The job description of the HR employee was created in accordance with the employment contract, which, in turn, complies with the Labor Code of the Russian Federation and other legal acts that are responsible for regulating labor legal relations in the Russian Federation.
This document consists of six points. The job description specifies general provisions, requirements for the employee’s qualifications, job and functional responsibilities, as well as his rights and responsibilities.
Job description of a HR specialist - basic provisions
The main provisions of the HR employee’s job description include:
- 1. A personnel officer is considered a full-fledged employee in his field of activity.
- 2. Any citizen with a higher education can become a personnel employee. No work experience required.
- 3. By order, a personnel officer is appointed to a position and removed.
- 4. The personnel employee must be familiar with the legislative framework, as well as have an understanding of the progress of work.
- 5. In the absence of an employee, he must be replaced by another employee who is designated for such a case.
Additionally, material about the responsibilities of a secretary-assistant may be useful.
Job description of HR specialist professional standard
Professional standards of personnel workers are regulated in Art. 195.1 of the Labor Code of the Russian Federation since 2012. Additional information on this topic can be found in the article about the job description of a personnel inspector.
The professional standard consists of 4 sections:
- 1. General Provisions.
- 2. A detailed description of all functions of work activity that are included in the professional standard.
- 3. Characteristics of the functions of work activity.
- 4. Information about the developers of the professional standard.
The general provisions contain the main criteria by which the specialty of a personnel officer is determined.
The functions of a personnel employee in the professional standard include maintaining personnel records, providing the department with employees, conducting personnel certification, organizing and conducting internships and training, monitoring and managing the team.
The HR specialist must:
- 1. Staff the organization with employees based on the required professions according to the required qualifications and specialty.
- 2. Participate in the selection and placement of workers.
- 3. Prepare documents related to personnel and labor activities.
- 4. Exercise control.
- 5. Prepare timely reports.
Job description of leading HR specialist
General provisions establish basic rights, duties and responsibilities, indicating the name of the organization. A leading HR specialist can be a citizen with a higher education and at least five years of work experience.
The head of the personnel accounting bureau is the immediate supervisor of the leading specialist. The General Director has the right to appoint and remove from this position.
Also, a specialist must comply with his duties, meet professional requirements, know his rights and be responsible for his activities.
Job description of a human resources specialist in an educational institution
The basic essence is the same as for other specialists, except that here the activity takes place in an educational institution. The differences relate to some functions and requirements.
Appointment and removal rests with the director of the educational institution. This employee can be a person who has a vocational primary education without work experience or just a secondary education, but with proof of work experience. The personnel officer reports to his director.
The personnel officer is obliged to study and analyze the work of the educational institution’s personnel. Reporting. collecting information and storing documents is considered one of the main functions of an employee. He must also monitor that the labor code is implemented.
Job Descriptions for a Healthcare HR Specialist
This instruction is almost similar to the previous ones, the only difference is that the leadership is the chief physician, who has the right to appoint and remove. In addition, education requires at least three years of work experience.
Such a healthcare employee is required to perform the following functions:
- 1. Organize military registration.
- 2. Arrange for labor holidays and monitor their implementation.
- 3. Arrange for public holidays.
- 4. Draw up the necessary reports on the work done.
An employee has the right to receive information and documents necessary for his work activities.
HR specialist job description - standard form
The standard form of a job description for a HR specialist consists of basic provisions that indicate the requirements for the employee and his direct management. The duties that the employee is required to perform, as well as the rights and responsibilities.
We bring to your attention a typical example of a job description for a HR specialist, sample 2019/2020. A person with a higher professional education can be appointed to this position without presenting any work experience requirements. Don’t forget, every instruction from a HR specialist is handed out against a signature.
The following provides typical information about the knowledge that a human resources specialist should have. About duties, rights and responsibilities.
This material is part of the huge library of our website, which is updated daily.
1. General Provisions
1. A HR specialist belongs to the category of specialists.
2. A person with a higher professional education is accepted for the position of HR specialist without presenting requirements for work experience.
