Job description. Job description of a specialist in the personnel department Job responsibilities of a specialist in personnel records management

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Job description for a HR specialist

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The job description was developed in accordance with the professional standard "HR Specialist", approved by order of the Ministry of Labor of Russia dated October 6, 2015 No. 691n.

It is necessary to review all education and qualification requirements, as The HR department must always meet standards and serve as an example for others.

Job Description No. ____

HR specialist

1. GENERAL PROVISIONS

1.1. This job description defines the duties, rights and responsibilities of a HR specialist.

1.2. The decision on appointment and dismissal is made by ________ on the proposal of the immediate supervisor.

1.3. Employee education and training requirements:

Secondary vocational education - a program for training mid-level specialists;
Additional vocational education - professional retraining programs, advanced training programs.

1.4. Practical experience requirements:

_________.

1.5. Special conditions for admission to work:

_________.

1.6. Other characteristics for the position:

_________.

1.7. The employee in his work is guided by:

current regulatory documents on the work performed;
the charter of the organization, the Internal Labor Regulations and local regulations of the organization;
employment contract and this job description.

1.8. The employee must know:

Internal labor regulations;
rules and regulations of labor protection, safety and fire protection;
information necessary for the performance of their duties. See section 2 for details.

1.9. The employee reports directly to the supervisor.

1.10. During the absence of an employee (vacation, illness, etc.), his duties are performed by a person appointed in the prescribed manner.

2. JOB RESPONSIBILITIES, AS WELL AS THE REQUIRED KNOWLEDGE AND SKILLS FOR THEIR PERFORMANCE

The duties of an employee include:

2.1. Maintaining organizational and administrative documentation for personnel:

Processing and analysis of incoming personnel documentation;
Development and execution of personnel documentation (primary, accounting, planning, social security, organizational, administrative);
Registration, accounting and current storage of organizational and administrative documentation for personnel.

Required skills:

Develop draft organizational and administrative documents for personnel;
Prepare documents in accordance with the requirements of civil and labor legislation of the Russian Federation and local regulations of the organization;
Keep records and registration of documents in information systems and on physical media;
Organize the storage of documents in accordance with the requirements of the labor, archival legislation of the Russian Federation and local regulations of the organization;
Analyze documents and transfer information to databases and reports;
Detect errors, inaccuracies, corrections and false information in documents, determine the legitimacy of documents;
Work with information systems and databases for record keeping, personnel movement;

Required knowledge

Organization structure;
Local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;
Norms of ethics and business communication;

Other characteristics

_________.

2.2. Maintaining documentation on accounting and movement of personnel:

Preparation of draft documents on personnel management procedures, accounting and personnel movement;
Organization of a system for the movement of personnel documents;
Collection and verification of personal documents of employees;
Preparation and execution, at the request of employees and officials, of copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees;
Issuance to the employee of personnel documents on his labor activity;
Bringing to the attention of the personnel organizational, administrative and personnel documents of the organization;
Keeping records of the working time of employees;
Registration, accounting, operational storage of personnel documents, preparation for their submission to the archive.

Required skills:

Develop draft personnel documents;
Prepare personnel documents in accordance with the requirements of the labor legislation of the Russian Federation and local regulations of the organization;
Keep records and registration of personnel documents in information systems and on physical media;
Organize the storage of personnel documents in accordance with the requirements of the labor, archival legislation of the Russian Federation and local regulations of the organization;
Analyze personnel documents and transfer information to databases and reports;
Work with specialized information systems and databases for record keeping and personnel movement;
Develop a plan for adjusting the established procedure for processing personnel documents and implementing the adopted changes;
Control the presence of employees at the workplace;
Comply with business ethics standards.

