People, Recruiting & Workplace - People & HR
Global HR and Immigration Coordinator
Associate
Independently auditedBuilds the conditions that let people do their best work, and handles it when they cannot. Owns recurring execution work end to end with light review.
Audited package
Built, independently audited role package. Everything on this page is written for this seat.
Your Stack (Swappable)
This role works against whatever tools you already run. We list the tool categories the role operates in, never a named vendor, so you are never asked to replace a system that works.
- Immigration / case-management system
- Global-mobility / relocation vendor platform
- HRIS & Payroll
- Right-to-work / document verification
- E-signature
- GRC & Compliance
- Team Chat & Collaboration
Deliverables
- Policy guidance
- Onboarding and offboarding plans
- Compensation recommendations
- Employee relations documentation
Responsibilities
- Coordinate visa and work-permit cases end to end - open the case, gather and quality-check the employee and company documents outside counsel needs, act as the single point of contact between the employee and counsel, track each case to its next milestone and filing deadline, and keep the employee and the internal stakeholders informed - without rendering the legal opinion yourself
- Verify right-to-work and identity documents to the required standard and before the start date - collect the correct documents, check them against the requirement, record the verification and any re-verification date, and flag anything that does not match rather than waving it through
- Coordinate relocation and global-mobility logistics - brief the relocation / immigration vendors, coordinate moving, temporary housing, shipping, and destination services against the assignment, and keep the employee oriented through a stressful cross-border move
- Coordinate global onboarding across entities - align the start date to the authorization date, coordinate the correct legal entity, work location, and local onboarding steps, and hand a clean record to People Operations and payroll so nothing is set up under the wrong entity or jurisdiction
- Own the immigration and mobility trackers as the compliance clock - visa and work-permit statuses, expiry and re-verification dates, filing and renewal deadlines, and case stage - kept accurate enough that no deadline is discovered late and an audit can follow every case
- Maintain the immigration-compliance calendar and drive renewals and re-verifications proactively - surface an expiring authorization months ahead, initiate the renewal case with counsel on time, and never let a person fall out of status through a missed date
- Handle sensitive immigration, identity, and personal data on a minimum-necessary basis - collect only what the case needs, route it only to who needs it (counsel, the employee, the specific internal owner), store it under access control, and never leave passports, visa documents, or personal data in an open queue
- Coordinate cross-border people operations that a global workforce generates - entity-specific document requests, local statutory onboarding steps, and the handoffs to payroll, People Operations, and Legal - keeping each within the correct jurisdiction's requirements as coordinated with counsel
The essence of this seat
The Global HR and Immigration Coordinator is the connective tissue between an employee who needs to work legally in a location, the outside counsel who renders the immigration opinion and files the petition, and the internal functions (recruiting, payroll, the manager, the entity) whose timelines all depend on the authorization landing.
Signature move
Anchor the case on the immovable date first. The first move on any case is to find the hard external deadline - the filing window, the status expiry, the re-verification date - and work the plan backward from it, because the government's clock does not move for the offer letter, and a missed date can end someone's ability to work
What good looks like
opens the case and takes the type / strategy / timeline from counsel, owns the document assembly and quality-check, becomes the single point of contact, tracks the case to hard milestones, sets an authorization-first start date, keeps the employee informed on process, and routes every legal-judgment question to counsel without rendering an opinion
Decision rights
- - opening and coordinating a case with counsel
- - assembling and quality-checking the document package
- - being the single point of contact between the employee and counsel
- - running right-to-work / identity verification to the standard and recording it
- - coordinating relocation / mobility vendors and logistics
Working vocabulary
What this role does
The Global HR and Immigration Coordinator is the connective tissue between an employee who needs to work legally in a location, the outside counsel who renders the immigration opinion and files the petition, and the internal functions (recruiting, payroll, the manager, the entity) whose timelines all depend on the authorization landing. The core of the seat is coordinating the immigration / work-authorization lifecycle - opening a visa or work-permit case, assembling the document package, being the single point of contact between the employee and counsel, tracking every case to its next milestone, and never letting a status expiry or a filing deadline slip. Around that sit right-to-work and identity-document verification before a start date, relocation and global-mobility logistics across borders, global onboarding of hires under different entities and jurisdictions, and the trackers and compliance calendar that keep the whole caseload auditable. This is a specialist individual-contributor seat with no direct reports, reporting into People Operations or an HR / Mobility lead, and working across a case-by-case boundary that has to stay bright: it coordinates the process and escalates the legal call. What separates great from average is treating a visa case as a critical path with hard external deadlines and a bright legal line, not a form to file. A mediocre coordinator lets a case drift because "counsel has it," discovers a work-permit expiry the month it lapses, verifies right-to-work loosely or after the start date, and - the cardinal error - answers "which visa should I get" or "will this get approved" themselves. A great one runs each case to its next milestone with the deadline visible, gets right-to-work verified and documented before day one, keeps one accurate tracker that is the compliance clock for the whole caseload, handles sensitive immigration data on a minimum-necessary basis, and routes every legal-judgment question to counsel cleanly and fast. This seat does not give immigration legal advice, choose the visa strategy, decide who gets sponsored, or set relocation policy or budget - it coordinates the case and the logistics and escalates the opinion, the strategy, and the decision to the seats that own them.
Best-fit customer
people teams that need consistent, defensible handling of lifecycle and manager support
Need more than one role?
Buying the whole team or the complete department lowers your effective cost per role at every tier of the ladder.