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Job description of the head of the government personnel department. Job Description for Head of Human Resources Department

Currently, without a correctly drawn up job description, it is simply impossible to regulate the personnel management process. It is primarily necessary in order to prevent employees from performing the same duties, which in turn will reduce the costs of the company’s activities. Also proper organization labor will allow you to achieve greater efficiency in the work of employees and departments as a whole.

What is it for?

Job description in the company is needed in order to in the best possible way establish interaction between company employees. Thanks to it, the number and likelihood of conflicts in the work environment are reduced, and coordination of employee actions is improved.

In addition, the provisions in such a document are currently a strong argument for charging a bonus or recovery from an employee of the organization.

This document is a valid reason for refusing to obtain a position from an applicant. It is also used to build a control and motivation system within the company, with the help of which the work of employees will be streamlined.

The job description for the head of the human resources department is usually drawn up either by the head of the organization or by the director of the human resources department. At the same time, it is important that it bears the signatures of both management positions and the signature of the employee himself upon hiring. If any inconsistencies are discovered in the employment contract, it, in turn, will have to be revised.

What should the head of the HR department do?

The job description for the head of the human resources department may change depending on the requirements and needs of the enterprise. However, it is possible to highlight the main points that are typical for such a position:

Note that these are only the basic responsibilities that are most common in all organizations. The complete list of requirements, as a rule, depends on the scope of the organization’s activities, as well as its financial situation.

If a company wants to carry out a massive reduction of employees, then all responsibility for selection, information and preparation of documentation falls on the head of the HR department. He also manages all the work of his department, including issuing decrees and instructions to subordinates, as a result of which he can issue or deprive bonuses for quality work.

Job description of the head of the HR department

For such a specialist, the instructions, as a rule, do not have any unique provisions. It consists of four main parts.

The first part consists of general provisions, which indicate a number of documents necessary for use by the employee or his temporary acting (if he is not at the workplace). In addition, they regulate the hiring process. In this case, the decision to accept or refuse is made directly by the director of the organization.

In this case, the job responsibilities of the head of the personnel department will be as follows:

Rights and responsibilities of the head of the personnel department

To work as efficiently as possible, a human resources manager must have certain rights. It is worth noting that they must be specified in the instructions. As a rule, the basic rights necessary for normal operation are as follows:

  • The right to provide an employee, upon his request, with all necessary documentation necessary for the performance of his duties;
  • The right to propose to management the implementation of measures aimed at improvement professional qualities and establishing employee interaction;
  • The right to contact third parties, if necessary for the implementation of official duties.

In addition to the rights listed above, as a rule, the head of personnel has all the guarantees and freedoms that are provided by law for employees.

Features of the profession

It is worth understanding that the responsibilities specified in the job description for the head of personnel depend on several factors:

  • Actually, the sheer size of the company. (The larger it is, the more diverse the list of functions);
  • The number of employees who will be subordinate to the boss;
  • From the nuances of organizing management processes in an enterprise.

For an applicant for this position, it is important to have a certain amount of knowledge, which will be mandatory for the professional performance of duties:

  • Extensive knowledge in labor legislation;
  • Possess organizational skills when building a company structure;
  • Have the ability to conduct various assessments for staff;
  • Have knowledge of psychology and sociology;
  • Be able to analyze the labor market;
  • Be able to predict emerging labor needs.

In addition, such a specialist must have at least 3 years of experience in the personnel department, and must also have received a higher education.

Responsibility of the Head of Human Resources

According to the law, the chief HR department, like other employees, may be held responsible for violations and mistakes committed by him. As a rule, it can occur in the following cases:

  • In case of poor performance of one’s official duties;
  • If his actions caused damage to property or an employee of the organization;
  • If the boss made public the employee’s personal data that was indicated in his file;
  • If the head of the personnel department sabotaged the work of the enterprise by failing to comply with management orders.

In all of the above cases, the depth of responsibility will determine the size of the fine imposed on the boss.

In conclusion, we note that the position of head of the human resources department requires experience and a wide range of knowledge in psychology and methods of organizing work. Without them, the applicant for this position will perform his duties poorly, which will lead to the recruitment of poor personnel into the company. And accordingly, this will affect its effectiveness.

