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 of the 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 college in the daily activities of primary military registration, military registration and booking, citizens in the reserve, from among those working and studying at the college.

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 personnel documentation.

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 timesheet 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, 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 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 instead of 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 fakes, an incomplete number of sheets are found in the military ticket (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 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.

3.33. To exercise control over the state of labor discipline in the departments 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 performance of 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 failure to perform or improper performance of their functions and duties provided for by this job description, orders, instructions, instructions of the management of the technical school, not included in this job description, but arising in connection with production needs 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 drawn up on the basis of a 40-hour working week and approved by the director of the technical school.

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.

Reading 6 min. Views 139 Published on 12.08.2018

The personnel service is one of the main structural divisions of each organization. The task of workers working in this department is the management of labor resources. Among the functional responsibilities of personnel workers, it should be noted such tasks as preparing documents for the hiring and dismissal of employees, preparing orders for personnel movements between departments, as well as scheduling work activities. In this article, we propose to consider the question of what the specialist of the personnel department does and carefully study the job description of this employee.

HR is a specialist in the personnel department of a company.

HR specialist: the essence of the profession

The position of a specialist in the personnel department involves working with documents related to the company's personnel. The sphere of activity of these employees includes both accounting for the labor activity of each employee and elements of office work. It is important to pay attention to the fact that in modern business there are several job positions that are highly similar to the profession in question. These positions include:

• HR administrator;
• personnel manager;
• HR manager.

The first personnel workers appeared during the Soviet era. Their main task was to fill in the personal files of workers, to monitor compliance with the rules of labor process safety. In addition, it was the responsibility of the specialists to draw up job descriptions for the rest of the employees of the enterprise. Today, the job responsibilities of a human resources specialist include many more different functions. The main reason for innovation is the widespread introduction of modern technologies in the production process.

Pros of work

Every company with more than fifty employees needs to organize a personnel department. Employees representing this division take on a part of the company's document flow, dealing with the personal files of the staff. In addition, the task of "personnel officers" is to develop a personnel policy aimed at improving the professional skills of employees.

The main advantage of this profession is its demand. As practice shows, every company needs HR managers, regardless of its structure or the chosen field of activity. Another advantage of this direction is the absence of the need for special education. A person with both technical and humanitarian education can cope with the daily tasks of a personnel officer.

The only requirement of many employers is the passage of a short training course at special lectures intended for retraining specialists.

This job involves a standard five-day work week. The main task of a personnel officer is the formation of various documents, ranging from service notices to orders on behalf of management.

There are different names for this profession - a manager or director of personnel management, an administrator of the personnel department, an HR manager

Cons of activity

Despite all the above advantages, work with personnel has a number of significant disadvantages. In order to get the position in question, the applicant for the vacancy must carefully study the current Labor Code. Ignorance of the standards established by the control authorities can lead to an error that violates the rules established by law. Such a mistake can result in litigation, which will negatively affect the company's image.

The personnel officer acts as a link between ordinary employees and the company's administration. It is this factor that causes HR managers to often face conflict situations. The appointment of disciplinary sanctions, reprimands and dismissal of employees leads to inevitable conflicts, which sometimes develop into litigation. It is important to pay attention to the fact that the heads of this department are financially responsible persons. In case of violation of the rules established by law, the head of the personnel service will face penalties.

Employees of this service must meet high professional standards. A professional standard is a certain level of qualification necessary for conducting labor activity.

Responsibilities of a personnel officer

The job description of a HR specialist differs depending on the position he occupies.. This means that the duties of a worker holding an ordinary position will differ from those of a department head.

HR Specialist

To begin with, we propose to consider the job description of an ordinary specialist. The primary task of the HR manager is to keep track of personnel. This means that personnel officers are responsible for the formation of personal documents, the issuance of various certificates and acts. One of the tasks of "personnel officers" is to arrange vacations and fix the movement of employees between different departments.

As mentioned above, the task of the HR department is to draw up work books and management orders. After issuing the order, the leading specialist of the department in question is obliged to familiarize all workers with the contents of the document. Often, employees are instructed to draw up a staffing table and develop work schedules.

Personnel Inspector

According to the established rules, an applicant who does not have professional experience can take this position. An internal instruction is a kind of regulation that regulates the range of duties of an official.

The name of the profession - "personnel officer" - comes from Soviet times

Human Resources Specialist - professional standard established for personnel inspectors:

1. Accounting for personnel operations.
2. Formation of personal files of employees.
3. Making changes and adjustments to personnel documents.
4. Processing of incoming documents.
5. Processing of documentation related to the appointment of severance pay, compensation payments and pensions.
6. Formation of an electronic database and archiving of documentation.

All of the above functional responsibilities relate to office work. In addition, the personnel inspector conducts interviews with applicants for vacant positions, checking their level of professional knowledge.

When keeping records of personnel operations, a special calculator is used. Calculator for a HR specialist is a special software that allows you to calculate the amount of compensation payments, the duration of vacation, the number of working days in the reporting period and the amount of insurance experience of an employee as soon as possible.

Head of Human Resources

An employee with a higher education can take the post of head of a department. In addition, you must have some practical experience in order to take up the position. As a rule, the appointment of an employee to the post of head is handled personally by the general director of the company. Also, the top management of the organization is provided with the functions of monitoring the activities of the head of the personnel service.

The task of this employee is to manage personnel and develop the company's internal policy regarding employees. It is not uncommon for this officer to be tasked with conducting an analysis of a company's need for restructuring or staff relocation. In addition to the above functions, the head of the OK is engaged in the certification of employees in order to identify the level of professional compliance with the position held.

