Job responsibilities of the head of the personnel department at the enterprise. Job description of the head of the HR department, job responsibilities of the head of the HR department, sample job description of the head of the HR department

This job description has been developed in accordance with the provisions of the Labor Code Russian Federation, professional standard"HR Manager" (code G, qualification level - 7), approved by order of the Ministry of Labor and social protection Russian Federation dated October 6, 2015 No. 691n, and other regulations governing labor relations in the Russian Federation.

From July 1, 2016, organizations will have to apply professional standards if the labor code, other federal laws, and other regulatory legal acts establish requirements for the qualifications necessary for an employee to perform a certain labor function (part 1 of article 195.3 of the Labor Code of the Russian Federation as amended, effective from 1 July 2016).

Possible job title:

Head of a structural unit.
Head of a structural unit.
Heads of departments (services) of personnel management and labor relations.
Head of HR Department.
Head of the Labor Organization and Remuneration Department.
Head of Personnel Training Department.
HR Manager.

Generalized labor function:

Operational management of personnel and organizational units.

Labor functions:

Development of a system for operational personnel management and the work of a structural unit.
Implementation of operational personnel management and work of the structural unit.
Administration of processes and document flow for operational personnel management and the work of a structural unit.

Education and training requirements:

Higher education - specialty, master's degree.

Additional professional education- programs professional retraining in the field of personnel management, operational and tactical management; advanced training programs in the field of personnel management, operational and tactical management.

Requirements for practical work experience:

At least five years in HR management.

Note:
An employee who was previously hired and does not meet the requirements of the professional standard for the position he occupies cannot be fired. In the event that the level of his education is lower than required, he needs to continue his education and develop individual program training.

In the event that an employee refuses to improve their qualifications or receive additional education, he can be fired based on the results of the certification. This can be done if his consent has not been obtained or the employer does not have the opportunity to offer him a vacancy that corresponds to his specialty and qualifications (clause 3 of part one of Article 81 of the Labor Code of the Russian Federation).

Note that if an employee conscientiously fulfills his job responsibilities, and especially if he passed the certification, the employer has no reason to fire him.

I APPROVED
General Director of JSC "AAA"
_____________ A. A. Ivanov

"___"_______________ 2019

JOB DESCRIPTION
head of HR department

1. GENERAL PROVISIONS
1.1. This job description defines the functional duties, rights and responsibilities of the head of the personnel department of AAA CJSC (hereinafter referred to as the “Organization”).
1.2. The head of the personnel department belongs to the category of managers.
1.3. The head of the HR department is appointed to the position and dismissed from the position as established by the current labor legislation order by order of the head of the Organization.
1.4. The head of the HR department reports directly to (director, head of service, other official)________________ Organization.
1.5. A person with higher professional education (specialty, master's degree) and additional professional education - professional retraining programs in the field of personnel management, operational and tactical management is appointed to the position of head of the personnel department; advanced training programs in the field of personnel management, operational and tactical management, and work experience requirement: at least five years in the field of personnel management.

1.6. The head of the HR department must know:
— labor legislation and other acts containing norms labor law;
— basics of tax legislation of the Russian Federation;
— fundamentals of archival legislation and regulatory legal acts of the Russian Federation, regarding the maintenance of personnel documentation;
— the basics of migration legislation of the Russian Federation, in terms of attracting and employing foreign citizens and stateless persons;
- basics administrative legislation in the field of personnel management and responsibility of officials
— legislation of the Russian Federation on the protection of personal data;
- basics legal regulation Russian Federation procedure for concluding civil contracts;
— fundamentals of general and social psychology, sociology and psychology of labor, labor economics, safe conditions labor;
— normative legal acts regulating the rights and obligations of government bodies and organizations for the provision of accounting documentation;
— basics of documentation support;
- basics production activities organizations;
— labor economics;
— theories of personnel management and motivation;
— theories and methods of personnel development management;

- technologies operational management personnel of the organization;
— systems of standards for business processes, professions, labor standards;
— systems, methods and forms of material and non-material incentives for personnel;
— local regulations of the organization in the field of personnel management;
— personnel management policy and social politics organizations;
— goals, development strategy and business plan of the organization;
— organizational structure of the organization;
— technologies and methods of formation and control of budgets;
— requirements and rules for conducting an audit of work with personnel;
— methods, methods and tools of personnel management;
— methods for analyzing the quantitative and qualitative composition of personnel;
— methods for managing the development and efficiency of an organization, methods for analyzing the implementation of plans and programs, determining their economic efficiency;
- methods of performance evaluation structural divisions, results of personnel work;
— methods of auditing and controlling operational management processes;
— methods for analyzing the implementation of plans and tasks, determining their economic efficiency;
— methods of planning and forecasting personnel requirements;
— forms and methods of evaluating personnel and the results of their work;
— forms and systems of material and non-material incentives for personnel;
— forms of social partnership and interaction with trade unions and other representative bodies of workers, and other organizations;
— the procedure for preparing personnel documents and giving them legal force;
— the procedure for conducting procurement procedures and preparing related documentation;
— procedure for concluding agreements (contracts);
— the procedure for registration, maintenance and storage of documentation on the operational personnel management systems of the organization and the work of the structural unit;
— the procedure for creating, maintaining a data bank and providing reporting on operational personnel management systems and the work of a structural unit;
— procedure for resolving labor disputes;
— basic fundamentals computer science, structural construction of information systems and features of working with them;
— standards of ethics for business communication.

