Job description personnel officer was created in accordance with an employment contract, which, in turn, complies with the Labor Code of the Russian Federation and other legal acts who are responsible for the regulation of labor legal relations in Russian Federation.
This document consists of six paragraphs. The job description prescribes general provisions, requirements for the qualifications of an employee, job and functional responsibilities and his rights and responsibilities.
Job description of a HR specialist - basic provisions
The main provisions of the employee's job description for personnel include:
- 1. A personnel officer is considered a full-fledged employee in his field of activity.
- 2. Any citizen with a higher education can become a personnel worker. Work experience is not required.
- 3. By order, a personnel officer is appointed to a position and removed.
- 4. The personnel officer must be familiar with legislative framework and also have an idea about the progress of the work.
- 5. In case of absence of an employee, he must be replaced by another employee who is appointed for such a case.
Additionally, material may be useful on what duties the assistant secretary has.
Job description of a HR specialist professional standard
Professional standards of a personnel worker are regulated in Art. 195.1 of the Labor Code of the Russian Federation since 2012. Additional information on this topic can be found in the article about the job description of the personnel inspector.
The professional standard consists of 4 sections:
- 1. General Provisions.
- 2. Detailed description all functions labor activity, which are included in the professional standard.
- 3. Characteristics of the functions of labor activity.
- 4. Data about the developers of the professional standard.
IN general provisions contains the main criteria by which the specialty of a personnel officer is determined.
The functions of a personnel officer in the professional standard include keeping records of personnel, providing the department with employees, conducting personnel certification, organizing and conducting internships and training, monitoring and managing the team.
The Human Resources Specialist must:
- 1. To staff the staff in the organization, based on the required professions for the required qualifications and specialties.
- 2. Participate in the selection and placement of employees.
- 3. Prepare documents related to personnel and labor activity.
- 4. Exercise control.
- 5. Prepare timely reports.
Job description of a leading HR specialist
The general provisions establish the basic rights, duties and responsibilities, indicating the name of the organization. A leading HR specialist can become a citizen with higher education and at least five years of work experience.
The head of the personnel accounting bureau is the direct supervisor for the leading specialist. The general director has the right to appoint to this position and remove from it.
Also, a specialist must comply with his duties, meet professional requirements, know his rights and be responsible for his activities.
Job description of a HR specialist in an educational institution
The basic essence is the same as for other specialists, except that here the activity takes place in educational institution. The differences relate to some functions and requirements.
Appointment and removal is the responsibility of the director of the educational institution. This employee may be a person who has a professional elementary education without experience or just secondary education, but already with a presentation of work experience. The personnel officer reports to his director.
The personnel officer is obliged to study and analyze the work of the personnel of the educational institution. Reporting. collecting information and storing documents is considered one of the main functions of an employee. It should also monitor the implementation of the labor code.
Job descriptions of a human resources specialist in health care
This instruction is almost similar to the previous ones, the only difference is that the manual is chief physician who has the right to appoint and remove. A minimum of three years of work experience is also required for education.
Such a health care worker is required to perform following features:
- 1. Organize military registration.
- 2. Checkout labor holidays to monitor their implementation.
- 3. Arrange public holidays.
- 4. Prepare the necessary reporting on the work done.
The employee has the right to receive information and documents necessary for his work activity.
HR specialist job description - standard form
The standard form of the job description of a HR specialist consists of the main provisions that indicate the requirements for the employee and his direct supervision. Duties that an employee is required to perform, as well as rights and responsibilities.
Job Responsibilities HR manager (specialist) may include both recruitment and managerial functions, and HR management. Our sample job description for a HR manager (specialist) is suitable for such a generalist employee. Add tasks or remove unnecessary ones, write down the details - the main thing is that the job description of the HR manager (specialist) be specific, real and clear. Moreover, it is possible - you write this job description yourself.
