Hiring and Sponsoring Human resource managers and directors (SOC Code 1136)

Human Resource Managers and Directors, classified under SOC Code 1136, are essential leaders within organizations responsible for a variety of critical HR functions. Their role involves:

• Determining Staffing Needs: Assessing and predicting the human resource requirements of the organization.
• Overseeing Job Preparation: Supervising the creation of job descriptions, drafting advertisements, and conducting candidate interviews.
• Monitoring Employee Performance: Evaluating performance metrics and identifying career development needs of employees.
• Providing Training Opportunities: Ensuring that relevant training courses are available and arranged for staff development.
• Industrial Relations Negotiations: Engaging with employee representatives or trade unions to negotiate terms and resolve workplace disputes.
• Policy Development: Creating and administering policies related to salary, health and safety, and employee promotions.
• Organizational Structure Analysis: Examining and reporting on company and departmental structures, chains of command, and information flows to evaluate operational efficiency.
• Productivity Improvements: Considering alternative work procedures and processes aimed at enhancing productivity within the organization.
• Legislative Awareness: Keeping updated on relevant labor laws and legislation, assessing their impact on the organization’s HR strategy, and advising management on appropriate measures.

With the evolving landscape of work, the demand for skilled HR Managers and Directors is on the rise, prompting many organizations to look for qualified candidates both locally and internationally. This guide aims to assist HR professionals in navigating the complexities of hiring and sponsoring HR Managers and Directors under the UK’s immigration framework.

What is SOC Code 3411 for Human resource managers and directors?

SOC Code 1136 refers to Human Resource Managers and Directors who play a vital role in managing an organization's workforce and ensuring effective human resource practices. Their responsibilities can include:

• Determining staffing needs: Assessing current and future workforce requirements to align with organizational goals.
• Preparing job descriptions: Drafting and updating job descriptions to attract the right candidates.
• Conducting interviews: Evaluating potential candidates through interviews to ensure the best fit for the organization.
• Monitoring employee performance: Overseeing employee evaluations and identifying career development needs.
• Providing training courses: Arranging and facilitating training programs to enhance employee skills and growth.
• Undertaking industrial relations: Negotiating with employees’ representatives or trade unions to maintain a positive work environment.
• Developing policies: Creating and administering salary, health and safety, and promotion policies to support employee welfare and organizational objectives.
• Analyzing company structures: Examining departmental structures and communication flows to evaluate operational efficiency.
• Exploring alternative work procedures: Considering innovative approaches to improve productivity and organizational effectiveness.
• Staying informed on legislation: Keeping up-to-date with relevant employment laws and recommending necessary adjustments to HR strategies.

Human Resource Managers and Directors are essential in fostering a productive and equitable workplace, advocating for employee rights, and shaping company culture.

Eligibility to Hire Human resource managers and directors (SOC Code 3411)

1. Job Requirements

Human Resource Managers and Directors must exhibit strong leadership and organizational skills, along with a comprehensive understanding of HR practices. Candidates should meet the following qualifications:

• Staffing Needs Assessment: Demonstrated ability in determining and forecasting staffing needs within an organization.
• Job Description Creation: Proven experience in creating, overseeing, and managing job descriptions tailored to various roles.
• Candidate Evaluation: Strong skills in drafting advertisements and conducting interviews to identify suitable candidates for employment.
• Employee Performance Monitoring: Experience in overseeing the monitoring and assessment of employee performance and identifying career development needs.
• Training Facilitation: Ability to provide or coordinate training programs to enhance employee skills and capabilities.
• Industrial Relations Knowledge: Familiarity with negotiating industrial relations with employee representatives or trade unions.
• Policy Development: Experience in developing and administering policies related to salary structures, health and safety regulations, and promotional practices.
• Organizational Evaluation: Skills in examining and reporting on company and departmental structures, chains of command, and information flows to evaluate operational efficiency.
• Productivity Improvement: Ability to consider and recommend alternative work procedures to enhance productivity.
• Legislative Awareness: Knowledge of relevant HR legislation and its implications on the organization’s HR strategy, with the ability to recommend appropriate actions.

Ensure that the job description aligns with SOC Code 1136 and that candidates’ experience and competencies meet the requirements for this leadership role.