Required knowledge

The procedure for registration, maintenance and storage of personnel documents;
The procedure for accounting for the movement of personnel and the preparation of established reporting;
The procedure for calculating the length of service, benefits, compensation, registration of pensions for employees;
Organization structure;
Labor legislation and other acts containing labor law norms;
Fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
Legislation of the Russian Federation on personal data;
Technologies, methods and techniques for analyzing and systematizing documents and information;
Local regulations of the Organization regulating the procedure for processing personnel documents;
Fundamentals of workflow and documentation support;
Norms of ethics of business communication;
Basic foundations of informatics, structural construction of information systems and features of working with them.

Other characteristics

_________.

2.3. Administration of processes and workflow for accounting and movement of personnel, submission of personnel documents to government bodies:

Organization of workflow for accounting and movement of personnel;
Organization of workflow for the submission of documents on personnel to state bodies;
Registration of the organization in state bodies;
Preparation at the request of state bodies, trade unions and other representative bodies of employees of originals, extracts, copies of documents;
Preparation of notifications, reporting and statistical information on personnel;
Preparation of 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 the regulatory legal acts of the Russian Federation.

Required skills:

Prepare accounting documents submitted to state bodies, trade unions and other representative bodies of employees;
Organize the storage of documents in accordance with the requirements of the labor legislation of the Russian Federation and local regulations of the organization;
Work with information systems and databases for record keeping and personnel movement;
Work with information systems and databases for maintaining statistical and reporting information on personnel;
Analyze the rules, procedures and procedures governing the rights and obligations of state bodies and organizations regarding the exchange of personnel documentation;
Conduct business correspondence;
Comply with business ethics standards.

Required knowledge

Technologies, methods and techniques for analyzing and systematizing documents and information;
Fundamentals of workflow and documentation support;
Organization structure;
Normative legal acts of the Russian Federation regulating the rights and obligations of state bodies, trade unions and other representative bodies of employees to provide accounting documentation;
Labor legislation and other acts containing labor law norms;
Fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;
Legislation of the Russian Federation on personal data;
Local regulations of the organization governing the procedure for maintaining documentation on accounting and movement of personnel;
Norms of ethics of business communication;
Basic foundations of computer science, building information systems and features of working with them.

Other characteristics

_________.

The employee has the right:

3.1. Get acquainted with the design decisions of the management regarding its activities.

3.2. Make proposals for improving the work related to the responsibilities provided for in this instruction.

3.3. Within its competence, report to the immediate supervisor about the shortcomings identified in the course of the performance of official duties, and make proposals for their elimination.

3.4. Require management to assist in the performance of their duties and rights.

3.5. Request personally or through the immediate supervisor information and documents necessary for the performance of their duties.

4. RESPONSIBILITY

The employee is responsible:

4.1. For improper performance or non-performance of their official duties provided for by this job description - within the limits determined by the current labor legislation of the Russian Federation and the concluded employment contract.

4.2. For violations 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, and the concluded employment contract.

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

5. ORDER OF REVIEW OF JOB INSTRUCTIONS

5.1. The job description is reviewed, amended and supplemented as necessary, but at least once every _______.

5.2. With the order to make changes (additions) to the job description, all employees of the organization who are subject to this instruction are familiarized against receipt.

The job description was developed in accordance with the order of the director dated _______________ No. __ and the professional standard "HR Specialist", approved by order of the Ministry of Labor of Russia dated October 6, 2015 No. 691n.

AGREED

I am familiar with this manual.

I received one copy in my hands and undertake to keep it at my workplace.

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The HR specialist (manager) organizes the registration of the reception, transfer, relocation, secondment and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the general director of the company. Keeps records of personnel, develops regulations, internal regulations of the company and job descriptions of employees, issues certificates of labor activity of employees, makes entries in work books about transfers, movements, incentives. The sample job description for a specialist (manager) in HR records management includes requirements for an employee, as well as lists job responsibilities.

Sample job description withHR specialist

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.

4. Responsibility of the HR specialist

The Human Resources Specialist is responsible for:

4.1. Improper performance or non-performance of their official duties provided for by this job description - within the limits established by the current labor legislation of the Russian Federation.
4.2. Offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
4.3. Causing material damage to the enterprise - within the limits established by the current labor and civil legislation of the Russian Federation.

