We bring to your attention typical example HR manager job description sample 2019/2020. This position may be filled by a person with a higher professional education(major in management) or higher professional education and additional training in the field of management, work experience in the specialty for at least 2 years. Do not forget, each instruction of the personnel manager is issued on hand against receipt.
It provides typical information about the knowledge that an HR manager 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 personnel manager belongs to the category of managers.
2. A person with higher professional education (in the specialty management) or higher professional education and additional training in the field of management, work experience in the specialty for at least 2 years is accepted for the position of HR manager.
3. The HR manager is hired and dismissed by the director of the organization.
4. The HR manager must know:
— legislative and regulatory legal acts regulating the activities of enterprises, institutions, organizations for personnel management;
— labor legislation;
— fundamentals of a market economy, entrepreneurship and doing business;
- market conditions work force and educational services;
- the procedure for pricing and taxation; basics of marketing;
— modern concepts of personnel management; basics of labor motivation and personnel assessment system; forms and methods of training and advanced training of personnel;
– procedure for the development of labor agreements (contracts);
— methods and organization of management;
- the basics of production technology and prospects for the development of an enterprise, institution, organization, management structure and their staffing;
— bases of the general and social psychology, sociology and psychology of work;
- the basics of industrial pedagogy;
- ethics business communication;
— advanced domestic and overseas experience in the field of personnel management;
- basics of office work organization;
— methods of information processing using modern technical means, communications and communications, computer technology;
- internal labor regulations;
— rules and norms of labor protection, safety measures, industrial sanitation and fire protection.
5. In his activities, the personnel manager is guided by:
- the legislation of the Russian Federation,
— Charter of the organization,
- orders and orders of the director of the organization,
- this job description,
- The internal labor regulations of the organization.
6. The HR manager reports directly to the director of the organization, ______ (specify position)
7. During the absence of the personnel manager (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 appropriate rights, duties and is responsible for the performance of the duties assigned to him.
2. Job responsibilities of the HR manager
HR manager:
1. Organizes work with personnel in accordance with the general development goals of the enterprise, institution, organization and specific areas personnel policy to achieve the effective use and professional development of employees.
2. Ensures the staffing of the enterprise, institution, organization with employees of the necessary professions, specialties and qualifications.
3. Determines the need for personnel, studies the labor market in order to determine possible sources of providing the necessary personnel.
4. Carries out selection of personnel, conducts interviews with those who are hired, including graduates of educational institutions, in order to recruit staff.
5. Organizes personnel training, coordinates the work to improve the skills of employees and develop their business careers.
6. Brings information to personnel matters and critical HR decisions to all employees.
7. Organizes the evaluation of the results labor activity employees, attestations, competitions for filling vacant positions.
8. Together with leaders structural divisions participates in decision-making on hiring, transfer, promotion, demotion, imposition of administrative penalties, as well as dismissal of employees.
9. Develops a system for assessing the business and personal qualities of employees, motivating their promotion.
10. Advise managers of different levels on the organization of personnel management.
11. Takes part in planning social development team, permission labor disputes and conflicts.
12. Compiles and arranges employment contracts and contracts, maintains personal files of employees and other personnel documentation.
13. Supervises subordinate employees.
14. Complies with the Internal Labor Regulations and other local regulations organizations.
15. Complies with internal rules and regulations of labor protection, safety, industrial sanitation and fire protection.
16. Ensures cleanliness and order in his workplace,
17. 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 manager
The HR manager 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 the production and labor discipline.
2. Request from structural divisions and employees of the organization the information necessary for him to perform his 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 personnel manager
The Human Resources Manager 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 HR manager - sample 2019/2020. Job Responsibilities human resources manager, rights of the human resources manager, responsibility of the human resources manager.
Download job descriptionpersonnel manager(.doc, 86KB)
I. General provisions
- The HR manager belongs to the category of managers.
- A person who has a higher professional education (in the specialty management) or higher professional education and additional training in the field of management, work experience in the specialty for at least 2 years is appointed to the position of a manager.
- Appointment to the position of HR manager and dismissal from it is carried out by order
- The HR manager must know:
- 4.1. Legislative and regulatory legal acts regulating the activities of the enterprise for personnel management.
- 4.2. Labor legislation.
- 4.3. Fundamentals of a market economy, entrepreneurship and business.
- 4.4. The conjuncture of the labor market and educational services.
- 4.5. The order of pricing and taxation.
- 4.6. Fundamentals of Marketing.