3. A HR specialist is hired and dismissed by the director of the organization.
4. The HR specialist must know:
— legislative and regulatory legal acts, methodological materials on personnel management;
— labor legislation;
— structure and staff of the enterprise, its profile, specialization and development prospects;
— the procedure for determining future and current personnel requirements;
— sources of personnel supply for the enterprise;
— methods for analyzing the professional and qualification structure of personnel;
— provisions on certification and qualification tests;
— 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 enterprise’s personnel;
— the procedure for drawing up reports on personnel;
— basics of psychology and work;
— fundamentals of economics, labor organization and management;
— labor legislation;
— means of computer technology, communications and communications;
— internal labor regulations;
— rules and regulations of labor protection, safety precautions, industrial sanitation and fire protection.
5. In his activities, the HR specialist is guided by:
- legislation of the Russian Federation,
- Charter of the organization,
- orders and instructions of employees to whom he is subordinate in accordance with these instructions,
- this job description,
— Internal labor regulations of the organization.
6. The HR specialist reports directly to the head of the HR department.
7. During the absence of a personnel specialist (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in the prescribed manner, who acquires the corresponding rights, duties and is responsible for the performance of the duties assigned to him.
2. Job responsibilities of a HR specialist
HR Specialist:
1. Performs work to staff the enterprise with personnel of the required professions, specialties and qualifications.
2. Participates in the work of recruiting, selecting, and placing personnel.
3. Conducts a study and analysis of the official and professional qualification structure of the personnel of the enterprise and its divisions, established documentation for personnel records related to the hiring, transfer, employment and dismissal of employees, the results of certification of employees and assessment of their business qualities in order to determine current and future personnel needs, preparing proposals for filling vacant positions and creating a reserve for promotion.
4. 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.
5. Informs enterprise employees about available vacancies.
6. Participates in the development of long-term and current labor plans.
7. Monitors the placement and placement of young specialists and young workers in accordance with the profession and specialty obtained at the educational institution, conducts their internships, and takes part in the adaptation of newly hired workers to production activities.
8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.
9. Takes part in organizing the work, methodological and information support of qualification, certification, and competition commissions, and processing their decisions.
10. Analyzes the state of labor discipline and compliance by employees of the enterprise with internal labor regulations, personnel movement, participates in the development of measures to reduce turnover and improve labor discipline.
11. Controls the timely processing 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 relevant information into a data bank about the company’s personnel.
12. Prepares prescribed reports.
13. Complies with the internal labor regulations and other local regulations of the organization.
14. Complies with internal rules and standards of labor protection, safety, industrial sanitation and fire protection.
15. Ensures cleanliness and order in his workplace,
16. Carry out, within the framework of the employment contract, the orders of the employees to whom he is subordinate in accordance with these instructions.
3. Rights of the HR specialist
The HR specialist has the right:
1. Submit proposals for consideration by the director of the organization:
— to improve work related to the responsibilities provided for in this instruction,
- on encouraging distinguished employees subordinate to him,
- on bringing to material and disciplinary liability the employees subordinate to him who have violated production and labor discipline.
2. Request from structural divisions and employees of the organization the information necessary for him to perform his job duties.
3. Get acquainted with the documents defining his rights and responsibilities for his position, criteria for assessing the quality of performance of official duties.
4. Get acquainted with the draft decisions of the organization’s management relating to its activities.
5. Require the management of the organization to provide assistance, including ensuring organizational and technical conditions and execution of the established documents necessary for the performance of official duties.
6. Other rights established by current labor legislation.
4. Responsibility of the HR specialist
The HR specialist is responsible in the following cases:
1. For improper performance or failure to fulfill one’s job duties provided for in this job description - within the limits established by the labor legislation of the Russian Federation.
2. For offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
3. For causing material damage to the organization - within the limits established by the current labor and civil legislation of the Russian Federation.
Job description for HR specialist - sample 2019/2020. Job responsibilities of a HR specialist, rights of a HR specialist, responsibilities of a HR specialist.
1. General Provisions
1. Department: frames.
2. Subdivision: HR group.
3. Full job title: specialist (recruitment).
4. Appointment and removal from office are carried out by the General Director.
5. The executor of this position reports directly to the head of the OC.
6.The holder of this position is replaced by a specialist (selection) from OK during the period of absence.