1.7. The head of the HR department must be able to:
 implement a personnel management strategy;
 apply methods of operational personnel management of the organization;
 apply methods of managing interpersonal relationships, team building, leadership development and
 performance, identifying talents, determining job satisfaction;
 organize the work of the personnel of the structural unit;
 determine the tasks of the personnel of the structural unit, based on the goals and strategy of the organization;
 determine the areas of responsibility and efficiency of the personnel of the structural unit, distribute tasks and provide material and technical resources for their implementation;
 determine performance indicators of the department’s personnel;
 identify, analyze, model and build internal staff communications;
 analyze, develop and draw up documents on operational processes and their results;
 draw up plans for the activities of a structural unit of the organization;
- create and describe organizational structure, goals, objectives, functions of the structural unit;
 manage staff motivation, engagement and work discipline;
 draw up documents on operational personnel management and the work of a structural unit, submitted to government bodies, representative bodies of employees;
 provide documentation support for operational personnel management systems and the work of the structural unit;
 organize the storage of documents in accordance with the requirements of labor and archival legislation of the Russian Federation and local acts of the organization;
- organize and conduct corporate events with staff;
- perform analysis current activities structural unit and implement procedures for its optimization;
 conduct an audit of the results of work with personnel;
 conduct an audit of personnel processes, procedures, execution of personnel documents and personnel management documents;
 develop project proposals and activities for efficient work personnel;
 develop programs for achieving goals and quickly solving problems of departments;
 draw up, calculate, adjust and control personnel cost items, develop proposals for personnel costs for budget formation;
 monitor the execution of instructions and tasks, make timely adjustments to plans and tasks;
 control the processes of personnel management of departments, determine their effectiveness and identify factors of deviations from planned parameters;
 control the expenditure of personnel budgets;
 monitor the execution of contracts of service providers on personnel issues;
 represent the interests of the organization and negotiate with trade unions and other representative bodies of workers, interact with government organizations;
 negotiate with service providers on the terms of concluded contracts;
 analyze information on service providers in the field of personnel management and on the terms of concluded contracts;
 carry out preliminary procurement procedures and draw up related documentation for concluding contracts;
 keep records and registration of documents in information systems and on tangible media;
- lead business correspondence;
- work with information systems and databases on personnel management issues;
 comply with the ethical standards of business communication.

1.8. During the temporary absence of the head of the HR department, his duties are assigned to ___________________________.

2. FUNCTIONAL RESPONSIBILITIES
The head of the HR department is assigned the following functions:
2.1. Development of a system for operational personnel management and the work of the HR department.
2.2. Implementation of operational management of personnel and HR department.
2.3. Administration of processes and document flow for operational personnel management and the work of the HR department.
2.4. Participates in the development of current personnel plans.
2.6. Prepare prescribed reports.

3. JOB RESPONSIBILITIES
To perform the functions assigned to him, the head of the personnel department is obliged to:
3.1. Analyze successful corporate practices on strategic and operational personnel management of an organization.
3.2. Set operational goals for personnel management issues.
3.3. Develop plans, programs and procedures in personnel management.
3.4. Develop proposals for department structure and personnel requirements.
3.5. Develop proposals for the provision of personnel, the formation of assessment systems, development, remuneration, corporate social programs and social policy.
3.6. Develop proposals for costs and personnel budgeting.
3.7. Develop proposals for concluding agreements on personnel management with service providers and conducting preliminary procedures for their conclusion.
3.8. Plan the activities of the department and personnel.
3.9. Carry out operational management of the personnel of the organizational unit.
3.10. Calculate costs for the department and prepare proposals for budget formation.
3.11. Develop standards for the unit’s activities and unify processes.
3.12. Conduct labor safety training.
3.13. Set tasks for employees of the structural unit, identify resources for their implementation, and monitor execution.
3.14. Analyze the plans and reports of subordinate employees, develop proposals for improving the performance of the unit.
3.15. Generate reports on the work of the structural unit.
3.16. Analyze document flow processes, local documents on issues of operational personnel management and the work of a structural unit, business processes of the organization, staff satisfaction.
3.17. Carry out documentation of the results of operational personnel management and the work of the structural unit, the results of the audit of work with personnel.
3.18. Prepare proposals for the development of operational personnel management systems and the work of the structural unit, on the necessary corrective and preventive measures.
3.19. Develop systems for analyzing and monitoring personnel performance.
3.20. Monitor, compare and analyze processes in the field of operational personnel management, the results of management activities, and identify factors causing deviations from planned indicators.
3.21. Prepare and process requests, notifications, information about employees to government agencies, trade unions, and public organizations.
3.22. Provide support for service contracts on operational personnel management and the work of a structural unit, including preliminary procedures for their conclusion.
3.23. Prepare proposals for creating a budget for the organization’s personnel.
3.24. Fulfill the requirements for storing information about the results of operational personnel management systems and the work of a structural unit.