Job description of a manager (specialist) for personnel
APPROVE
CEO
Surname I.O. ________________
"________"_____________ ____ G.
1. General Provisions
1.1. The HR manager belongs to the category of specialists.
1.2. The personnel manager is appointed to the position and dismissed from it by order of the general director of the company.
1.3. The Human Resources Manager reports directly to the CEO of the company / Director of Human Resources / Head of Human Resources.
1.4. During the absence of the personnel manager, his rights and obligations are transferred to another official, which is announced in the order for the organization.
1.5. A person who meets the following requirements is appointed to the position of a personnel manager: education - higher or incomplete higher, experience of similar work from a year.
1.6. The HR manager is guided in his activities by:
- legislative acts of the Russian Federation;
- the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
- orders and directives of the management;
- this job description.
2. Job responsibilities of the manager (specialist) for personnel
The Human Resources Manager performs the following duties:
2.1. Provides staffing for the company necessary professions, specialties and qualifications.
2.2. Determines the need for personnel, studies the labor market in order to determine possible sources of providing the necessary personnel.
2.3. Conducts interviews, testing and other activities to determine the professional skills and socio-psychological qualities of the working staff and candidates for vacant positions.
2.4. Conducts onboarding and onboarding activities for new employees.
2.5. Organizes staff training, coordinates the work to improve the skills of employees and develop their business careers.
2.6. Communicates information on HR issues and key HR decisions to all employees.
2.7. Organizes the assessment of the results of the labor activity of employees, certification, competitions for replacement vacancies.
2.8. Together with the heads of structural units, participates in decision-making on recruitment, transfer, promotion, demotion, imposition administrative penalties and layoffs of employees.
2.9. Advises managers of different levels on the organization of personnel management.
2.10. Takes part in planning social development team, permission labor disputes and conflicts.
2.11. Draws up and draws up employment contracts (contracts), maintains personal files of employees and other personnel documentation.
3. Rights of the manager (specialist) for personnel
The HR manager has the right to:
3.1. Receive information, including confidential information, to the extent necessary to solve the assigned tasks.
3.2. Request from the heads of structural divisions of the enterprise, specialists and other employees the necessary information (reports, explanations, etc.).
3.3. Provide management with suggestions for improving their work and the work of the company.
3.4. Require management to create normal conditions for the implementation official duties and safety of all documents generated as a result of the company's activities.
3.5. Make decisions within your competence.
4. Responsibility of the manager (specialist) for personnel
The Human Resources Manager is responsible for:
4.1. For non-performance and / or untimely, negligent performance of their official duties.
4.2. For non-compliance current instructions, orders and instructions for the preservation of trade secrets and confidential information.
4.3. For violation of the internal labor regulations, labor discipline, safety and fire safety rules.
"I approve"
Director of ____________ LLC
___________________________
___________________________
JOB DESCRIPTION
personnel specialist
"___" ________ 20__
1. General Provisions
1.1. A person with a higher education is appointed to the position of a personnel specialist professional education without any requirement for work experience.
1.2. The HR specialist is appointed and dismissed by the director.
1.3. Reports directly to the Director.
1.4. In work, he must be guided by regulatory legal acts regulating the specifics production activities enterprises, other provisions, instructions, orders, orders of the head, local regulations of the enterprise.
1.5. Must know:
Legislative and regulatory legal acts, methodological materials on personnel management;
labor law;
The structure and staff of the enterprise;
The specifics of the enterprise, development prospects;
The order of appointment to the position;
The procedure for registration, maintenance and storage of documentation;
Fundamentals of psychology and sociology of labor;
Fundamentals of Economics;
Rules and norms of labor protection.
2. Rights
2.1. Gets acquainted with the decisions of the head of the enterprise.
2.2. Makes proposals for improving the work related to the performance of duties.
2.3. Makes decisions within its competence
2.4. Participates in HR meetings.
2.5. Receives the information necessary to perform their duties.
2.6. Makes proposals on the imposition of penalties on employees for violation of labor discipline and internal regulations based on the results of the audit.