- 4.7. Modern concepts of personnel management.
- 4.8. Fundamentals of labor motivation and personnel assessment systems.
- 4.9. Forms and methods of training and advanced training of personnel.
- 4.10. The procedure for the development of labor agreements (contracts).
- 4.11. Methods and organization of management.
- 4.12. Fundamentals of production technology and prospects for the development of the enterprise.
- 4.13. The management structure of the enterprise and their staffing.
- 4.14. Fundamentals of general and social psychology of work.
- 4.15. Fundamentals of industrial pedagogy.
- 4.16. Ethics of business communication.
- 4.17. Advanced domestic and foreign experience in the field of personnel management.
- 4.18. Fundamentals of business organization.
- 4.19. Methods of information processing using modern technical means, communications and communications, computer technology.
- 4.20. Internal labor regulations.
- 4.21. Rules and norms of labor protection, safety measures, industrial sanitation and fire protection.
- The Human Resources Manager is responsible for:
- 5.2. This job description.
- During the absence of the personnel manager (business trip, vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner, who acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.
II. Job Responsibilities
HR manager:
- Organizes work with personnel in accordance with the general goals of the enterprise development and specific areas of personnel policy in order to achieve the effective use and professional development of employees.
- Ensures the staffing of the enterprise with employees of the necessary professions, specialties and qualifications.
- Determines the need for personnel, studies the labor market in order to determine possible sources of providing the necessary personnel.
- Carries out selection of personnel, conducts interviews with those who are hired, including graduates of educational institutions, in order to complete the staff.
- Organizes staff training, coordinates the work to improve the skills of employees and develop their business careers.
- Communicates information on HR issues and key HR decisions to all employees.
- Organizes the evaluation of the results of labor activity of employees, certification, competitions for filling vacant positions.
- Together with the heads of structural divisions, he participates in decision-making on recruitment, transfer, promotion, demotion, imposition of administrative penalties, and dismissal of employees.
- Develops a system for assessing the business qualities of employees, motivating their promotion.
- Advises managers of different levels on the organization of personnel management.
- Takes part in planning the social development of the team, resolving labor disputes and conflicts.
- Draws up and draws up employment contracts (contracts), maintains personal files of employees and other personnel documentation.
- Supervises subordinate employees.
III. Rights
The HR manager has the right to:
- Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
- Submit proposals for the management to improve the work related to the duties provided for in this job description.
- Notify the immediate supervisor of all deficiencies in the entrepreneurial or commercial activities enterprise (its structural subdivisions) and make proposals for their elimination.
- Request from the heads of structural divisions of the enterprise, specialists and other employees the necessary information (reports, explanations, etc.).
- Sign and endorse documents within their competence.
- Require the director of the enterprise to assist in the performance of his official rights and responsibilities.
IV. A responsibility
The Human Resources Manager is responsible for:
- 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.
- 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.
- For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.
APPROVE:
[Job title]
_______________________________
_______________________________
[Name of company]
_______________________________
_______________________/[FULL NAME.]/
"______" _______________ 20___
JOB DESCRIPTION
HR manager
1.1. This job description defines and regulates the powers, functional and job duties, rights and responsibilities of the HR manager [Name of organization in the genitive case] (hereinafter referred to as the Company).
1.2. The HR manager 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 Company.
1.3. The Human Resources Manager belongs to the category of managers and reports directly to [name of the position of the immediate supervisor in the dative case] of the Company.
1.4. A person who has a secondary vocational education without presenting requirements for work experience or initial vocational education, special training according to an established program and at least 3 years of work experience in the profile, including at this enterprise at least 1 year, is appointed to the position of a personnel manager.
1.5. The HR manager must know:
- legislative and regulatory legal acts, methodological materials on maintaining documentation on accounting and movement of personnel;
- labor legislation;
- structure and staff of the enterprise;
- the procedure for registration, maintenance and storage of work books and personal files of employees of the enterprise;
- the procedure for establishing the names of the professions of workers and positions of employees, the total and continuous length of service, benefits, compensations, registration of pensions for employees;
- the procedure for recording the movement of personnel and compiling established reporting;
- the procedure for maintaining a data bank on the personnel of the enterprise;
- basics of office work;
- means of computer technology, communications and communications;
- labor protection rules and regulations.
1.6. The Human Resources Manager is responsible for:
- local acts and organizational and administrative documents of the Company;
- internal labor regulations;
- rules of labor protection and safety, ensuring industrial sanitation and fire protection;
- instructions, orders, decisions and instructions of the immediate supervisor;
- this job description.