Therefore, it often happens that the company’s management approaches a candidate for this position very carefully, conducting many interviews and tests. certification work. Thanks to this, it turns out that in most organizations, it is occupied by experienced specialists.

What should be included in the job description of the head of the HR department for professional standards in 2019? What sections should be included in the instructions? What experience requirements should be included in the instructions? Example of a sample job description for a HR manager.

Why do you need instructions for the chief personnel officer?

It is mandatory to create and approve job descriptions only for government agencies (Article 47 Federal Law from 27.07. 2004 No. 79-FZ). Therefore, it is impossible to fine a company for the absence of a job description from the head of the HR department (letter of Rostrud dated 08/09/2007 No. 3042-6-0).

It should be noted that many organizations approve job descriptions, since their presence allows:

  • understand exactly what the head of the HR department should do;
  • establish inconsistency with the position held (if the work is performed poorly);
  • distribute responsibilities between similar positions;
  • prove in court the legality of the imposition disciplinary action to the head of the personnel department;
  • correctly conduct certification of the head of the human resources department.

Thus, the job description of the HR manager is more needed by the organization’s management in order to streamline interaction with the HR officer.

Ingredients: what to include

Let’s assume that the job description for the head of the HR department is drawn up in 2017. In such a situation, we recommend including the following sections in the job description:

  • general provisions;
  • qualification requirements;
  • job responsibilities;
  • rights;
  • responsibility.

Such division of the content of the job description, in our opinion, will allow us to successfully structure the content and, what is important, take into account the requirements of the professional standard of the head of the personnel department.

Professional standard requirements

A professional standard is a characteristic of the qualifications required for an employee to perform work in his position (Part 2 of Article 195.1 of the Labor Code of the Russian Federation). A professional standard can be developed for a specific position or profession, for example. for a welder, teacher, and for activities that include entire groups of related positions and professions, for example, personnel management.

JOB DESCRIPTION

head of HR department

(approximate)

1. GENERAL PROVISIONS

1.1. This job description defines the functional duties, rights and responsibilities of the head of the HR department.

1.2. The head of the HR department is appointed to the position and dismissed from the position as established by the current labor legislation order by order of the head of the Organization.

1.3. The head of the HR department reports directly to ______________.

1.4. A person with a higher education degree is appointed to the position of head of the HR department. vocational education and work experience in organizing personnel management in engineering, technical and leadership positions at least 5 years.

1.5. The head of the HR department must know:

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

Labor legislation;

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

HR policy and strategy of the Organization;

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

Sources of staffing for the Organization;

State of the labor market;

Personnel assessment systems and methods;

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 Organization’s personnel;

Organization of timekeeping;

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

Possibility of using modern information technology at work personnel services;

Advanced domestic and foreign experience work with personnel;

Fundamentals of sociology, psychology and labor organization;

Fundamentals of professionography;

Basics of career guidance work;

Fundamentals of economics, organization of production and management;

Means computer technology, communications and communications;

Labor protection rules and regulations.

2. FUNCTIONAL RESPONSIBILITIES

Note. Functional responsibilities heads of the HR department are determined on the basis and to the extent qualification characteristics for the position of head of the personnel department and can be supplemented and clarified when preparing a job description based on specific circumstances.

Head of HR Department:

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

2.2. Organizes the development of forecasts, determination of current and future personnel needs and sources of its satisfaction based on studying the labor market, establishing direct connections with educational institutions and employment services, contacts with organizations of a similar profile, informing employees within the Organization about available vacancies, using funds mass media for posting advertisements for hiring workers.

2.3. Takes part in the development personnel policy And HR strategy Organizations.

2.4. Carries out work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities, controls the correct use of employees in the Organization's divisions.

2.5. Ensures 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, organizes their internship and work on adaptation to production activities.

2.6. Carries out systematic work to create a reserve for promotion based on such organizational forms like planning business career, preparation of candidates for nomination according to individual plans, rotational movement of managers and specialists, training in special courses, internship in relevant positions.

2.7. Organizes certification of employees of the Organization, its methodological and information support, takes part in the analysis of certification results, development of measures to implement the decisions of certification commissions, determines the range of specialists subject to re-certification.

