(ThyBlackMan.com) Human resource managers are instrumental in helping a business grow and develop. With the latest technological advances and modernized international trade agreements, HR management will be able to retain the best talent with the right skills globally. Based on the human resource department’s common sense and style of leadership, they may not be well-versed in regards to overseeing work visas, acquisitions, mergers and pertinent laws relating to corporate immigration.
Meet the Necessary Legal Requirements
There are so many business opportunities available in the world today thanks to the Internet and technology. If you’re already a business owner or starting your own company, there are a number of rules and regulations to understand, especially with corporate immigration. Based on the 1986 Immigration Reform and Control Act, all businesses must assist the government in ensuring that 
individuals working in the U.S. have the proper employment eligibility verification. Form I-9 is integral to your human resource department as an employee must present the proper identification paperwork stating that they are authorized to legally work for your company. Documents could include birth certificate, social security card or passport.
Ensure Business Compliance with the Experts
Your human resource department is going to need the backing of a professional when ensuring that your business is in compliance, especially when dealing with investments from other countries. The Immigration Act of 1990 was created by the United States for foreign investors who are looking to invest funds in the U.S. The EB-5 visa laws can be complex, and your company leaders may not know all of the intricacies pertaining to the regulations. Hirson Immigration has been handling EB-5 cases for over three decades, and they are relied on often by investors, trade groups and universities on the subject. EB-5 petitions are often rejected, so you need to also ensure that you have filled out the application correctly to meet the necessary deadlines.
Sponsor Work Visas for Foreign Visitors and Colleagues
If your company is looking to do business with foreign associates, your human resource management team needs to have an understanding of the various visas. These can include B-1 for non-immigrant foreigners who are looking to enter the country for meetings, seminars and training. Unfortunately, B-1 status doesn’t allow them to work in the U.S. The labor certification application is a program where immigrants can receive sponsorship if a foreign individual would like to work and live permanently in the U.S. But employers have to offer proof that there aren’t qualified U.S. workers to do this type of work.
Develop In-House Training Programs
If you plan on expanding your business, you’ll want the help of law experts who know the ins and outs of business, corporate and EB-5 business immigration. They’ll be able to provide insight, support and strategies needed to allow your human resource people to retain the best people for the job. They can also mitigate risks associated with the immigration field. This allows your company to abide by the necessary rules, hire the right talent for the position and help your business flourish. Although your HR department may get a thorough understanding from the training, it’s important to meet periodically as laws are continuously changing and updating.
Today’s immigration regulations in regards to the workplace are thorough enough that small businesses with novice HR managers may not feel comfortable enough to sponsor visas for employees. With the current bumpy political climate, the rules and guidelines may even change in the future depending on who is the deciding presidential candidate. But if your company is looking to globally expand and seek talent and investments elsewhere, having an expert who can master today’s immigration laws and guide your human resource department along the way can prevent mayhem.
Staff Writer; Charlie Goodwin