H-1B Visa Learning Experience Designer Jobs
Learning Experience Designer roles qualify for H-1B visa sponsorship as specialty occupations requiring at least a bachelor's degree in instructional design, educational technology, or a related field. Employers file the LCA with DOL before petitioning USCIS, and the 85,000-slot annual cap means timing your job search around the April lottery registration window matters.
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Get Access To All JobsRequisition ID
93994
Department
Group Benefit Solutions
Job Function
Group Benefit Solutions
Location
Remote, New York, United States
Role Location Designation
Fully Remote
Role Overview:
Group Benefit Solutions delivers comprehensive insurance and absence management solutions for mid-sized and large companies. Our work fosters a healthier, happier, and more secure workforce, contributing to New York Life’s legacy of being there when we’re needed most. Here, you'll design, implement, and support these solutions directly impacting employees’ lives. At our core, we provide financial security and peace of mind to people through our absence, accident, disability, voluntary benefits, and life insurance solutions.
This role is part of the Learning and Knowledge Management Center of Excellence, supporting the Group Benefit Solutions business. The Learning Experience Designer plays a critical role in expanding the organization’s ability to design and deliver scalable, high-quality learning solutions that keep pace with evolving business priorities.
The focus is on building user-centered learning experiences and performance support that enable real-world application, strengthen role-specific capabilities, and support new ways of working. It is essential to ensure learning is consistent, scalable, and aligned to business needs, rather than fragmented or reactive.
In addition, this position operates at the intersection of learning, business transformation, and AI enablement by designing experiences that both prepare employees to use AI in their roles and leverage AI to improve how learning is created, delivered, and applied. The Learning Experience Designer applies an organizational development approach to learning design, using iterative, data-driven methods to assess needs, design solutions, and continuously improve outcomes. By combining principles from organizational development and instructional design, this role ensures solutions address not only knowledge and skill gaps, but also workflow, behavior, and system-level performance.
What You’ll Do:
The Learning Experience Designer leads the design and development of scalable, AI-enabled, human-centric learning experiences that support workforce capability and performance.
This role moves beyond traditional instructional design to focus on:
- Scaling learning across multiple priority initiatives
- Reducing reliance on ad hoc or one-off solutions
- Designing for real work, not just knowledge transfer
- Embedding learning into the flow of work
- Integrating organizational development practices into instructional design methodologies, including iterative cycles of analysis, design, implementation, and evaluation, to ensure solutions drive sustained performance improvement
The role partners across business, operations, and learning teams to deliver solutions that are efficient to build, easy to apply, and aligned to how work is evolving. It also provides guidance and structure to extend learning design capacity across distributed teams while maintaining quality and consistency.
1. Performance Consulting & Needs Analysis
- Partner with business leaders and stakeholders to identify performance needs, workflow changes, and capability gaps
- Diagnose performance challenges using an organizational development lens, considering people, process, technology, and environment to determine the right intervention, which may include learning, workflow changes, or other solutions
- Define success metrics tied to business outcomes such as efficiency, quality, and time to proficiency
- Identify opportunities to scale solutions across teams and initiatives
- Use iterative discovery and feedback loops to continuously refine understanding of business needs and solution effectiveness
2. Scalable Learning Experience Design
- Design and develop scalable, user-centered learning experiences and performance support
- Create solutions that enable real-world application and role-specific capability development
- Build reusable design frameworks, templates, and patterns to increase efficiency and consistency
- Ensure learning solutions can be deployed across multiple teams and use cases without significant rework
3. AI-Enabled Learning & Rapid Development
- Use AI-enabled tools and platforms to accelerate design and development while maintaining quality
- Design learning that enables employees to effectively use AI tools in their roles
- Incorporate practical application, guided practice, and real use cases into learning experiences
- Apply rapid design and iterative development approaches to meet business timelines
4. Workflow Integration & Performance Support
- Design learning that integrates into the flow of work, not separate from it
- Develop job aids, embedded guidance, and performance support aligned to systems and tools
- Ensure learning supports decision-making, problem-solving, and day-to-day execution
5. Pilot, Test, and Scale
- Support pilot programs and early implementations to validate learning effectiveness
- Gather feedback, analyze performance data, and identify improvement opportunities
- Refine and scale solutions based on pilot results and evolving business needs
- Contribute to a test-and-learn approach that supports continuous improvement
- Apply an iterative test-and-learn approach grounded in organizational development principles, using pilots to inform continuous refinement and scaling decisions
6. Partnership & Capacity Enablement
- Partner with learning spoke teams and business-aligned learning resources to extend design and development capacity
- Provide guidance, standards, and support to ensure consistency and quality across distributed efforts
- Enable others to build effective learning using shared tools, frameworks, and best practices
- Reduce reliance on fragmented or inconsistent learning solutions
7. Evaluation & Continuous Improvement
- Measure effectiveness of learning solutions using business and learner data
- Continuously improve learning experiences based on feedback, analytics, and outcomes
- Ensure learning remains current, relevant, and aligned to evolving priorities
- Evaluate not only learning outcomes, but also impact on behavior, workflow effectiveness, and business performance
8. Leadership & Influence
- Provide mentorship and guidance to other learning experience designers
- Establish and uphold standards for scalable, high-quality learning design
- Influence stakeholders on effective approaches to learning, performance, and capability building
- Act as a thought partner in shaping how learning supports evolving ways of working
What You’ll Bring:
- Please share 2–3 work samples that demonstrate a range of formats or tools (e.g., eLearning, job aids, performance support, or AI-enabled content).
