Jobs / United States / Willmeng Construction INC
Director of Employee Experience
Willmeng Construction INC · 🇺🇸 Phoenix
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 7 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 1 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 — Willmeng Construction INC
The US Department of Labor certified 7 H-1B/E-3 labor condition applications for this employer between Oct 2025 and Jun 2026 (latest Jun 2026) — the step every H-1B hire needs first. USCIS also records 1 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 Willmeng Construction INC →
About the role
About Willmeng Arizona-based Willmeng Construction is a 100-percent employee-owned general contractor that has been dedicated to helping our people build their “Genuine Place of Purpose” since 1977. We prioritize our exceptional company culture, which has us ranked in the Top 5 of the Phoenix Business Journal’s Best Places to Work for more than a decade and made us the only Arizona construction firm on the Inc. Best Workplaces list for three consecutive years. We have earned multiple appearances on AZ Big Media’s Most Admired Companies list, and ranked No. 1 for Healthiest Employers for two consecutive years. Our people and our culture have also created an atmosphere that encourages going above and beyond for our clients and our community. Our team’s dedication to its craft has earned us NAIOP (CREDA) Arizona General Contractor of the Year six times, while at the same time donating more than $1 million annually to community organizations. Our strategic vision focuses on supporting prelease transactions, competitively bidding projects of all sizes, and fostering our altruistic service culture by recruiting highly talented individuals of great character who want to make a genuine impact on our communities. The Role The Director of Employee Experience owns the programs that shape how employees experience the organization from first contact through retirement — benefits, wellness, employee resources, and lifecycle programs (orientation, onboarding, work/life integration programs, offboarding). This role leads a small team and reports to the Head of People Success, who owns benefits strategy and vendor negotiation as part of the broader Employee Experience strategy. What you will accomplish Culture • Develop, implement, and continuously improve employee experience programs, recognition initiatives, and culture events that ensure a consistent employee experience across all states and offices. Benefits administration • Own day-to-day administration of health, dental, vision, retirement, and ancillary benefits programs. • Serve as primary point of contact for benefits vendors/brokers on enrollment, claims escalations, and renewals. • Manage open enrollment planning and execution, including employee communications and system updates. • Provide input and data (utilization, employee feedback, cost trends) to the Head of People Success for plan design and renewal decisions. • Ensure benefits compliance requirements (ACA reporting, COBRA, required notices) are met, coordinating with compliance/legal as needed. Wellness programs • Design and manage employee wellness initiatives (physical, financial, mental health resources). • Track participation and engagement; recommend program adjustments based on outcomes. • Coordinate wellness vendors/partners and manage related budgets. Employee resources • Own and maintain employee-facing resources (intranet/HR portal content, FAQs, resource guides). • Manage employee recognition programs, if applicable. • Serve as an escalation point for employee questions about benefits, policies, and available resources. Employee lifecycle programs • Design and continuously improve orientation and onboarding programs to ensure new hires are set up for success across all offices/states. • Design and continuously improve work/life integration & leave programs to ensure employees are utilizing necessary time off programs as needed and in compliance with local, state, and federal laws. • Own the offboarding process, including exit interviews, checklists, and knowledge transfer coordination. • Partner with hiring managers and People Operations Business Partners to ensure lifecycle touchpoints (30/60/90-day check-ins, anniversaries, transitions) are consistently executed. • Identify friction poin