Construction E-3 Sponsorship Jobs in Illinois
Construction E-3 visa sponsorship jobs in Illinois are concentrated in Chicago, where major firms like Turner Construction, Skanska, and AECOM regularly hire for specialty roles. Illinois's sustained infrastructure investment, including O'Hare expansion and transit modernization projects, keeps demand high for qualified engineers, project managers, and estimators who meet E-3 specialty occupation requirements.
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Assistant General Counsel, Labor & Employment
Job Description Summary
The Assistant General Counsel, Labor & Employment operates as a key legal partner inside a matrixed organization, advising on labor and employment matters across the U.S. and Canada in close partnership with the People (HR) team and the company’s regional and service line business attorneys. The role focuses on matters carrying elevated legal risk, including terminations and separations involving asserted discrimination or retaliation claims, employees represented by counsel, threatened litigation, and employment-related misconduct investigations. This role calls for sound judgment and pragmatic, proactive problem-solving — anticipating risk, translating complex employment law into clear and actionable guidance, and building the trust needed to drive alignment across HR, Legal, Risk, Compliance, Operations, and business stakeholders.
Key Responsibilities
- Advise on labor and employment matters across the U.S. and Canada, working within a matrixed structure alongside HR and regional and service line business attorneys.
- Operate as a connective link between Legal, HR, Risk, Compliance, Operations, and business units.
- Own the company’s legal position on elevated-risk employment matters, including terminations and separations involving asserted discrimination or retaliation claims, employees represented by counsel, or threatened or active litigation.
- Serve as accountable legal owner for investigations into employment-related misconduct, including discrimination, harassment, retaliation, workplace violence, and wrongful termination, coordinating with Ethics & Compliance where a matter also implicates the Code of Conduct.
- Provide consulting support to HR on routine employee-relations matters without a misconduct component, including accommodation logistics, attendance, benefits administration, and non-misconduct workplace conflict.
- Provide compliance-focused legal advice on HR programs, including ERISA, NLRA/RLA, and securities law considerations.
- Partner with the People team to proactively manage employment risk through training initiatives, process improvements, and data analytics.
- Prepare executive-level litigation reports, KPIs, trend analyses, and risk assessments that inform senior leadership decision-making.
- Provide timely advice to the company and its leaders on all aspects of employment law, including hiring, performance management, compensation, benefits, accommodations, investigations, and terminations.
- Monitor legal developments and emerging risks in employment law, advising business partners on practical implications and proactive measures.
- Deliver clear, concise legal guidance on complex matters while balancing risk, operational impact, and business objectives.
- Partner cross-functionally with Legal, HR, Risk, Compliance, Operations, and business units on legal strategy and issue resolution.
- Manage multiple priorities and projects independently, while staying aligned with business objectives and evolving legal requirements.
- Support other legal initiatives and special projects as assigned.
Qualifications
Education
- Juris Doctor (JD) from an accredited law school required.
- Active membership in good standing with at least one U.S. state bar.
Experience
- 7+ years of relevant labor & employment law experience, preferably with a blend of law firm and in-house corporate practice.
- Strong knowledge of U.S. employment laws (Title VII, FMLA, ADA, FLSA, etc.) and U.S. labor laws (NLRA/RLA).
- Experience leading or co-leading investigations, arbitrations, and administrative agency proceedings (e.g., NLRB, EEOC) is highly valued.
- Experience presenting to and counseling senior leaders, which includes the ability to deliver reasoned advice that is both commercially minded and appropriately protective of the Company’s interests.
- Experience with matter management and e-billing systems to manage outside counsel.
- Experience operating within a formal decision-rights or RACI framework alongside HR/People teams, with the judgment to apply lead criteria consistently in ambiguous situations.
Skills & Competencies
- Exceptional written and verbal communication skills, with the ability to condense complex legal issues for business audiences.
- Comfortable with using technology, including AI tools, to deliver high-quality work product in a time-efficient manner.
- Learning agility.
- Strong negotiation capabilities and sound business judgment.
- High-level analytical, problem-solving, and critical-thinking abilities.
- Resilient, composed, and decisive under pressure.
- Commitment to integrity, confidentiality, and professionalism.
- Ability to build trust, influence stakeholders, and collaborate in a matrixed environment.
Work Environment & Expectations
- Standard corporate office environment with hybrid collaboration.
- Ability to travel up to approximately 10% based on business needs.
