What are the responsibilities of the head of the HR department: list

Job description of the head of the personnel department [name of organization, enterprise, etc.]

This job description has been developed and approved in accordance with the provisions of the Labor Code of the Russian Federation and other regulations governing labor relations in the Russian Federation.

I. General provisions

1.1. The head of the personnel department belongs to the category of managers, is appointed to the position and dismissed from it by order of the director of the enterprise upon the recommendation of [deputy director or other official].

1.2. A person with a higher professional education and work experience in organizing human resources management of at least [value] years is appointed to the position of head of the personnel department.

1.3. The head of the HR department reports directly to the director of the enterprise.

1.4. During the absence of the head of the personnel department (business trip, vacation, illness, etc.), his duties are performed by a deputy appointed in the prescribed manner, who bears full responsibility for their proper performance.

1.5. In his activities, the head of the HR department is guided by:

— legislative and regulatory documents on the work performed;

— methodological materials on relevant issues;

— the charter of the enterprise;

- orders and instructions of the director of the enterprise;

- this job description.

1.6. The head of the HR department must know:

— labor legislation of the Russian Federation;

— legislative and regulatory acts on the work performed;

— methodological materials on personnel management;

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

— personnel policy and strategy of the enterprise;

— the procedure for determining future and current personnel requirements;

— sources of personnel supply for the enterprise;

— the state of the labor market;

— systems and methods of personnel assessment;

— 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 enterprise’s personnel;

— organization of time sheets;

— methods of recording the movement of personnel, the procedure for drawing up established reporting;

— the possibility of using modern information technologies in the work of personnel services;

— advanced domestic and foreign experience in working with personnel;

— fundamentals of sociology, psychology and labor organization;

— basics of professionography;

— basics of career guidance work;

— basics of economics, organization of production and management;

— means of computer technology, communications and communications;

— rules and regulations of labor protection.

Job description of the head of the HR department for professional standards

This job description has been developed in accordance with the provisions of the Labor Code of the Russian Federation, the professional standard “HR Manager” (code G, qualification level - 7) , approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 6, 2020 No. 691n, and others regulations governing labor relations in the Russian Federation.

From July 1, 2020, organizations will have to apply professional standards if the labor code, other federal laws, and other regulatory legal acts establish requirements for the qualifications necessary for an employee to perform a certain labor function (part 1 of article 195.3 of the Labor Code of the Russian Federation as amended, effective from 1 July 2020).

Possible job title:

Operational management of personnel and organizational units. Head of a structural unit. Head of a structural unit. Heads of departments (services) of personnel management and labor relations. Head of HR Department. Head of the Labor Organization and Remuneration Department. Head of Personnel Training Department. HR Manager.

Generalized labor function:

Operational management of personnel and organizational units.

Labor functions:

Development of a system for operational personnel management and the work of a structural unit. Implementation of operational personnel management and work of the structural unit. Administration of processes and document flow for operational personnel management and the work of a structural unit.

Education and training requirements:

Higher education - specialty, master's degree.

Additional professional education - professional retraining programs in the field of personnel management, operational and tactical management; advanced training programs in the field of personnel management, operational and tactical management.

Requirements for practical work experience:

At least five years in HR management.

Note: An employee who was previously hired and does not meet the requirements of the professional standard for the position he occupies cannot be fired. In the event that his level of education is lower than required, he needs to continue his education and develop an individual training program.

If an employee refuses to improve his skills or receive additional education, he can be fired based on the results of the certification. This can be done if his consent has not been obtained or the employer does not have the opportunity to offer him a vacancy that corresponds to his specialty and qualifications (clause 3 of part one of Article 81 of the Labor Code of the Russian Federation).

Let us note that if an employee conscientiously fulfills his job duties, and especially has passed certification, the employer has no grounds to dismiss him.

APPROVED by General Director of AAA CJSC _____________ A. A. Ivanov

"___"_______________ 2020

JOB DESCRIPTION for the head of the HR department

1. GENERAL PROVISIONS 1.1. This job description defines the functional duties, rights and responsibilities of the head of the personnel department of AAA CJSC (hereinafter referred to as the “Organization”). 1.2. The head of the personnel department belongs to the category of managers. 1.3. The head of the HR department is appointed and dismissed in accordance with the procedure established by the current labor legislation by order of the head of the Organization. 1.4. The head of the HR department reports directly to (director, head of service, other official)________________ Organization. 1.5. A person with higher professional education (specialty, master's degree) and additional professional education - professional retraining programs in the field of personnel management, operational and tactical management is appointed to the position of head of the personnel department; advanced training programs in the field of personnel management, operational and tactical management, and work experience requirement: at least five years in the field of personnel management.