2.8. Participates 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 for improving certification.

2.9. Organizes timely processing of the hiring, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the Organization; personnel records, issuance of certificates of current and past labor activity workers, storage and filling work records and maintaining established personnel documentation, as well as preparing materials for presenting personnel for promotions and awards.

2.10. Provides preparation of documents on pension insurance, as well as documents necessary for assigning pensions to employees of the Organization and their families, as well as their submission to the social security authority.

2.11. Carrying out work to update scientific and methodological support personnel work, its material, technical and information base, implementation modern methods personnel management using automated subsystems "ACS-HR", automated workplaces for personnel services employees, the creation of a data bank about the Organization's personnel, its timely replenishment, and the prompt presentation of the necessary information to users.

2.12. Provides methodological guidance and coordination of the activities of HR specialists and inspectors of the Organization's divisions, monitors the execution by the heads of departments of legislative acts and government regulations, resolutions, orders and instructions of the head of the Organization on personnel policy and personnel work.

2.13. Provides social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of released workers, providing them with established benefits and compensation.

2.14. Conducts a systematic analysis of personnel work in the Organization, develops proposals for its improvement.

2.15. Organizes timekeeping, drawing up and implementing vacation schedules, monitoring the status of labor discipline in the divisions of the Organization and compliance by employees with the Internal Rules labor regulations, analysis of the causes of turnover, develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, and monitors their implementation.

2.16. Ensures the preparation of established reporting on personnel records and work with personnel.

2.17. Manages department employees.

3. RIGHTS

The head of the HR department has the right:

3.1. Get acquainted with the draft decisions of the head of the organization concerning the activities of the department headed.

3.2. Participate in discussions of issues related to the duties performed by him.

3.3. Submit proposals for improvement of the activities of the department headed for consideration by the head of the organization.

3.4. Interact with the heads of other structural divisions of the organization.

3.5. Sign (endorse) documents within your competence.

3.6. Make proposals to the management of the organization to reward distinguished employees and impose penalties on violators of production and labor discipline.

3.7. Require the head of the organization to provide assistance in the performance of his official duties and rights.

4. RESPONSIBILITY

The head of the HR department is responsible for:

4.1. For failure to perform or improper performance of their duties provided for in this job description - in accordance with current labor legislation.

4.2. For offenses committed during the period of its activities - in accordance with the current civil, administrative and criminal legislation of the Russian Federation.

4.3. For causing material damage- in accordance with the current legislation of the Russian Federation.

4.4. For violation of the internal labor regulations, fire safety and safety rules established in the Organization - in accordance with the current legislation of the Russian Federation.

5. WORKING CONDITIONS

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

5.2. Due to production necessity The head of the HR department can go on business trips (including local ones).

This job description has been developed in accordance with _________ _________________________________________________________________________. (name, number and date of document)

AGREED BY: Legal Adviser ____________ ___________________ (signature) (Full name)

"___"__________ ___ G.

I have read the instructions: _____________ ___________________ (signature) (full name)

Main Responsibilities

  1. Managing the HR department
  2. Implementation of HR policies of Sberbank of Russia OJSC, incl. implementation of regulatory documents on personnel management (regulatory - local acts).
  3. Formation and control of the execution of the personnel budget (payroll, training, social benefits and guarantees).
  4. Security personnel records management
  5. Ensuring the implementation of HR communications: presentation of policies, holding meetings with employees, explanatory work with managers.
  6. Personnel selection. Implementation effective methods closing mass categories of vacancies, personal participation in the selection of TOP management and exclusive specialists.
  7. Organization of an adaptation system for new employees.
  8. Personnel motivation: improving the employee motivation system, introducing a grading system, analyzing and generating proposals for adjusting the rank grid.
  9. Organization of a system of training and mentoring of personnel. Development of training plans and monitoring their implementation (including the implementation of the approved budget).
  10. Formation personnel reserve for various categories of positions. Control of formation and execution individual plans development and building “career ladders”.
  11. Monitoring the automation of HR processes (implementation of the SAP HR program), maintaining corporate portal up to date.
  12. Development of an HR brand: organizing changes to create an image of an attractive employer in external and internal environment.
  13. Organization of work with external contractors (PFR, Central Bank RF, recruitment agencies, educational institutions, regulatory authorities)
  14. Interaction with department heads on HR issues.