Cushman & Wakefield also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health, vision, and dental insurance, flexible spending accounts, health savings accounts, retirement savings plans, life, and disability insurance programs, and paid and unpaid time away from work. In addition to a comprehensive benefits package, Cushman and Wakefield provide eligible employees with competitive pay, which may vary depending on eligibility factors such as geographic location, date of hire, total hours worked, job type, business line, and applicability of collective bargaining agreements.
The compensation that will be offered to the successful candidate will depend on factors such as whether the position is covered by a collective bargaining agreement, the geographic area in which the work will be performed, market pay rates in that area, and the candidate’s experience and qualifications.
The company will not pay less than minimum wage for this role.
The compensation for the position is: $174,250.00 - $205,000.00
Cushman & Wakefield is an Equal Opportunity employer to all protected groups, including protected veterans and individuals with disabilities. Discrimination of any type will not be tolerated.
In compliance with the Americans with Disabilities Act Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position at Cushman & Wakefield, please call the ADA line at 1-888-365-5406 or email Accommodations@cushwake.com. Please refer to the job title and job location when you contact us.
Job Title
Assistant General Counsel, Labor & Employment
Job Description Summary
The Assistant General Counsel, Labor & Employment operates as a key legal partner inside a matrixed organization, advising on labor and employment matters across the U.S. and Canada in close partnership with the People (HR) team and the company’s regional and service line business attorneys. The role focuses on matters carrying elevated legal risk, including terminations and separations involving asserted discrimination or retaliation claims, employees represented by counsel, threatened litigation, and employment-related misconduct investigations. This role calls for sound judgment and pragmatic, proactive problem-solving — anticipating risk, translating complex employment law into clear and actionable guidance, and building the trust needed to drive alignment across HR, Legal, Risk, Compliance, Operations, and business stakeholders.
Key Responsibilities
- Advise on labor and employment matters across the U.S. and Canada, working within a matrixed structure alongside HR and regional and service line business attorneys.
- Operate as a connective link between Legal, HR, Risk, Compliance, Operations, and business units.
- Own the company’s legal position on elevated-risk employment matters, including terminations and separations involving asserted discrimination or retaliation claims, employees represented by counsel, or threatened or active litigation.
- Serve as accountable legal owner for investigations into employment-related misconduct, including discrimination, harassment, retaliation, workplace violence, and wrongful termination, coordinating with Ethics & Compliance where a matter also implicates the Code of Conduct.
- Provide consulting support to HR on routine employee-relations matters without a misconduct component, including accommodation logistics, attendance, benefits administration, and non-misconduct workplace conflict.
- Provide compliance-focused legal advice on HR programs, including ERISA, NLRA/RLA, and securities law considerations.
- Partner with the People team to proactively manage employment risk through training initiatives, process improvements, and data analytics.
- Prepare executive-level litigation reports, KPIs, trend analyses, and risk assessments that inform senior leadership decision-making.
- Provide timely advice to the company and its leaders on all aspects of employment law, including hiring, performance management, compensation, benefits, accommodations, investigations, and terminations.
- Monitor legal developments and emerging risks in employment law, advising business partners on practical implications and proactive measures.
- Deliver clear, concise legal guidance on complex matters while balancing risk, operational impact, and business objectives.
- Partner cross-functionally with Legal, HR, Risk, Compliance, Operations, and business units on legal strategy and issue resolution.
- Manage multiple priorities and projects independently, while staying aligned with business objectives and evolving legal requirements.
- Support other legal initiatives and special projects as assigned.
Qualifications
Education
- Juris Doctor (JD) from an accredited law school required.
- Active membership in good standing with at least one U.S. state bar.
Experience
- 7+ years of relevant labor & employment law experience, preferably with a blend of law firm and in-house corporate practice.
- Strong knowledge of U.S. employment laws (Title VII, FMLA, ADA, FLSA, etc.) and U.S. labor laws (NLRA/RLA).
- Experience leading or co-leading investigations, arbitrations, and administrative agency proceedings (e.g., NLRB, EEOC) is highly valued.
- Experience presenting to and counseling senior leaders, which includes the ability to deliver reasoned advice that is both commercially minded and appropriately protective of the Company’s interests.
- Experience with matter management and e-billing systems to manage outside counsel.
- Experience operating within a formal decision-rights or RACI framework alongside HR/People teams, with the judgment to apply lead criteria consistently in ambiguous situations.