4. RIGHTS
The head of the HR department has the right:
4.1. Get acquainted with the draft decisions of the enterprise management concerning its activities.
4.2. Submit proposals for improvement of work related to the responsibilities provided for in these Instructions for consideration by management.
4.3. Receive information and documents from heads of structural divisions, specialists on issues within his competence.
4.4. Involve specialists from all structural divisions of the enterprise to resolve the responsibilities assigned to it (if this is provided for by the regulations on structural divisions, if not, with the permission of the head of the enterprise).
4.5. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that are within the competence of a human resources specialist.
4.6. Represent the interests of the Organization in third-party organizations on issues related to his professional activities.
4.7. Require the management of the enterprise to provide assistance in the performance of their official duties and rights.

5. RESPONSIBILITY
The head of the HR department is responsible for:
5.1. For failure to perform (improper performance) of one’s official duties as provided for in this Job Description, within the limits determined by the labor legislation of the Russian Federation.
5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the administrative, criminal and civil legislation of the Russian Federation.
5.3. For causing material damage - within the limits determined by labor, criminal and civil legislation of the Russian Federation.
5.4. Failure to comply with orders, instructions and instructions from the head of the Organization.
5.5. For violation of internal rules labor regulations, rules against fire safety, safety precautions, labor protection standards established in the Organization.
5.6. For the disclosure of information containing personal data of employees and confidential information (constituting a trade secret).

6. WORKING CONDITIONS
6.1. The work schedule of the head of the HR department is determined in accordance with the Internal Labor Regulations established in the Organization.
6.2. Due to production needs, the Head of the Human Resources Department is required to travel to business trips(including local significance).
6.3. Job evaluation:
- regular - carried out by the immediate supervisor in the process of the head of the personnel department performing various labor functions;
— __________________________________________________________________________.
(indicate the procedure and grounds for other types of performance evaluation)

7. RIGHT OF SIGNATURE

7.1. To ensure his activities, the head of the HR department is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.

__________________________ ______________ ______________________
(manager position) (signature) (full name)

"___"____________ ____ G.

AGREED:
Legal Advisor _________________ _______________________
(signature) (full name)

"___"___________ ____ G.

I have read the instructions ________________ ___________________
(signature) (full name)

JOB DESCRIPTION

Head of HR Department

1. General provisions

1.1. This instruction has been drawn up in accordance with the Decree of the Ministry of Labor of the Russian Federation dated August 21, 1998. No. 37 “Industry-wide qualification characteristics of positions of workers employed in enterprises, institutions and organizations.”

1.2. The head of the personnel department belongs to the category of managers.

1.3. This job description establishes the rights, responsibilities and job responsibilities head of the personnel department.

1.4. A person with a higher professional education and work experience in organizing human resources management in engineering, technical or managerial positions for at least 5 years is hired for the position of head of the HR department.

1.5. The head of the personnel department is appointed and dismissed by order of the director of the technical school.

1.6. The head of the personnel department reports directly to the director of the technical school.

1.7. The head of the HR department must know:

Labor legislation;

Legislation and regulations;

A system of labor standards, labor and social standards;

Methodological materials on maintaining documentation for accounting and movement of personnel;

Profile, specialization and structural features of the technical school;

Methodology for planning and forecasting personnel needs;

The state of the labor market; methods for analyzing the quantitative and qualitative composition of workers;

The structure and staff of the technical school;

Conclusion procedure employment contracts, tariff agreements and regulation of labor disputes;

The procedure for registration, maintenance and documentation related to personnel and their movement;

Preparation of established reports;

The procedure for maintaining a data bank on technical school personnel;

Organization of timekeeping;

Basics of office work;

Computer technology, communications and communications;

Forms and methods of control over the execution of documents;

Labor protection rules and regulations.

1.8. The head of the HR department is guided in his activities by:

Civilian, Labor Codes RF;

Methodological materials on relevant issues;

Charter of the technical school;

Regulations on the HR department;

Regulations on remuneration of technical school;

Labor regulations;

Orders and instructions of the director;

And other legislative and regulatory documents on the work he performs;

This job description.

1.9. During the absence of the head of the department (personnel) (vacation, illness, etc.), his duties are performed by a person appointed by order of the director of the technical school, who is responsible for their improper performance.

2. Functions

2.1. Organizes the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel, their development and movement.

2.2. Participates in the analysis of certification results, development of measures to implement the decisions of the certification commission.

2.3. Determines the range of specialists subject to re-certification.

2.4. Organizes timekeeping, preparation and implementation of vacation schedules.

2.5. Analyzes the reasons for staff turnover; development of measures to strengthen labor discipline, reducing staff turnover, loss of working time; control over their implementation.

2.6. Drawing up and maintaining established reports on recording the personnel of the technical school, its structural divisions and working with personnel.

2.7. Organizes the preparation of documents after the expiration of the established periods of current storage for delivery to archival storage.

3. Job responsibilities

The head of the personnel department is obliged :

3.1. Organize the management of the formation, use and development of technical school personnel based on the maximum realization of labor productivity.

3.2. Lead the work on the formation personnel policy, determining its main directions in accordance with the development strategy of the technical school and measures for its implementation.