The job description of the head of the HR department - how it is developed, what information it contains, read on.

Functions of the head of the personnel department

In the event that the organization has a separate structural unit, the personnel department, the management of its activities is, as a rule, carried out by the head of the personnel department (hereinafter referred to as the head of the OK).

Pay attention! According to Qualification directory positions of managers, specialists and other employees, approved. By Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37, the position of the head of the OK refers to management positions.

Other job titles are:

  • Head of HR Department;
  • head of HR department;
  • deputy general director for personnel, etc.

The Head of the OC performs the following functions:

  • development and application of human resource management processes;
  • control over the organization’s personnel document flow, including the preparation of internal documents, proposals, instructions, etc.;
  • providing opportunities for development and enhancement of professional skills of employees;
  • checking the proper execution of local acts of the organization: internal labor regulations, documents on information protection, etc.;
  • organizing the activities of the HR department;
  • provision of personnel records, etc.

Do you need a job description for the head of the HR department?

Regulating the relationship between the employer and the head of the personnel department begins with employment contract. However important role when an employee exercises his powers, they also have internal documents organizations, one of which is the job description (hereinafter - DI).

DI - local act about job duties, rights, responsibilities, developed for each specific position. DI is approved by the head of the organization. When developed, it is impersonal, but after approval, a copy of the DI must be presented to the employee for review and signing (Article 68 Labor Code RF).

Important! Current legislation does not force the employer to develop DI.

At the same time, its presence will allow:

  • establish requirements for the level of knowledge and experience of the employee;
  • fix its specific powers;
  • delineate the employee’s areas of responsibility;
  • use DI as evidence in case of disagreement between the parties to the employment contract;
  • properly conduct employee certification.

More information about certification is described in the article “Certification of employees for compliance with the position held in 2019.”

For more information about mandatory job descriptions for individual employees, read the article “Is a job description mandatory in an organization?”

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

In 2016, they were put into effect professional standards— documents that include a description of the qualifications required by the employee as part of his official duties (Article 195.1 of the Labor Code of the Russian Federation).

Not every employer is required to apply professional standards. Compliance with them is required only in cases where:

  • The law directly lists the conditions for the qualifications of certain categories of employees, for example in relation to medical workers, auditors and chief accountants (Article 195.3 of the Labor Code of the Russian Federation);
  • due to the specifics of the position held, the employee has additional benefits, compensation, monetary incentives or certain restrictions (Article 57 of the Labor Code of the Russian Federation).

For more information about which professional standards are mandatory for use, see the article “Mandatory professional standards since 2017”.

Pay attention! For HR employees, the professional standard “Human Resources Management Specialist”, approved by Order of the Ministry of Labor of the Russian Federation dated October 6, 2015 No. 691n, applies.

This document establishes requirements for the degree of knowledge, education, and work experience of heads of personnel management departments, as well as other personnel specialists.

Conclusion! Thus, when preparing the DI for the head of the HR department, you can be guided by the specified professional standard “Human Resources Management Specialist”. You can borrow work experience requirements from the professional standard. education, degree of qualification.

What are the requirements for the head of the HR department according to professional standards?

According to the above-mentioned professional standard, the position of QA chief is characterized by the following functions with qualification level 7 (there are 3 levels in total: 5, 6 and 7):

  • operational management of personnel and organizational units (code G);
  • strategic personnel management of the organization (code H).

Each function is divided into subfunctions. For example, operational personnel management includes the authority to:

  • to create programs for operational management of employees and department activities;
  • application of developed management programs;
  • management of the work of the department, including control over the implementation of personnel document flow.

Pay attention! Due to the fact that it is not the functions of the employee that are required to be indicated in the DI, but his qualifications, the DI of the head of the HR department may not contain the above-mentioned powers.

However, in any case it must include the following requirements for the candidate:

  • availability higher education(specialist or master's degree);
  • availability additional education(courses special training, advanced training) in the field of personnel management, operational and tactical management;
  • At least 5 years of experience in human resources management.

