E-3 Visa Talent Development Manager Jobs
Talent Development Manager roles qualify for E-3 visa sponsorship as specialty occupations requiring a bachelor's degree in human resources, organizational psychology, or a related field. The E-3 has no lottery and no annual cap, so Australian professionals can pursue these roles year-round without H-1B visa timing constraints.
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As the Regional Talent Development Manager, you will collaborate with the SW Regional Leadership and HR Director to create and execute a talent development strategy that connects to Gensler’s overall and SW specific business and people focus areas. You will work closely with the Regional HR Director, office leadership, the Culture and Inclusion regional leaders, and with each of the offices’ HR Business Partners acting as a strategic partner to identify and implement people-focused Talent Development solutions. You will have oversight of TD specialists and work closely with your team to develop a collaborative and impactful TD program for the SW region.
In this role, you will manage learning and training programs, licensure and continuing education, onboarding, coaching, the annual engagement (Glint) rollout, the Gensler professional development program (PDP), and leadership development for the Southwest Region. This role entails the strategic use of data and having a keen eye for identifying and closing talent and organizational skills’ gaps, as well as the ability to recommend improvements to organizational effectiveness. Above all, to be successful in this role, you should have a deep desire to learn about the business of design and have incessant curiosity on how you and your team can enhance the learning and experience of the 1,000 highly creative team members that make up our SWR talent.
What You Will Do
- Train and oversee the organization and execution of learning programs: internal regional and firmwide classes and events, and in some cases, external vendors’ presentations.
- Work with regional and office leadership to create and implement impactful programs in the areas of learning, professional development, executive coaching, and trainings aimed at improving overall talent performance and organizational culture.
- Work closely with the various communities of leadership to support, develop, and enhance technical trainings.
- Provide in-house support to new and existing Gensler team members through talent integration, on-boarding, ongoing coaching, trainings (leadership, feedback, technical), and learning opportunities.
- Support regional licensure champions in each office, determining best practices, building resources, and supporting the licensure achievement and celebration process.
- Maintain an annual learning budget.
- Work closely with the accounting team to manage reimbursements, registration fees, and memberships dues. Oversee talent development related expenses using our internal Coupa platform.
- Cultivate a creative, innovative, and nurturing environment through various departments by maintaining an effective coaching/mentoring program through our Professional Development Plan (PDP) process.
- Lead and partner with HRBP and Learning Specialists to Perform Talent Mapping analysis of team members – analyze skills, competencies, and capabilities to determine talent potential and development paths.
- Bring insights and maintain a strong relationship with our Global Regional Talent Development Network and Learning Coordinator network.
- Report data, insights and recommendations to Regional and Office leadership.
- Elevate leadership on talent management practices including: talent planning, succession, and robust skills gap analysis.
Your Qualifications
- Bachelor of Arts or Science Degree required. Master's Degree in Organizational Behavior, I/Organizational Psychology, or Adult Education a plus.
- 8+ years of experience in Learning and Development, Training, Human Resources, HR Business Partnering, People Operations, or related field. At least 2+ years in a manager capacity and 4+ in Learning & Development. Professional coaching experience and certification a plus.
- Experience facilitating and leading training for audiences of all sizes, in-person and virtually, with a high level of executive presence.
- Experience with various assessments.
- Experience managing a budget.
- Results driven approach to talent development, with strong analytical skills and experience evaluating, predicting, and measuring the ROI of people programs.
- Ability to embed an inclusion lens to all talent management processes optimizing programs to advance the firms’ inclusion strategies.
- Strong interpersonal communications skills and flexibility.
- Change management experience.
- Strong management and coaching capabilities.
- Manage multiple stakeholders, and able to discern top priorities.
- Ability to inspire and lead a team with creativity and compassion.
- Strong initiative and solid judgment abilities/skills.
- Team player with the ability to establish collaborative working relationships.
- Expert in MS Office (Word, Excel, PowerPoint); knowledge of InDesign a plus.
- Experience with recording and editing training content using video editing software such as Camtasia or Adobe Captivate a plus.
- Experience with collecting and analyzing data on efficacy of training programs and making recommendations for improvement. Familiarity with Tableau, PowerBI, and Qualtrics is a plus.
- Ability to travel to the six regional offices, on average two to four times a year, or as needed.
- In office presence at our Los Angeles downtown location, five times a week, with flexible hours.
Compensation
The base salary will be estimated between $118,000 - $144,000 plus bonuses and benefits and contingent on relevant experience. To learn more about our compensation philosophy and full benefits offerings, please visit Great People, Great Rewards | Gensler.
Life at Gensler
At Gensler, we are as committed to enjoying life as we are to delivering best-in-class design. From curated art exhibits to internal design competitions to “Well-being Awareness Week,” our offices reflect our people’s diverse interests.