3. Responsibilities
3.1. Participates in the selection, selection, placement of personnel.
3.2. Receives visitors and employees of the organization for hiring, firing, transfer, correct use specialists.
3.3. Organizes the timely registration of the reception, transfer and dismissal of employees in accordance with labor law, regulations, instructions, orders of the director, accounting of personnel, issuance of certificates of current and past activities of employees, storage, filling work books and maintaining the established documentation on personnel, as well as preparing materials for presenting employees of the organization for incentives and awards.
3.4. Ensures the preparation of documents necessary for the assignment of pensions to employees or their families, as well as their submission to the social security authorities.
3.5. It studies the movement of personnel, the causes of staff turnover and develops measures to eliminate them.
3.6. Organizes control of the state of labor discipline in the divisions of the organization and the implementation of internal labor regulations.
3.7. Prepares prescribed reports.
3.8. Participates in the preparation of proposals for the development of personnel, training and advanced training of personnel, as well as in evaluating the effectiveness of training.
4. Responsibility
4.1. For failure to fulfill the duties stipulated by this job description, the internal labor regulations and the employment contract, bears disciplinary responsibility in accordance with the Labor Code of the Russian Federation.
4.2. For committing in the course of the performance of official duties administrative offenses or a criminal offense is liable in accordance with administrative and criminal law.
"INCLUDED"
__________________________
"___"____________ ________G
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Chief Specialist for work with personnel has the right to: 1) make proposals for improving working methods, eliminating shortcomings and optimizing processes and documents of the personnel management system; 2) take measures to reduce the turnover of the Company's personnel; 3) to analyze and monitor the personnel market and make proposals to improve the efficiency of the personnel management system; 4) in accordance with the established procedure, receive information and materials necessary for the performance of official duties; 5) communicate with external organizations within its competence; 6) request from employees documents and materials on personnel matters; 7) other rights necessary for the performance of the functions and duties assigned to him. 7. Liability 15.
Job description of a HR specialist, in accordance with the professional standard
Attention
Incorrect attitude towards the employees of the company - within the limits determined by the director of personnel and the head of the personnel department. 1. Relationships 6. The executor of this position in the process of work interacts in the direction of activity with employees of all structural divisions. 2. Criteria for the effectiveness and evaluation of the work of the head of the personnel department 1. Uninterrupted selection of a sufficient number of candidates with the necessary qualifications to fill the vacancies of the Firm. 2. Clear, complete and timely provision of information requested in the direction of activity from other departments. 3. Implementation of the functions of the personnel service, indicated in this job description. Agreed Head of HR Department V.L. Pavlov Head legal department A.T.
Mikhneva HR Director E.R. Bondarchuk Acquainted with the instruction: “03” 09 2001
Job description
Represent the personnel department of Kolpino LLC in relations with external organizations in the field of activity. 1. Responsibility Specialist (recruitment) is responsible for: 1. Unclear and untimely performance of their duties - recovery within the limits determined by the current labor legislation of the Russian Federation. 2. 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. Causing material damage— within the limits determined by the current labor and civil legislation of the Russian Federation. 4. Violation of labor discipline and non-compliance internal rules labor activity - within the limits determined by the internal regulatory documents of the company.
Typical job descriptions
Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and registration established documents necessary for the performance of official duties. 6. Other rights established by the current labor legislation.
4. Responsibility of the Human Resources Specialist The Human Resources Specialist is responsible in the following cases: 1. For improper performance or non-performance of his official duties provided for by this job description - within the limits established by the labor legislation of the Russian Federation.
2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation. 3.