- Bachelor’s degree or equivalent experience
- 7+ years of experience in instructional design or learning experience design
- Demonstrated experience designing scalable learning solutions across multiple initiatives
- Experience using rapid design approaches and modern learning technologies
- Experience designing training for digital tools, systems, or AI-enabled workflows preferred
- Strong understanding of adult learning principles and design methodologies (ADDIE, Agile, etc.)
- Experience applying organizational development principles, performance consulting, or change-oriented methodologies to learning and performance solutions
- Ability to translate complex processes into practical, user-centered learning experiences
- Experience working in fast-paced environments with shifting priorities
CORE CAPABILITIES
- Scalable Learning Design
- AI & Digital Enablement Mindset
- Performance Consulting
- Strategic Thinking
- Systems Thinking
- Collaboration & Influence
- Adaptability & Innovation
- Organizational Development Mindset
Colorado Statement: It is recommended that all qualified candidates apply to this posting as soon as possible. Residents of Colorado are hereby notified that the deadline to apply is two weeks from the Posting Date listed above.
LI-SV1
LI-REMOTE
Pay Transparency
Salary range: $100,000 - $120,000
Overtime eligible: Exempt
Discretionary bonus eligible: Yes
Sales bonus eligible: No
Actual base salary will be determined based on several factors but not limited to individual’s experience, skills, qualifications, and job location. Additionally, employees are eligible for an annual discretionary bonus. In addition to base salary, employees may also be eligible to participate in an incentive program.
Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications, and job location. In addition to base salary, employees may also be eligible to participate in an incentive program.
Our Benefits
We provide a full package of benefits for employees – and have unique offerings for a modern workforce, including leave programs, adoption assistance, and student loan repayment programs. Based on feedback from our employees, we continue to refine and add benefits to our offering, so that you can flourish both inside and outside of work.
Our Diversity Promise
We believe in a diverse workforce because it is our mission to advocate for the financial security and success of people in every community. This is why diversity, equity, and inclusion (DEI) are guiding principles that are embedded in our brand and our culture.
Recognized as one of Fortune’s World’s Most Admired Companies, New York Life is committed to improving local communities through a culture of employee giving and volunteerism, supported by the Foundation. We're proud that due to our mutuality, we operate in the best interests of our policy owners.
Job Requisition ID: 93994
GBS
Requisition ID
93994
Department
Group Benefit Solutions
Job Function
Group Benefit Solutions
Location
Remote, New York, United States
Role Location Designation
Fully Remote
Role Overview:
Group Benefit Solutions delivers comprehensive insurance and absence management solutions for mid-sized and large companies. Our work fosters a healthier, happier, and more secure workforce, contributing to New York Life’s legacy of being there when we’re needed most. Here, you'll design, implement, and support these solutions directly impacting employees’ lives. At our core, we provide financial security and peace of mind to people through our absence, accident, disability, voluntary benefits, and life insurance solutions.
This role is part of the Learning and Knowledge Management Center of Excellence, supporting the Group Benefit Solutions business. The Learning Experience Designer plays a critical role in expanding the organization’s ability to design and deliver scalable, high-quality learning solutions that keep pace with evolving business priorities.
The focus is on building user-centered learning experiences and performance support that enable real-world application, strengthen role-specific capabilities, and support new ways of working. It is essential to ensure learning is consistent, scalable, and aligned to business needs, rather than fragmented or reactive.
In addition, this position operates at the intersection of learning, business transformation, and AI enablement by designing experiences that both prepare employees to use AI in their roles and leverage AI to improve how learning is created, delivered, and applied. The Learning Experience Designer applies an organizational development approach to learning design, using iterative, data-driven methods to assess needs, design solutions, and continuously improve outcomes. By combining principles from organizational development and instructional design, this role ensures solutions address not only knowledge and skill gaps, but also workflow, behavior, and system-level performance.
What You’ll Do:
The Learning Experience Designer leads the design and development of scalable, AI-enabled, human-centric learning experiences that support workforce capability and performance.
