Jobs / United States / Willmeng Construction INC
People Governance Partner
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 People Governance Partner is responsible for ensuring the organization's People Operations practices, policies, and documentation comply with federal, state, and local employment law across all states of operation. This role partners closely with the Head of People Operations to identify regulatory changes, manage compliance risk, maintain governance documentation (handbooks, policies, recordkeeping), and support audits, investigations, and reporting. This is a hands-on role — the person will also support broader People Operations functions (employee relations, onboarding compliance, training compliance) as needed, with compliance and governance as the primary focus. What you will accomplish Multi-state compliance • Monitor and interpret employment law changes across current states with employees, regardless of operations (wage & hour, paid leave, pay transparency, final pay timing, meal/rest break rules, etc.). • Maintain state-specific handbook addenda and policy documentation; flag gaps or unresolved legal questions for Head of People Operations/legal review. • Track new-state expansion triggers (e.g., first employee in a new state) and initiate compliance onboarding checklists. Governance & recordkeeping • Maintain HR compliance calendars (EEO-1, OSHA logs, ACA reporting, I-9 audits, state new-hire reporting, etc.). • Own document retention practices for personnel files, I-9s, and required postings across all offices. • Support internal audits of HR practices and prepare documentation for external audits when needed. Policy & employee relations • Draft, update, and maintain the employee handbook and standalone policies in coordination with legal counsel. • Audit compliance regarding employee relations issues, investigations, and disciplinary actions. • Ensure job classifications (exempt/non-exempt) are reviewed and documented consistently across states. Training & reporting • Coordinate mandatory compliance training (harassment prevention, safety, state-specific requirements) and track completion. • Prepare compliance-related reporting for executive leadership (e.g., open risk items, upcoming regulatory deadlines). • Support onboarding process compliance (offer letters, new-hire paperwork, I-9/E-Verify) across all states. Cross-functional support • Serve as a point of contact for field/office managers on compliance questions. • Support broader People Ops projects (workforce analytics, comp reviews, onboarding improvements) as capacity allows. Work environment • Primarily office-based in