We bring to your attention a typical example of a job description for a HR specialist, a sample of 2020. A person with a higher professional education can be appointed to this position without presenting requirements for work experience. Do not forget that each instruction of a personnel specialist is issued on hand against receipt.

It provides typical information about the knowledge that an HR specialist should have. About duties, rights and responsibilities.

This material is included in the huge library of our site, which is updated daily.

1. General Provisions

1. The HR specialist belongs to the category of specialists.

2. A person with a higher professional education no requirement for work experience.

3. The HR specialist is hired and dismissed by the director of the organization.

4. The HR specialist must know:

— legislative and regulatory legal acts, teaching materials for personnel management;

— labor legislation;

- the structure and staff of the enterprise, its profile, specialization and development prospects;

- the procedure for determining the prospective and current needs for personnel;

- sources of providing the enterprise with personnel;

— methods for analyzing the professional and qualification structure of personnel;

- provisions on certification and qualification tests;

- the procedure for election (appointment) to a position;

- the procedure for registration, maintenance and storage of documentation related to personnel and their movement;

- the procedure for the formation and maintenance of a data bank on the personnel of the enterprise;

- the procedure for compiling reports on personnel;

— bases of psychology and work;

— fundamentals of economics, organization of labor and management;

— labor legislation;

- facilities computer science, communications and communications;

- internal rules work schedule;

— rules and norms of labor protection, safety measures, industrial sanitation and fire protection.

5. In his activities, the HR specialist is guided by:

- the legislation of the Russian Federation,

— Charter of the organization,

- orders and orders of employees to whom he is subordinate in accordance with this instruction,

- this job description,

- The internal labor regulations of the organization.

6. The personnel specialist reports directly to the head of the personnel department.

7. During the absence of a personnel specialist (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in the prescribed manner, who acquires the relevant rights, duties and is responsible for the performance of the duties assigned to him.

2. Responsibilities of the HR Specialist

HR Specialist:

1. Performs work on staffing the enterprise with the required professions, specialties and qualifications.

2. Takes part in the work on the selection, selection, placement of personnel.

3. Carries out the study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the admission, transfer, labor activity and dismissal of employees, the results of certification of employees and their assessment business qualities in order to determine the current and future needs for personnel, prepare proposals for replacement vacancies and creating a reserve for promotion.

5. Informs employees of the enterprise about available vacancies.

6. Takes part in the development of promising and current plans by labor.

7. Carries out control over the placement and placement of young professionals and young workers in accordance with the information received in educational institution profession and specialty, conducting their internships, takes part in the adaptation work again accepted workers To production activities.

8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.

9. Takes part in the organization of work, methodological and information support qualification, attestation, competitive commissions, registration of their decisions.

10. Analyzes the state of labor discipline and compliance with the internal labor regulations by the employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.

11. Controls the timely registration of the reception, 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 compensations, issuing pensions to employees and other established personnel documentation, as well as entering relevant information into the data bank on the personnel of the enterprise.

12. Compiles the established reporting.

13. Complies with the Internal Labor Regulations and other local regulations organizations.

14. Complies with internal rules and regulations of labor protection, safety, industrial sanitation and fire protection.

15. Ensures cleanliness and order in his workplace,

16. Fulfills, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with this instruction.

3. Rights of the HR specialist

The HR specialist has the right to:

1. Submit proposals for consideration by the director of the organization:

– to improve the work related to the provisions of this responsibilities,

- on the promotion of distinguished employees subordinate to him,

- on bringing to material and disciplinary responsibility of employees subordinate to him who violated production and labor discipline.

2. Request from structural divisions and employees of the organization the information necessary for him to fulfill his official duties.

3. Get acquainted with the documents that define his rights and obligations in his position, the criteria for assessing the quality of performance of official duties.

4. Get acquainted with the draft decisions of the organization's management regarding its activities.

5. Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and the execution of established documents necessary for the performance of official duties.

