Immigration Compliance Officer / Auditor/ Immigration compliances Paralegal

Company Overview

Haven Care Home Management is the head office for five residential care homes. Its work supports the administration and oversight of these care settings.
Responsibilities

Job Title: Immigration Compliance Officer Reporting To Group Managing Director

As a reputable Group of Residential Care Homes, we are seeking a highly skilled and experienced professional to join our team as the immigration compliance officer.

Core Objective:

Establish and maintain a consistent, evidenced and inspection-ready system of immigration, right-to-work, sponsorship and recruitment compliance across all five residential care homes, with particular focus on sponsored care workers and senior care workers. Identify and resolve gaps before they expose any group company to enforcement, licence suspension or revocation.

Purpose:

Own the group compliance framework, monitor each legal sponsor entity separately, verify the accuracy of records in "BrightHR" and "Planday", oversee compliant recruitment and provide independent assurance and escalation to senior leadership. The post does not remove the legal responsibilities of each licensed sponsor or its appointed key personnel.

Personal Attributes:

· Reliable

· Flexible

· Sociable, good team player

· Ability to problem solve

· Ability to prioritise work

· Professional

· Leadership

Responsibilities of the position include:

1. Sponsor licence and SMS governance

· Maintain a licence-by-licence register of sponsor details, key personnel, authorised users, sponsored workers, CoS allocations, expiry dates, work locations and reporting deadlines.

· Prepare, check and, if formally authorised as a Level 1 User, undertake permitted SMS actions including CoS assignments and reports; apply a documented dual-approval process before CoS assignment.

· Monitor and report on worker and organisational changes within the applicable Home Office deadlines, including absence, non-attendance, early termination, changes of duties, salary, hours or work location and relevant business changes.

· Check each proposed sponsorship against current occupation eligibility, pay, working hours, care-sector requirements and applicable transitional rules; obtain specialist advice where uncertain.

· Reconcile SMS data with employment contracts, payroll, BrightHR and Planday; investigate mismatches and keep dated evidence of corrections.

2. Right-to-work and personnel records

· Check and retain right-to-work evidence before employment starts, using the correct Home Office online service or other permitted route; schedule follow-up checks where required.

· Keep complete, secure digital employee files with identity, immigration status, visa/permission conditions, CoS information, contracts, job descriptions, salary, work location, contact details and current UK residential address.

· Monitor visa expiry, changes in permission, absences, contract amendments and evidence retention; establish advance alerts and clear ownership for action.

· Conduct periodic file sampling and full sponsored-worker reconciliations at each home; apply appropriate UK GDPR access, retention and confidentiality controls.

3. Overseas and domestic recruitment assurance

· Work with the HR Officer from vacancy approval through appointment: confirm genuine vacancies, budget, occupation code, salary, recruitment permissions and sponsor eligibility before advertising or offers.

· Maintain a transparent recruitment audit trail: adverts and channels used, applications, selection criteria, shortlists, interview notes, scoring, decisions, references and offers.

· Participate with HR in shortlisted-candidate interviews and check consistent, fair and non-discriminatory selection practices.

· Carry out a documented labour-market/recruitment review as an internal control where appropriate;

· Check any applicable restrictions on overseas recruitment of care workers and senior care workers, relevant in-country recruitment priorities, and care-provider regulatory conditions before CoS assignment.

4. Hours, pay, attendance and work locations

· Check sponsored employees contracted hours and salary with actual rotas, timesheets, leave and absence records; investigate shortfalls, unexplained non-attendance and changes.

· Use Planday to monitor scheduled and worked shifts across sites, including secondary locations, overtime and patterns that may trigger sponsorship reporting or pay concerns.

· Coordinate with Home Managers to correct data, document explanations and escalate material non-compliance promptly.

5. Audits, inspection readiness and corrective action

· Design and maintain a standard group audit checklist mapped to current Home Office sponsor guidance and right-to-work guidance.

· Complete an initial baseline audit of all five licences and homes, then schedule risk-based site audits, file reviews and periodic mock Home Office inspections.

· Maintain an evidence index, findings log, named action owners, due dates and proof of closure; verify remediation rather than relying on verbal assurances.

· Coordinate inspection response, immediate access to records and staff preparedness, without coaching anyone to give inaccurate answers; escalate suspected breaches immediately.

6. Management reporting and training

· Develop a dashboard for each sponsor and a consolidated group report showing visa expiries, RTW checks due, CoS activity, SMS deadlines, missing documents, attendance/pay exceptions, audit scores and overdue actions.

· Report to the Managing Director and relevant licence key personnel when a serious breach or reporting deadline is identified.

· Train administrators of each home when required on recruitment controls, RTW checking, record keeping, reporting triggers and escalation routes.

· Monitor updates to official Home Office guidance and maintain a controlled register of policies, templates and training records.

Requirements And Skills

Engagement arrangements — freelance, part-time and flexible

· This is a freelance, part-time consultancy engagement, subject to agreement on scope, fees and working arrangements; it is not intended to be a full-time on-site post.

· The officer should be available for a planned on-site visit approximately once or twice per month, rotating between the five care homes and/or group office according to risk and operational need. Additional on-site attendance may be required for audits, recruitment interviews, urgent incidents or Home Office visits.

· The officer must be reasonably accessible on an as-needed basis for time-sensitive sponsor reporting, right-to-work issues, recruitment checks and inspection support. Response times, monthly retainer or day rates, travel expenses and additional attendance should be agreed in a written service agreement.

· The company retains accountability for sponsor duties. SMS Level 1 access is not automatic.

Essential criteria

· Substantial practical experience with UK Skilled Worker sponsorship, sponsor duties, SMS and right-to-work checks, ideally across multiple licences.

· Current knowledge of UK immigration rules and healthcare/care-worker sponsorship requirements, with demonstrated ability to interpret changes and obtain legal advice when needed.

· Experience conducting compliance audits, managing corrective actions and presenting clear risk reports to directors.

· Strong Excel & spreadsheet skills.

· Excellent judgement, accuracy, confidentiality, training skills and willingness to travel between homes.

· Normally at least 3–5 years of recent, hands-on UK immigration or sponsor-compliance experience, including Skilled Worker sponsorship, CoS processes, SMS reporting and Home Office audit preparation; strong demonstrable expertise may be considered in place of a fixed tenure.

· Demonstrable experience advising on sponsor duties and right-to-work checks, auditing sponsored-worker files and resolving discrepancies across HR, rota and payroll records.

· Practical knowledge of the specific requirements affecting adult social care, including care worker and senior care worker sponsorship, changes in immigration policy and recruitment restrictions.

· Ability to provide evidence of relevant professional training or qualifications in immigration compliance, employment law, HR or audit; a law degree is not mandatory where substantial specialist experience is demonstrated.

· Excellent written English, independent judgement, ability to train managers, produce concise director-level reports and attend sites flexibly as agreed.

Where the consultant provides regulated immigration advice or services, they must hold the appropriate Immigration Advice Authority authorisation or another lawful professional exemption; the company will verify the permitted scope before engagement

** Salary can be discussed and Agreed **

If you’re ready to support immigration compliance across a group of care homes, apply through Indeed.

Pay: £15.00 per hour

Expected hours: 5.0 per week

Education:

• Bachelor's (preferred)

Experience:

• UK immigration rules, sponsor duties, Right-to-Work checks : 2 years (required)
• UK Visas and Immigration (UKVI) complaince checks and Audit: 1 year (preferred)

Work Location: Hybrid remote in Greenford UB6 0LZ