HR specialist job description. Job description of the chief specialist of the municipal service and personnel department of the administration of the Ivanovo district Functional responsibilities of a human resources specialist in healthcare

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

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

Sample of a typical job description for a HR specialist

I. General provisions

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

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

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

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

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

6. A HR specialist should know:

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

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

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

II. Job responsibilities of a HR specialist

The HR specialist performs the following job responsibilities:

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

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

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

4. Represents employees for incentives and penalties.

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

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

8. Prepares and issues certificates about the present and past labor activity workers.

9. Calculates the work experience of employees.

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

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

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

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

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

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

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

17. Prepares reporting documentation.

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

III. Rights

The HR specialist has the right:

1. Endorse documents within your competence.

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

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

5. Make decisions independently within your competence.

6. Communicate with employees structural divisions organizations on personnel and related issues.

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

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

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

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

11. Obtain the necessary information to perform their functional duties.

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

IV. Responsibility

The HR specialist is responsible for:

1. Unauthorized representation of the interests of the organization.

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

3. Quality of reference personnel records management organizations.

4. Violation of business etiquette and communication standards.

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

6. Improper performance of one’s functional duties.

7. Consequences of your actions, independent decisions.

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

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

sample documents

V.V. Umnikov

Leading HR Specialist, Personnel Accounting Bureau, HR Department

1. General Provisions

1.1 This instruction establishes the rights, duties and responsibilities of the leading HR specialist of the personnel accounting bureau of the HR department (hereinafter referred to as the leading HR specialist) of OJSC "Company" (hereinafter referred to as the enterprise).

1.2 A person with a higher professional education and work experience in the specialty of at least 5 years is appointed to the position of leading HR specialist.

1.3 The leading HR specialist reports directly to the head of the personnel accounting bureau.

1.4 The appointment, relocation and dismissal of a leading HR specialist is carried out by order of the general director of the enterprise upon the recommendation of the head of the HR department.

1.5 The leading HR specialist in his work is guided by:

— current labor legislation of the Russian Federation;

- regulations government agencies RF;

- current regulatory and technological documents enterprises;

— The company’s quality policy;

— Regulations on the personnel department;

— “Instructions on the procedure for maintaining work records»;

— documentation of the enterprise’s quality management system;

- orders, instructions, instructions from the management of the enterprise;

- instructions, orders of the head of the personnel department;

- this job description.

1.7 In case of temporary absence based on the order of the head of the HR department, the duties of the leading HR specialist are performed by another HR specialist with mandatory familiarization with this job description.

1.8 In addition to the orders of the head of the personnel accounting bureau, the leading HR specialist carries out written and oral orders of the head of the personnel department, deputy head of the personnel department.

2 Job responsibilities

2.1 The leading HR specialist is obliged to:

2.1.1Keep records of personnel by division of the enterprise in accordance with the established unified forms of primary accounting documentation.

2.1.2 Complete the transfer of employees in accordance with the current legislation of the Russian Federation, unified forms of primary accounting documentation for personnel records and on the basis of local regulatory documents approved at the enterprise and orders of the general director.

2.1.3 Maintain personal files of employees, make changes to them related to work activities.

2.1.4 Fill out, take into account and ensure the safety of work books.

2.1.6 Prepare information on the quantitative and qualitative composition of workers, their daily movement and enter this information into the personnel database.

2.1.7 Prepare and deposit documents in the archives upon expiration established deadlines storing them in the HR department.

2.1.8 Keep records of vacations granted to employees of the enterprise, monitor the timely preparation of vacation schedules by heads of structural divisions and their proper implementation.

2.1.9 Keep records of unpaid leaves granted to employees by the administration of the enterprise wages and maternity leave.

2.1.10 Prepare documents for wages for plant management employees.

2.1.10 Ensure the safety of official documents, seals, stamps.

2.1.11 Prepare established personnel reports.

2.1.12 Monitor the timely submission of time sheets for plant management employees in accordance with the established procedure.

2.1.13 Participate in the preparation of the necessary materials for the personnel assessment procedure, competition commissions and nomination of employees for incentives and awards.