1. Salary Thresholds
2. Use the Minimum Salary Calculator to ensure your salary offer meets immigration requirements.

Sponsoring Human resource managers and directors: A Step-by-Step Guide for HR Professionals

Once you’ve confirmed that the role and candidate meet the eligibility requirements, follow this step-by-step guide to sponsoring Human resource managers and directors under SOC Code 1136.

Step 1: Obtain a Sponsor Licence

Before hiring non-UK Human resource managers and directors, your company or institution must obtain a sponsor licence. This licence enables you to legally sponsor overseas Human resource managers and directors under the Skilled Worker Visa program.

• Sponsor Licence Application: Submit documentation proving that your business is legitimate and has a genuine vacancy. Visit the sponsor licence application guide for more information. 
• Sponsor Licence Fees: Small businesses typically pay £574, while larger institutions pay £1,579. For more information, visit the sponsor licence fees guide. 
• Processing Time: Applications typically take up to 8 weeks, but using the Sponsor Licence Priority Service can reduce the processing time to 10 working days.

Once your sponsor licence is approved, you will receive a sponsor licence number, which allows you to assign Certificates of Sponsorship (CoS).

Step 2: Assign a Certificate of Sponsorship (CoS)

Once you have your sponsor licence, the next step is to assign a CoS to the Human resource managers and directors. This document provides key details about the job and the individual being sponsored.

• Defined vs Undefined CoS: Use a Defined CoS for Human resource managers and directors applying from outside the UK, and an Undefined CoS for those already in the UK. Learn more in the Defined & Undefined Certificates of Sponsorship guide. 
• Required Documents: Provide details such as the Human resource managers and directors’s portfolio, passport and job offer. Refer to Documents Required for Certificate of Sponsorship for a full list of necessary documents.

Step 3: Apply for the Skilled Worker Visa

Once the CoS is issued, the Human resource managers and directors can apply for the Skilled Worker Visa.

• Visa Fees: Fees vary depending on the role and visa length—use the visa fees calculator to estimate the costs. 
• Immigration Skills Charge: Employers are required to pay this charge as part of sponsoring non-UK workers. This is separate from visa fees.

Conducting a Right to Work Check for Human resource managers and directors

Before the Human resource managers and directors begins working, you must conduct a right to work check to ensure they are legally allowed to work in the UK.

• Manual Right to Work Check: Verify original documents such as the Human resource managers and directors’s passport and visa. 
• Online Right to Work Check: If the Human resource managers and directors holds an eVisa, you can use the UK government’s online system to verify their right-to-work status.

For more details on how to perform these checks, see the right to work check guide.

Post-Hiring Responsibilities and Compliance

1. Record-Keeping and Reporting  
2. • Record-Keeping: Maintain accurate and up-to-date records of the Human resource managers and directors’s employment details, salary and contact information. 
   • Reporting Changes: Report any significant changes to the Human resource managers and directors’s role—such as promotions or salary increases—via the Sponsor Management System (SMS).
3. Sponsor Licence Duties and Compliance
4. Failure to comply with your sponsor licence duties can result in penalties or sponsor licence revocation, impacting your ability to sponsor future Human resource managers and directorss.

How Borderless Can Help with Sponsoring Human resource managers and directors

Sponsoring Human resource managers and directors under SOC Code 1136 can be a complex process, but Borderless can simplify it for you. We offer comprehensive support to help you manage the entire sponsorship process.

End-to-End Sponsorship Support

At Borderless, we assist with:

• Sponsor Licence Application: Guiding you through the application process and ensuring all required documents are submitted correctly. 
• Certificate of Sponsorship Assignment: Streamlining the CoS process to make hiring easier. 
• Compliance Management: Helping you stay compliant with immigration laws to avoid penalties.

If you need assistance with hiring or sponsoring Human resource managers and directors, get in touch for personalised support.

Conclusion

Hiring and sponsoring Human resource managers and directors under SOC Code 1136 can be a rewarding way to enrich the cultural landscape of your organisation. By following the steps outlined in this guide, you can successfully navigate the sponsorship process while ensuring compliance with UK immigration laws.

For further guidance, Borderless is ready to assist you with all your sponsorship needs. Contact us for expert advice.