We encourage every person at Gensler to lead a healthy and balanced life. Our comprehensive benefits include medical, dental, vision, disability, wellness programs, flex spending, paid holidays, and paid time off. We also offer a 401k, profit sharing, employee stock ownership, and twice annual bonus opportunities. Our annual base salary range has been established based on local markets.
As part of the firm’s commitment to licensure and professional development, Gensler offers reimbursement for certain professional licenses and associated renewals and exam fees. In addition, we reimburse tuition for certain eligible programs or classes. We view our professional development programs as strategic investments in our future.
Our SWR is made up of six offices located in San Diego, Newport Beach, Los Angeles, Denver, Phoenix and Las Vegas. Each office is at a different level of maturity and has unique opportunities. From the second largest office at Gensler, our 500 person Los Angeles office, to a small but growing presence in our Las Vegas office, as a regional talent development leader you will have the opportunity to have a birds’ eye view of the region, while also having the ability to have hands-on impact at each of these offices, providing each with tailored programs and needs, in partnership with our talented leadership at each of these locations.
Your Role
As the Regional Talent Development Manager, you will collaborate with the SW Regional Leadership and HR Director to create and execute a talent development strategy that connects to Gensler’s overall and SW specific business and people focus areas. You will work closely with the Regional HR Director, office leadership, the Culture and Inclusion regional leaders, and with each of the offices’ HR Business Partners acting as a strategic partner to identify and implement people-focused Talent Development solutions. You will have oversight of TD specialists and work closely with your team to develop a collaborative and impactful TD program for the SW region.
In this role, you will manage learning and training programs, licensure and continuing education, onboarding, coaching, the annual engagement (Glint) rollout, the Gensler professional development program (PDP), and leadership development for the Southwest Region. This role entails the strategic use of data and having a keen eye for identifying and closing talent and organizational skills’ gaps, as well as the ability to recommend improvements to organizational effectiveness. Above all, to be successful in this role, you should have a deep desire to learn about the business of design and have incessant curiosity on how you and your team can enhance the learning and experience of the 1,000 highly creative team members that make up our SWR talent.
What You Will Do
- Train and oversee the organization and execution of learning programs: internal regional and firmwide classes and events, and in some cases, external vendors’ presentations.
- Work with regional and office leadership to create and implement impactful programs in the areas of learning, professional development, executive coaching, and trainings aimed at improving overall talent performance and organizational culture.
- Work closely with the various communities of leadership to support, develop, and enhance technical trainings.
- Provide in-house support to new and existing Gensler team members through talent integration, on-boarding, ongoing coaching, trainings (leadership, feedback, technical), and learning opportunities.
- Support regional licensure champions in each office, determining best practices, building resources, and supporting the licensure achievement and celebration process.
- Maintain an annual learning budget.
- Work closely with the accounting team to manage reimbursements, registration fees, and memberships dues. Oversee talent development related expenses using our internal Coupa platform.
- Cultivate a creative, innovative, and nurturing environment through various departments by maintaining an effective coaching/mentoring program through our Professional Development Plan (PDP) process.
- Lead and partner with HRBP and Learning Specialists to Perform Talent Mapping analysis of team members – analyze skills, competencies, and capabilities to determine talent potential and development paths.
- Bring insights and maintain a strong relationship with our Global Regional Talent Development Network and Learning Coordinator network.
- Report data, insights and recommendations to Regional and Office leadership.
- Elevate leadership on talent management practices including: talent planning, succession, and robust skills gap analysis.
Your Qualifications
- Bachelor of Arts or Science Degree required. Master's Degree in Organizational Behavior, I/Organizational Psychology, or Adult Education a plus.
- 8+ years of experience in Learning and Development, Training, Human Resources, HR Business Partnering, People Operations, or related field. At least 2+ years in a manager capacity and 4+ in Learning & Development. Professional coaching experience and certification a plus.
- Experience facilitating and leading training for audiences of all sizes, in-person and virtually, with a high level of executive presence.
- Experience with various assessments.
- Experience managing a budget.
- Results driven approach to talent development, with strong analytical skills and experience evaluating, predicting, and measuring the ROI of people programs.
- Ability to embed an inclusion lens to all talent management processes optimizing programs to advance the firms’ inclusion strategies.
- Strong interpersonal communications skills and flexibility.
- Change management experience.
- Strong management and coaching capabilities.
- Manage multiple stakeholders, and able to discern top priorities.
- Ability to inspire and lead a team with creativity and compassion.
- Strong initiative and solid judgment abilities/skills.
- Team player with the ability to establish collaborative working relationships.
- Expert in MS Office (Word, Excel, PowerPoint); knowledge of InDesign a plus.
- Experience with recording and editing training content using video editing software such as Camtasia or Adobe Captivate a plus.