2.1.14 Know the quality management system documentation required for work and comply with its requirements.

2.1.15 Comply with the internal labor regulations established at the enterprise.

2.1.16 Do not disclose personal data of company employees.

2.1.17 Constantly improve the results of your professional activity

3 Professional requirements

— labor and pension legislation Russian Federation;

— legislative and regulatory acts, methodological materials on maintaining documentation on the accounting and movement of personnel, personalized accounting in the state pension insurance system;

— structure and staff of the enterprise;

— profile, specialization of the enterprise;

— names of professions of workers and positions of employees;

— the procedure for calculating total and continuous work experience;

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

— the procedure for creating and maintaining a data bank about the enterprise’s personnel;

— organization of time sheets;

— methods of recording the movement of personnel;

— the procedure for drawing up established reporting;

— work programs, instructions, layouts, guidance materials for information processing, forms of primary and outgoing documents, the procedure for their entry and reflection in the personnel database;

— forms and systems of remuneration in force at the enterprise;

— labor protection and safety rules and regulations;

— enterprise standards and other regulatory documents within the framework of the quality management system;

— Company policy in the field of quality.

4.1 The HR specialist has the right:

— make proposals for improving work with personnel;

— take part in the development of planned activities for working with personnel and using workers at the enterprise;

— receive information necessary to perform the duties established by this job description;

— make proposals for improving existing accounting forms and primary documents;

— use the benefits established by the legislation of the Russian Federation and provided for employees in the collective agreement of the enterprise.

5 Service relationships

The head of the HR department interacts with:

5.1. With all departments of the enterprise on issues:

— obtaining documents for registration of vacations, vacation schedules; documents for processing transfers, time sheets;

— submission of documents for vacation registration.

5.2. With the accounting settlement bureau regarding:

— submission of documents for remuneration of plant management employees; documents for vacation pay; documents for translation.

5.3 With the administrative department on issues:

— receiving copies of orders, instructions;

6.1 Leading HR specialist in established by laws The Russian Federation is responsible for:

— improper performance or failure to fulfill the duties provided for in this job description;

— violation of the rules governing the receipt, processing and protection of personal data of enterprise employees;

— untimely provision of information to superior managers and other functionally related employees of the enterprise;

— violation of internal labor regulations, safety rules, labor protection and fire safety.

Head of HR Department I.I. Ivanov

Head of Legal Department S.S. Sergeev

Leading QMS engineer V.V. Vasiliev

Copying materials is permitted only with an active link to the source

Job description of a leading specialist in HR and award issues

MUNICIPALITY OF THE INTRACITY MUNICIPALITY OF KHOVRINO IN THE CITY OF MOSCOW

JOB DESCRIPTION LEADING SPECIALIST IN HR AND AWARDS

This job description has been developed and approved in accordance with current labor legislation, legislation on municipal service and other regulations governing labor relations in the Russian Federation.

1. General Provisions.

1.1. The leading specialist in personnel and award issues (hereinafter referred to as the specialist) is appointed to the position by the Head of the municipality of the intracity municipality Khovrino in the city of Moscow (hereinafter referred to as the Head of the Municipality).

1.2. Appointment to a specialist position is made from among persons with higher professional education.

1.3. The specialist is accountable in the performance of his functional duties to the head of the municipality.

1.4. The head of the municipality provides a specialist necessary conditions labor.

1.5. In his activities, the specialist is guided by:

legislative and regulatory documents regulating issues

related to his competence;

· methodological materials on the work being performed;

· Regulations on the municipality of the intra-city municipal formation of Khovrino in the city of Moscow;

· internal labor regulations;

· orders, instructions and instructions of the Head of the municipality;

· this job description;

· decisions of the Municipal Assembly.

1.6. A specialist in the work performed must know:

The Constitution of the Russian Federation, federal legislation, legislation of the city of Moscow; legislation on municipal service;

· resolutions, instructions, orders, other guidance, methodological and regulatory materials of higher and other bodies related to legal activities municipality;

· Legislative and regulatory legal acts, methodological materials on personnel management.

· The structure of the municipality, strategy and prospects for its development.

· The procedure for drawing up forecasts, determining future and current staffing needs.

· Methods for analyzing the professional and qualification structure of personnel.

· The procedure for registration, maintenance and storage of documentation related to personnel and their movement.

· Organization of time sheets.

· Methods for recording the movement of personnel, the procedure for drawing up established reports.

