Sponsorship verdict
Sponsorship possible
One solid signal, not two. Worth applying, and worth asking about sponsorship early.
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✓
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.
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The posting doesn’t mention sponsorshipSilence isn’t a refusal — ask the recruiter before investing much time.
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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.
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✓
Confirmed live todayWhen a source last listed this job as open.
Details and sources
- Employer is on a government sponsor record
- 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. Source: LCA disclosure data (US Department of Labor (OFLC)).
- No salary bar for this route
- H-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.
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.
About the role
The Cigna Group is seeking an attorney to join its Privacy & Innovation Governance team within Legal & Corporate Affairs. This attorney will provide legal counsel and support related to artificial intelligence (AI) and other emerging technologies, with a focus on monitoring and interpreting evolving AI laws and regulations and conducting legal reviews of AI use cases, with additional responsibilities supporting review and negotiation of AI-related contractual terms, as well as assisting intellectual property counsel with IP-related matters and enterprise initiatives.
The successful candidate will work closely with attorneys and professionals across Privacy & Innovation Governance, Enterprise Model Governance, Compliance, Information Security, Technology, Procurement, and the business to help enable responsible innovation while identifying and managing legal and regulatory risk.
Responsibilities
• Monitor and analyze emerging federal, state, and international laws, regulations, regulatory guidance, and enforcement developments relating to artificial intelligence, machine learning, automated decision-making, and other emerging technologies.
• Assess new and proposed AI legal requirements and support the development of practical guidance regarding their impact on The Cigna Group’s businesses, operations, and AI governance framework.
• Maintain regulatory inventories, legal summaries, guidance, and other resources to support implementation of evolving AI requirements.
• Conduct legal reviews of proposed AI and machine-learning use cases, identify applicable legal and regulatory requirements, and advise on risks associated with the development, acquisition, deployment, and use of AI systems.
• Participate in enterprise AI governance processes and collaborate with Enterprise Model Governance and other stakeholders to provide legal guidance throughout the AI lifecycle.
• Review, draft, and negotiate AI and intellectual property related provisions in technology, vendor, data, licensing, and other commercial agreements, including provisions addressing data use, model training, intellectual property, confidentiality, regulatory compliance, transparency, audit rights, liability, and generative AI.
• Support the development and maintenance of standard AI and IP contractual provisions, negotiation guidance, playbooks, and other resources to promote consistent treatment of AI and IP-related legal risks.
• Advise on the intersection of AI requirements with privacy and data protection laws and collaborate with other legal subject-matter experts on intellectual property, healthcare regulation, employment, consumer protection, and other applicable areas of law.
• Support intellectual property counsel in reviewing and advising on employee intellectual property obligations, outside activity requests, and matters involving ownership, licensing, protection, and commercialization of intellectual property assets.
• Assist intellectual property counsel with enterprise IP initiatives, including identifying and addressing IP risks associated with AI and emerging technologies and developing practical guidance and resources to protect proprietary assets.
• Help develop, implement, and improve practical processes and workflows for AI use-case review and related IP legal support, including intake, triage, documentation, escalation, and tracking, to promote consistency and efficiency.
• Partner with colleagues across Privacy & Innovation Governance and other enterprise functions to translate evolving legal requirements into practical policies, standards, controls, and business guidance.
• Support the development and enhancement of enterprise policies, standards, training, and governance frameworks related to responsible AI and emerging technolog
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