1.7. During the temporary absence of the HR manager, his duties are assigned to [deputy position].
2. Job responsibilities
The Human Resources Manager performs the following labor functions:
2.1. Organizes the selection, training and adaptation of personnel in the Company.
2.2. Participates in the assessment of the performance of personnel in the Company, develops and implements measures to improve the skills of the Company's employees and rotate personnel.
2.3. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms of primary accounting documentation.
2.4. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.
2.5. Forms and maintains personal files of employees, makes changes in them related to labor activity.
2.6. prepares necessary materials for qualification, attestation, competitive commissions and presentation of employees for incentives and awards.
2.7. Fills in, takes into account and stores work books, calculates the length of service, issues certificates on the current and past labor activities of employees.
2.8. Makes entries in work books on incentives and rewards for employees.
2.9. Enters information about the quantitative, qualitative composition of employees and its movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.
2.10. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.
2.11. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.
2.12. She studies the causes of staff turnover, participates in the development of measures to reduce it.
2.13. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.
2.14. Monitors the state of labor discipline in the divisions of the organization and compliance by employees with the rules of internal labor regulations.
2.15. Prepares prescribed reports.
2.16. Takes the necessary measures to ensure the safety / non-disclosure of the Company's commercial secrets, as well as personal information about the Company's employees.
In case of official necessity, the personnel manager may be involved in the performance of his official duties overtime in the manner prescribed by the provisions of the federal labor law.
3. Rights
The HR manager has the right to:
3.1. Request and receive the necessary materials and documents related to the activities of the HR manager.
3.2. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that are within the competence of the HR manager.
3.3. Represent the interests of the enterprise in third-party organizations on issues related to its professional activities.
4. Responsibility and performance evaluation
4.1. The HR manager bears administrative, disciplinary and material (and in some cases provided for by the legislation of the Russian Federation, also criminal) responsibility for:
4.1.1. Non-fulfillment or improper fulfillment of official instructions of the immediate supervisor.
4.1.2. Failure or improper performance of labor functions and the tasks assigned to him.
4.1.3. Unlawful use of the granted official powers, as well as their use for personal purposes.
4.1.4. Inaccurate information about the status of the work entrusted to him.
4.1.5. Failure to take measures to suppress the identified violations of safety regulations, fire and other rules that pose a threat to the activities of the enterprise and its employees.
4.1.6. Failure to enforce labor discipline.
4.2. Evaluation of the work of the HR manager is carried out:
4.2.1. Direct supervisor - regularly, in the course of the daily implementation by the employee of his labor functions.
4.2.2. Certification Commission enterprises - periodically, but at least once every two years, based on the documented results of work for the evaluation period.
4.3. The main criterion for evaluating the work of a personnel manager 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 HR manager is determined in accordance with the internal labor regulations established by the Company.
5.2. In connection with the production need, the personnel manager is obliged to travel to business trips(including local values).
6. Right to sign
6.1. To ensure his activities, the HR manager is granted the right to sign organizational and administrative documents on issues referred to his competence by this job description.
Familiarized with the instruction ___________ / ____________ / "____" _______ 20__
Job description
HR manager
Job descriptions taking into account professional standards 2016-2017
HR manager job description sample
1. General Provisions
1.1. The following person is accepted for the position of Human Resources Manager:
1) having higher education- bachelor's degree;
2) having additional vocational education under advanced training programs;
3) who has mastered professional retraining programs in the field of personnel search and selection.