Job responsibilities of the head of the HR department

When describing the job responsibilities of the head of the HR department, you can be guided by the labor actions that are specified in the professional standard for a separate function or subfunction. For example, for labor function G/03.07, which involves managing the HR department, the following job responsibilities can be prescribed:

  • analysis of local documents on the work of the HR department;
  • documenting the work of the department;
  • development of a system for analyzing and monitoring the work of enterprise employees, etc.

Pay attention! As we said, the functions specified in the standard are optional, so the DI can indicate other, more familiar job responsibilities of the head of the personnel department.

For example:

  • department management;
  • organization of work on personnel selection;
  • ensuring the maintenance of records of the organization's personnel;
  • monitoring the state of labor discipline, etc.

Rights of the head of the HR department

There are no rights of an official in the professional standard.

They must be prescribed based on the characteristics of the position of the head of the personnel department. Typically, the DI indicates the right:

  • submit proposals for the consideration of the general director on encouraging employees or holding them accountable;
  • make proposals for improving the work of the department;
  • receive from other departments information and documents necessary for the work of the department;
  • sign internal documents (reports, submissions, memos);
  • put forward projects for personnel training and management.

Pay attention! The DI can indicate other rights that are necessary for the head of the HR department to perform his job duties.

Responsibility of the Head of Human Resources

For causing losses to the organization, the head of the HR department may be held financially liable.

Important! The position of head of the personnel department is not included in the list, approved. Resolution of the Ministry of Labor of the Russian Federation dated December 31, 2002 No. 85, therefore an agreement on full financial liability cannot be drawn up with him.

Therefore, he can be brought to full financial liability only in the cases specified in Art. 243 Labor Code of the Russian Federation. For example, in the case:

  • intentional causing of damage;
  • causing damage while intoxicated (alcoholic, toxic, etc.);
  • causing damage as a result of committing a crime or administrative offense, etc.

For committing an offense, the head of the personnel department may be held criminally or administratively liable.

Sample job description for head of human resources department - 2019

As a rule, the DI of the head of the OK includes the following blocks:

  1. General information such as:
  • job title indicating the structural unit;
  • the procedure for appointing and replacing an employee during absence from work;
  • information about the persons who will be under his subordination.
  • Qualification requirements, including the level of education, skills and experience corresponding to the professional standard “Human Resources Management Specialist”, as well as a list of documents the knowledge of which is required for the employee to carry out his duties correctly official rights and responsibilities.
  • Link to the name and details of the professional standard in accordance with which the DI is compiled.
  • Functions performed by the head of the OK.
  • Labor responsibilities. Can be duplicated from the above professional standard.
  • The rights of the head of the OC, which allow him to effectively implement the granted powers.
  • Liability that may be incurred in case of non-fulfillment or improper execution employee of his functions.

    • A sample job description for the head of the HR department can be downloaded from the link: Job description for the head of the HR department (sample).

    Compliance of the employee with the job description according to the professional standard

    In practice, a situation may arise when an employee occupying a certain position, after bringing the DI into compliance with the professional standard, does not satisfy its conditions in terms of education and practical skills. At the same time, the Labor Code of the Russian Federation does not provide for the dismissal of an employee due to his non-compliance with the professional standard.

    The employer's discovery of a non-compliance entails the need to organize training for such an employee. After this, a certification may be carried out, the negative results of which may serve as grounds for dismissal of the employee. In addition, if he refused to improve his qualifications and undergo certification and the employer does not have other vacancies that suit his specialty and skills, the employee can also be fired.

    Important! If an employee refused to undergo training, but at the same time showed good certification results, he cannot be fired (letter of the Ministry of Labor of Russia dated April 4, 2016 No. 14-0/10/13-2253).

    The need to train an employee also arises if a candidate is hired who does not have the required level of knowledge and experience. Alternative option To register such an employee, it may be necessary to change the title of the position to one for which there is no professional standard, or transfer him to another vacancy that corresponds to his qualifications.

    Violation of the law by an employer when applying professional standards may entail such negative consequences, How:

    • obtaining an order to prevent designated violations;
    • bringing to responsibility under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation.

    Thus, the job description of the head of the human resources department is an optional document for the organization. However, its presence obliges the employer to apply the provisions of the current professional standard in terms of indicating the qualifications and experience of the person holding the position of head of the personnel department. Failure of an employee to meet the requirements of the professional standard cannot be grounds for his dismissal.

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