Job description of a HR specialist
The chief specialist must know the following regulatory legal acts of the Republic of Kazakhstan: 1) the Constitution of the Republic of Kazakhstan; 2) Labor Code of the Republic of Kazakhstan; 3) Civil Code of the Republic of Kazakhstan (general part); 4) Law of the Republic of Kazakhstan "On Joint Stock Companies"; 5) Resolution of the Board of the Agency of the Republic of Kazakhstan on regulation and supervision financial market And financial institutions"On the provision of information about affiliated persons joint-stock company» from year No. 000. 12. The chief specialist must know the following regulations Companies: 1) Regulations of the Company, developed within the framework of personnel activities and regulating the activities of personnel management.
5. Main responsibilities 13.
Job description of a HR specialist sample form
Provide assistance to colleagues at work in solving the problems of their activities, if assistance can lead to a qualitative improvement in performance. 14. Observe the rules of confidentiality when working with personal information of the Firm's employees. 15. Continuously improve your professional level. IV. Rights Specialist (on selection) has the right to: 1. Get acquainted with the draft decisions of the head of the department and the head of the organization in the direction of activity. 2. To attend meetings of committees and working groups, other meetings of employees in the direction of activity. 3. Participate in the discussion of issues related to the activities of the personnel service. 4. Submit proposals for the consideration of the HR Director and the Head of the Human Resources Department on improving the activities of the department and the Firm and improving working methods; options for eliminating the shortcomings in the company's activities.
Job description of a recruiter
Job descriptions Open in WORD format 1. General provisions 1. Department: personnel. 2. Department: HR team. 3. Full job title: specialist (by selection). 4. Appointment and removal from office is carried out CEO. 5. The performer of this position is directly subordinate to the head of the OK. 6. The executor of this position for the period of absence is replaced by a specialist (by selection) of the OK. 7. In his activities, the employee is guided by the following legal acts and regulatory documents: Labor Code of the Russian Federation, GOST 6 / 30-97, Charter of Kolpino LLC, Internal Labor Regulations, Orders (instructions) of direct management, Regulations on the Human Resources Department, Personnel policy and strategy, The concept of the personnel development system, Regulations on certification, Others regulations personnel service.
Important
After that, proposals are made for the director and other employees regarding the improvement of activities and decisions are made to improve the work process. To perform basic duties, an employee can make requests to obtain the necessary documents.
Also, the HR manager is authorized to make demands on the authorities for assistance in the framework of the labor program, as well as for the implementation of the rights that are described in this documentation. The specialist single-handedly acts on behalf of the entire personnel department, represents its interests in the framework of relationships with other divisions of the company. Manager's responsibility Considering the functions of the personnel manager, it is worth taking into account the responsibility for certain violations and problem situations that arise within the framework of the company's activities.
Job description of the chief specialist
- preparation of materials for organizing interviews with candidates;
- regular work review feedback based on the results of the implementation of activities, making changes in their course. Urgent and timely processing of requests from employees and candidates is mandatory;
- involvement of specialists from all divisions of the company to perform tasks within which the main type of activity of employees is located;
- formation objective attitude to employees independent evaluation their contribution to the achievement of the company's target policy, tracking the dynamics of their growth;
- obligatory observance of deadlines for the implementation of tasks and instructions that have been established;
- providing disinterested assistance to colleagues in solving issues and tasks that can improve the quality of their performance.
Job Description and Responsibilities of a Recruitment Manager
Possibilities of using modern information technologies in work personnel services. Advanced domestic and Foreign experience(methods) of selection of candidates.
Fundamentals of professiography Means of computer technology, communications and communications. Rules and norms of labor protection. Work culture and work ethics.
1. Functions The following functions are assigned to the executor of this position: - Organization and conduct of the selection and primary selection personnel of the necessary qualification for the divisions of the Firm. — Establishment business connections With educational institutions, employment services, recruitment agencies, specialized publications in order to involve them in the process of selecting specialists and informing potential candidates on the labor market about the available vacancies of the company. — Formation and maintenance of a database of potential candidates (specialists).