1.6. The head of the HR department must know: - labor legislation and other acts containing labor law standards; — basics of tax legislation of the Russian Federation; — fundamentals of archival legislation and regulatory legal acts of the Russian Federation, regarding the maintenance of personnel documentation; — the basics of migration legislation of the Russian Federation, in terms of attracting and employing foreign citizens and stateless persons; — basics of administrative legislation in the field of personnel management and responsibility of officials — legislation of the Russian Federation on the protection of personal data; — fundamentals of legal regulation of the Russian Federation of the procedure for concluding civil contracts; — fundamentals of general and social psychology, sociology and psychology of labor, labor economics, safe working conditions; — regulatory legal acts regulating the rights and obligations of government bodies and organizations to provide accounting documentation; — basics of documentation support; — basics of the organization’s production activities; — labor economics; — theories of personnel management and motivation; — theories and methods of personnel development management; — technologies and methods of formation and control of budgets; — technologies for operational personnel management of the organization; — systems of standards for business processes, professions, labor standards; — systems, methods and forms of material and non-material incentives for personnel; — local regulations of the organization in the field of personnel management; — personnel management policy and social policy of the organization; — goals, development strategy and business plan of the organization; — organizational structure of the organization; — technologies and methods of formation and control of budgets; — requirements and rules for conducting an audit of work with personnel; — methods, methods and tools of personnel management; — methods for analyzing the quantitative and qualitative composition of personnel; — methods for managing the development and efficiency of an organization, methods for analyzing the implementation of plans and programs, determining their economic efficiency; — methods for assessing the work of structural units, the results of personnel work; — methods of auditing and controlling operational management processes; — methods for analyzing the implementation of plans and tasks, determining their economic efficiency; — methods of planning and forecasting personnel requirements; — forms and methods of evaluating personnel and the results of their work; — forms and systems of material and non-material incentives for personnel; — forms of social partnership and interaction with trade unions and other representative bodies of workers, and other organizations; — the procedure for preparing personnel documents and giving them legal force; — the procedure for conducting procurement procedures and preparing related documentation; — procedure for concluding agreements (contracts); — the procedure for registration, maintenance and storage of documentation on the operational personnel management systems of the organization and the work of the structural unit; — the procedure for creating, maintaining a data bank and providing reporting on operational personnel management systems and the work of a structural unit; — procedure for resolving labor disputes; — basic principles of computer science, structural construction of information systems and features of working with them; — standards of ethics for business communication.

1.7. The head of the HR department must be able to:  implement a personnel management strategy;  apply methods of operational personnel management of the organization;  apply methods of managing interpersonal relationships, team building, developing leadership and  performance, identifying talents, determining job satisfaction;  organize the work of the personnel of the structural unit;  determine the tasks of the personnel of a structural unit, based on the goals and strategy of the organization;  determine the areas of responsibility and efficiency of the personnel of the structural unit, distribute tasks and provide material and technical resources for their implementation;  determine performance indicators of the department’s personnel;  identify, analyze, model and build internal staff communications;  analyze, develop and draw up documents on operational processes and their results;  draw up plans for the activities of a structural unit of the organization;  create and describe the organizational structure, goals, objectives, functions of the structural unit;  manage staff motivation, engagement and work discipline;  draw up documents on operational personnel management and the work of a structural unit, submitted to government bodies, representative bodies of employees;  provide documentation support for operational personnel management systems and the work of the structural unit;  organize the storage of documents in accordance with the requirements of labor and archival legislation of the Russian Federation and local acts of the organization;  organize and conduct corporate events with staff;  analyze the current activities of a structural unit and implement procedures for its optimization;  conduct an audit of the results of work with personnel;  conduct an audit of personnel processes, procedures, execution of personnel documents and personnel management documents;  develop project proposals and measures for the efficient work of personnel;  develop programs for achieving goals and quickly solving problems of departments;  draw up, calculate, adjust and control personnel cost items, develop proposals for personnel costs for budget formation;  monitor the execution of instructions and tasks, make timely adjustments to plans and tasks;  control the processes of personnel management of departments, determine their effectiveness and identify factors of deviations from planned parameters;  control the expenditure of personnel budgets;  monitor the execution of contracts of service providers on personnel issues;  represent the interests of the organization and negotiate with trade unions and other representative bodies of workers, interact with government organizations;  negotiate with service providers on the terms of concluded contracts;  analyze information on service providers in the field of personnel management and on the terms of concluded contracts;  carry out preliminary procurement procedures and draw up related documentation for concluding contracts;  keep records and registration of documents in information systems and on tangible media; - conduct business correspondence;  work with information systems and databases on personnel management issues;  comply with the ethical standards of business communication.