Skills & Competencies
- Exceptional written and verbal communication skills, with the ability to condense complex legal issues for business audiences.
- Comfortable with using technology, including AI tools, to deliver high-quality work product in a time-efficient manner.
- Learning agility.
- Strong negotiation capabilities and sound business judgment.
- High-level analytical, problem-solving, and critical-thinking abilities.
- Resilient, composed, and decisive under pressure.
- Commitment to integrity, confidentiality, and professionalism.
- Ability to build trust, influence stakeholders, and collaborate in a matrixed environment.
Work Environment & Expectations
- Standard corporate office environment with hybrid collaboration.
- Ability to travel up to approximately 10% based on business needs.
Cushman & Wakefield also provides eligible employees with an opportunity to enroll in a variety of benefit programs, generally including health, vision, and dental insurance, flexible spending accounts, health savings accounts, retirement savings plans, life, and disability insurance programs, and paid and unpaid time away from work. In addition to a comprehensive benefits package, Cushman and Wakefield provide eligible employees with competitive pay, which may vary depending on eligibility factors such as geographic location, date of hire, total hours worked, job type, business line, and applicability of collective bargaining agreements.
The compensation that will be offered to the successful candidate will depend on factors such as whether the position is covered by a collective bargaining agreement, the geographic area in which the work will be performed, market pay rates in that area, and the candidate’s experience and qualifications.
The company will not pay less than minimum wage for this role.
The compensation for the position is: $174,250.00 - $205,000.00
Cushman & Wakefield is an Equal Opportunity employer to all protected groups, including protected veterans and individuals with disabilities. Discrimination of any type will not be tolerated.
In compliance with the Americans with Disabilities Act Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position at Cushman & Wakefield, please call the ADA line at 1-888-365-5406 or email Accommodations@cushwake.com. Please refer to the job title and job location when you contact us.
E-3 Construction Job Roles in Illinois
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Search Construction Jobs in IllinoisConstruction E-3 Sponsorship Jobs in Illinois: Frequently Asked Questions
Which construction companies sponsor E-3 visas in Illinois?
Large general contractors and engineering firms operating in Illinois are the most common E-3 visa sponsors in construction. Companies like Turner Construction, Skanska, AECOM, Jacobs Engineering, and WSP regularly file for specialty occupation roles. These firms have established HR and legal infrastructure to handle visa sponsorship, making them more likely to consider E-3 candidates than smaller regional contractors.
Which cities in Illinois have the most construction E-3 sponsorship jobs?
Chicago accounts for the overwhelming majority of construction E-3 opportunities in Illinois, driven by large-scale commercial, infrastructure, and transit projects. The suburbs of Schaumburg, Oak Brook, and Naperville also have concentrations of engineering and project management roles tied to regional construction activity. Downstate Illinois has limited E-3 sponsorship activity, as most firms operating there are smaller contractors without sponsorship capacity.
What types of construction roles typically qualify for E-3 sponsorship in Illinois?
E-3 sponsorship requires the role to meet the specialty occupation standard, meaning a bachelor's degree or higher in a specific field must be a normal requirement for the position. In construction, qualifying roles typically include civil engineers, structural engineers, geotechnical engineers, construction project managers with engineering degrees, cost estimators, and BIM coordinators. General laborer, trades, and site superintendent roles rarely qualify because they don't require a specific degree field.
How do I find construction E-3 sponsorship jobs in Illinois?
Migrate Mate is built specifically for this search. You can filter by visa type (E-3), industry (construction), and state (Illinois) to see roles where employers have a documented history of sponsorship. This saves significant time compared to applying broadly and discovering late in the process that a company won't sponsor. Focus on Chicago-based firms with active infrastructure or commercial development portfolios, as these tend to have the highest sponsorship volume.
Are there any Illinois-specific considerations for E-3 construction sponsorship?
Illinois does not impose state-level visa or sponsorship requirements beyond federal E-3 rules. However, construction roles in Illinois often require familiarity with Chicago's specific permitting environment and the Illinois Department of Transportation standards for public works. Some publicly funded projects in Illinois are subject to prevailing wage requirements under the Illinois Prevailing Wage Act, which can affect the Labor Condition Application wage floor your employer files with the Department of Labor.
What is the prevailing wage for E-3 construction jobs in Illinois?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.