Hiring and Sponsoring Human resources and industrial relations officers (SOC Code 3571)

Human Resources and Industrial Relations Officers, classified under SOC Code 3571, are vital contributors to organizational development, playing a key role in managing personnel and fostering positive employee relations. Their responsibilities include:

• Research and Analysis: Conducting thorough investigations into pay differentials, productivity, efficiency bonuses, and other financial incentives to inform policy-making.
• Policy Development: Crafting and recommending personnel and industrial relations policies to promote a harmonious workplace, and assisting in their implementation.
• Negotiation Support: Facilitating negotiations between management and employees or trade unions regarding pay structures and employment conditions.
• Recruitment: Interviewing candidates to select suitable individuals for job roles, ensuring alignment with organizational needs.
• Advisory Role: Providing guidance on training, recruitment processes, salary negotiations, and other critical personnel matters.
• Employee Welfare: Addressing grievance and disciplinary procedures, while promoting staff welfare through counselling and support services.

With the evolving landscape of workforce management, the demand for skilled Human Resources and Industrial Relations Officers remains high. This guide aims to assist HR professionals in understanding the recruitment and sponsorship processes for these essential roles within the framework of the UK's immigration system.

What is SOC Code 3411 for Human resources and industrial relations officers?

SOC Code 3571 refers to Human Resources and Industrial Relations Officers who manage and support various aspects of workforce management and employee relations. Their responsibilities can include:

• Conducting research and analysis: Examining data on pay differentials, productivity, efficiency bonuses, and other compensation-related payments.
• Policy development and implementation: Formulating and recommending personnel and industrial relations policies, as well as assisting with their execution and drafting staff handbooks.
• Negotiation support: Facilitating negotiations between management, employees, or trade unions regarding pay and employment conditions.
• Recruitment and interviewing: Assessing candidates for job positions by conducting interviews and evaluating their suitability.
• Advisory roles on various issues: Providing guidance on training, recruitment processes, salary agreements, and other personnel and industrial relations concerns.
• Managing grievances and disciplinary actions: Overseeing grievance and disciplinary procedures, as well as addressing staff welfare and counseling needs.

Human Resources and Industrial Relations Officers are essential for fostering a positive workplace culture, ensuring compliance with employment laws, and promoting effective communication between management and employees.

Eligibility to Hire Human resources and industrial relations officers (SOC Code 3411)

1. Job Requirements

Human Resources and Industrial Relations Officers must possess a blend of analytical, communication, and negotiation skills, along with relevant qualifications and experience. These may include:

• Educational Background: A degree in human resources management, business administration, industrial relations, or a related field is highly desirable.
• Experience: Proven experience in human resources, industrial relations, or a similar role, with a strong understanding of pay structures, productivity measures, and employee benefits.
• Analytical Skills: Ability to conduct research and analyze data on pay differentials, productivity, efficiency bonuses, and other compensation-related topics.
• Policy Development: Experience in developing and recommending personnel and industrial relations policies, along with drafting staff handbooks.
• Negotiation Skills: Proficient in assisting with negotiations between management and employees or trade unions regarding pay and employment conditions.
• Interviewing Skills: Experience in conducting interviews for job candidates and assessing their fit for various roles.
• Advisory Capability: Ability to advise management on training, recruitment processes, and negotiations concerning salary agreements and other personnel and industrial relations matters.
• Problem-Solving Skills: Experience in dealing with grievance and disciplinary procedures, as well as providing support for staff welfare and counseling services.

Ensure the job description aligns with SOC Code 3571 and that the candidates' experience and qualifications meet the expectations for the role.

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

Sponsoring Human resources and industrial relations officers: 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 resources and industrial relations  officers under SOC Code 3571.

Step 1: Obtain a Sponsor Licence

Before hiring non-UK Human resources and industrial relations  officers, your company or institution must obtain a sponsor licence. This licence enables you to legally sponsor overseas Human resources and industrial relations  officers 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 resources and industrial relations  officers. This document provides key details about the job and the individual being sponsored.

• Defined vs Undefined CoS: Use a Defined CoS for Human resources and industrial relations officers 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 resources and industrial relations officers’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 resources and industrial relations  officers 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 resources and industrial relations officers

Before the Human resources and industrial relations  officers 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 resources and industrial relations officers’s passport and visa. 
• Online Right to Work Check: If the Human resources and industrial relations officers 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 resources and industrial relations officers’s employment details, salary and contact information. 
   • Reporting Changes: Report any significant changes to the Human resources and industrial relations officers’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 resources and industrial relations  officerss.

How Borderless Can Help with Sponsoring Human resources and industrial relations officers

Sponsoring Human resources and industrial relations  officers under SOC Code 3571 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 resources and industrial relations  officers, get in touch for personalised support.

Conclusion

Hiring and sponsoring Human resources and industrial relations  officers under SOC Code 3571 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.