Job description of a HR specialist
Organization of internal competitions for filling vacancies, informing the employees of the Firm about available vacancies, preparation and organization of the Competition Commission of the Firm. 2.Responsibilities The HR specialist (recruitment specialist) is obliged to: 1.Assess the compliance of the requirements for the employee specified in the recruitment applications with the current situation on the labor market. Adjust requirements. 2. Determine the most effective candidate search channels for each vacancy.
Organize informing candidates through these channels. 3. Select the methods of selection of candidates that are most adequate to the requirements of the vacant position. Conduct initial interviews with candidates. 4. Invite candidates for an interview.
Coordinate interview times for candidates in departments. 5. Lead electronic database candidates who visited Kolpino LLC. 6. Determine the lists of newly hired employees.
This job description was developed in accordance with the provisions of the Labor Code of the Russian Federation, (code A "Documentary support for work with personnel", skill level - 5), approved by order of the Ministry of Labor and social protection of the Russian Federation dated October 6, 2015 No. 691n, and other regulations governing labor relations In Russian federation.
From July 1, 2016, organizations will have to apply professional standards if labor code, others federal laws, 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 from July 1, 2016).
Possible job title:
- specialist in personnel office work;
— specialist in documentary support of work with personnel;
— specialist in documentary support of personnel;
- personnel specialist.
Tasks performed:
— maintenance of organizational and administrative documentation on personnel;
- maintaining documentation on accounting and movement of personnel;
– administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.
Education requirements:
Secondary vocational: training program for mid-level specialists, additional vocational programs professional retraining, advanced training
Note:
An employee who was previously hired and does not meet the requirements of the professional standard for his position cannot be dismissed. In the event that the level of his education is below the required level, he needs to continue his education or develop an individual training program.
If the title of the employee specified in employment contract, does not meet the professional standard, the requirements of which apply to him, this is also not a basis for his dismissal. In this case, the employer must transfer him to another position with the appropriate name. And only if the employee refuses such a transfer, the management has the right to dismiss him, reducing his position, in compliance with the established procedure (Article 180 of the Labor Code of the Russian Federation).
In the event that an employee refuses to improve their qualifications or receive additional education, it is possible to dismiss him on the basis of the results of certification. This can be done if his consent is not obtained or the employer does not have the opportunity to offer him a vacancy corresponding to his specialty and qualifications (clause 3 of the first article 81 of the Labor Code of the Russian Federation).
If the worker conscientiously fulfills his labor obligations, and even more so, he passed the certification, the employer has no reason to dismiss him.
APPROVE
General Director of ZAO AAA
_____________ A. A. Ivanov
"___"_______________ 2019
Job description of a HR specialist
1. GENERAL PROVISIONS.
1.1. This job description defines the functional duties, rights and responsibilities of the HR specialist of AAA CJSC (hereinafter referred to as the "Organization").
1.2. The HR specialist is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Organization.
1.3. The HR specialist reports directly (to the head of the personnel department, the head of the structural unit that is part of the personnel department; to another official) ________________ of the Organization.
1.4. A person who has secondary vocational education or additional professional education - professional retraining programs, advanced training programs, without presenting requirements for work experience is appointed to the position of a personnel specialist.
1.5. The HR specialist must know:
— labor legislation of the Russian Federation;
— legislative and regulatory legal acts, methodological materials on personnel management;
— legislation of the Russian Federation on personal data;
— the fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
- internal labor regulations;
— the structure and staff of the Organization, its profile, specialization and development prospects;
- local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;
— basics of document circulation and documentation support;
— technologies, methods and techniques for analyzing and systematizing documents and information;
- procedure for registration, maintenance and storage of personnel documents;
- the procedure for recording the movement of personnel and compiling established reporting;
- the procedure for calculating the length of service, benefits, compensation, registration of pensions for employees;
— rules and norms of labor protection;
— basic foundations of informatics, structural construction information systems and features of working with them;
— norms of ethics and business communication.
