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Job description of a specialist in office work and personnel. Job Description - HR Specialist

There is a Human Resources Specialist in almost every organization. In small firms, its functions are often performed by an employee who is simultaneously an accountant or secretary; in large companies, entire divisions, departments, services, departments are created to ensure personnel activities. If we briefly outline the scope of duties of such a specialist, then we can say that his work is related to personnel documentation. The area of ​​responsibility of the HR specialist is more fully indicated in his job description.

What is a Human Resources Specialist

An HR specialist is an employee who maintains personnel records management and accounting. But his area of ​​activity includes a wide variety of functions. Now this profession has several names: it is a personnel manager, a personnel administrator, and an HR manager. The abbreviated name "personnel officer" originates from Soviet times. A specialist of that era was engaged in filling out work books, kept personal files of employees, monitored compliance with labor protection legislation, and developed job descriptions.

Today, the work of a personnel officer goes beyond the usual standards. Currently, a real personnel management in its modern sense is being formed. The routine and boring work of a personnel officer becomes in demand and relevant. Changes in labor legislation played a significant role in this, when the need for competent specialists arose.

Human Resources Functions

It is clear that this specialist deals with personnel issues. A person who has a higher professional education, while there may be no requirements for experience. The personnel officer is required to perform the following functions:

  • be responsible for personnel records;
  • fill in personal files of employees;
  • arrange transfers, vacations, hiring and dismissal of employees;
  • acquaint employees with local regulations of the company;
  • perform the calculation of pension experience;
  • fill in, store work books;
  • draw up a staffing table;
  • keep military records in the company;
  • supervise labor protection measures
  • carry out work on staffing the organization necessary professions;
  • participate in the recruitment process;
  • prepare replacement proposals vacancies.

The list of functions may be different, it all depends on the type of activity of the company, its size and number of employees.

The structure of the job description for a HR specialist

Job description HR specialist usually has a standard form, but each enterprise can modify it to suit its needs. The document is formed as follows:

  1. The upper part indicates the date of approval, information about the manager who approved it. Usually this function is assigned to the CEO of the organization. Further, information is written on the approval of the document with the personnel service or the employee who is entrusted with the responsibility of maintaining personnel records. Consistency information is sometimes placed at the end of the statement, which is also acceptable.
  2. The next section deals with general provisions a document that includes information about the requirements for the candidate (education, age, work experience, necessary knowledge and skills). This block indicates the position of the personnel officer in the overall structure of the organization, the immediate supervisor is prescribed. This also includes a list of documents for familiarization of the employee, the procedure for replacing an employee, general rules for admission and dismissal.
  3. Official rights and responsibilities. This is the key section of the instruction, which lists all the employee's labor duties and his rights.
  4. Employee responsibility. The scope of responsibility for non-fulfillment of labor duties and options for punishment under labor legislation are indicated.

Rules for familiarizing employees with the job description

Each employee must be familiarized with his job description against signature. This usually happens at the time of signing the employment contract. The job description is an internal document, so the familiarization procedure at different enterprises may differ. But most importantly, the employee must sign that he has studied the document. There are several options:

  1. For each employee, a copy of the document is prepared, with which he gets acquainted with the signature. The instruction is attached to the rest of the papers in the employee's personal file.
  2. Each position has its own prepared copy, in which new employees sign.
  3. For each position, a copy is printed out, which is introduced to the employee. But the mark of familiarization is entered in a separate journal.

Each company chooses the most acceptable option on its own, based on convenience, accepted business rules, and so on.

Summing up

Responsibilities of the personnel officer are determined by the company. This may be an employee who is engaged in personnel matters, a hiring manager, or a specialist who combines both of these functions. The job description of the personnel officer is developed by the enterprise independently, taking into account its needs. The document is approved by the personal signature of the head of the company. The instruction is mandatory issued to the accepted employee to familiarize himself with his rights and labor duties.

I APPROVE Head "_________________" _________________ (____________)

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

1.3. The Human Resources Specialist reports directly to the __________________ Organization.

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

1.5. The HR specialist must know:

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

labor law;

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

The procedure for determining the prospective and current staffing needs;

Sources of staffing 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 the formation and maintenance of a data bank on the personnel of the Organization;

The procedure for compiling reports on personnel;

Fundamentals of psychology and sociology of labor;

Fundamentals of economics, organization of labor and management;

labor law;

Means of computer technology, communications and communications;

Rules and norms of labor protection.