7. In his activities, the employee is guided by the following legal acts and regulatory documents:
GOST 6/30-97,
Charter of LLC "Kolpino",
Internal labor regulations,
Orders (instructions) of direct management,
Regulations on the HR department,
Personnel policy and strategy,
The concept of a personnel development system,
Regulations on certification,
Other regulatory documents of the personnel service.
1. Qualification requirements:
Work in this position requires the employee to have the following qualifications:
Higher professional education (direction: Personnel Management, Psychology, Sociology).
At least 1.5 years of experience in personnel selection.
1. The holder of this position must know:
Labor legislation.
The structure and staff of the enterprise, its profile, specialization and development prospects.
Personnel policy and strategy of the enterprise.
The procedure for drawing up forecasts, determining future and current staffing needs.
Sources of supplying the enterprise with personnel.
State of the labor market.
Methods for analyzing the professional and qualification structure of personnel.
The procedure for registration, maintenance and storage of documentation related to personnel and their movement.
The procedure for creating and maintaining a data bank about the personnel of the enterprise.
Possibilities of using modern information technologies in the work of personnel services.
Advanced domestic and foreign experience (methodologies) for selecting candidates.
Fundamentals of professionography
Means of computer technology, communications and communications.
Labor protection rules and regulations.
Work culture and work ethics.
1.Functions
The holder of this position is assigned the following functions:
Organizing and conducting the selection and initial selection of personnel with the necessary qualifications for the Company's divisions.
Establishing business connections with educational institutions, employment services, recruitment agencies, specialized publications in order to involve them in the process of selecting specialists and informing potential candidates in the labor market about the company’s available vacancies.
Formation and maintenance of a database of potential candidates (specialists).
Organization of internal competitions for filling vacant positions, informing the Company's employees about available vacancies, preparing and organizing the Company's Competition Committee.
2.Job responsibilities
The HR specialist (recruitment) is required to:
1.Assess the compliance of the requirements for the employee specified in the selection applications with the current situation on the labor market. Adjust requirements.
2. Determine the most effective candidate search channels for each vacancy. Organize information for candidates through these channels.
3.Select methods for selecting candidates that are most adequate to the requirements of the vacant position. Conduct initial interviews with candidates.
4.Invite candidates for an interview. Coordinate interview times for candidates in departments.
5. Maintain an electronic database of candidates who visited Kolpino LLC.
6.Determine lists of newly hired employees. Prepare information, methodological and other materials for conducting adaptation seminars.
7. Inform the Company’s employees about available vacancies and the conditions for their competitive replacement.
8.Form and update the methodological base.
9.Systematically analyze feedback based on the results of the implementation of ongoing activities, make changes to ongoing activities.
10. Timely respond to requests from other employees in the area of professional activity, provide the required information in full.
11. Treat other employees objectively, evaluate their contribution to achieving the Company’s goals based on the results of their work, regardless of personal attitude.
12.Comply with the established deadlines for completing tasks and instructions.
13. Provide assistance to work colleagues in solving problems in their activities if assistance can lead to a qualitative improvement in performance results.
14. Observe confidentiality rules when working with personal information of the Company’s employees.
15.Continuously improve your professional level.
IV. Rights
The selection specialist has the right:
1. Get acquainted with the draft decisions of the head of the department and the head of the organization in the area of activity.
2.Attend meetings of committees and working groups, and other meetings of employees in the area of activity.
3.Participate in the discussion of issues related to the activities of the personnel service.
4. Submit proposals for improvement of the activities of the department and the Company and improvement of working methods for consideration by the HR Director and the Head of the HR Department; options for eliminating existing shortcomings in the company’s activities.
5. Interact with employees of all structural divisions.
6. Request personally or on behalf of management from other structural units information and documents necessary to fulfill his official duties.
7. With the permission of the HR director or head of the HR department, involve specialists from all structural divisions in solving problems in the area of activity.
8.Sign and endorse documents within your competence.
9. Require the HR Director and the head of the department to assist in the performance of official duties and the exercise of the rights provided for in this job description.
10.Act on behalf of the HR department and represent its interests in relations with other structural divisions of the organization within its competence.