3.3. Develop necessary documentation, suggestions, recommendations, instructions, etc.

3.4. Ensure the organization and maintenance of office work in the department in accordance with the requirements of the legislation of the Russian Federation, the legislation of the city of Moscow and local regulations governing the organization and conduct of office work.

3.5. Ensure record keeping in fixed time, if such a period is established.

3.6. Provide organization and management personnel records management in accordance with the requirements of the legislation of the Russian Federation, the legislation of Moscow and local regulations governing the procedure for organizing and maintaining office work.

3.7. Ensure rational distribution of workload between department employees.

3.8. Organize the development of forecasts, determine the current and future needs for personnel and sources of its satisfaction based on studying the labor market, establishing direct connections with educational institutions and employment services, contacts with organizations of a similar profile, informing employees within the technical school about available vacancies, using the media for placing advertisements for hiring workers inside the technical school about available vacancies, using the media to place advertisements for hiring workers.

3.9. Carry out work on the formation and preparation of a reserve of personnel for promotion to leadership positions based on the career planning policy, creating a system of continuous personnel training.

3.10. Carry out work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities, monitor the correct use of workers in the departments of the technical school.

3.11. Ensure the reception, placement and placement of young specialists and young workers in accordance with the professions and specialty obtained at the educational institution, together with the heads of departments, organize their internship and adaptation work.

3.12. Organize and coordinate the development of a set of measures to improve work motivation workers of all categories based on the implementation of a flexible policy of material incentives, improving working conditions, increasing its content and prestige, rationalizing structures and staff, strengthening labor discipline.

3.13. Organize timely registration of admission, transfer and dismissal of workers in accordance with labor legislation, regulations, instructions and orders of the director of the technical school, personnel records, issuance of certificates of present and past labor activity workers, storage and filling work records and maintaining established documentation on personnel, as well as preparing materials for providing personnel with incentives and awards.

3.14. Ensure the preparation of documents necessary for the assignment of pensions to technical school employees and their families, as well as their submission to the social security authority.

3.15. Carry out work to update scientific and methodological support personnel work, its material, technical and information base, .

3.16. Conduct a systematic analysis of personnel work at the technical school and develop proposals for its improvement.

3.17. Take measures to improve the forms and methods of working with personnel, ensuring labor and moral education of all categories of workers, to generalize and disseminate best practices in this area.

3.18. Organize timekeeping, draw up and implement vacation schedules, monitor the state of labor discipline in the departments of the technical school and employees’ compliance with internal labor regulations, analyze the causes of turnover, develop measures to strengthen labor discipline, reduce staff turnover, loss of working time, and monitor their implementation.

3.19. Ensure the preparation of established reporting on personnel records and work with personnel.

3.20. Manage HR department employees.

3.21. Determine areas of management work social processes in the technical school, creating a favorable socio-psychological climate in the team, stimulating and developing forms of employee participation in the management of the technical school, creating social guarantees, conditions for approval healthy image life, increasing the meaningful use of workers’ free time in order to increase their labor productivity.

3.22. Ensure the organization and coordination of research on the creation of a regulatory and methodological framework for personnel management, the study and generalization of best practices in the field of standardization and labor organization, personnel assessment, professional selection and career guidance, the introduction of methodological and regulatory developments into practice.

3.23. Ensure periodic preparation and timely provision of analytical materials on social and personnel issues in technical school, drawing up forecasts for personnel development, identifying emerging problems and preparing possible options their decisions.

3.24. To ensure continuous improvement of the technical school’s personnel management processes based on the introduction of socio-economic management methods, advanced HR technologies, creation and maintenance of a personnel data bank, standardization and unification of personnel documentation, the use of computer technology, communications and communications.

3.25. Provide methodological guidance and coordination of the activities of structural divisions of the enterprise that provide personnel management.

3.26. Organize the necessary accounting and reporting.

3.27. Maintain time records of the actual time of workers’ stay at the technical school, monitor their timely attendance at work and departure from work, and presence at work places.

3.28. Organize control and recording of working hours of technical school employees.

3.29. Confirm the accuracy of the information contained in the timesheet of technical school employees by putting your signature on the timesheet.

3.30. No later than the 25th day of each month, submit timesheets to the accounting department.

3.31. Initiate in the manner prescribed by labor legislation, as well as local regulations, the procedure for issuing disciplinary action in case of violation by a technical school employee of labor discipline, failure or improper performance by the employee through his fault of the labor duties assigned to him.

3.32. Report in writing to the timekeeper addressed to the director of the technical school about the facts of lateness and absence of technical school employees to work, indicating the reasons on the day of violation of labor discipline.

3.33. Monitor the timeliness of employees submitting temporary disability certificates and submitting temporary disability certificates, nursing certificates and other documents confirming the right to their absence from work to the timekeeper.

3.34. Make appropriate notes on the timesheet and daily prepare reports (summaries) on attendance at work, lateness and absences, indicating their reasons, and keep records of the payroll.

3.35. Systematically makes changes related to registration of hiring employees, transfers, dismissals, granting vacations, etc.

3.36. In accordance with the established procedure, he submits a time sheet containing information about the time actually worked, overtime hours, violations of labor discipline, etc.

