As we look to reorg our HR team, I was curious to see where immigration support sits in other organizations.  Today, we have an outside provider that supports us with our immigration needs, and all support requests to this agency are funneled through an HR Generalist on the HR team.  There is a belief that we would be better served having these requests managed through either the benefits department or through a member of the legal department. Can you please share how you are structured at your organization and any pros/cons to the structure worth considering? 

Hiring foreign workers can bring diverse knowledge and problem-solving capabilities to an organisation , but it also comes with challenges such as managing immigration, tax planning, and compliance requirements etc

Small businesses may face competitive challenges and need to stay updated on regulations when hiring immigrant workers

From experience. US. has been considering a merit-based immigration system to supply employers with needed workers and support workforce growth and this again differs for each location, UK / HK/ Singapore have introduced new reg.

When hiring expatriate employees, companies should consider additional administration, wellness support, and the challenges of managing work permits and visas

The structure for managing immigration support within an organisation can vary.

Some organisation may have it centralised within the HR team, while others may involve the benefits department or legal department. Each structure has its pros and cons, and the decision should be based on the specific needs and resources of the organisation.

Centralising immigration support within the HR team can ensure a coordinated approach, while involving the legal department can provide expertise in compliance and legal matters.

On the other hand, integrating it with the benefits department can align it with other employee-related processes. Ultimately, the most effective structure will depend on the organisation’s size, industry, and the volume of immigration-related activities.

Hope this helps! I am happy to jump on a call.

We are set up similarly - as a small HR department (now only myself and our CFO) - any immigration question will necessitate I reach out to our immigration lawyer with our CFO on cc.  If it is an issue with a current employee then we may also reach out to our outside counsel as well.