6. Other rights established by the current labor law.

4. Responsibility of the HR specialist

The Human Resources Specialist is responsible for the following:

1. For improper performance or non-performance of their official duties provided for by this job description - within the limits established by labor legislation 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. For causing material damage organizations - within the limits established by the current labor and civil legislation of the Russian Federation.

Job description Human Resources Specialist - sample 2020. The duties of a human resources specialist, the rights of a human resources specialist, the responsibility of a human resources specialist.

Municipal educational institution Lyceum "RITM"

“I APPROVE” “I APPROVE”

Chairman of the PC Director of the Lyceum "RITM"

_____________ _________________

“ ___ “ ____________ 20__ “ ___ “ _____________ 20__

HR SPECIALIST JOB INSTRUCTIONS

I. GENERAL PROVISIONS

1.1. The personnel specialist belongs to the category of specialists, is hired and dismissed from work by order of the director of the lyceum.

1.2. A person with a higher professional education is appointed to the position of a personnel specialist without presenting requirements for work experience.

1.3. The personnel specialist reports to the director of the lyceum.

1.4. In his work, the HR specialist is guided by:

Normative documents on the issues of the work performed;

Methodological materials relating to relevant issues;

the Charter of the enterprise;

Labor regulations;

Orders and orders of the director of the enterprise (immediate supervisor);

1.5. The HR specialist must know:

Internal labor regulations.

II. FUNCTIONS

The Human Resources Specialist is responsible for the following:

2.1. Performance of work on staffing the enterprise with personnel of the required professions, specialties and qualifications.

2.2. Study and analysis of the official and professional qualification structure of the lyceum personnel, other information related to personnel policy schools.

2.3. Interaction with representatives of third-party organizations on issues within its competence.

5. HR Specialist reports to (head of the personnel department; head of the structural unit of the personnel department; other official)
6. At the time of absence personnel department specialist(vacation, illness, business trip, etc.) his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities personnel department specialist

HR Specialist:

1. Performs work on staffing the enterprise with the required professions, specialties and qualifications.
2. Takes part in the work on the selection, selection, placement of personnel.
3. Conducts research and analysis:

3.1. The position and professional qualification structure of the personnel of the enterprise and its divisions.
3.2. Established documentation on personnel records related to the admission, transfer, labor activity and dismissal of employees.
3.3. The results of attestation of employees and assessment of their business qualities in order to determine the current and future needs for personnel, prepare proposals for filling vacant positions and create a reserve for promotion.

4. Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile.
5. Takes part in the development of long-term and current labor plans.
6. Controls the placement and placement of young specialists and young workers in accordance with the specialty and profession received at the educational institution, and the conduct of their internships.
7. Takes part in the work on the adaptation of newly hired employees to production activities.
8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.
9. Takes part in the organization of work, methodological and informational support of qualification, attestation, competitive commissions, registration of their decisions.
10. Analyzes the state of labor discipline and the implementation of internal labor regulations by employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
11. Controls:

11.1. Timely registration of the admission, transfer and dismissal of employees.
11.2. Issuance of certificates of their current and past employment.
11.3. Compliance with the rules of storage and filling of work books.
11.4. Preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel.
11.5. Entering relevant information into the data bank on the personnel of the enterprise.

12. Compiles the established reporting.
13. Performs individual official assignments of his immediate supervisor.

III. Rights personnel department specialist

HR Specialist has the right to:

1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
2. On issues within its competence, submit proposals for consideration by the management on improving the activities of the enterprise and improving the forms and methods of work; remarks on the activities of the personnel of the enterprise; options for eliminating the shortcomings in the activities of the enterprise.
3. Request personally or on behalf of the management of the enterprise from the heads of departments of the enterprise and specialists information and documents necessary for the performance of his duties.
4. Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).
5. Require the management of the enterprise to assist in the performance of their duties and rights.