- Experience with collecting and analyzing data on efficacy of training programs and making recommendations for improvement. Familiarity with Tableau, PowerBI, and Qualtrics is a plus.
- Ability to travel to the six regional offices, on average two to four times a year, or as needed.
- In office presence at our Los Angeles downtown location, five times a week, with flexible hours.
Compensation
The base salary will be estimated between $118,000 - $144,000 plus bonuses and benefits and contingent on relevant experience. To learn more about our compensation philosophy and full benefits offerings, please visit Great People, Great Rewards | Gensler.
Life at Gensler
At Gensler, we are as committed to enjoying life as we are to delivering best-in-class design. From curated art exhibits to internal design competitions to “Well-being Awareness Week,” our offices reflect our people’s diverse interests.
We encourage every person at Gensler to lead a healthy and balanced life. Our comprehensive benefits include medical, dental, vision, disability, wellness programs, flex spending, paid holidays, and paid time off. We also offer a 401k, profit sharing, employee stock ownership, and twice annual bonus opportunities. Our annual base salary range has been established based on local markets.
As part of the firm’s commitment to licensure and professional development, Gensler offers reimbursement for certain professional licenses and associated renewals and exam fees. In addition, we reimburse tuition for certain eligible programs or classes. We view our professional development programs as strategic investments in our future.
Our SWR is made up of six offices located in San Diego, Newport Beach, Los Angeles, Denver, Phoenix and Las Vegas. Each office is at a different level of maturity and has unique opportunities. From the second largest office at Gensler, our 500 person Los Angeles office, to a small but growing presence in our Las Vegas office, as a regional talent development leader you will have the opportunity to have a birds’ eye view of the region, while also having the ability to have hands-on impact at each of these offices, providing each with tailored programs and needs, in partnership with our talented leadership at each of these locations.
See all 81+ E-3 Visa Talent Development Manager Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Talent Development Manager Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship as a Talent Development Manager
Translate your Australian credentials for U.S. employers
A three-year Australian bachelor's degree in HR or organizational development is generally accepted as equivalent to a U.S. four-year degree for E-3 visa purposes. Get your transcripts ready and be prepared to explain the equivalency if a hiring manager asks.
Target companies with existing E-3 filing history
Search DOL Labor Condition Application disclosure data to find employers who have filed LCAs for HR or L&D roles before. Prior E-3 filings signal that the employer already understands the process and won't treat sponsorship as an obstacle.
Frame the E-3 as a low-lift sponsorship option
Many U.S. hiring managers conflate E-3 with H-1B and assume a lottery is involved. Lead with the fact that the E-3 has no cap, no lottery, and requires only an LCA from the DOL before your consulate appointment.
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, DS-160, and consulate preparation end-to-end. This keeps the process off your employer's plate and reduces the friction that causes sponsorship conversations to stall.
Confirm your job description covers specialty occupation requirements
Your offer letter needs to describe duties that genuinely require a bachelor's degree in a specific field. Generic titles like 'Training Coordinator' without degree-level responsibilities can create problems at the consulate, so review the job description before your interview.
File the LCA before your consulate appointment is booked
Your employer must obtain a certified LCA from the DOL before you can attend your visa interview. The DOL typically certifies LCAs within seven business days, but build that lead time into your start date negotiation with your employer.
E-3 Visa Talent Development Manager: Frequently Asked Questions
How do I find Talent Development Manager jobs with E-3 visa sponsorship?
Migrate Mate is built specifically for Australian professionals searching for E-3 sponsorship roles in the U.S. You can filter by job title and see which employers have a history of sponsoring E-3 or similar specialty occupation visas, so you're targeting companies that are already open to the process rather than starting cold.
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 Talent Development Manager role qualify as a specialty occupation for the E-3?
Yes, provided the role requires a bachelor's degree or higher in a specific field such as human resources, organizational development, or industrial-organizational psychology. Roles with vague degree requirements or where any bachelor's degree is acceptable can face scrutiny at the consulate, so your job description should tie the duties to a defined academic discipline.
How does the E-3 compare to the H-1B for Talent Development Manager roles?
The E-3 has no annual cap and no lottery, which means you can apply at any time of year and aren't subject to the roughly 25% H-1B selection rate. The employer's obligation is also lighter: they file an LCA with the DOL rather than a full I-129 petition with USCIS, which lowers the cost and administrative burden and makes sponsorship conversations easier.
Can I change employers while on an E-3 as a Talent Development Manager?
You can change employers, but it isn't a simple transfer. Your new employer needs to file a fresh LCA with the DOL certified for the new role and location, and you'll typically need to attend a new consulate appointment in Australia to get a new E-3 stamp reflecting the updated employer and LCA. Plan for at least a few weeks of lead time before your intended start date with the new company.