Jobs / United States / Cigna Health And Life Insurance Company
Associate Senior Counsel - Employment Law
Cigna Health And Life Insurance Company · 🇺🇸 3 Locations
Sponsorship verdict
Sponsorship possible
One solid signal, not two — worth applying, and worth asking about sponsorship early.
- Employer is on a government sponsor recordThe US Department of Labor certified 14 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 30 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
- The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
- No salary bar for this routeH-1B has no fixed salary bar: the employer must pay at least the prevailing wage for the role and area. Cap-subject employers enter a lottery weighted by wage level. Source: https://www.federalregister.gov/documents/2025/12/29/2025-23853/weighted-selection-process-for-registrants-and-petitioners-seeking-to-file-cap-subject-h-1b, rules effective 2026-02-27.
- Confirmed live todayWhen a source last listed this job as open.
US H-1B: cap-subject employers enter a lottery weighted by wage level — Level I gets 1 entry, Level IV gets 4 (DHS projected selection odds ≈15% at Level I to ≈61% at Level IV). Universities and non-profit research employers are cap-exempt. The $100,000 fee for new petitions from abroad is currently blocked by a court order (appeal pending).
A verdict summarises public evidence; it is not legal advice and never a guarantee — the employer and the immigration authority decide. Sign in to factor in where you can already work.
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Sponsor Radar — Cigna Health And Life Insurance Company
The US Department of Labor certified 14 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest May 2026) — the step every H-1B hire needs first. USCIS also records 30 H-1B approvals in FY2023. Source: LCA disclosure data (US Department of Labor (OFLC)).
Past sponsorship or register membership never guarantees sponsorship for this vacancy or for you. Full Sponsor Radar for Cigna Health And Life Insurance Company →
About the role
Position Overview The Associate Senior Counsel - Employment Law serves as a trusted legal advisor, providing experienced, practical counsel across a broad range of employment law matters. This role partners closely with Human Resources, Employee Relations, Compliance, business leaders, and Legal colleagues to support organizational objectives, identify and address legal risk, and promote compliance with applicable laws and regulations. The Associate Senior Counsel independently manages assigned employment law matters of moderate to significant complexity, applying sound judgment and delivering clear, business-focused guidance. This individual collaborates with and escalates higher-risk, novel, sensitive, or precedent-setting matters to more senior employment counsel as appropriate. The role also contributes to team effectiveness through knowledge sharing, process improvement, cross-functional collaboration, and guidance to legal professionals and business partners. Core Responsibilities · Serve as a legal advisor to Human Resources, Employee Relations, business leaders, and other stakeholders on a broad range of employment law matters. · Provide practical, risk-based legal guidance regarding compliance with federal, state, and local employment laws, including the ADA, ADEA, Title VII, FMLA, FLSA, FCRA, and other applicable employment and labor requirements. · Advise on employee relations matters, including investigations, accommodations, leaves of absence, discrimination and harassment claims, reductions in force, discipline, terminations, and wage and hour issues. · Partner with business and HR leaders on workforce initiatives, organizational changes, restructurings, and employment programs, identifying legal considerations and supporting effective implementation. · Develop and execute legal strategy for assigned administrative charges, demand letters, pre-litigation disputes, and employment litigation, consulting with more senior employment counsel on higher-risk or precedent-setting matters. · Manage and support responses to claims filed before federal, state, and local agencies, including the EEOC, DOL, and comparable regulatory bodies. · Manage outside counsel on assigned employment matters, overseeing work product, aligning external advice with internal strategy, and promoting cost-effective representation. · Monitor and assess legislative, regulatory, and judicial developments affecting employment practices; identify legal risks and recommend practical compliance or mitigation measures. · Draft, review, and revise employment-related policies, procedures, guidelines, handbooks, legal memoranda, and communications. · Draft, review, negotiate, and advise on employment-related agreements, including arbitration agreements, separation and release agreements, restrictive covenant agreements, retention agreements, and executive employment arrangements. · Provide legal guidance regarding restrictive covenants, confidentiality obligations, employee mobility issues, and emerging legal developments affecting post-employment restrictions. · Share knowledge and provide guidance to paralegals, junior legal professionals, and business partners on employment law matters and effective legal processes. · Participate in and, as appropriate, lead defined workstreams within cross-functional working groups and enterprise initiatives involving employment law considerations. · Develop and deliver training for Human Resources professionals, Employee Relations teams, managers, and business leaders on employment law developments, organizational policies, and risk mitigation. · Contribute to Legal department priorities through collaboration, knowled