IV. Responsibility personnel department specialist

HR Specialist is responsible:

1. For improper performance or non-performance of their official duties provided for by this job description - to the extent 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.

Job description of a specialist in the personnel department developed in accordance with ________________________.

Is it possible for a HR specialist with three years of work experience to qualify? What documents are needed for this?

Apparently, the issue is connected not just with the assignment of qualifications, but with the possibility of increasing the amount of wages in connection with the assignment of qualifications.

According to part 5 of Art. 144 of the Labor Code of the Russian Federation (hereinafter referred to as the Labor Code of the Russian Federation), the remuneration systems for employees of state and municipal institutions are established taking into account the unified tariff and qualification directory of works and professions of workers, the unified qualification directory of positions of managers, specialists and employees or professional standards, and also taking into account state guarantees on remuneration, recommendations of the Russian tripartite commission for the regulation social and labor relations(part 3 of article 135 of the Labor Code of the Russian Federation) and the opinions of the relevant trade unions (associations of trade unions) and associations of employers.

The professional standard for a human resources specialist has not yet been developed (we could not find his draft either). Therefore, before its introduction, in order to determine the required amount of knowledge and skills of a personnel specialist, his experience, as well as for the purpose of compiling job descriptions or conducting certification, the employer may rely on Qualification guide positions of managers, specialists and other employees, approved. Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37 (as amended on February 12, 2014; hereinafter referred to as the Qualification Handbook). However, in this document, the position of interest to us is not categorized, and there is only one requirement for a personnel specialist: higher professional education without presenting requirements for work experience.

At the same time, the Qualification Handbook establishes three levels of training engineer qualification:

Category I personnel training engineer: higher professional (technical or engineering and economic) education and work experience as a category II personnel training engineer for at least three years;
2nd category personnel training engineer: higher professional (technical or engineering and economic) education and at least three years of work experience as a personnel training engineer or other engineering and technical positions filled by specialists with higher professional education;
training engineer: higher professional (technical or engineering and economic) education without presenting requirements for work experience or secondary vocational (technical or engineering and economic) education and at least three years of work experience as a technician of category I for at least three years or other positions filled by specialists with secondary vocational education, not less than five years.

Similar qualification requirements are established by the Qualification Handbook for the position of a labor economist.

By analogy, a HR specialist with three years of experience can be assigned category II.

Note that municipal autonomous institutions have the right to develop and apply their own tariff rates(salaries).

Arbitrage practice

The court came to the conclusion that the satisfaction of the claim containing the requirements to bring the staffing table in line with the Unified tariff scale approved by the local government, on the establishment of a salary in the amount in accordance with the Unified tariff scale, taking into account the tariff coefficient, on the accrual of bonuses was rightfully denied, since the defendant , being a municipal autonomous institution, have the right to develop and apply their tariff rates (salaries).
Determination of the Irkutsk Regional Courtdated April 3, 2012 in case No. 33-2938/12

For state, budgetary organizations Order of the Ministry of Health and Social Development of Russia dated May 29, 2008 No. 247n (as amended on December 11, 2008; hereinafter - Order No. 247n) approved professional qualification groups for industry-wide positions of managers, specialists and employees, including a personnel specialist. The criteria for classifying the professions of workers and positions of employees as professional qualification groups were approved by Order No. 525 of the Ministry of Health and Social Development of Russia dated August 6, 2007 (hereinafter - Order No. 525).

After the Decree of the Government of the Russian Federation dated 05.08.2008 No. 583 “On the introduction of new wage systems for employees of federal budgetary, autonomous and state institutions and federal government agencies, as well as civilian personnel of military units, institutions and divisions of federal bodies executive power, in which the law provides for military and equivalent service, the remuneration of which is currently carried out on the basis of the Unified tariff scale for remuneration of employees of federal public institutions”(as amended on 01/14/2014) departments, guided by Orders No. 247n and No. 525, issue orders on the introduction new system remuneration of workers, in which professional qualification groups are given industry-wide professions workers and positions of managers, specialists and employees, indicating the positions and recommended salaries (official salaries).