1.6. During the period of temporary absence of a HR specialist, his duties are assigned to _____________________.
2. FUNCTIONAL RESPONSIBILITIES.
The Human Resources Specialist is responsible for the following:
2.1. Maintaining organizational and administrative documentation for personnel.
2.2. Maintaining records and personnel records.
2.3. Administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.
2.4. Analysis of the state of labor discipline and the implementation by the employees of the Organization of the internal labor regulations, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
2.5. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information to the Organization's personnel database.
2.6. Prepares prescribed reports.
3. JOB DUTIES.
To perform the functions assigned to him, the HR specialist must:
3.1. Process and analyze incoming personnel documentation.
3.2. Develop and execute personnel documentation (primary, accounting, planning, social security, organizational, managerial).
3.3. Perform registration, accounting and current storage of organizational and administrative documentation for personnel.
3.4. Prepare draft documents on personnel management procedures, accounting and personnel movement.
3.5. Organize the system of movement of documents for personnel.
3.6. Collect and verify personal documents of employees.
3.7. Prepare and execute at the request of employees and officials copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees.
3.8. Issue to an employee personnel documents about his work activity.
3.9. To bring to the attention of the personnel organizational, administrative and personnel documents of the organization.
3.10. Keep records of employees' working hours.
3.11. Perform registration, accounting, operational storage of personnel documents, preparation for their submission to the archive.
3.12. Organize paperwork for accounting and personnel movement.
3.13. Organize the workflow for the submission of documents on personnel to government agencies.
3.14. Organize the registration of the organization in state bodies.
3.15. Prepare on request government agencies, trade unions and other representative bodies of employees of originals, extracts, copies of documents.
3.16. Prepare notifications, reporting and statistical information on personnel.
3.17. Prepare information on the conclusion of an employment or civil law contract for the performance of work (rendering of services) with a citizen who held public or municipal service, the list of which is established by the regulatory legal acts of the Russian Federation.
3.18. Participate in development current plans by labor.
3.19. Compile prescribed reports.
4. RIGHTS.
The HR specialist has the right to:
4.1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
4.2. Submit proposals for improvement of the work related to the responsibilities stipulated by this Instruction for consideration by the management.
4.3. Receive from the heads of structural divisions, specialists information and documents on issues within its competence.
4.4. Involve specialists from all structural divisions of the enterprise to solve the duties assigned to it (if this is provided for by the provisions 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 fall within the competence of a personnel 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 assist in the performance of their duties and rights.
5. RESPONSIBILITY.
The Human Resources Specialist is responsible for:
5.1. For failure to perform or improper performance of their official duties provided for by this Job Description, to the extent 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 the labor, criminal and civil legislation of the Russian Federation.
5.4. Failure to comply with orders, orders and instructions of the head of the Organization.
5.5. For violation of the internal labor regulations, fire safety rules, safety regulations, labor protection standards established in the Organization.
5.6. For disclosure of information containing personal data and confidential information (constituting a commercial secret).
6. CONDITIONS OF WORK.
6.1. The mode of work of a HR specialist is determined in accordance with the Internal Labor Regulations established in the Organization.
6.2. In connection with production necessity the HR specialist is obliged to go on business trips (including local ones).
6.3. Job evaluation:
- regular - carried out by the immediate supervisor in the process of execution by a personnel specialist labor functions;
— __________________________________________________________________________.
(indicate the procedure and grounds for other types of performance evaluation)
7. RIGHT TO SIGN.
7.1. To ensure his activities, the HR specialist is granted the right to sign organizational and administrative documents on issues that are part of his functional duties.
__________________________ ______________ ______________________
(head position) (signature) (full name)
"___"____________ ____ G.
AGREED:
Legal Counsel _________________ _______________________
(signature) (full name)
"___"___________ ____ G.
I am familiar with the instructions ________________ ___________________
(signature) (full name)