1.8. During the temporary absence of the head of the HR department, his duties are assigned to ___________________________.

2. FUNCTIONAL RESPONSIBILITIES The head of the HR department is assigned the following functions: 2.1. Development of a system for operational personnel management and the work of the HR department. 2.2. Implementation of operational management of personnel and HR department. 2.3. Administration of processes and document flow for operational personnel management and the work of the HR department. 2.4. Participates in the development of current personnel plans. 2.6. Prepare prescribed reports.

3. OFFICIAL RESPONSIBILITIES To perform the functions assigned to him, the head of the personnel department is obliged to: 3.1. Analyze successful corporate practices on strategic and operational personnel management of an organization. 3.2. Set operational goals for personnel management issues. 3.3. Develop plans, programs and procedures in personnel management. 3.4. Develop proposals for department structure and personnel requirements. 3.5. Develop proposals for the provision of personnel, the formation of assessment systems, development, remuneration, corporate social programs and social policy. 3.6. Develop proposals for costs and personnel budgeting. 3.7. Develop proposals for concluding agreements on personnel management with service providers and conducting preliminary procedures for their conclusion. 3.8. Plan the activities of the department and personnel. 3.9. Carry out operational management of the personnel of the organizational unit. 3.10. Calculate costs for the department and prepare proposals for budget formation. 3.11. Develop standards for the unit’s activities and unify processes. 3.12. Conduct labor safety training. 3.13. Set tasks for employees of the structural unit, identify resources for their implementation, and monitor execution. 3.14. Analyze the plans and reports of subordinate employees, develop proposals for improving the performance of the unit. 3.15. Generate reports on the work of the structural unit. 3.16. Analyze document flow processes, local documents on operational personnel management and the work of a structural unit, business processes of the organization, and personnel satisfaction. 3.17. Carry out documentation of the results of operational personnel management and the work of the structural unit, the results of the audit of work with personnel. 3.18. Prepare proposals for the development of operational personnel management systems and the work of the structural unit, on the necessary corrective and preventive measures. 3.19. Develop systems for analyzing and monitoring personnel performance. 3.20. Monitor, compare and analyze processes in the field of operational personnel management, the results of management activities, and identify factors causing deviations from planned indicators. 3.21. Prepare and process requests, notifications, information about employees to government agencies, trade unions, and public organizations. 3.22. Provide support for service contracts on operational personnel management and the work of a structural unit, including preliminary procedures for their conclusion. 3.23. Prepare proposals for creating a budget for the organization’s personnel. 3.24. Fulfill the requirements for storing information about the results of operational personnel management systems and the work of a structural unit.

4. RIGHTS The head of the HR department has the right: 4.1. Get acquainted with the draft decisions of the enterprise management concerning its activities. 4.2. Submit for management consideration proposals for improving work related to the responsibilities provided for in these Instructions. 4.3. Receive information and documents from heads of structural divisions, specialists on issues within his competence. 4.4. Involve specialists from all structural divisions of the enterprise to resolve the responsibilities assigned to it (if this is provided for by the regulations on structural divisions, if not, with the permission of the head of the enterprise). 4.5. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that are within the competence of a human resources specialist. 4.6. Represent the interests of the Organization in third-party organizations on issues related to his professional activities. 4.7. Require the management of the enterprise to provide assistance in the performance of their official duties and rights.

5. RESPONSIBILITY The head of the HR department is responsible for: 5.1. For failure to perform (improper performance) of one’s official duties as provided for in this Job Description, within the limits determined by the labor legislation of the Russian Federation. 5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the administrative, criminal and civil legislation of the Russian Federation. 5.3. For causing material damage - within the limits determined by labor, criminal and civil legislation of the Russian Federation. 5.4. Failure to comply with orders, instructions and instructions from the head of the Organization. 5.5. For violation of internal labor regulations, fire safety rules, safety regulations, labor protection standards established in the Organization. 5.6. For the disclosure of information containing personal data of employees and confidential information (constituting a trade secret).

