role, geographic location, and internal equity. At Grant Thornton, compensation decisions are dependent upon the facts and circumstances of each position and candidate.
See all 46+ E-3 Visa Talent Acquisition Director Jobs
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Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Talent Acquisition Director
Frame your credentials for specialty occupation
Talent acquisition at the director level must demonstrate a direct tie between your degree field and the role. A human resources, organizational psychology, or business degree strengthens your specialty occupation case; a general arts degree may require a credentials evaluation to connect the dots.
Target employers with dedicated HR leadership teams
Companies large enough to have a standalone talent acquisition function are far more likely to understand E-3 visa sponsorship. Search for organizations actively posting director-level TA roles, which signals they treat recruiting as a strategic business unit rather than an administrative function.
Raise E-3 sponsorship before the offer stage
U.S. hiring managers often conflate E-3 with H-1B lottery complexity. Clarifying early that the E-3 requires no lottery, no government-set quota, and can be filed directly through the consulate removes the most common objection before it derails your candidacy.
Confirm your employer can file the LCA
Your employer must file a Labor Condition Application with the DOL before your visa application proceeds. Verify the company is registered in the FLAG system and has an authorized representative who can sign LCA submissions on behalf of the organization.
Use Migrate Mate's E-3 filing service for the paperwork
Once you have an offer, Migrate Mate's E-3 filing service handles your LCA preparation, DS-160, and consulate documentation end-to-end. This is especially useful when your employer's HR team has never sponsored an E-3 and needs guided support through the process.
Prepare for consulate questions about your reporting structure
Consular officers assess whether a director-level TA role genuinely requires a specialized degree or could be performed without one. Bring documentation showing you'll lead a team, set hiring strategy, and report to C-suite leadership, not just coordinate job postings.
E-3 Visa Talent Acquisition Director: Frequently Asked Questions
How do I find Talent Acquisition Director jobs with E-3 visa sponsorship?
Migrate Mate lets you search specifically for Talent Acquisition Director roles at U.S. employers open to E-3 sponsorship, filtering out listings where sponsorship isn't available. Because E-3 sponsorship depends on employer willingness rather than a government lottery, finding the right employer is the most important step, and a targeted search saves significant time.
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 the E-3 visa work for director-level talent acquisition roles specifically?
Yes, provided the role qualifies as a specialty occupation, meaning it normally requires at least a bachelor's degree in a specific field such as human resources, organizational psychology, or business. Director-level TA roles typically meet this threshold because they involve strategic workforce planning, not just administrative recruiting tasks. Your offer letter and job description should reflect that distinction.
How does the E-3 compare to the H-1B for Talent Acquisition Director roles?
The E-3 has no annual lottery and no numerical cap, so your employer can sponsor you at any time of year without a random selection process. The H-1B requires registration in an annual lottery with no guaranteed selection. For a TA director role, the E-3 is also faster to execute: the employer files an LCA with the DOL and you apply directly at a U.S. consulate, with no USCIS petition required.
What happens to my E-3 status if my employer does a layoff or restructuring?
Your E-3 status is tied to the specific employer and role on your LCA. If your position is eliminated, your authorized work status ends with that employment. You have a 60-day grace period to find a new employer willing to sponsor a fresh E-3, transfer to another visa status, or depart the United States. Starting a new job search before any formal layoff notice significantly improves your options.