· Fundamentals of sociology, psychology, pedagogy and labor organization.

· Computers, communications and communication tools.

· Work culture and work ethics.

1.7. The specialist must be able to use a personal computer and office equipment, as well as a legal reference system.

2. Functions and job responsibilities of the leading specialist

on personnel and award issues

· Organizing and maintaining records of municipal personnel and personnel records.

· Preparation and provision of personnel reports established by regulatory documents.

· Preparation and execution of award sheets for awarding municipal employees in accordance with the legislation on awards and honorary titles of the Russian Federation and the city of Moscow.

2.2.1. Formation of personnel to fill municipal service positions;

2.2.2. Preparation of proposals for the implementation of the provisions of the legislation on municipal service and submission of these proposals to the Employer;

2.2.3. Organization of preparation of draft municipal legal acts related to entry into the municipal service, its passage, conclusion employment contract(contract), appointment to a municipal service position, dismissal from a municipal service position to be replaced, dismissal of a municipal employee from municipal service and his retirement, and execution of relevant documents;

2.2.4. Maintaining work books of municipal employees;

2.2.4. Organize the preparation of established reporting on personnel records and work with personnel.

2.2.5. Provide methodological assistance in conducting personnel records in the municipality.

2.2.6. Timely respond to requests from other employees in the area of professional activity, provide the required information in full.

2.2.7. Observe the established deadlines for completing tasks and instructions.

2.2.8.Continuously improve your professional level.

2.2.9. Observe confidentiality rules when working with personal information of municipality employees.

2.2.10. Compile and coordinate lists of municipal employees subject to certification procedures and qualification exams.

2.2.11.Draw up and coordinate schedules for certification and qualifying exams in municipal units.

2.2.12. Monitor the timing of certification and qualifying exams.

2.2.13. Conduct information and advisory seminars on the issues of certification and qualification exams for heads of services and sectors and other employees involved in the process of certification and examinations.

2.2.14.Prepare proposals to management on possible personnel transfers of employees (based on the results of certification and qualification exams).

3. Rights of the leading specialist in personnel and award issues

3.1. The specialist has the right:

3.1.1. A specialist has the right to periodic (at least once every five years) advanced training.

3.1.2. The specialist has the right not to endorse draft resolutions of the Head of the municipality, prepared by him on behalf of the Head of the municipality, if he does not agree with the decision being made, with justification for his opinion.

3.1.3. Has the rights to social guarantees and compensation established by the legislation of the city of Moscow on municipal service.

3.1.4. Timely and full payment of salary, consisting of official salary, allowances official salary for length of service, for class rank, for special conditions municipal service, as well as bonuses based on performance, the amount and procedure of which are established in accordance with the laws of the city of Moscow (salaries and benefits to the employee are paid simultaneously with the payment of wages to all employees of the Municipality).

3.1.5. Request and receive necessary materials and documents related to the activities of a personnel specialist and award issues.

3.2. The specialist is not entitled to:

3.2.1. Be a member of the governing body commercial organization, unless otherwise provided federal laws or if, in the manner established by a municipal legal act in accordance with federal laws and laws of the city of Moscow, he is not authorized to participate in the management of this organization.

3.2.2. Fill a municipal service position in the following cases:

· Elections or appointments to a public office of the Russian Federation or to a public office of the city of Moscow or another subject of the Russian Federation, as well as appointments to a position civil service;

· Election or appointment to a municipal position in the city of Moscow or another subject of the Russian Federation;

· Election to a paid elective position in the body of a trade union, including in the elected body of the primary trade union organization created in the body local government, municipal authority.

3.2.4. Be an attorney or representative for the affairs of third parties in a local government body, a municipal body in which he holds a municipal service position or which is directly subordinate or controlled by him, unless otherwise provided by federal laws.

3.2.5. Receive in connection with official position or in connection with performance job responsibilities remuneration from individuals and legal entities (gifts, monetary remuneration, loans, services, payment for entertainment, recreation, transportation expenses and other remuneration). Gifts received by a municipal employee in connection with protocol events, business trips and other official events are recognized municipal property and are transferred to municipal employees according to an act to the local government body, the municipal body in which he holds the position of municipal service, with the exception of cases established by the Civil Code of the Russian Federation.