6. WORKING CONDITIONS 6.1. The work schedule of the head of the HR department is determined in accordance with the Internal Labor Regulations established in the Organization. 6.2. Due to production needs, the Head of the HR Department is required to go on business trips (including local ones). 6.3. Performance assessment: - regular - carried out by the immediate supervisor in the process of the head of the personnel department performing various labor functions; — __________________________________________________________________________. (indicate the procedure and grounds for other types of performance evaluation)

7. RIGHT OF SIGNATURE

7.1. To ensure his activities, the head of the HR department is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.

__________________________ ______________ ______________________ (manager position) (signature) (full name)

"___"____________ ____ G.

AGREED BY: Legal Adviser _________________ _______________________ (signature) (Full name)

"___"___________ ____ G.

I have read the instructions ________________ ___________________ (signature) (full name)

"___"__________ _____ G.

II. Functions

The head of the HR department is assigned the following functions:

2.1. Carrying out management of the work on staffing the enterprise with workers and employees in the required professions.

2.2. Organization of certification of enterprise employees.

2.3. Scientific and methodological support of personnel work.

2.4. Monitoring the proper execution of established documentation.

2.5. Creating healthy and safe working conditions for subordinate performers.

III. Job responsibilities

To perform the functions assigned to him, the head of the personnel department is obliged to:

3.1. Lead the work of staffing the enterprise with workers and employees, the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the enterprise, the changing external and internal conditions of its activities in the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel, their development and movement .

3.2. Organize the development of forecasts, determine the current and future needs for personnel and sources of its satisfaction based on studying the labor market, establishing direct connections with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media for placing advertisements for hiring workers.

3.3. Participate in the development of personnel policy and personnel strategy of the enterprise.

3.4. Carry out work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities, monitor the correct use of employees in the departments of the enterprise.

3.5. Ensure the reception, placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, together with the heads of departments, organize their internships and work on adaptation to production activities.

3.6. Carry out systematic work to create a reserve for nomination based on such organizational forms as business career planning, preparing candidates for nomination according to individual plans, rotational movement of managers and specialists, training in special courses, internships in relevant positions.

3.7. Organize the certification of enterprise employees, its methodological and information support, take part in the analysis of certification results, develop measures to implement the decisions of certification commissions, determine the range of specialists subject to re-certification.

3.8. Participate in the development of systems for comprehensive assessment of employees and the results of their activities, career and professional promotion of personnel, and preparation of proposals to improve certification.

3.9. Organize timely registration of admission, transfer and dismissal of workers in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, personnel records, issuance of certificates of current and past labor activities of employees, storage and completion of work books and maintenance of established personnel documentation, and also preparing materials for presenting personnel for incentives and awards.

3.10. Ensure the preparation of documents on pension insurance, as well as documents necessary for assigning pensions to employees of the enterprise and members of their families, as well as their submission to the social security authorities.

3.11. Carry out work to update the scientific and methodological support for personnel work, its material, technical and information base, introduce modern methods of personnel management using automated subsystems “ASU-personnel” and automated workplaces for personnel services employees, create a data bank about the enterprise personnel, its timely replenishment and prompt presentation of necessary information to users.

3.12. Provide methodological guidance and coordination of the activities of personnel specialists and inspectors of the enterprise divisions, monitor the execution by the heads of departments of legislative acts and regulations of the government of the Russian Federation, resolutions, orders and instructions of the head of the enterprise on issues of personnel policy and work with personnel.

3.13. Ensure social guarantees for workers in matters of employment, compliance with the procedure for employment and retraining of released workers, providing them with established benefits and compensation.

3.14. Conduct a systematic analysis of personnel work at the enterprise, develop proposals for its improvement.

3.15. Organize timekeeping, draw up and implement vacation schedules, monitor the state of labor discipline in the departments of the enterprise and employees’ compliance with internal labor regulations, analyze the causes of turnover, develop measures to strengthen labor discipline, reduce staff turnover, loss of working time, and monitor their implementation.