3.37. Ensure the preparation of documents to be transferred to the archive in accordance with the requirements of legal acts of the Russian Federation and constituent entities of the Russian Federation, regulatory documents, in particular in accordance with the List of standard management documents generated in the activities of organizations, indicating storage periods and relevant departmental lists, approximate nomenclatures of cases, methodological manuals and local regulations on the acquisition of archives.

3.38. No later than December 25 of each year, submit a list of cases (list of current cases) to the structural unit of Documentation Support of the technical school management.

3.39. Monitor the timely completion by employees of mandatory annual medical examinations, provision by employees of a medical record issued in accordance with the established procedure.

3.40. Take part in the organization and coordination of labor protection work in the department.

3.41. Carry out requirements federal law“On personal data” and other regulatory legal acts of the Russian Federation, as well as internal regulations of the technical school regulating the issues of protecting the interests of personal data subjects, the procedure for processing and protecting personal data.

3.42. Carry out other instructions from the technical school management that are not included in this job description, but arise in connection with production needs.

4. Rights

The head of the personnel department has the right :

4.1. Receive from managers and specialists of the technical departments of the technical school the information necessary to carry out their activities;

4.2. Submit proposals on personnel issues for consideration by the technical school director;

4.3. Request personally or on behalf of the technical school management from departments information and documents necessary to perform job duties;

4.4. Require management to assist in the performance of their duties.

5. Responsibility

The head of the HR department is responsible for:

5.1. For improper performance or failure to fulfill one’s job duties as provided for in this job description - within the limits determined by the current labor legislation of the Russian Federation.

5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

5.3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

5.4. For violation of the requirements of the federal law “On Personal Data” and other regulatory legal acts of the Russian Federation, as well as internal regulations of the technical school regulating the issues of protecting the interests of personal data subjects, the procedure for processing and protecting personal data - within the limits established by the current legislation of the Russian Federation.

5.5. For failure to perform or improper performance of one’s functions and duties provided for by this job description, orders, instructions, instructions of the technical school management, not included in this job description, but arising in connection with production necessity and other offenses - in accordance with the current legislation of the Russian Federation: remark, reprimand, dismissal.

6. Interaction

Head of HR Department:

6.1. Works according to a schedule based on a 40-hour working week and approved by the director of the technical school.

6.2. Independently plans his work for each academic year and half-year. The work plan is approved by the director of the technical school no later than five days from the beginning of the planned period.

6.3. Receives from the director of the technical school information of a regulatory, organizational and methodological nature, and gets acquainted with the relevant documents against receipt.

6.4. Endorses orders from the technical school director on issues of personnel, personnel and financial activities, and employee vacations.

6.5. Systematically exchanges information on issues within its competence with teaching staff and deputy directors of the technical school, employees of the technical school.

6.6. Transfers to the director information received at meetings, seminars, immediately after receiving it.

6.7. Maintains confidentiality.

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I. General provisions

1. The head of the personnel department belongs to the category of managers.
2. A person with a higher professional education and work experience in organizing personnel management in engineering, technical and managerial positions for at least 5 years is appointed to the position of head of the personnel department.
3. Appointment to the position of head of the personnel department and dismissal from it are made by order of the director of the enterprise.
4. The head of the HR department must know:
   1. 4.1. Legislative and regulatory legal acts, teaching materials on personnel management.
   2. 4.2. Labor legislation.
   3. 4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.
   4. 4.4. Personnel policy and strategy of the enterprise.
   5. 4.5. The procedure for drawing up forecasts, determining future and current staffing needs.
   6. 4.6. Sources of supplying the enterprise with personnel.
   7. 4.7. State of the labor market.
   8. 4.8. Personnel assessment systems and methods.
   9. 4.9. Methods for analyzing the professional and qualification structure of personnel.
   10. 4.10. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.
   11. 4.11. The procedure for creating and maintaining a data bank about the personnel of the enterprise.
   12. 4.12. Organization of timekeeping.
   13. 4.13. Methods for recording the movement of personnel.
   14. 4.14. The procedure for drawing up established reporting.
   15. 4.15. Possibility of using modern information technologies at work personnel services.
   16. 4.16. Fundamentals of psychology and sociology of labor.
   17. 4.17. Advanced domestic and Foreign experience work with personnel.
   18. 4.18. Fundamentals of professionography.
   19. 4.19. Fundamentals of career guidance work.
   20. 4.20. Fundamentals of economics, organization of production and management.
   21. 4.21. Means of computer technology, communications and communications.
   22. 4.22. Job computer program"ASU-cadres".
   23. 4.23. Rules and regulations of occupational health, safety, industrial sanitation and fire protection.
5. The head of the HR department is guided in his activities by:
   1. 5.1. Regulations on the HR department.
   2. 5.2. This job description.
6. The head of the HR department reports directly to the director of the enterprise.
7. During the absence of the head of the personnel department (illness, vacation, business trip, etc.), his rights and responsibilities are transferred to his deputy, and in his absence - to the person appointed by order of the director of the enterprise.