3.2.6. Go on business trips at the expense of physical and legal entities, with the exception of business trips carried out on a mutual basis by agreement of a local government body, a municipal body with local governments, municipal bodies of other municipalities, as well as with state authorities and local governments of foreign states, international and foreign non-profit organizations.

3.2.7. Use, for purposes not related to the performance of official duties, means of logistical, financial and other support, and other municipal property.

3.2.8. Disclose or use for purposes not related to municipal service, information classified in accordance with federal laws as confidential information, or proprietary information that has become known to him in connection with the performance of official duties.

3.2.9. Allow public statements, judgments and assessments, including in the media, regarding the activities of local governments, municipal bodies and their leaders, if this is not part of his official duties.

3.2.10. Accept awards, honorary and special titles (with the exception of scientific ones) from foreign states and international organizations without the written permission of the Head of the municipality.

3.2.11. Use the advantages of your official position for election campaigning, as well as for campaigning on referendum issues.

3.2.12. Use yours official position in the interests of political parties, religious and other public associations, as well as publicly express their attitude towards these associations as a municipal employee.

3.2.13. Create structures of political parties, religious and other public associations (with the exception of trade unions, as well as veterans and other public amateur bodies) or contribute to the creation of these structures.

3.2.14. Terminate the performance of official duties in order to resolve a labor dispute.

3.2.15. Be a member of management bodies, trustee or supervisory boards, other bodies of foreign non-profit non-governmental organizations and their structural divisions operating on the territory of the Russian Federation, unless otherwise provided by an international treaty of the Russian Federation or the legislation of the Russian Federation.

3.2.16. To engage, without the written permission of a representative of the employer (employer), in paid activities financed exclusively from funds of foreign states, international and foreign organizations, foreign citizens and stateless persons, unless otherwise provided by an international treaty of the Russian Federation or federal legislation.

3.2.17. A citizen after dismissal from municipal service has no right to disclose or use in the interests of organizations or individuals information of a confidential nature or proprietary information that became known to him in connection with the performance of his official duties.

The specialist bears disciplinary and financial liability for an offense committed through his fault (in accordance with the legislation on municipal service and labor legislation of the Russian Federation):

4.1. For failure to perform (improper performance) of one’s official duties, violating the rights and legitimate interests citizens provided for by this job description, within the limits determined by the labor legislation of the Russian Federation and the legislation on municipal service:

— validity and reliability of materials (certificates, conclusions) personally developed by him;

— compliance of the documents endorsed by him with the current legislation;

— the employee bears personal responsibility for poor quality and untimely performance of his duties.

4.2. For those committed in the course of carrying out their activities

offenses - within the limits determined by the administrative, criminal and civil legislation of the Russian Federation.

4.3. For causing material damage - within the limits determined by labor, criminal and civil legislation of the Russian Federation.

4.4. For failure or improper performance by a specialist of the duties assigned to him (misconduct), violation of labor discipline, the head of a local government body may impose disciplinary sanctions on a specialist:

— dismissal on the grounds provided for by federal law.

4.5. The specialist is responsible for violations of established deadlines for consideration of cases, preparation of documents and responses to letters, statements, and complaints.

Functional responsibilities and job responsibilities are, in fact, synonyms, different definitions of the employee’s scope of work. Qualification guides for different industries will help you navigate the variety of job descriptions.

A leading specialist and a novice specialist can be matched to the same scope of work, but it makes sense to take advantage of the professional qualifications of the former by entrusting him with more complex functions.

Job description of a leading housing and communal services specialist: sample

Let’s consider, as an example, a template for instructions from a leading specialist working in the housing and communal services sector.

Below is the job description of a leading specialist in debt collection for housing and communal services.

1. General Provisions

The leading specialist in debt collection for housing and communal services (hereinafter referred to as the leading specialist) belongs to the “Specialist” category.
A person with incomplete higher education (bachelor) with minimal or no work experience requirements is appointed to the position of leading specialist.
A leading specialist is hired and dismissed by order of the director (name of organization).
In his work, the leading specialist is guided by laws, regulations, orders (specify in detail).

2. Job responsibilities of the leading specialist

Ensure constant monitoring of charges and payments to consumers for housing and communal services.
Timely take measures to collect the accumulated debt for payment of housing and communal services.
Prepare monthly reports on the results of the work performed, etc.