So, by order of one of the departments, the following positions were established for employees of the personnel service:

in the group of industry-wide positions of employees of the II level - position Lead HR Inspector IV qualification level;
in the group of industry-wide positions employees III level:

Job title HR specialistI category III qualification level;

Job title Lead HR Specialist IV qualification level;

Job title chief HR specialist V qualification level.

According to paragraph 2 of Order No. 525, the professions of workers and / or positions of employees included in one professional qualification group can be structured according to the qualification levels of this professional qualification group depending on the complexity of the work performed and the level of qualifications required to work in the profession of a worker or occupy the position of an employee.

The same profession of a worker or position of an employee can be assigned to different qualification levels depending on the complexity of the work performed, as well as taking into account additional qualification indicators confirmed by the certificate, qualification category , work experience and other documents and information.

Organizations that do not belong to the public sector have the right to independently resolve issues related to wages and, accordingly, to determining the level of qualification of employees and assigning different categories to one position.

According to paragraph 6 of clause 5 of the Procedure for the application of a unified qualification directory for the positions of managers, specialists and employees, approved. Decree of the Ministry of Labor of Russia dated February 9, 2004 No. 9 (as amended on October 25, 2010), qualification characteristics serve as the basis for the development of job descriptions containing a specific list of job duties of employees, taking into account the specifics of the organization of production, labor and management, their rights and responsibilities.

Thus, the employer must approve job descriptions for employees with different categories for the same position. Taking the Qualification Handbook as a basis, the employer must provide in the job descriptions exactly those functions that are required for employees holding specific positions, exactly the knowledge that employees need to fulfill their duties in these positions, taking into account the assigned category.

To assign an employee to a certain category, you need to attestation. At the same time, the employer must determine the employees whose qualifications need to be assessed, the list of knowledge, skills, and work experience necessary to perform a specific job function and be assessed, formulate questions that employees will have to answer during certification.

For certification local regulation must be approved, which is adopted with the obligatory consideration of the opinion of the representative body of employees (part 2 of article 81 of the Labor Code of the Russian Federation), for example, the Regulations on certification. IN this document the procedure, conditions, terms and frequency of attestation, categories of attested workers, methods and methods of verification, assessment criteria, options for decisions made based on the results of attestation are established.

In addition, an attestation commission should be created, a schedule for attestation should be approved, and employees should be warned about the attestation at least a month in advance.

To develop a regulation on certification, an employer can use, for example, the Regulations on the certification of state civil servants of the Russian Federation, approved. Decree of the President of the Russian Federation No. 110 dated February 1, 2005 (as amended on March 19, 2014).

The employee must submit documents confirming the required level of education and work experience, and the immediate supervisor of this employee must submit a reference to him. These documents will attestation commission make an informed decision.

Finally, the employer must make appropriate changes to staffing, providing for different wages for different categories in it.

M. V. Zhuravleva, HR Specialist

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, other federal laws, other regulatory legal acts requirements for the qualifications necessary for an employee to perform a certain labor function are established (part 1 of article 195.3 of the Labor Code of the Russian Federation as amended, effective 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 training programs for 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 functional responsibilities, rights and responsibility of the personnel 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. To prepare and issue, 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, at the request of state bodies, trade unions and other representative bodies of employees, 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 the development of current labor plans.
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. Engage specialists from all structural divisions of the enterprise to solve the duties assigned to it (if it 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 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 trade 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)

1.1. This instruction has been drawn up in accordance with the Decree of the Ministry of Labor of the Russian Federation dated 21.08.1998. No. 37 "General industry qualification characteristics of the positions of employees employed at enterprises, institutions and organizations."

1.2. The Human Resources Specialist belongs to the professional category.

1.3. This job description establishes the rights, responsibilities and duties of a human resources specialist.

1.4. A person with a higher or secondary vocational education is accepted for the position of a human resources specialist, without presenting requirements for work experience.