Material prepared and checked by our experts

APPROVE:

[Job title]

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"______" _______________ 20___

JOB DESCRIPTION

HR Specialist

1. General Provisions

1.1. This job description defines and regulates the powers, functional and job duties, rights and responsibilities of the HR specialist [Name of organization in the genitive case] (hereinafter referred to as the Company).

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 Company.

1.3. The Human Resources Specialist belongs to the category of specialists and reports directly to [title of the immediate supervisor in the dative case] of the Company.

1.4. A person who has secondary vocational education without presenting requirements for work experience or initial vocational education, special training according to the established program and at least 2 years of work experience in the profile, including at this enterprise at least 1 year, is appointed to the position of a personnel specialist.

1.5. The HR specialist must know:

legislative and regulatory legal acts, methodological materials on maintaining documentation on accounting and movement of personnel;
labor legislation;
structure and staff of the enterprise;
the procedure for registration, maintenance and storage of work books and personal files of employees of the enterprise;
the procedure for establishing the names of the professions of workers and positions of employees, the total and continuous length of service, benefits, compensations, registration of pensions for employees;
the procedure for recording the movement of personnel and compiling established reporting;
the procedure for maintaining a data bank on the personnel of the enterprise;
basics of office work;
means of computer technology, communications and communications;
labor protection rules and regulations.

1.6. The Human Resources Specialist in his daily activities is guided by:

local acts and organizational and administrative documents of the Company;
internal labor regulations;
rules of labor protection and safety, ensuring industrial sanitation and fire protection;
instructions, orders, decisions and instructions of the immediate supervisor;
this job description.

1.7. During the period of temporary absence of the HR specialist, his duties are assigned to [name of the position of the deputy].

2. Job responsibilities

The Human Resources Specialist performs the following labor functions:

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

2.2. Participates in the selection, selection, placement of personnel.

2.3. Carries out the study and analysis of the job and professional qualification structure of the personnel of the enterprise and its divisions, the established documentation for personnel records related to the admission, transfer, labor activity and dismissal of employees, the results of attestation of employees and assessment of their business qualities in order to determine the current and future needs for personnel, preparing proposals for filling vacant positions and creating a reserve for promotion.

2.4. 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.

2.5. Informs employees of the enterprise about available vacancies.

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

2.7. 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.

2.8. 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.

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

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

2.11. 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 in the data bank on the personnel of the enterprise.

2.12. Prepares prescribed reports.

In case of official necessity, a personnel specialist may be involved in the performance of his official duties overtime in the manner prescribed by the provisions of federal labor legislation.

3. Rights

The HR specialist has the right to:

3.1. Request and receive the necessary materials and documents related to the issues of their activities.

3.2. Engage specialists from all structural divisions of the Company to solve the duties assigned to him.

3.3. Get acquainted with the draft decisions of the Company's management relating to its activities.

3.4. Submit proposals for improvement of the work related to the responsibilities provided for in this instruction for consideration by the management.

3.5. Report to the manager about all identified violations and shortcomings in connection with the work performed.

4. Responsibility and performance evaluation

4.1. The HR specialist bears administrative, disciplinary and material (and in some cases provided for by the legislation of the Russian Federation, also criminal) responsibility for:

4.1.1. Non-fulfillment or improper fulfillment of official instructions of the immediate supervisor.

4.1.2. Failure to perform or improper performance of their labor functions and assigned tasks.

4.1.3. Unlawful use of the granted official powers, as well as their use for personal purposes.

4.1.4. Inaccurate information about the status of the work entrusted to him.

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

4.1.6. Failure to enforce labor discipline.

4.2. Evaluation of the work of a HR specialist is carried out:

4.2.1. Direct supervisor - regularly, in the course of the daily implementation by the employee of his labor functions.

4.2.2. Attestation Commission of the enterprise - periodically, but at least once every two years based on the documented results of the work for the evaluation period.