The leading specialist has the right:

submit proposals for improvement of activities for consideration by management;
take part in the discussion of issues concerning him, etc.

For failure to perform or improper performance of job duties provided for in the instructions, the leading specialist is responsible in accordance with the law.

5. Qualification requirements

Incomplete higher education (bachelor), work experience as a category 1 specialist - at least 1 year.

Legislation in the field of housing and communal services.
Charter of the enterprise, collective agreement, orders for the enterprise, etc.

The leading specialist interacts with the accounting department, sales department, legal sector, logistics department and other departments of the enterprise.

Signature of the manager (full name)

What to pay attention to when developing instructions

Developing job descriptions is a fairly responsible process. In order not to adjust it later, you need to pay attention to several important points:

position names must correspond to the occupational classifier;
functional responsibilities are indicated in detail, with maximum compliance with actual work;
standard sections of the instructions must be followed;
It is advisable to leave the list of interactions with departments open, especially in large corporations.

The job descriptions of the leading specialist contain an expanded list of functions and additional requirements for the employee.

A carefully thought out and correctly drawn up job description can greatly help the employer in difficult situations, and for the employee it can clarify and limit the scope of his responsibility.

Job Descriptions

Instructions by category:

Alphabet Instructions:

Leading HR Specialist

Job description of a leading specialist in the HR department (doc, 63 Kb., rating: 4191)

You can download job description for free. Job responsibilities leading HR specialist

_____________________________ (Last name, initials)

(name of organization, its ________________________________

organizationally - legal form) (director; other person authorized

approve job description)

LEADING SPECIALIST OF THE HR DEPARTMENT

1.1. This job description establishes the rights, responsibilities and job responsibilities leading HR specialist _____________________ (hereinafter referred to as the “enterprise”). Name of institution

1.2.The leading specialist of the HR department is hired and dismissed by order of the General Director.

1.3. A person with a higher professional education (direction “Human Resources Management”, “Psychology”, “Sociology”) and work experience in the field of personnel work of at least 2 years is hired for the position of leading specialist of the HR department.

1.4.The leading specialist of the HR department is subordinate to the head of the department.

1.5. In case of temporary absence of a leading specialist of the HR department, he is replaced by another executive, appointed in accordance with the established procedure.

1.6. In his activities, the leading specialist of the HR department is guided by the following legal acts and regulatory documents:

Internal labor regulations;

Orders (instructions) of direct management;

Regulations on the HR department;

Personnel policy and strategy;

The concept of the personnel development system;

Regulations on certification;

Other regulatory documents personnel service.

1.7.The leading HR specialist should know:

Legislative and regulatory legal acts, methodological materials on personnel management;

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

Personnel policy and strategy of the enterprise;

Principles of constructing a personnel management system;

Personnel assessment systems and methods;

Methods for analyzing the professional and qualification structure of personnel;

Possibility of using modern information technologies in the work of personnel services;

Advanced domestic and Foreign experience work with personnel;

Fundamentals of sociology, psychology, pedagogy and labor organization;

Basics of career guidance work;

Fundamentals of economics, organization of production and management;

Computer technology, communications and communications;

Labor safety rules and regulations;

Work culture and work ethics.

The leading HR specialist performs the following functions:

2.1.Development, organization and conduct of personnel audit (assessment).

2.2.Development, organization and conduct of personnel certification.

2.3.Organization of the work of the qualification commission and holding qualification exams (for working specialties of Kolpino LLC).

2.4. Career planning for Kolpino LLC employees and working with personnel reserve Firms.

The leading specialist of the HR department is obliged to:

3.1. Interact with the heads of all divisions of the Company on issues of certification, personnel assessment, and work with the personnel reserve.

3.2. Monitor the timing of certification and qualifying exams.

3.3. Inform the Company’s management about changes in the composition of the personnel reserve and personnel movements carried out (based on the results of certification and qualification exams).

3.4.Formulate targeted personnel assessment methods at the request of department heads. Conduct an assessment.

3.5. Conduct information and advisory seminars on certification and qualification exams for department heads and other employees involved in the certification and examination process.

JOB DESCRIPTION

HR specialist

1. GENERAL PROVISIONS

1.1. This job description defines the functional duties, rights and responsibilities of the HR specialist “________________” (hereinafter referred to as the “Organization”).