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

1.6. The personnel specialist reports directly to the head of the personnel department, and can additionally receive orders from the director of the technical school.

1.7. The Human Resources Specialist is guided by:

Regulations on the personnel department;

This job description.

1.8. The HR specialist must know:

labor law;

Legislation and normative legal acts;

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

The structure and staff of the technical school;

The procedure for registration, maintenance and storage of work books and personal files of the technical school;

The procedure for establishing the names of professions of workers and positions of employees, general, insurance and continuous work experience, benefits, compensations;

Registration of employee pensions;

The procedure for accounting for the movement of personnel and the preparation of established reporting;

The procedure for maintaining a data bank on the staff of the technical school; basics of office work;

Means of computer technology, communication and communications;

Forms and methods of control over the execution of documents;

Rules and norms of labor protection.

1.9. During the absence of a personnel specialist (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. Registration of reception, transfer and dismissal of employees.

2.2. Maintenance and accounting of work books.

2.3. Preparation of necessary materials for qualification, attestation commissions.

2.4. Registration and accounting of holidays.

2.5. Preparation of documents for the appointment of pensions.

2.6. Organization of control over the state of labor discipline and compliance with the rules of internal labor regulations.

2.7. Preparation, execution and submission of reports on quota issues.

2.8. Analysis of staff turnover.

2.9. Ensuring the fulfillment of the functions assigned to the college in the daily activities of primary military registration, military registration and booking, citizens in the reserve, from among those working and studying at the college.

2.10. Implementation of the primary military registration citizens who are in reserve, and citizens subject to conscription for military service, living or staying (for a period of more than three months).

2.11 Explanation officials technical school and citizens of their obligations for military registration, mobilization training and mobilization, established by the legislation of the Russian Federation and the Regulations on military registration and control over their implementation.

2.12. Preparation of documents on personnel and financial activities.

3. Job Responsibilities

The Human Resources Specialist is required to:

3.1. To exercise control over the timely execution of orders, orders of the director of the technical school and instructions of the head of the personnel department.

3.2. Keep records of the staff of the college , its divisions in accordance with unified forms primary accounting records.

3.3. Draw up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the director of the technical school, as well as other established personnel documentation.

3.4. When applying for a job, issue a checklist for introductory, primary briefing, introduce local acts technical school.

3.5. Form and maintain personal files of employees, make changes in them related to labor activity.

3.6. Issue orders for the personnel and financial activities of the employees of the technical school.

3.7. Ready necessary materials for qualification, attestation, competitive commissions and presentation of employees for incentives and awards

3.8. Fill in, take into account and store work books, calculate the length of service, issue certificates of the current and past labor activities of employees.

3.9. Record in work books on incentives and rewards for employees.

3.10. Prepare documents for submission of the quota report.

3.11. Enter information into the data bank on the quantitative and qualitative composition employees, their movement, monitor its timely updating and replenishment.

3.12. Keep records of the provision of vacations to employees, exercise control over the preparation and observance of schedules for regular vacations.

3.13. Keep time records of the actual time spent by employees in the technical school, monitor their timely arrival at work and leaving work, being at work.

3.14. Make appropriate notes in the report card and draw up daily reports (summaries) on attendance at work, as well as on delays and absences, indicating the reasons that caused them, keep records payroll workers.

3.15. Systematically make changes related to the registration of the reception of employees, transfers, dismissals, vacations, etc.

3.16. Control the timeliness of the submission by employees of certificates of temporary disability, certificates of patient care and other documents confirming their right to be absent from work.

3.17. In the prescribed manner, submit a time sheet containing information about the hours actually worked, overtime hours, violations of labor discipline, etc.

3.18. Issue pension insurance cards, other documents necessary for assigning pensions to employees of the technical school and their families, establishing benefits and compensations.