1.2. The HR manager must know:
1) the basics of archival legislation and regulatory legal acts of the Russian Federation in terms of maintaining documentation on personnel;
2) the legislation of the Russian Federation on personal data;
3) technologies, methods and techniques for analyzing and systematizing documents and information;
4) the structure of the organization and vacant positions (professions, specialties);
5) the procedure for determining the prospective and current need for personnel;
6) sources of providing the organization with personnel;
7) organization of work in various areas of production, organization, industry;
8) general trends in the labor market and in certain industries and types of professional activity;
9) fundamentals of psychology and sociology of labor;
10) fundamentals of economics, labor organization and personnel management;
11) local regulations of the organization governing the procedure for recruiting personnel;
12) norms of business communication ethics;
13) basic foundations of informatics, structural construction of information systems and features of working with them;
14) technologies and methods of search, attraction, selection and selection of personnel;
15) systems, methods and forms of material and non-material incentives for the work of personnel;
16) technologies and methods of formation and control of budgets;
17) fundamentals of the tax legislation of the Russian Federation;
18) the procedure for registration, maintenance and storage of documentation related to the search, attraction, selection and selection of personnel for vacant positions;
19) the procedure for the formation, maintenance of a data bank on the personnel of the organization and reporting;
20) basics of workflow and documentation support;
21) the procedure for holding tenders and drawing up tender documentation;
22) the procedure for conducting procurement procedures and execution of related documentation;
23) the procedure for concluding agreements (contracts);
24) labor legislation and other acts containing labor law norms;
25) Internal labor regulations;
26) labor protection requirements and fire safety rules;
27) ……… (other requirements for the necessary knowledge)
1.3. The HR manager must be able to:
1) collect, analyze and structure information about the features of the organization of work in various areas of production and at specific workplaces, taking into account the goals, objectives, plans and structure of the organization;
2) collect, analyze and structure information about the features and capabilities of the organization's human resources;
3) collect, analyze and structure information about the characteristics of the labor market, including proposals from service providers for the search, attraction, selection and selection of personnel;
4) formulate requirements for a vacant position (profession, specialty) and determine the criteria for recruiting personnel;
5) introduce corrective information into the requirements for candidates for vacant positions (professions, specialties);
6) enjoy search engines and information resources for monitoring the labor market, civil and labor legislation of the Russian Federation;
7) advise on labor market issues in terms of staffing;
8) determine the criteria for the search, attraction, selection and selection of personnel;
9) collect, analyze and structure information about candidates and offers on the labor market;
10) use search engines and information resources in the field of staffing;
11) apply technologies and methods of search, attraction, selection and selection of candidates for vacant positions (professions, specialties) in accordance with their specifics;
12) use the means of providing personnel, including escort;
13) advise on the recruitment of personnel;
14) draw up and control items of expenditure for staffing for budget planning;
15) provide documentation support for the candidate's entry to work and the movement of personnel;
16) draw up documents on the provision of human resources necessary for submission to government bodies, trade unions and other representative bodies of workers;
17) organize the storage of documents in accordance with the requirements of the labor, archival legislation of the Russian Federation and local acts of the organization;
18) analyze documents and transfer information to information systems and databases about candidates;
19) work with information systems and databases on the issues of staffing, search and registration of candidates for vacant positions (professions, specialties);
20) to carry out preliminary procurement procedures and draw up related documentation for the conclusion of contracts;
21) organize and conduct tenders, draw up and analyze tender documentation;
22) conduct business correspondence;
23) comply with the norms of business communication ethics;
24) ……… (other skills and abilities)
1.4. The recruiting specialist in his work is guided by:
1) ……… (name of constituent document)
2) Regulations on ……… (name of the structural unit)
3) this job description;
4) ……… (names of local regulations governing labor functions by position)
1.5. Recruitment Specialist reports directly to ……… (title of manager position)
1.6. ……… (other general provisions)
2. Labor functions
2.1. Staffing activities:
1) collecting information about the organization's needs for personnel;
2) search, attraction, selection and selection of personnel;
3) administration of processes and workflow of staffing.
2.2. ……… (other functions)
3. Job responsibilities
3.1. The Human Resources Manager has the following responsibilities:
3.1.1. As part of the labor function specified in paragraphs. 1 clause 2.1 of this job description:
1) analyzes:
- plans, strategies and structure of the organization;
- features of the organization of work and production at specific workplaces;
- the labor market for the organization of work in similar production and workplaces;
- the labor market and the personnel of the organization according to the profile of the vacant position (profession, specialty);
2) forms requirements for a vacant position (profession, specialty) and corrects them;
3) informs and advises the heads of departments and organizations on labor market issues in terms of staffing.
3.1.2. As part of the labor function specified in paragraphs. 2 clause 2.1 of this job description:
1) searches in internal and external sources for information about candidates that meets the requirements of a vacant position (profession, specialty);
2) places information about the vacant position (profession, specialty) in the media;
3) chooses ways and methods of attracting personnel in accordance with the approved plans;
4) checks information about candidates for vacant positions (professions, specialties);
5) conducts interviews and meetings with candidates for vacant positions (professions, specialties) with feedback;
6) evaluates the compliance of candidates with the requirements of a vacant position (profession, specialty);
7) prepares proposals for the formation of a budget for the search, attraction, selection and selection of personnel;
8) informs and advises the heads of departments and organizations on the issues of attracting personnel with cost estimates.