1.2. A HR specialist is appointed to a position and dismissed from a position in accordance with the procedure established by current labor legislation by order of the head of the Organization.

1.3. The HR specialist reports directly to the __________________ Organization.

1.4. A person with a higher professional education is appointed to the position of HR specialist without presenting any work experience requirements.

1.5. The HR specialist should know:

Legislative and regulatory legal acts, methodological materials on personnel management;

Labor legislation;

The structure and staff of the Organization, its profile, specialization and development prospects;

The procedure for determining future and current staffing needs;

Sources of staffing for the Organization;

Methods for analyzing the professional qualification structure of personnel;

Regulations 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 creating and maintaining a data bank about the Organization’s personnel;

The procedure for drawing up reports on personnel;

Fundamentals of psychology and sociology of labor;

Fundamentals of economics, labor organization and management;

Labor legislation;

Computer technology, communications and communications;

Labor protection rules and regulations.

1.6. During the period of temporary absence of a HR specialist, his duties are assigned to ___________________________.

2. FUNCTIONAL RESPONSIBILITIES

The HR Specialist performs the following responsibilities:

Performs work to staff the Organization with personnel of the required professions, specialties and qualifications.

Takes part in the recruitment, selection, and placement of personnel.

Conducts a study and analysis of the official and professional qualification structure of the personnel of the Organization and its divisions, established documentation for personnel records related to the hiring, 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 personnel needs, prepare proposals for replacement vacant positions and creating a reserve for promotion.

Participates in the study of the labor market to determine sources of satisfying the need for personnel, establishing and maintaining direct connections with educational institutions, contacts with enterprises of a similar profile.

Informs employees of the Organization about available vacancies.

Participates in the development of long-term and current labor plans.

Monitors the placement and arrangement of young specialists and young workers in accordance with the received educational institution profession and specialty, conducting their internships, takes part in the adaptation work again hired workers To production activities.

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

Takes part in the organization of work, methodological and information support qualification, certification, competition commissions, registration of their decisions.

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

Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates about their current and past work activities, compliance with the rules for storing and filling out work books, the preparation of documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as entering the relevant information in the data bank about the Organization’s personnel.

Prepares prescribed reports.

3. RIGHTS

The HR specialist has the right:

3.1. Request and receive the necessary materials and documents related to the activities of the HR specialist.

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 a human resources specialist.

3.3. Represent the interests of the Organization in third party organizations on issues related to his professional activities.

4. RESPONSIBILITY

The HR specialist is responsible for:

4.1. Failure to fulfill one's functional duties.

4.2. Inaccurate information about the status of the work.

4.3. Failure to comply with orders, instructions and instructions from the head of the Organization.

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

4.5. Failure to ensure compliance with labor discipline.

5. WORKING CONDITIONS

5.1. The work schedule of a HR specialist is determined in accordance with the Internal Labor Regulations established in the Organization.

5.2. Due to production needs, the HR specialist is required to go on business trips (including local ones).

6. RIGHT OF SIGNATURE

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

I have read the instructions __________________/_________________/ (signature)

The daily duties of a personnel officer are regulated by the Ministry of Labor of the Russian Federation in a resolution dated August 21, 1998. It details the areas of responsibility of the specialist, the limits of subordination, and considers legal framework, necessary for an employee of the HR department, the procedure for submitting and maintaining documentation. The Unified Qualification Directory defines 17 professions that, when performing official duties, are guided by a job description personnel worker. The structure of the department regulating the activities of employees is reflected in the relevant Regulations “On the HR Department”.

HR Specialist - Job Responsibilities

The job description of a HR specialist establishes the procedure for labor relations, the range of responsibilities, the functions assigned to the employee, the requirements for him, the required level of education and subordination. A specialist is a person with sufficient professional training, education and experience of at least 12 months.