11.Represent the personnel service of Kolpino LLC in relations with external organizations in the area of activity.
1.Responsibility
The selection specialist is responsible for:
1. Fuzzy and untimely performance of one’s official duties - penalties within the limits determined by the current labor legislation of the Russian Federation.
2. Offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
3. Causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.
4. Violation of labor discipline and non-compliance with internal rules of labor activity within the limits determined by the internal regulatory documents of the company.
5. Incorrect attitude towards employees of the company C within the limits determined by the HR director and the head of the HR department.
Number of instructions currently for the selected category: 49
Job description is an internal document of the company that defines the relationship between the employee and the management of the enterprise and contains the duties, rights and description of the responsibilities of the employee in his position. The job description comes into force from the moment it is signed by the head of the enterprise and the employee who occupies the position described in it. The validity of the job description is limited to the duration of the employee’s work in this position and then the job description can be revised or left unchanged for a new employee who takes up this position.
The Labor Code of the Russian Federation does not oblige enterprises to introduce a system of job descriptions, however, it is in the interests of the enterprise to introduce a system of job descriptions, since the system of job descriptions is an indicator of the seriousness of the enterprise and its professional and legal literacy, as well as care for its employees and their professional protection.
Example of job descriptions
Requirements for a modern job description
The development of job descriptions is carried out by the head and the personnel department of the enterprise. When developing job descriptions, it is possible to use banks of job descriptions on specialized websites, where you can find thousands of examples of job descriptions and download job descriptions, often for free, to compile a database of job descriptions for your enterprise. Job descriptions are drawn up in accordance with the staffing table of the enterprise. Ready-made job descriptions are stored in the personnel department, where control over the management of job descriptions as part of the document flow of the enterprise is also carried out. The HR department is responsible for storing the signed original job descriptions, and the employee is given a certified copy, the receipt of which he must sign in the job description log.
There are two options for the existence of job descriptions. There is a standard job description applicable to a specific position and universal for all employees at Russian enterprises who occupy it. In this case, job responsibilities are listed in full in the employee’s employment contract. These are, as a rule, basic job descriptions for the main positions in enterprises, characteristic of most staffing tables. These are general job descriptions. Approved samples of such job descriptions, including modern samples of job descriptions from 2017, can be found on special websites and often downloaded for free any examples of job descriptions for any profession.
The second version of the job description - specific job descriptions - is drawn up as a separate appendix to the employee’s employment contract. Such a job description is developed separately by the human resources department or the head of the enterprise specifically for each position or each employee. Typically, this is a functional job description, left in accordance with the requirements for the job description. Such a job description is developed with the participation of department heads directly, taking into account all the specific features of this position that are required in these departments. Examples of such job descriptions can also be found on the relevant websites; download a sample of the required job description. After the sample is adapted to the needs of the enterprise, then by order of approval of the job description, put it into effect at your enterprise.
The job description consists of several parts. The section on general provisions names the position and describes all levels of subordination to this position, as well as the required education and experience of the employee and a list of documents for management during the work process.
The job description clauses on responsibilities, rights, duties and relationships describe all the relevant conditions and actions of the employee in the process of performing work and interacting with other employees.
Where can I download job description samples for free?
A job description is the most important document, first of all, for the employee, helping him to clearly understand the scope of his duties, rights and level of responsibility, as well as for the management of the enterprise and the personnel department, in order to competently monitor and manage the process of performing the main tasks in the enterprise. Samples of modern job descriptions developed in 2017 can be found on specialized websites on personnel document flow issues,
Every company has its own laws and systems, and within one area, the position of a human resources specialist, in some cases, is equivalent to the position of an inspector.
Professional standard for 2018
Job and direct responsibilities of a HR specialist:
The position of personnel officer is vacant, and its reduction occurs only by decision of the manager. This is an incomplete list that is presented to an applicant for the post of manager and professional in the HR service of an enterprise. In fact, the HR officer’s obligations may be significantly more or less.
What are the requirements for a personnel officer?