II. Job responsibilities

Head of HR Department:

1. Manages department employees as well as structural units (services, groups, bureaus, etc.) that are part of the HR department.
2. Heads the work of staffing the enterprise with workers, employees and specialists of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the enterprise, changing external internal conditions its activities, the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel.
3. Organizes the development of forecasts, determination of the current need for personnel and sources of its satisfaction based on studying the labor market, establishing direct connections with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media to place advertisements about hiring workers.
4. Participates in the development of personnel policy and strategy of the enterprise.
5. Carries out work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities, monitors the correct use of employees in the departments of the enterprise.
6. Ensures the reception, placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, together with the heads of departments, organizes their internship and work on adaptation to production activities.
7. Carries out systematic work to create a reserve for promotion based on such organizational forms, such as planning a business career, preparing candidates for nomination according to individual plans, rotational movement of managers and specialists, training in special courses, internship in relevant positions.
8. Organizes certification of enterprise employees, its methodological and information support, takes part in the analysis of certification results, development of measures to implement the decisions of certification commissions, determines the range of specialists to be re-tested.
9. Participates in the development of systems for comprehensive assessment of employees and the results of their activities, career and professional promotion of personnel, and preparation of proposals for improving certification.
10. Organized by:
    1. 10.1. Timely registration of hiring, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise.
    2. 10.2. Personnel accounting.
    3. 10.3. Issuance of certificates about the current and past work activities of employees.
    4. 10.4. Storing and filling out work books.
    5. 10.5. Maintaining established HR documentation.
    6. 10.6. Preparation of materials for presenting personnel for incentives and awards.
11. Provides preparation of documents on pension insurance, as well as documents necessary for assigning pensions to employees of the enterprise and their families, as well as their submission to the social security authority.
12. Carrying out work to update scientific and methodological support for personnel work, its material, technical and information base, implementation modern methods personnel management using automated subsystems “ACS-HR” and automated workplaces for personnel services employees, creating a data bank about the enterprise’s personnel, its timely replenishment, prompt presentation of the necessary information to users.
13. Provides methodological guidance and coordination of the activities of personnel specialists and inspectors of the enterprise divisions, monitors the execution by the heads of departments of legislative acts and government regulations, resolutions, orders and instructions of the head of the enterprise on matters of personnel policy and work with personnel.
14. Provides social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of released workers, providing them established benefits and compensation.
15. Conducts a systematic analysis of personnel work at the enterprise, develops proposals for its improvement.
16. Organized by:
    1. 16.1. Timekeeping, preparation and implementation of vacation schedules.
    2. 16.2. Monitoring the state of labor discipline in the departments of the enterprise and compliance by employees with internal regulations.
    3. 16.3. Analysis of the reasons for staff turnover.
17. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, and monitors their implementation.
18. Ensures the preparation of established reporting on personnel records and work with personnel.

III. Rights

The head of the HR department has the right to:

1. Get acquainted with the draft decisions of the director of the enterprise concerning the activities of the department.
2. Submit proposals to improve the activities of the enterprise (department) for consideration by the director of the enterprise.
3. Interact with the heads of all structural divisions of the enterprise on personnel issues.
4. Sign and endorse documents within your competence.
5. Require the director of the enterprise to provide assistance in the performance of his official duties and rights.
6. Request the necessary information (reports, explanations, etc.) from the heads of the enterprise’s structural divisions, specialists and workers.

IV. Responsibility

The head of the HR department is responsible for:

1. For improper performance or failure to fulfill one’s job duties as provided for in this job description - within the limits determined by the current labor legislation of the Russian Federation.
2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

The job description of a HR specialist regulates labor Relations. The document establishes the responsibilities, rights, functional duties of the employee, the procedure for his subordination, occupation and dismissal, requirements for skills and education.

The instructions are prepared by the head of the organization’s department. Approved by the General Director.

Sample of a typical job description for a HR specialist

I. General provisions

1. A HR specialist belongs to the “specialists” category.

2. The HR specialist reports directly to the head of the HR department/general director of the institution.

3. A person with a higher professional education and at least one year of experience in a similar position is appointed to the position of HR department specialist.

4. The appointment or dismissal of a HR department specialist is carried out by order general director institutions.

5. During the absence of a HR department specialist, his rights, responsibilities, and functional responsibilities are transferred to another official, as reported in the order for the organization.

6. A HR specialist should know:

• personnel policy of the organization;
• organizational and staffing structure of the institution;
• methods of selection and evaluation of personnel;
• fundamentals of civil and labor legislation of the Russian Federation;
• labor market conditions;
• rules for concluding and executing contracts;
• norms business etiquette and communication;
• basics of handling databases and accounting automation tools;
• rules for calculating benefits, compensation, and pensions for employees;
• labor protection, fire protection, safety regulations;
• reporting documents established in the institution.

7. The HR specialist is guided in his activities by:

• this job description;
• orders and instructions from management;
• internal labor regulations, other governing acts of the institution;
• legislative acts of the Russian Federation;
• Charter of the organization.

II. Job responsibilities of a HR specialist

The HR specialist performs the following job responsibilities:

1. Hires, transfers, dismisses employees within the framework of the requirements of labor legislation, the provisions of orders of the head of the institution, and other established documentation for personnel management.