The head of the HR department is responsible for the development and content of the instructions, and it is approved by the head of the company. It reflects all the job responsibilities of a HR specialist. Their composition, rules of execution, powers are detailed administrative acts enterprises, internal regulations, federal and regional regulations. They consist of performing the following tasks:

documentation of the hiring and dismissal of employees, transfer of personnel to other staff units in accordance with the norms of the Labor Code of the Russian Federation and management orders;
recording the activities and changes in personal data of employees at all levels - from the director to the watchman - in accordance with the standards of accounting documents with changes to the information bases;
collection of data for certification and advanced training;
development of a mechanism for incentives and penalties;
compiling and maintaining personal files, collecting and processing personal data;
registration of work books - making entries, registration, accounting and storage;
formation of work experience;
vacation monitoring and schedule control;
timely selection of documentation for the archive and its registration;

The activities of a personnel specialist provide access to confidential data - personal files, trade secret. If the employee’s actions caused property or financial damage organization, he will be held accountable according to legal norms.

The HR specialist may perform his/her duties overtime. According to Art. 152 of the Labor Code of the Russian Federation, the overtime rate is established by the enterprise.

HR inspector - job responsibilities

How does it appear in the One qualification directory, applicants with secondary education are considered for the position of HR inspector; professional experience does not matter. The entire scope of job responsibilities of the HR inspector is defined in the internal instructions. This includes performing clerical tasks:

In addition to office work, the duties of the HR inspector also include the selection of employees for vacancies in accordance with professional requirements and level of communication skills. The personnel officer places advertisements in the press and Internet portals, submits the application to the employment center, and conducts interviews. His task is not just to select a professional, but to find a person who will easily fit into the team and will not become a source of conflict. The management may provide for the duty of the inspector to conduct a competition among applicants. Selection activities and control of passing are the responsibility of the personnel officer.

Job responsibilities of the head of the HR department

Only an employee with a diploma can supervise personnel officers. higher education, who has worked in a similar position for at least 3 years. His candidacy is determined only by the head of the company. Management activities are carried out on the basis of the company’s internal charter, strictly within the framework of Russian labor and civil law and in accordance with the job description of the personnel employee. The head of the OK is accountable only to the top management of the company.

The duties of the head of the HR department include the following:

development of regulations on personnel policy;
assessing the organization's need for personnel renewal;
staff management according to authority and competence;
methodological and information support for certification, organization and analysis of its results;
debugging the processes of transfer, dismissal or hiring of personnel;
correctional activities;
regular monitoring of the performance of job responsibilities by HR department specialists;
control over the execution of orders for rewards and incentives.

The job responsibilities of the HR manager include implementing measures to establish work discipline and increase team motivation. The manager prepares and approves official information intended for the director. The management is responsible for providing consultations to personnel on current personnel issues.

The professional level of the OC manager is evidenced by knowledge of the labor and civil legislation of the Russian Federation, methods for assessing employees, the structure of the enterprise, requirements for paperwork, fire safety and labor protection standards.

An instruction with the responsibilities of a personnel officer - a boss, an inspector or a specialist - is signed by the applicant when applying for a job. The document is drawn up for each category of employees according to a standard template.

MUNICIPALITY OF THE INTRACITY MUNICIPALITY OF KHOVRINO IN THE CITY OF MOSCOW

JOB DESCRIPTIONLEADING SPECIALIST IN HR AND AWARDS

1. General Provisions.

1.1. The leading specialist in personnel and award issues (hereinafter referred to as the specialist) is appointed to the position by the Head of the municipality of the intra-city municipality of Khovrino in the city of Moscow (hereinafter referred to as the Head of the municipality).

1.2. Appointment to a specialist position is made from among persons with higher professional education.

1.3. The specialist is accountable in the performance of his functional duties to the head of the municipality.

1.4. The head of the municipality provides the specialist with the necessary working conditions.

1.5. In his activities, the specialist is guided by:

· legislative and regulatory documents regulating issues,

related to his competence;

· methodological materials on the work being performed;

· Regulations on the municipality of the intra-city municipal formation of Khovrino in the city of Moscow;

· internal labor regulations;

· orders, instructions and instructions of the Head of the municipality;

· this job description;

· decisions of the Municipal Assembly.

1.6. A specialist in the work performed must know:

The Constitution of the Russian Federation, federal legislation, legislation of the city of Moscow; legislation on municipal service;

· resolutions, orders, orders, other guidance, methodological and regulatory materials of higher and other bodies relating to the legal activities of the municipality;

· Labor legislation.

· Legislative and regulatory legal acts, methodological materials on personnel management.

· The structure of the municipality, strategy and prospects for its development.