3.1.3. As part of the labor function specified in paragraphs. 3 clause 2.1 of this job description:
1) analyzes the processes of document circulation, local documents on the issues of staffing;
2) maintains information about vacant positions (professions, specialties) and candidates;
3) provides documentation support for candidates at the stages of search, attraction, selection and selection of personnel for vacant positions (professions, specialties), informing candidates about the selection results;
4) prepares inquiries about candidates to state bodies in cases provided for by the current legislation, and processes the information provided;
5) prepares and processes notifications to state bodies, trade unions and other representative bodies of employees on the issues of search, attraction, selection and selection of personnel;
6) accompanies contracts for providing the organization with personnel, including preliminary procedures for their conclusion.
3.1.4. As part of the performance of his labor functions, he performs the instructions of his immediate supervisor.
3.1.5. ……… (other duties)
3.2. ……… (other job descriptions)
4. Rights
4.1. The HR manager has the right to:
4.1.1. Participate in the discussion of draft decisions, in meetings on their preparation and implementation.
4.1.2. Ask the immediate supervisor for clarifications and clarifications on these instructions, issued assignments.
4.1.3. Request, on behalf of the immediate supervisor, and receive from other employees of the organization the necessary information, documents necessary for the execution of the assignment.
4.1.4. Get acquainted with the draft decisions of the management regarding the function performed by him, with documents defining his rights and obligations in his position, criteria for assessing the quality of the performance of his labor functions.
4.1.5. Submit proposals on the organization of labor within the framework of their labor functions for consideration by their immediate supervisor.
4.1.6. Participate in the discussion of issues related to the duties performed.
4.1.7. ……… (other rights)
5. Responsibility
5.1. The Human Resources Manager is responsible for:
- for improper performance or non-performance of their official duties provided for by this job description - in the manner established by the current labor legislation of the Russian Federation, accounting legislation;
- offenses and crimes committed in the course of their activities - in the manner prescribed by the current administrative, criminal and civil legislation of the Russian Federation;
- causing damage to the organization - in the manner prescribed by the current labor legislation of the Russian Federation.
5.2. ……… (other liability provisions)
6. Final provisions
6.1. This job description has been developed on the basis of professional standard"Human Resources Specialist", approved by Order of the Ministry of Labor and social protection Russian Federation dated 06.10.2015 N 691n, taking into account ... ... ... (details of the organization's local regulations)
6.2. Familiarization of the employee with this job description is carried out upon employment (before signing the employment contract). The fact that the employee is familiarized with this job description is confirmed by ……… (signature on the familiarization sheet, which is an integral part of this instruction (in the journal of familiarization with job descriptions); in a copy of the job description kept by the employer; otherwise)
6.3. ……… (other final provisions)
APPROVE
General Director of ZAO AAA
_____________ A. A. Ivanov
"___"_______________ 2019
JOB DESCRIPTION
HR Manager (Human Resources Manager)
I. General provisions
1. An HR manager belongs to the category of managers.
2. A person with higher professional education and additional training in the field of management, experience personnel work at least in the specialty.
(2 years old; 3 years old; others)
3. HR manager should know:
3.1. Legislative and normative legal documents on personnel management issues.
3.2. Labor law.
3.3. Fundamentals of a market economy, entrepreneurship and business.
3.4. The conjuncture of the labor market, labor force and educational services.
3.5. Methods of professional selection and the technique of compiling tests for professional suitability.
3.6. Modern concepts and methods of personnel management using automated subsystems "ACS-cadres", "1C: ZUP" and automated workplaces of employees of personnel and other divisions of the enterprise.
3.7. Fundamentals of labor motivation and personnel assessment systems.
3.8. Forms and methods of training and advanced training of personnel.
3.9. The procedure for the development of labor agreements (contracts).
3.10. Methods and organization of management.
3.11. Methods for accounting for the movement of personnel.
3.12. Fundamentals of production technology and prospects for the development of the enterprise, the management structure and its personnel.
3.13. Fundamentals of general and special psychology, sociology and psychology of work.
3.14. Ethics of business communication.
3.15. Fundamentals of office work organization, incl. personnel.
3.16. Methods of information processing using modern technical means of communication and communication, computers.
3.17. Internal labor regulations.
3.18. Rules and norms of labor protection.
3.19.__________________________________
4. Appointment to the position of an HR manager and dismissal from the position is carried out by order of the head of the enterprise.