4.3. The main criterion for evaluating the work of a personnel specialist is the quality, completeness and timeliness of his performance of the tasks provided for by this instruction.

5. Working conditions

5.1. The work schedule of a HR specialist is determined in accordance with the internal labor regulations established by the Company.

5.2. In connection with the production need, the HR specialist is obliged to go on business trips (including local ones).

Acquainted with the instruction ___________ / ____________ / "__" _______ 20__

Job description for a HR specialist (manager)

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

1. General Provisions

2. Job responsibilities of a HR specialist

The Human Resources Specialist performs the following duties:

3. Rights of a HR specialist

The HR Specialist has the right to:

Download job description
HR specialist(.doc, 75KB)

I. General provisions

The Human Resources Specialist belongs to the category of specialists.
A person with a higher professional education is appointed to the position of a personnel specialist without presenting requirements for work experience.
Appointment to the position of a personnel specialist and dismissal from it is carried out by order
The HR specialist must know:
1. 4.1. Legislative and normative legal acts, methodological materials on questions of personnel management.
2. 4.2. Labor law.
3. 4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.
4. 4.4. The procedure for determining the prospective and current staffing needs.
5. 4.5. Sources of providing the enterprise with personnel.
6. 4.6. Methods of analysis of the professional qualification structure of personnel.
7. 4.7. Regulations on certification and qualification tests.
8. 4.8. Procedure for election (appointment) to office.
9. 4.9. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.
10. 4.10. The procedure for the formation and maintenance of a data bank on the personnel of the enterprise.
11. 4.11. The procedure for compiling reports on personnel.
12. 4.12. Fundamentals of psychology and sociology of labor.
13. 4.13. Fundamentals of economics, organization of labor and management.
14. 4.14. Internal labor regulations.
15. 4.15. Rules and norms of labor protection, safety precautions.
During the absence of a personnel specialist (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities

HR Specialist:

Performs work on staffing the enterprise with the required professions, specialties and qualifications.
Participates in the selection, selection, placement of personnel.
Conducts research and analysis:
1. 3.1. The position and professional qualification structure of the personnel of the enterprise and its divisions.
2. 3.2. Established documentation on personnel records related to the admission, transfer, labor activity and dismissal of employees.
3. 3.3. The results of attestation of employees and assessment 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.
Participates in the development of long-term and current labor plans.
Carries out control over the placement and arrangement of young specialists and young workers in accordance with the specialty and profession received at the educational institution, and the conduct of their internships.
Takes part in the adaptation of newly hired employees 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 the implementation of internal labor regulations by employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
Controls:
1. 11.1. Timely registration of the admission, transfer and dismissal of employees.
2. 11.2. Issuance of certificates of their current and past employment.
3. 11.3. Compliance with the rules of storage and filling of work books.
4. 11.4. Preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel.
5. 11.5. Entering relevant information into the data bank on the personnel of the enterprise.
Prepares prescribed reports.
Performs individual official assignments of his immediate supervisor.

III. Rights

The HR specialist has the right to:

Get acquainted with the draft decisions of the management of the enterprise relating to its activities.
On issues within its competence, submit proposals for consideration by the management on improving the activities of the enterprise and improving the forms and methods of work; remarks on the activities of the personnel of the enterprise; options for eliminating the shortcomings in the activities of the enterprise.
Request personally or on behalf of the management of the enterprise from the heads of departments of the enterprise and specialists information and documents necessary for the performance of his duties.
Involve specialists from all (individual) structural divisions in solving the tasks assigned to him (if this is provided for by the regulations on structural divisions, if not, then with the permission of the head of the organization).
Require the management of the enterprise to assist in the performance of their duties and rights.

IV. A responsibility

The Human Resources Specialist is responsible for:

For improper performance or non-performance of their official duties provided for by this job description - to the extent determined by the current labor legislation of the Russian Federation.
For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.