2. Takes into account the personnel of the organization and its divisions in accordance with the unified forms of primary accounting documentation.

3. Collects materials for certification, qualification, and competition commissions.

4. Represents employees for incentives and penalties.

5. Creates and maintains personal files of employees. Supplements them with information in accordance with the work activities of the staff.

7. Makes entries in the work books of the institution’s employees. Provides their accounting and storage.

8. Prepares and issues certificates about the current and past work activities of employees.

9. Calculates the work experience of employees.

10. Prepares pension insurance cards and other documents for calculating pensions, benefits, compensation for employees of the institution and their families.

11. Maintains information databases of qualitative and quantitative composition of employees, monitors their replenishment and timely updating.

12. Takes into account employee vacations, controls the preparation and compliance with vacation schedules.

13. Studies the reasons for staff dismissal, participates in the preparation of measures to reduce their number.

14. Collects documents for their delivery to archives for storage.

15. Develops and implements measures for non-disclosure, preservation of trade secrets of the institution, personal data of the organization’s employees.

16. Performs official duties overtime in the manner prescribed by the labor legislation of the Russian Federation.

17. Prepares reporting documentation.

18. Monitors compliance with the requirements of work discipline and labor regulations in departments of the institution.

III. Rights

The HR specialist has the right:

1. Endorse documents within your competence.

2. Represent the interests of the organization in the prescribed manner.

3. Inform the immediate supervisor about identified shortcomings in the work of the institution, and propose measures to eliminate them.

5. Make decisions independently within your competence.

6. Communicate with employees of the organization’s structural divisions on personnel and related issues.

7. Not perform job duties if there is a danger to life or health.

8. Receive information about the decisions of the organization’s management regarding the activities of the HR department and work with personnel.

9. Require management to create conditions for the safety of documents, material assets, execution official duties.

10. Send proposals to management to improve your activities and the work of the organization.

11. Receive the necessary information to carry out your tasks functional responsibilities.

12. Offer for consideration proposals for penalties and incentives for employees after agreement with the immediate supervisor.

IV. Responsibility

The HR specialist is responsible for:

1. Unauthorized representation of the interests of the organization.

2. Violation of the requirements of the governing documents of the institution.

3. The quality of the organization's personnel records management.

4. Violation of business etiquette and communication standards.

5. Illegal handling of trade secrets, personal information, disclosure of confidential data.

6. Improper execution their functional responsibilities.

7. Consequences of your actions, independent decisions.

8. Causing damage to the organization, its employees, the state, or contractors.

9. Violation of fire protection, provisions of internal labor regulations, labor discipline, safety standards.

I CONFIRM:

[Job title]

_______________________________

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"_____" _______________ 20___

JOB DESCRIPTION

Head of HR Department

1. General Provisions

1.1. This job description defines and regulates the powers, functional and job responsibilities, rights and responsibilities of the head of the personnel department [Name of the organization in genitive case] (hereinafter referred to as the Company).

1.2. The head of the HR department is appointed and dismissed in accordance with the procedure established by current labor legislation by order of the head of the Company.

1.3. The head of the HR department belongs to the category of managers and is subordinate to:

• HR inspectors;
• HR manager;
• HR lawyer.

1.4. The head of the HR department reports to [name of the position of the immediate manager in the dative case] of the Company.

1.5. The head of the HR department is responsible for:

• the work of the department, timely and high-quality performance of its tasks as intended;
• performance and labor discipline of subordinates;
• safety of documents (information) containing information constituting a trade secret of the Company, other confidential information, including personal data of Company employees;
• ensuring safe working conditions, maintaining order, and complying with fire safety rules in the premises of the department.

1.6. Persons with higher professional education and work experience in organizing personnel management in engineering, technical and managerial positions of at least 5 years can be appointed to the position of head of the personnel department.

1.7. In practical activities, the head of the personnel department should be guided by:

• legislation, regulations, as well as local acts and organizational and administrative documents of the organization (enterprise) regulating personnel work, the activities of the service and department;
• internal labor regulations;
• rules of labor protection and safety, ensuring industrial sanitation and fire protection;
• instructions, orders, decisions and instructions of the immediate supervisor and management of the Company;
• this job description.

1.8. The head of the HR department must know:

• legislative and regulatory legal acts, methodological materials on personnel management;
• labor legislation;
• structure and staff of the enterprise, its profile, specialization and development prospects;
• personnel policy and strategy of the enterprise;
• the procedure for drawing up forecasts, determining future and current staffing needs;
• sources of supplying the enterprise with personnel;
• state of the labor market; systems and methods of personnel assessment;
• methods for analyzing the professional and qualification structure of personnel;
• the procedure for registration, maintenance and storage of documentation related to personnel and their movement;
• the procedure for creating and maintaining a data bank about the personnel of the enterprise;
• organization of time sheets;
• methods for recording the movement of personnel, the procedure for drawing up established reporting;
• the possibility of using modern information technologies in the work of personnel services;
• advanced domestic and foreign experience in working with personnel;
• fundamentals of sociology, psychology and labor organization;
• basics of professionography;
• basics of career guidance work;
• fundamentals of economics, organization of production and management;
• means of computer technology, communications and communications;
• rules and regulations of labor protection.