· Personnel policy.

· The procedure for drawing up forecasts, determining future and current staffing needs.

· Methods for analyzing the professional and qualification structure of personnel.

· The procedure for registration, maintenance and storage of documentation related to personnel and their movement.

· Organization of time sheets.

· Methods for recording the movement of personnel, the procedure for drawing up established reports.

· Fundamentals of sociology, psychology, pedagogy and labor organization.

· Fundamentals of Economics.

· Computers, communications and communication tools.

· Work culture and work ethics.

1.7. The specialist must be able to use a personal computer and office equipment, as well as a legal reference system.

2. Functions and job responsibilities of the leading specialist

on personnel and award issues

2.1.Functions

· Organizing and maintaining records of municipal personnel and personnel records.

· Preparation and provision of personnel reports established by regulatory documents.

· Preparation and execution of award sheets for awarding municipal employees in accordance with the legislation on awards and honorary titles of the Russian Federation and the city of Moscow.

· 2.2.Job responsibilities

2.2.1. Formation of personnel to fill municipal service positions;

2.2.2. Preparation of proposals for the implementation of the provisions of the legislation on municipal service and submission of these proposals to the Employer;

2.2.3. Organization of the preparation of draft municipal legal acts related to admission to the municipal service, its completion, the conclusion of an employment agreement (contract), appointment to a municipal service position, dismissal from a municipal service position, dismissal of a municipal employee from the municipal service and his retirement, and preparation of relevant documents;

2.2.4. Maintaining work books of municipal employees;

2.2.5. Maintaining personal files of municipal employees;

2.2.6. Maintaining a register of municipal employees in the municipality;

2.2.7. Registration and issuance of service certificates for municipal employees;

2.2.8. Conducting a competition to fill vacant positions in the municipal service and include municipal employees in the personnel reserve;

2.2.9. Conducting certification and qualification exams for municipal employees;

2.2.10. Organization of work with the personnel reserve and its effective use;

2.2.11. Organization of verification of the reliability of personal data and other information submitted by a citizen upon admission to the municipal service, as well as registration of access in the established form to information constituting a state secret;

3.2.5. Receive, in connection with an official position or in connection with the performance of official duties, remuneration from individuals and legal entities (gifts, monetary remuneration, loans, services, payment for entertainment, recreation, transportation expenses and other remuneration). Gifts received by a municipal employee in connection with protocol events, business trips and other official events are recognized as municipal property and are transferred to the municipal employee according to an act to the local government body, the municipal body in which he holds a municipal service position, except in cases established Civil Code of the Russian Federation.

3.2.6. Go on business trips at the expense of individuals and legal entities, with the exception of business trips carried out on a mutual basis by agreement of a local government body, a municipal body with local governments, municipal bodies of other municipalities, as well as with state authorities and local governments of foreign countries , international and foreign non-profit organizations.

3.2.7. Use, for purposes not related to the performance of official duties, means of logistical, financial and other support, and other municipal property.

3.2.11. Use the advantages of your official position for election campaigning, as well as for campaigning on referendum issues.

3.2.12. Use your official position in the interests of political parties, religious and other public associations, as well as publicly express your attitude towards these associations as a municipal employee.

3.2.14. Terminate the performance of official duties in order to resolve a labor dispute.

3.2.16. Engage in paid activities, financed exclusively by foreign states, international and foreign organizations, foreign citizens and stateless persons, without the written permission of a representative of the employer (employer), unless otherwise provided by an international treaty of the Russian Federation or federal legislation.

3.2.17. After dismissal from municipal service, a citizen does not have the right to disclose or use in the interests of organizations or individuals information of a confidential nature or proprietary information that became known to him in connection with the performance of official duties.

4. Responsibility.

The specialist bears disciplinary and financial responsibility for the offense committed through his fault (in accordance with the legislation on municipal service and labor legislation of the Russian Federation):

4.1. For failure to perform (improper performance) of one’s official duties, violating the rights and legitimate interests of citizens provided for by this job description, within the limits determined by the labor legislation of the Russian Federation and the legislation on municipal service:

The validity and reliability of the materials (certificates, conclusions) personally developed by him;

Compliance with the current legislation of the documents endorsed by him;

The employee bears personal responsibility for poor quality and untimely performance of his duties.