3.16. Ensure the preparation of established reporting on personnel records and work with personnel.

3.17. Manage department employees.

3.18. [Enter as appropriate].

Legislative aspects of professional standards

The main points related to professional standards are determined by the following regulations:

• Adopted in 2020, 122-FZ introduced amendments to the Labor Code and the Federal Law “On Education” establishing the procedure for applying professional standards.
• Articles 195.2 and 195.3 of the Labor Code, which establishes the mandatory use of professional standards for those positions whose qualification parameters are established by law.
• Article 57 of the Labor Code, which establishes that professional standards are needed for professions that have legislative benefits or restrictions.
• Decree of the Government of the Russian Federation No. 584, which establishes the mandatory nature of professional standards for budgetary institutions and those organizations controlled by the state (municipalities).

Practical aspects of their application are discussed in Letter of the Ministry of Labor No. 14-0/10/B-2253.

As can be seen from these regulations, professional standards are mandatory for some positions and for state-controlled (local authorities) organizations. In the private sector they are needed in the following situations:

• To resolve conflict situations with organizations that control personnel records (PFR, Rostrud, etc.).
• Adjustments to existing labor documentation: job descriptions, staffing schedules, etc.
• Establishing qualification parameters for job applicants and existing employees. This makes it possible to demand from them advanced training and competently carry out recertification.

Attention! For now, along with professional standards, you can also use job classifiers - EKS and ETKS. In the future, they are expected to be combined into a single system, but for now the employer has the right to choose his preferred document.

IV. Rights

The head of the HR department has the right:

4.1. Get acquainted with draft decisions of the enterprise management concerning the activities of the HR department.

4.2. Submit proposals for improvement of work related to the responsibilities provided for in these instructions for consideration by the enterprise management.

4.3. Sign and endorse documents within your competence.

4.4. Interact with the heads of all services, receive from them information and documents necessary to perform their job duties.

4.5. Require the management of the enterprise to provide assistance in the performance of their official duties and rights.

4.6. [Enter as appropriate].

Document drafting principles

Domestic legislation does not clearly define instruction formats. Therefore, any company has the opportunity to draw up a document based on specific tasks. But there are also some business standards for its preparation. So, usually the document includes the following sections:

1. Main section.
2. Responsibilities.
3. Rights.
4. Responsibility.

Each of these sections is filled out on a standard basis, then supplemented with items for the specific needs of the company. Additional sections are sometimes added to the basic sections, allowing the employer to identify the most important points in the working relationship. Typically, additional sections describe job relationships and working conditions.

General section

The instructions open with a section that describes the basics of interaction between the employee and the employing company. Its most important part is a description of the qualification requirements for the employee and the skills that the employer expects from him. The section also contains clauses on the temporary replacement of an employee, to whom he reports and what he is guided by in his activities. In relation to the position of a manager, it is important to correctly define the qualification requirements so that requirements such as the level of foreign knowledge or managerial experience do not interfere with the admission of suitable candidates.

The skills of the head of the HR department should be correlated with his job responsibilities, presented in the next section of the DI.

Functions

Perhaps the most important section of the document. After all, this is where the list of job responsibilities of the head of the personnel department is given, and they can differ quite significantly due to the size of the company or its industry characteristics. It is clear that the functions of the HR director in a small company are not comparable to a similar position in a large international company. In general, the larger the company, the greater the number of secondary responsibilities that can be transferred to the manager’s assistants and secretaries.

Responsibility

This section is intended to describe violations for which a manager may be held accountable. For large companies, it is advisable to focus on liability for violation of confidentiality and transfer of internal information to a third party.

Responsibility is described in general terms. Specific penalties, if a violation is truly proven, are determined during legal proceedings.

Rights

This section describes what rights the manager has. The rights of the head of the personnel department are quite standard for any company, but can be supplemented in accordance with the specifics of the company’s activities. Thus, you can describe in more detail the rights to interact with the company’s security service or on personnel issues in relations with other managers.

Working conditions

A section is included to describe in more detail some benefits for the employee. In relation to a managerial position, the section usually adds the possibility of providing company transport, the employer paying for a subscription to the industry press, access to online information platforms and other nice features.

The compiled and agreed job description must be printed on the company’s letterhead in a single copy. For the document to come into force, it must be signed by the employee, the head of the company and the persons with whom the appointment to the position was agreed upon. The organization's seal is not required in the DI.