When it comes to work and business, Australia is the land of opportunity. There are many different reasons why Australia has become so promising to many people but one of the major ones is the overall market, real estate development, and many job opportunities.
The number of companies that operate on a global level is only rising, the job and housing opportunities have never been so easily acquired, so it’s no wonder that there are so many people flocking to Australia.
Many multinational companies have subsidiaries in different countries and sometimes it’s not strange that some of the employees want to transfer to the parent company in, let’s say, Australia. When this happens there is a lot of immigration paperwork that needs to be done.
The same happens if you want to diversify your workforce by hiring people or talent who live in different countries – the immigration paperwork is a nightmare. However, letting your employees or the person you want to hire deal with all this on their own would be completely unprofessional and irresponsible.
This is where your human recourses team needs to step up and deal with these kinds of things and let’s take a look at all the reasons why.
1. Employment sponsorship
Employment sponsorship means that a foreign company is willing to hire you to work for them and obtain a legal work visa for you. When it comes to hiring migrant employees, sponsoring work visas is considered a part of the hiring process.
This is one of the main reasons why a human recourses team should be involved in this process. Obtaining visas isn’t such a simple job and that precisely is the reason why HR should be involved. The HR team is responsible for gathering all the necessary paperwork and knowing all the requirements and rules.
It’s also possible and even desired for HR to partner up with immigration lawyers to make this whole process quicker and less time-consuming.
So, for example, if a company from Australia wants to hire and sponsor a migrant employee to come and work for them in Sydney, their HR team must gather all the necessary paperwork. For this HR can partner with a reliable immigration lawyer in Sydney to make this process smoother and easier.
2. Necessary HR assessment
People with all kinds of skills and degrees are looking for a chance to work and earn in foreign countries. Migrants with university degrees and high-skills are looking for a chance to either earn better then they would in their native countries or to gain international experience.
Similarly, those with low skills and who lack higher education are also looking for a chance and opportunity to live better.
This means that people with all kinds of education and skills are looking for a chance to work and because of this, it’s not uncommon that people with higher education and skill end up in the wrong type of jobs or vice versa.
To avoid this type of confusion, the HR team is supposed to conduct the skills and competencies assessment of all migrant employees. So, the connection between HR and the immigrant employee here is absolutely necessary.
3. Personnel records and immigration status
Another thing the HR team should be responsible for is entering the immigration status of an employee in the personnel records.
Personnel records should contain all the job-related documentation such as a history of employment, job descriptions, and status of an employee. Adding immigration status in the personnel files avoids any chance of losing this vital type of information.
This is important in case the employee you hired isn’t suited for the job or the hire was unsuccessful. Firing an immigrant employee not only affects their stay in the country but the stay of their whole family. This is why the immigration status must be included in the records and seriously taken into consideration.
4. Company compliance
When hiring a foreign employee all the immigration requirements and regulations should be in order. If a company fails to comply with immigration law it leads to serious penalties. Again you can avoid all the problems and your company can legally hire all immigrant employees if your HR team works hand in hand with an immigration lawyer.
The immigration lawyer and HR department will be able to solve all problems and meet all legal requirements regarding hiring an immigrant employee. You won’t have to worry about violating any of the immigration laws this way.
5. Promoting immigrant employees
The question here is whether you’re able to promote your migrant employee and how will that affect their status and visa.
The 457 visa is the most common work visa in Australia for employers to sponsor immigrant workers. So, you hire a skilled migrant worker under the 457 visa and you want to change their occupation status -can you do that, is it allowed?
This is another situation where working with an immigration lawyer will come in handy. The lawyer will know whether this is possible and if so, how can it be legally done.
As you can see, there are many benefits when it comes to the connection between immigrant employees and HR. Allow your HR team to help you out with the employment of foreign talents. Also, don’t forget to hire a reliable immigration lawyer – they too can help your HR department deal with all immigration laws and in that way help you out a great deal.