1.9. During the period of temporary absence of the head of the personnel department, his duties are assigned to [deputy position title].

2. Job responsibilities

The head of the HR department is required to perform the following labor functions:

2.1. Heads the work of staffing the enterprise with workers and employees of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the enterprise, the changing external and internal conditions of its activities, the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel, their development and movement.

2.2. Organizes the development of forecasts, determination of current and future personnel needs and sources of its satisfaction based on studying the labor market, establishing direct connections with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media for placing advertisements for hiring workers.

2.3. Participates in the development of personnel policy and personnel strategy of the enterprise.

2.4. Carries out work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities, monitors the correct use of employees in the departments of the enterprise.

2.5. Ensures the reception, placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, together with the heads of departments, organizes their internship and work on adaptation to production activities.

2.6. Carries out systematic work to create a reserve for nomination based on such organizational forms as business career planning, preparing candidates for nomination according to individual plans, rotational movement of managers and specialists, training in special courses, internships in relevant positions.

2.7. Organizes certification of enterprise employees, its methodological and information support, takes part in the analysis of certification results, development of measures to implement the decisions of certification commissions, determines the range of specialists subject to re-certification.

2.8. Participates in the development of systems for comprehensive assessment of employees and the results of their activities, career and professional promotion of personnel, and preparation of proposals for improving certification.

2.9. Organizes timely registration of admission, transfer and dismissal of workers in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, accounting of personnel, issuing certificates of current and past labor activities of employees, storing and filling out work books and maintaining established documentation on personnel, and also preparing materials for presenting personnel for incentives and awards.

2.10. Provides preparation of documents on pension insurance, as well as documents necessary for assigning pensions to employees of the enterprise and their families, as well as their submission to the social security authority.

2.11. Carrying out work to update the scientific and methodological support of personnel work, its material, technical and information base, the introduction of modern methods of personnel management using automated subsystems "ASU-personnel" and automated workplaces for personnel services employees, the creation of a data bank about the enterprise personnel, its timely replenishment and prompt presentation of necessary information to users.

2.12. Provides methodological guidance and coordination of the activities of personnel specialists and inspectors of the enterprise divisions, monitors the execution by the heads of departments of legislative acts and government regulations, resolutions, orders and instructions of the head of the enterprise on matters of personnel policy and work with personnel.

2.13. Provides social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of released workers, providing them with established benefits and compensation.

2.14. Conducts a systematic analysis of personnel work at the enterprise, develops proposals for its improvement.

2.15. Organizes timekeeping, drawing up and implementing vacation schedules, monitoring the state of labor discipline in the departments of the enterprise and employees’ compliance with internal labor regulations, analyzing the causes of turnover, developing measures to strengthen labor discipline, reducing staff turnover, loss of working time, and monitors their implementation.

2.16. Ensures the preparation of established reporting on personnel records and work with personnel.

2.17. Manages department employees.

In case of official necessity, the head of the personnel department may be involved in the performance of his official duties overtime, by decision of the deputy director for personnel, in the manner prescribed by law.

3. Rights

The head of the HR department has the right:

3.1. Make decisions in order to ensure the daily activities of the department on all issues within its competence.

3.2. Submit your proposals for incentives (holding accountable) to your immediate supervisor. department workers in cases where one's own powers are not enough.

3.3. Prepare and present to your immediate supervisor your proposals for improving the work of the department (its additional funding, logistics).

3.4. Participate in the work of collegial management bodies when considering issues related to the organization of personnel work and the activities of the department.

4. Responsibility and performance evaluation

4.1 The head of the HR department bears administrative, disciplinary and material (and in some cases provided for by the legislation of the Russian Federation, criminal) responsibility for:

4.1.1. Failure to carry out or improperly carry out official instructions from the immediate supervisor.

4.1.2. Failure to perform or improper performance of one's job functions and assigned tasks.

4.1.3. Illegal use of granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work assigned to him.

4.1.5. Failure to take measures to suppress identified violations of safety regulations, fire safety and other rules that pose a threat to the activities of the enterprise and its employees.

4.1.6. Failure to ensure compliance with labor discipline.

4.1.7. Offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

4.1.8. Causing material damage and/or losses to the company or third parties associated with actions or inactions during the performance of official duties.

4.2. The performance assessment of the head of the HR department is carried out:

4.2.1. By the immediate supervisor - regularly, in the course of the employee’s daily performance of his labor functions.

4.2.2. The certification commission of the enterprise - periodically, but at least once every two years, based on documented results of work for the evaluation period.

4.3. The main criterion for assessing the work of the head of the HR department is the quality, completeness and timeliness of his performance of the tasks provided for in this instruction.

5. Working conditions

5.1. The work schedule of the head of the HR department is determined in accordance with the internal labor regulations established at the enterprise.

5.2. Due to production needs, the head of the HR department may go on business trips (including local ones).

5.3. To resolve operational issues to ensure the production activities of the department, the head of the HR department may be allocated official vehicles.

6. Signature right

6.1. To ensure his activities, the head of the HR department is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.

I have read the instructions ___________/___________/ “____” _______ 20__