A full-time personnel officer is subordinate, which carries out the requirement of its direct leadership. Upon hiring, he must have:
- a document confirming completion of a higher educational institution in a given profession;
- already upon entering the service it is easy to navigate the internal documentation and rules of the system;
- be able to keep books on applying for a job;
- prepare papers and personnel;
- perfectly understand the standards of labor legislation and accurately use them;
- be able to prepare personnel reports;
- know the statement about preferential and pension accruals and compensations.
The current employee must know:
- necessary methodological instructions for management;
- labor law;
- legislative acts and regulations;
- methods of analysis;
- procedure and procedure for registration, maintenance and preservation of documentation;
- basic principles of psychology, labor organization and sociology;
- understand and explore the main principles of the profession, career guidance, economics of production and management, communication, computing and office equipment;
- strictly follow instructions and labor protection standards;
- personnel assessment methods;
- sources of supplying the company with personnel;
- ensure the company and coordination of the company's employees in accordance with the STC and the legislation of the Russian Federation.
Rights
The personnel officer can:
- familiarize yourself with the programs and decisions of the company’s management that affect its activities;
- if necessary, present the requirements and documentation package of the neighboring subsidiary;
- request access to various company papers if this involves his labor;
- attract experts from other structural divisions to set various production tasks;
- promptly request material and technological supplies from the company management to fulfill one’s own labor obligations.
Responsibility
The person appointed to this position is responsible for a large and significant area of work. When forming service management, the manager of the company must certainly take this circumstance into account.
The mistake of such an employee or neglect of his own obligations leads to enormous losses for the company.
Separate articles of the Labor Code describe sanctions for errors in work and the degree of responsibility of the HR employee for abuse of official position. All this entails criminal or administrative liability. The employer has the right to use material penalties, reprimands and removal from work as punishment.
The personnel officer is responsible for:
- failure to properly follow official instructions;
- offenses committed during the implementation of one’s own work;
- causing material damage;
- non-compliance with Federal Law regulations on individual data and other regulations;
- improper performance of one's direct duties as prescribed by the official leadership.
Possible additions
The official direct responsibilities of a personnel officer can be filled with different items that will be developed for a specific employee, where his tasks will be most detailed, taking into account the employee’s degree of competence. It can be:
- a brief description of the general conditions;
- employee schedule;
- salary size;
- possibility of overtime work;
- receiving benefits.
Interaction
The HR employee is obliged:
- work according to a schedule confirmed by the boss;
- plan your own service for each year and six months;
- systematically send documentation and notify accounting employees;
- transfer data to the deputy head and the secretariat;
- maintain confidentiality.
Education for employment
Apply to various HR degrees different conditions:
- For ordinary HR specialist- you need to have a prof. higher education, however, he may not have experience in this field and get a job immediately after graduation.
- HR Inspector must have a secondary prof. education, special training in a specific program and work experience in this profile for at least 3 years and at least a year at this enterprise.
- Chief OK- higher prof. Education and experience in management positions in personnel management for at least five years. He must know all standards, documents and regulations without exception, and guarantee the company and personnel department employees guidance in accordance with the Labor Code and provisions in the laws of the Russian Federation.
What conditions are imposed on the head of the OK
Director of Department:
- heads the service for staffing the company with workers of the necessary specialties;
- arranges monitoring and establishes current needs in the department;
- develops professional strategies and personnel policies of the company;
- assesses the level and individual qualities of employees;
- monitors the correct use of personnel;
- draws up a lineup of young experts;
- carries out comprehensive work on the formation of a reserve;
- conducts testing and certification of employees;
- reviews and evaluates the results of the testing;
- creates uniform assessment systems based on research;
- carries out and regulates timely registration, transition and reductions;
- monitors the accuracy of accounting;
- controls labor activity;
- controls storage, filling out work books, maintaining documentation;
- prepares papers for pension insurance;
- updates scientific and methodological support and the informative basis of professional work;
- carries out methodical management and coordination of the work of experts;
- guarantees social workers' employment obligations;
- develops and ensures timekeeping and formation of vacation schedules;
- creates, on the basis of new provisions, labor measures. discipline;
- organizes measures to reduce worker turnover;
- researches and develops technologies to reduce labor time losses;
- controls the service.
The functional responsibilities of an HR manager are presented in this video.