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

2. FUNCTIONAL RESPONSIBILITIES

The Human Resources Specialist has the following responsibilities:

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

Participates in the selection, selection, placement of personnel.

Carries out the study and analysis of the position and professional qualification structure of the personnel of the Organization and its divisions, the established documentation for personnel records related to the admission, transfer, labor activity and dismissal of employees, the results of employee certification and evaluation of their business qualities in order to determine the current and future needs for personnel, prepare proposals for filling vacant positions and create a reserve for promotion.

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

Informs employees of the Organization about available vacancies.

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

Carries out control over the placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, conducting their internships, takes part in the work on adapting newly hired workers to production activities.

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.

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

Analyzes the state of labor discipline and compliance with the internal labor regulations by the employees of the Organization, the movement of personnel, 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 of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information to the Organization's personnel database.

Prepares prescribed reports.

The HR specialist has the right to:

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 fall within the competence of a personnel specialist.

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

4. RESPONSIBILITY

The Human Resources Specialist is responsible for:

4.1. Failure to fulfill their functional duties.

4.2. Inaccurate information about the status of the work.

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

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

4.5. Failure to comply with labor discipline.

5. WORKING CONDITIONS

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

5.2. In connection with the production need, the HR specialist is obliged 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 that are part of his functional duties.

I am familiar with the instruction __________________/_________________/
(signature)

Job description for a HR specialist (manager)

APPROVE
CEO
Surname I.O.________________
"________"_____________ ____ G.

1. General Provisions

1.1. The Human Resources Specialist belongs to the professional category.
1.2. A specialist in personnel records management is appointed to the position and dismissed from it by order of the head of the organization on the proposal of the head of the department.
1.3. The Human Resources Specialist reports directly to the Head of Human Resources.
1.4. During the absence of a specialist in personnel records management, his rights and obligations are performed by a person appointed in the prescribed manner.
1.5. A person with a higher professional education in the specialty, work experience of at least 1 year is appointed to the position of a specialist in personnel records management.
1.6. The Human Resources Specialist must know:
— legislative and regulatory legal acts, methodological materials on personnel management;
— labor legislation of the Russian Federation;
— profile, specialization of the enterprise.
- the structure and staff of the organization, the system of interaction between the divisions of the company.
- the procedure for determining the need for personnel;
— methods for analyzing the professional and qualification structure of personnel;
- provisions on the certification of personnel;
- the procedure for appointment (election) to the position;
- the procedure for maintaining and storing documentation related to personnel and their movement;
- the procedure for the formation and maintenance of a data bank on the personnel of the organization;
- the procedure for compiling reports on personnel;
— bases of psychology and sociology of work;
— knows ways to resolve labor disputes and conflicts;
— fundamentals of economics, organization of labor and management;
- rules on labor protection.
1.7. The HR Specialist is guided in his work by:
- legislative acts of the Russian Federation;
— the Charter of the company, the Internal Labor Regulations, other regulatory acts of the company;
- orders and directives of the management;
- this job description.

2. Job responsibilities of a HR specialist

The Human Resources Specialist performs the following duties:

2.1. Performs HR administration work.
2.2. Carries out the study and analysis of positions and the professional qualification structure of the personnel of the organization and its divisions.
2.3. Maintains personnel records related to the admission, transfer, dismissal of employees, the results of employee attestation.
2.4. Informs employees of the organization about available vacancies.
2.5. Participates in the preparation of proposals for staff development, career planning, training and staff development.
2.6. Analyzes the state of labor discipline and the implementation by employees of the organization of the rules of internal labor regulations, the movement of personnel.
2.7. Participates in the development of measures to reduce staff turnover and improve labor discipline.
2.8. Supervises compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, and issuing pensions to employees.
2.9. Enters information about personnel in the data bank on the personnel of the enterprise.