This role moves beyond traditional instructional design to focus on:
- Scaling learning across multiple priority initiatives
- Reducing reliance on ad hoc or one-off solutions
- Designing for real work, not just knowledge transfer
- Embedding learning into the flow of work
- Integrating organizational development practices into instructional design methodologies, including iterative cycles of analysis, design, implementation, and evaluation, to ensure solutions drive sustained performance improvement
The role partners across business, operations, and learning teams to deliver solutions that are efficient to build, easy to apply, and aligned to how work is evolving. It also provides guidance and structure to extend learning design capacity across distributed teams while maintaining quality and consistency.
1. Performance Consulting & Needs Analysis
- Partner with business leaders and stakeholders to identify performance needs, workflow changes, and capability gaps
- Diagnose performance challenges using an organizational development lens, considering people, process, technology, and environment to determine the right intervention, which may include learning, workflow changes, or other solutions
- Define success metrics tied to business outcomes such as efficiency, quality, and time to proficiency
- Identify opportunities to scale solutions across teams and initiatives
- Use iterative discovery and feedback loops to continuously refine understanding of business needs and solution effectiveness
2. Scalable Learning Experience Design
- Design and develop scalable, user-centered learning experiences and performance support
- Create solutions that enable real-world application and role-specific capability development
- Build reusable design frameworks, templates, and patterns to increase efficiency and consistency
- Ensure learning solutions can be deployed across multiple teams and use cases without significant rework
3. AI-Enabled Learning & Rapid Development
- Use AI-enabled tools and platforms to accelerate design and development while maintaining quality
- Design learning that enables employees to effectively use AI tools in their roles
- Incorporate practical application, guided practice, and real use cases into learning experiences
- Apply rapid design and iterative development approaches to meet business timelines
4. Workflow Integration & Performance Support
- Design learning that integrates into the flow of work, not separate from it
- Develop job aids, embedded guidance, and performance support aligned to systems and tools
- Ensure learning supports decision-making, problem-solving, and day-to-day execution
5. Pilot, Test, and Scale
- Support pilot programs and early implementations to validate learning effectiveness
- Gather feedback, analyze performance data, and identify improvement opportunities
- Refine and scale solutions based on pilot results and evolving business needs
- Contribute to a test-and-learn approach that supports continuous improvement
- Apply an iterative test-and-learn approach grounded in organizational development principles, using pilots to inform continuous refinement and scaling decisions
6. Partnership & Capacity Enablement
- Partner with learning spoke teams and business-aligned learning resources to extend design and development capacity
- Provide guidance, standards, and support to ensure consistency and quality across distributed efforts
- Enable others to build effective learning using shared tools, frameworks, and best practices
- Reduce reliance on fragmented or inconsistent learning solutions
7. Evaluation & Continuous Improvement
- Measure effectiveness of learning solutions using business and learner data
- Continuously improve learning experiences based on feedback, analytics, and outcomes
- Ensure learning remains current, relevant, and aligned to evolving priorities
- Evaluate not only learning outcomes, but also impact on behavior, workflow effectiveness, and business performance
8. Leadership & Influence
- Provide mentorship and guidance to other learning experience designers
- Establish and uphold standards for scalable, high-quality learning design
- Influence stakeholders on effective approaches to learning, performance, and capability building
- Act as a thought partner in shaping how learning supports evolving ways of working
What You’ll Bring:
- Please share 2–3 work samples that demonstrate a range of formats or tools (e.g., eLearning, job aids, performance support, or AI-enabled content).
- Bachelor’s degree or equivalent experience
- 7+ years of experience in instructional design or learning experience design
- Demonstrated experience designing scalable learning solutions across multiple initiatives
- Experience using rapid design approaches and modern learning technologies
- Experience designing training for digital tools, systems, or AI-enabled workflows preferred
- Strong understanding of adult learning principles and design methodologies (ADDIE, Agile, etc.)
- Experience applying organizational development principles, performance consulting, or change-oriented methodologies to learning and performance solutions
- Ability to translate complex processes into practical, user-centered learning experiences
- Experience working in fast-paced environments with shifting priorities
CORE CAPABILITIES
- Scalable Learning Design
- AI & Digital Enablement Mindset
- Performance Consulting
- Strategic Thinking
- Systems Thinking
- Collaboration & Influence
- Adaptability & Innovation
- Organizational Development Mindset
Colorado Statement: It is recommended that all qualified candidates apply to this posting as soon as possible. Residents of Colorado are hereby notified that the deadline to apply is two weeks from the Posting Date listed above.
LI-SV1
LI-REMOTE
Pay Transparency
Salary range: $100,000 - $120,000
Overtime eligible: Exempt
Discretionary bonus eligible: Yes
Sales bonus eligible: No
Actual base salary will be determined based on several factors but not limited to individual’s experience, skills, qualifications, and job location. Additionally, employees are eligible for an annual discretionary bonus. In addition to base salary, employees may also be eligible to participate in an incentive program.
