Things You Should Know If You Plan to Relocate to U.S for a Job in HR

September 8, 20158:34 am793 views

While it is important to learn about the human resource industry and growth rate potential in United States, before you plan to immigrate. You would also need to contact immigration consultants for expert advice, clauses and considerations on the immigration policy in different countries.

However, through this informative piece we aim to help HR professionals gather some resources as you keep looking for careers in HR in United States.

This hot topic occurred to me, since many readers like you are curious to know on if there are opportunities in HR in United States that exists at this point in the time, in the current volatile market. If jobs do exist in United States, how do HR professionals get started on their job search?

While I might have no special expertise in this area – to suggest contacts, resources and easy ways to immigrate on my finger tips, I can surely guide you through the process with an insightful overview.

The steps to follow before you look for a migration opportunity or a dream career in HR in foreign land are:

  1. Learn about the immigration opportunities in general and also specific to your industry. Criterions to qualify for an immigrant visa and applicant petition if in future to apply for U. S Citizenship from the US Consulate website services.
  2. As HR is not a domain wherein U.S lacks qualified citizens and professionals, nor is it a scientific or technical skill wherein employees have to prove required number of experiences and commitment. Hence obtaining an employer sponsored green card is difficult. In most regions in U.S., there are many qualified U.S applicants for jobs in HR management.
  3. The Department of Labour in U.S however requires that “there are no qualified U.S. workers able, willing, qualified and available to accept the job at the prevailing wage for that occupation in the area of intended employment and that employment of the alien will not adversely affect the wages and working conditions of similarly employed U.S. workers,” according to’s Jennifer McFadyen.

See: Tightening foreign labour policy ‘not only way to create level playing field’

  1. Businesses are required to meet the legal requirements of immigration reform regulation policy primarily by incorporating the Immigration and Naturalization Services (INS) Form I-9 into their hiring processes. The I-9 form requests that potential employees present a series of identification documents to verify that they are legally authorized to work in the U.S; these documents include a social security card, birth certificate and a valid passport.
  2. Never give up on pursuing your dreams; persistence is the key to unlocking doors of success. Always check back and add-on more methods to delve deeper insights into job search in United States for human resource professionals.
  3. Human resource managers should pay closer attention and care to avoiding legal penalties associated with Employment Eligibility Verification. According to the Immigration Reform and Control Act of 1986, it mandates that all companies  must help the federal government to prevent unauthorized persons from working in the United States (U.S.) through a process called employment eligibility verification.

While the current rules that pertain to the modern workplace are comprehensive enough to even make manage small companies with fledging human resource departments to be tempted to sponsor work visas.

As we foresee the upcoming immigration policies will only be adding onto further complexities regards immigration of HR professionals from other countries into United States.

So it’s only the companies that are globalising efforts to leverage on talent across borders, will strive to maintain the competitive advantage and recruit best talent from international markets. These will support human resource managers who are knowledgeable about the nation’s immigration laws.

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Also read: Impact of Millennial Job Hopping Ideologies on Employers

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