3. Rights of a HR specialist

The HR Specialist has the right to:

3.1. Require compliance with the provisions of labor legislation, decisions of the head of the personnel management service.
3.2. Make proposals for improving the work related to the responsibilities provided for in this instruction.
3.3. Require the provision of the necessary information on matters of its competence from the departments of the organization within the specified time limits.
3.4. Provide explanations, instructions and recommendations to employees of the organization's departments for the organization of work within their competence.
3.5. Report to the manager about all identified violations and shortcomings in connection with the work performed.

This job description has been developed in accordance with the provisions of the Labor Code Russian Federation, the professional standard "HR Specialist" (code A "Documentary support for work with personnel", qualification level - 5), approved by order of the Ministry of Labor and Social Protection of the Russian Federation of October 6, 2015 No. 691n, and other regulatory acts regulating labor relations in the Russian Federation.

11.03.2016

48256

Job description of a HR specialist, in accordance with the professional standard "HR Specialist"

This job description was developed in accordance with the provisions of the Labor Code of the Russian Federation, (code A "Documentary support for work with personnel", qualification level - 5), approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 6, 2015 No. 691n, and others regulations governing labor relations in the Russian Federation.

From July 1, 2016, organizations will have to apply professional standards if labor code, other federal laws, 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 from July 1, 2016).

Possible job title:
- HR specialist;
— specialist in documentary support of work with personnel;
— specialist in documentary support of personnel;
- personnel specialist.

Tasks performed:
— maintenance of organizational and administrative documentation on personnel;
- maintaining documentation on accounting and movement of personnel;
– administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.

Education requirements:
Secondary vocational: training program for mid-level specialists, additional vocational programs professional retraining, advanced training

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

If the name of the employee's position specified in the employment contract does not meet the professional standard, the requirements of which apply to him, this is also not a basis for his dismissal. In this case, the employer must transfer him to another position with the appropriate name. And only if the employee refuses such a transfer, the management has the right to dismiss him, reducing his position, in compliance with the established procedure (Article 180 of the Labor Code of the Russian Federation).

In the event that an employee refuses to improve their qualifications or receive additional education, it is possible to dismiss him on the basis of the results of certification. This can be done if his consent is not obtained or the employer does not have the opportunity to offer him a vacancy corresponding to his specialty and qualifications (clause 3 of the first article 81 of the Labor Code of the Russian Federation).

If the employee conscientiously fulfills his labor duties, and even more so has passed the certification, the employer has no reason to dismiss him.

APPROVE
General Director of ZAO AAA
_____________ A. A. Ivanov

"___"_______________ 2019

Job description of a HR specialist

1. GENERAL PROVISIONS.
1.1. This job description defines the functional duties, rights and responsibilities of the HR specialist of AAA CJSC (hereinafter referred to as the "Organization").
1.2. The HR specialist is appointed to the position and dismissed from the position in accordance with the procedure established by the current labor legislation by order of the head of the Organization.
1.3. The HR specialist reports directly (to the head of the personnel department, the head of the structural unit that is part of the personnel department; to another official) ________________ of the Organization.
1.4. A person who has a secondary vocational education or additional professional education - professional retraining programs, advanced training programs, without presenting requirements for work experience is appointed to the position of a personnel specialist.
1.5. The HR specialist must know:
— labor legislation of the Russian Federation;
— legislative and regulatory legal acts, methodological materials on personnel management;
— legislation of the Russian Federation on personal data;
— the fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
- internal labor regulations;
— the structure and staff of the Organization, its profile, specialization and development prospects;
- local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;
— basics of document circulation and documentation support;
— technologies, methods and techniques for analyzing and systematizing documents and information;
- procedure for registration, maintenance and storage of personnel documents;
- the procedure for recording the movement of personnel and compiling established reporting;
- the procedure for calculating the length of service, benefits, compensation, registration of pensions for employees;
— rules and norms of labor protection;
- basic foundations of computer science, structural construction of information systems and features of working with them;
— norms of ethics and business communication.
1.6. During the period of temporary absence of a HR specialist, his duties are assigned to _____________________.

2. FUNCTIONAL RESPONSIBILITIES.
The Human Resources Specialist is responsible for the following:
2.1. Maintaining organizational and administrative documentation for personnel.
2.2. Maintaining records and personnel records.
2.3. Administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to government bodies.
2.4. Analysis of the state of labor discipline and the implementation by the employees of the Organization of the internal labor regulations, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
2.5. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information to the Organization's personnel database.
2.6. Prepares prescribed reports.