Actual base salary within that range will be determined by several components including but not limited to the individual's experience, skills, qualifications, and job location. In addition to base salary, employees may also be eligible to participate in an incentive program.
Our Benefits
We provide a full package of benefits for employees – and have unique offerings for a modern workforce, including leave programs, adoption assistance, and student loan repayment programs. Based on feedback from our employees, we continue to refine and add benefits to our offering, so that you can flourish both inside and outside of work.
Our Diversity Promise
We believe in a diverse workforce because it is our mission to advocate for the financial security and success of people in every community. This is why diversity, equity, and inclusion (DEI) are guiding principles that are embedded in our brand and our culture.
Recognized as one of Fortune’s World’s Most Admired Companies, New York Life is committed to improving local communities through a culture of employee giving and volunteerism, supported by the Foundation. We're proud that due to our mutuality, we operate in the best interests of our policy owners.
Job Requisition ID: 93994
GBS
See all H-1B Visa Learning Experience Designer Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa Learning Experience Designer Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a Learning Experience Designer
Verify your degree maps to the role
USCIS requires a direct relationship between your degree field and the Learning Experience Designer position. A degree in instructional design, education technology, or cognitive science satisfies this. A general business degree typically won't without substantial coursework in learning systems.
Document your instructional portfolio before applying
Employers filing your H-1B petition must demonstrate specialty occupation. A portfolio showing e-learning modules, needs assessments, or LMS implementations gives immigration counsel concrete evidence that your role requires specialized theoretical knowledge, not just general skills.
Target employers with LCA filing history in instructional roles
Use Migrate Mate to filter companies that have previously filed Labor Condition Applications for Learning Experience Designer or related instructional design titles. Prior LCA filings signal an employer already understands H-1B obligations and has internal processes to support your petition.
Ask about cap-exempt employer options
Universities, nonprofit research institutions, and government-affiliated entities are cap-exempt, meaning they can file your H-1B petition outside the April lottery. Learning design roles exist across higher education and research, so targeting these employers removes lottery timing risk entirely.
Confirm the prevailing wage tier before negotiating an offer
Your employer's LCA must certify a wage at or above the DOL prevailing wage for your occupation and location. Look up the applicable wage level using the OFLC Wage Search before salary discussions so you understand the floor your employer is legally required to meet.
Align your start date with the October 1 cap-subject window
If your employer is cap-subject, your H-1B can't take effect before October 1 of the fiscal year. Build that into your offer negotiation: CPT or OPT can bridge employment through September 30 if you're transitioning from F-1 status and need continuous authorization.
H-1B Visa Learning Experience Designer: Frequently Asked Questions
Does a Learning Experience Designer role qualify as a specialty occupation for H-1B purposes?
Yes, provided the position requires at least a bachelor's degree in a directly related field such as instructional design, learning science, or educational technology. USCIS evaluates the job description, not just the title, so your employer's petition must show that the specific duties demand that specialized theoretical background. Generic design or project management duties without an instructional foundation can create RFE risk.
Which employers sponsor H-1B visas for Learning Experience Designer jobs?
Technology companies, healthcare systems, large financial institutions, and higher education institutions regularly sponsor H-1B visas for instructional and learning design roles. Corporate learning and development teams at enterprise-scale employers tend to have established immigration processes. Migrate Mate shows verified LCA filing history by employer, so you can identify which companies have actively sponsored this occupation before reaching the offer stage.
Can I switch employers on an H-1B as a Learning Experience Designer?
Yes. Under portability rules, you can begin working for a new employer as soon as they file an H-1B transfer petition, without waiting for USCIS approval, as long as your current H-1B is valid. Your new employer must file a new LCA for the Learning Experience Designer role at the correct prevailing wage for your new work location before submitting the I-129 petition to USCIS.
How does remote work affect my H-1B sponsorship as a Learning Experience Designer?
Your employer's LCA must list every location where you'll work for more than 30 days in a year. If you work remotely from a state different from your employer's headquarters, they may need to file a new LCA covering that worksite. Learning design roles are frequently fully remote, so clarify the LCA worksite requirements with your employer before accepting a remote arrangement to avoid compliance issues.
What O*NET occupation code applies to Learning Experience Designer roles for H-1B filings?
Instructional design roles are most commonly classified under O*NET code 13-1151.00 (Training and Development Specialist) or 25-9031.00 (Instructional Coordinators), depending on how the employer defines the position. The O*NET classification matters because it determines the prevailing wage level your employer must certify on the LCA. Confirm with your employer which code their immigration counsel plans to use before the DOL filing.