5. HR manager reports directly to _______________________
6. During the absence of the HR manager (vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner. This person acquires the appropriate rights and is responsible for the proper performance of the duties assigned to him.
7. ______________________________________
II. Job Responsibilities
HR manager:
1. Creates an effective personnel management system and social processes at the enterprise, providing conditions for the initiative and creative activity of employees, taking into account their individual characteristics and professional skills, effectively building relationships in the team.
2. Determines the company's need for personnel; develops a system for filling positions and jobs; studies the labor market in order to determine possible sources of providing the necessary personnel; organizes the search for candidates using various sources (mass media, the Internet, recruitment agencies and job centers, etc.).
3. Conducts a selection from among candidates who meet the requirements of the developed programs or the most acceptable from the point of view of the company's management; conducting job interviews; studies business and professional quality employees in the selection, placement and planning of their activities and professional growth; ensures staffing of the enterprise.
4. Takes part in the development organizational structure enterprises (compilation staffing tables, regulations on structural divisions, job descriptions, draft labor agreements (contracts), etc.).
5. Prepares employment agreements (contracts) concluded with senior managers and specialists; ensures the fulfillment of the terms of the contracts.
6. Provides high-quality formation and rational use of the personnel potential of the enterprise, taking into account the prospects for development and increase in production volumes (sales, services, work, etc.).
7. Creates the necessary conditions and real opportunities for development and meeting the needs of each employee.
8. Plans the need for retraining and advanced training of personnel; organizes training, internships, advanced training of personnel by sending employees to educational establishments, attracting highly professional training specialists to enterprises for training, training, etc.
9. Develops systems for assessing the business and personal qualities of employees, organizes attestations, competitions for filling vacant positions.
10. Determines and analyzes the reasons for the turnover and turnover of employees, the state of labor and professional discipline at the enterprise; takes part in the activities carried out by the personnel division of the enterprise to strengthen labor discipline and retain personnel; studies the social needs of the personnel and develops proposals for their implementation and protection labor resources enterprises from staff turnover.
11. Develops and implements systems for motivating employees of the enterprise (development of systems for material and moral incentives for employees that contribute to the achievement of high economic, technical and social performance indicators of the enterprise; development of programs social security workers; development of proposals for the provision of material and moral advantages to individual specialists, etc.).
12. Prepares reports on salaries, bonuses to employees, indicators of the number of employees, the structure and turnover of personnel, the situation on the labor market for the reporting period.
13. Examines the results of scientific research, regulatory, methodological and legal literature, scientific publications, other sources on the problems of personnel management and social protection of workers.
14. Analyzes the state of personnel work at the enterprise and develops measures and proposals to improve the level of its implementation.
15. Carries out control over the correct application of labor legislation at the enterprise - in terms of hiring, moving, dismissing employees; encouragement of distinguished employees; the imposition of penalties on employees who violate the requirements of job descriptions, labor discipline; promotions, demotions.
16. Prepares guidelines for the development and improvement of forms of work with the personnel of departments, personnel management and brings them to the attention of the heads of structural divisions of the enterprise.
17. Communicates information on HR issues and key HR decisions to all employees.
18. Reception of citizens on personal matters, develops individual career development programs.
19. Takes part in planning the social development of the team, resolving labor disputes and conflicts.
20. ____________________________________________
III. Rights
The HR manager has the right:
1. Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
2. Submit proposals for the improvement of the work related to the duties provided for in this job description for consideration by the management of the enterprise.
3. Request from the heads of structural divisions of the enterprise, specialists and other employees the necessary information, give them binding instructions on personnel management.
4. Report to the management of the enterprise about all the shortcomings in the production and commercial activities of the enterprise identified in the course of the performance of their duties and make proposals for their elimination.
5. Require from the head of the enterprise: providing the necessary powers to attract HR specialists from third-party organizations (training specialists, personnel training specialists, etc.); ensuring organizational and technical conditions and execution of established documents necessary for the performance of official duties.
6. Sign and endorse documents within their competence.
7. _______________________________________
IV. A responsibility
The HR manager is responsible for:
1. For improper performance or non-performance of their official duties provided for by this job description - within the limits established by the current 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. For causing material damage to the enterprise - within the limits established by the current labor legislation of the Russian Federation.
4. ___________________________________
The job description was developed in accordance with
(name, number and date of the document)
Head of structural unit
00.00.2019
AGREED:
Head of the legal department
(signature) (surname, initials)
Head of Human Resources
(signature) (surname, initials)
Acquainted with the instruction:
(signature) (surname, initials)
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