3.19. To study the causes of staff turnover, participates in the development of measures to reduce it.

3.20. Prepare documents after the expiration of the established terms of the current storage for depositing in the archive.

3.21. Keep a primary record of citizens who are in the reserve according to the primary record cards, and citizens who are subject to conscription for military service, according to the lists.

3.22. Assist in military registration (de-registration) of citizens who arrive (move to another district, city) for permanent or temporary (for a period of more than 3 months) place of residence.

3.23. To identify, together with the internal affairs bodies, citizens who are subject to military registration.

3.24. Annually check primary registration cards and lists of citizens subject to conscription for military service with documents of military registration of the military commissariat of the district.

3.25. Send, at the request of the military commissariat, the information necessary for entering into military registration documents about citizens who are registered with the military and citizens who are registered with the military.

3.26. Annually submit to the military commissariat of the district in September lists of young men of 15 and 16 years of age, and in December - lists of young men subject to initial military registration.

3.27. To exercise control over visits by citizens subject to conscription for military service to medical institutions to which they are sent for medical examination or examination.

3.28. To make changes in the primary registration cards and in the lists of citizens subject to conscription for military service regarding education, place of work, position, marital status and places of residence, registered with the military, and within 14 days notify the military commissariat of the changes made.

3.29. Explain to citizens their obligations in military registration, established by law of the Russian Federation "On military duty and military service", to exercise control over their implementation.

3.30. When registering citizens for military registration:

Check the authenticity of military tickets (temporary certificates instead of military tickets) and certificates of citizens subject to conscription for military service, the presence of marks on the removal of citizens from military registration at their former place of residence and the placement of reserve officers and citizens subject to conscription for military service, on military registration in the military district commissariat for the new place of residence.

If unspecified corrections, inaccuracies and fakes, an incomplete number of sheets are found in the military ticket (temporary certificates) of citizens subject to conscription for military service, immediately report this to the military commissariat for appropriate action.

Issue receipts upon acceptance from citizens of military tickets (temporary certificates instead of military tickets) of certificates of citizens subject to conscription for military service.

Fill out primary registration cards for citizens who are in reserve. In accordance with the entries in military tickets, fill out index cards for warrant officers, midshipmen, sergeants, senior soldiers and reserve sailors.

3.31. Within 14 days, report to the military commissariat about the employment (dismissal) of citizens who are in the reserve and are registered with the military.

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

3.33. To exercise control over the state of labor discipline in the departments of the technical school and the observance by employees of the rules of internal labor regulations.

3.34. Compile prescribed reports.

3.35. Pass mandatory, preliminary (when applying for a job) and periodic (annual) medical examinations and certification.

3.36. Comply with the requirements in accordance with the instructions for labor protection.

3.37. Fulfill other instructions of the management of the technical school that are not included in this job description, but have arisen in connection with the production need.

4. Rights

Human Resources Specialist has the right :

4.1. On issues within its competence, to submit proposals for the management to improve the activities of the technical school; options for eliminating the shortcomings in the activities of the technical school;

4.2. Request personally or on behalf of the head of the personnel department from the heads of structural divisions of the technical school and specialists information and documents necessary for the performance of official duties;

4.3. Require the management of the college to assist in the performance of their duties.

5. Responsibility

The Human Resources Specialist is responsible for:

5.1. For improper performance or non-performance of their official duties provided for by this job description - to the extent 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 the internal regulations of the technical school regulating the protection of 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 their functions and duties provided for by this job description, orders, instructions, instructions of the management of the technical school, not included in this job description, but arising in connection with production needs and other offenses - in accordance with the current legislation of the Russian Federation: remark, reprimand, dismissal.

6. Interactions

HR Specialist:

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

6.2. Independently plans his work for each academic year and half a year. The work plan is agreed with the head of the personnel department, approved by the director of the technical school no later than five days from the beginning of the planning period.

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

6.4. Systematically transfers personnel and financial documentation to accounting staff.

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

6.6. Maintains confidentiality.