3. JOB DUTIES.
To perform the functions assigned to him, the HR specialist must:
3.1. Process and analyze incoming personnel documentation.
3.2. Develop and execute personnel documentation (primary, accounting, planning, social security, organizational, administrative).
3.3. Perform registration, accounting and current storage of organizational and administrative documentation for personnel.
3.4. Prepare draft documents on personnel management procedures, accounting and personnel movement.
3.5. Organize the system of movement of documents for personnel.
3.6. Collect and verify personal documents of employees.
3.7. To prepare and issue, at the request of employees and officials, copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees.
3.8. Issue personnel documents to the employee about his labor activity.
3.9. To bring to the attention of the personnel organizational, administrative and personnel documents of the organization.
3.10. Keep records of employees' working hours.
3.11. Perform registration, accounting, operational storage of personnel documents, preparation for their submission to the archive.
3.12. Organize paperwork for accounting and personnel movement.
3.13. Organize the workflow for the submission of documents on personnel to government agencies.
3.14. Organize the registration of the organization in state bodies.
3.15. Prepare, at the request of state bodies, trade unions and other representative bodies of employees, originals, extracts, copies of documents.
3.16. Prepare notifications, reporting and statistical information on personnel.
3.17. Prepare information on the conclusion of an employment or civil law contract for the performance of work (rendering of services) with a citizen who held positions in the state or municipal service, the list of which is established by regulatory legal acts of the Russian Federation.
3.18. Participate in the development of current labor plans.
3.19. Compile prescribed reports.

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

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

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

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

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

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

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

1.7. The Human Resources Specialist is guided by:

Regulations on the personnel department;

This job description.

1.8. The HR specialist must know:

labor law;

Legislation and normative legal acts;

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

The structure and staff of the technical school;

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

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

Registration of employee pensions;

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

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

Means of computer technology, communication and communications;

Forms and methods of control over the execution of documents;

Rules and norms of labor protection.

1.9. During the absence of a personnel specialist (vacation, illness, etc.), his duties are performed by a person appointed by order of the director of the technical school, who is responsible for their improper performance.

2. Functions

2.1. Registration of reception, transfer and dismissal of employees.

2.2. Maintenance and accounting of work books.

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

2.4. Registration and accounting of holidays.

2.5. Preparation of documents for the appointment of pensions.

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

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

2.8. Analysis of staff turnover.

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

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

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

2.12. Preparation of documents on personnel and financial activities.

3. Job Responsibilities

The Human Resources Specialist is required to:

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

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

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

3.4. When applying for a job, issue a checklist for passing an introductory, primary briefing, to acquaint with the local acts of the technical school.

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

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

3.7. Prepare the necessary materials for qualification, attestation, competitive commissions and present employees for incentives and awards

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

3.9. Make an entry in work books about the promotion and rewards of employees.

3.10. Prepare documents for submission of the quota report.

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

3.29. Explain to citizens their military registration obligations established by the Law of the Russian Federation "On Military Duty and Military Service", and exercise control over their implementation.

3.30. When registering citizens for military registration:

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

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

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

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

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

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

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

3.34. Compile prescribed reports.

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

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

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

4. Rights

Human Resources Specialist has the right :

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

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

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

5. Responsibility

The Human Resources Specialist is responsible for:

5.1. For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.

5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.

5.3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

5.4. For violation of the requirements of the federal law "On Personal Data" and other regulatory legal acts of the Russian Federation, as well as the internal regulations of the technical school regulating the protection of the interests of personal data subjects, the procedure for processing and protecting personal data - within the limits established by the current legislation of the Russian Federation.

5.5. For non-fulfillment or improper fulfillment of their functions and duties provided for by this job description, orders, orders, instructions of the management of the technical school, not included in this job description, but arising in connection with production necessity and other offenses - in accordance with the current legislation of the Russian Federation: remark, reprimand, dismissal.

6. Interactions

HR Specialist:

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

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

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

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

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

6.6. Maintains confidentiality.