As a rule, the function of control over the department entrusted to him is assigned to the authorities. This means that the head of the OK should conduct a systematic analysis of the activities of employees in order to identify employees with high performance. Based on this analysis, a list of employees who are entitled to bonus payments or other incentives is compiled.

All documents intended for the head of the company, closely related to personnel issues, must be approved by the head of the personnel department without fail. Also, the level of competence of the management of the structural unit extends to the solution of various issues related to the activities of personnel. The employee holding this post must be well aware of all the norms of the Civil and Labor Code. These standards must be taken into account in the formation of documents and the regulation of various conflicts between employees and top management.

The profession of a human resources specialist has become very relevant due to the emergence of many Western companies in Russia, along with which the concept of corporate ethics came

Conclusions (+ video)

In contact with

Number of instructions so far in the selected category: 49

Job description- this is an internal document of the company that defines the relationship between the employee and the management of the enterprise and contains the duties, rights and description of the responsibility of the employee in his position. The job description comes into force from the moment it is signed by the head of the enterprise and the employee who occupies the position described in it. The effect of the job description is limited to the term of the employee in this position, and then the job description can be revised or left unchanged for a new employee who enters this position.

The Labor Code of the Russian Federation does not oblige enterprises to introduce a system of job descriptions, however, it is in the interests of the enterprise to introduce a system of job descriptions, since the system of job descriptions is an indicator of the seriousness of the enterprise and its professional and legal literacy, as well as care for its employees and their professional protection.

Job description example

Requirements for a modern job description

The development of job descriptions is carried out by the head and the personnel department of the enterprise. When developing job descriptions, it is possible to use job description banks on specialized sites where you can find thousands of examples of job descriptions and download job descriptions, often for free, to compile the base of job descriptions for your enterprise. Job descriptions are drawn up in accordance with the staffing of the enterprise. Ready-made job descriptions are stored in the personnel department, which also controls the management of job descriptions as part of the enterprise's workflow. The personnel department is responsible for storing the signed originals of job descriptions, and the employee is issued a certified copy, the receipt of which he must sign in the job description journal.

There are two options for the existence of job descriptions. There is a typical job description applicable to a specific position and universal for all employees at the enterprises of the Russian Federation that occupy it. Job responsibilities in this case are listed in full in the employee's employment contract. These are, as a rule, the main job descriptions for the main positions in enterprises, characteristic of most staffing tables. These are general job descriptions. Approved samples of such job descriptions, including modern examples of job descriptions of 2017, can be found on special sites and often free download any examples of job descriptions for any profession.

The second version of the job description - specific job descriptions - is drawn up as a separate annex to the employee's employment contract. Such a job description is developed separately by the personnel department or the head of the enterprise specifically for each position or each employee. As a rule, this is a functional job description left in accordance with the requirements for the job description. Such a job description is developed with the direct participation of the heads of departments, taking into account all the specific features of this position that are required in these departments. Examples of such job descriptions can also be found on the relevant websites, download a sample of the required job description. After the sample is adapted to the needs of the enterprise, then by order to approve the job description, put it into effect at your enterprise.

The job description consists of several parts. In the section on general provisions, the position is named and all levels of subordination of this position are described, as well as the required education and experience of the employee and a list of documents for management in the process of work.

The paragraphs of the job description on responsibility, rights, duties and relationships describe all the relevant conditions and actions of the employee in the process of performing work, interacting with other employees.

Where can I download sample job descriptions for free?

The job description is the most important document, first of all, for the employee, helping him to clearly understand the scope of his duties, rights and level of responsibility, as well as for the management of the enterprise and the personnel department, in order to competently control and manage the process of performing the main tasks in the enterprise. Samples of modern job descriptions developed in 2017 can be found on specialized websites on HR document management,

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 the 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 1 July 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 training programs for 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 his qualifications or receive additional education, he can be fired based on the results of the 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 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. Engage 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 assist in the performance of their duties and rights.

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

6. CONDITIONS OF WORK.
6.1. The mode of work of a HR specialist is determined in accordance with the Internal Labor Regulations established in the Organization.
6.2. In connection with the production need, the HR specialist is obliged to go on business trips (including local ones).
6.3. Job evaluation:
- regular - carried out by the immediate supervisor in the process of performing labor functions by a personnel specialist;
— __________________________________________________________________________.
(indicate the procedure and grounds for other types of performance evaluation)

7. RIGHT TO SIGN.

7.1. To ensure his activities, the HR specialist is granted the right to sign organizational and administrative documents on issues that are part of his functional duties.

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

"___"____________ ____ G.

AGREED:
Legal Counsel _________________ _______________________
(signature) (full name)

"___"___________ ____ G.

I am familiar with the instructions ________________ ___________________
(signature) (full name)

JOB DESCRIPTION

personnel specialist

1. General Provisions

1.1. This job description defines the functional, job duties, rights and responsibilities of the HR specialist of the New Technologies division (hereinafter referred to as the HR Specialist) of the All-Russian Association of Employers "Russian Union of Industrialists and Entrepreneurs" (hereinafter referred to as the Institution).

1.2. A person who meets the following requirements for education and training is appointed to the position of a personnel specialist:

Additional professional education - advanced training programs; programs of professional retraining in the field of search and selection of personnel;

Higher education - bachelor's degree;

1.3. The HR specialist must know:

The procedure for concluding agreements (contracts);

Local acts of the organization regulating the procedure for recruiting personnel;

Fundamentals of workflow and documentation support;

Norms of ethics of business communication;

The procedure for registration, maintenance and storage of documentation related to the search, attraction, selection and selection of personnel for vacant positions;

The procedure for conducting procurement procedures and processing related documentation;

The procedure for the formation, maintenance of a data bank on the personnel of the organization and reporting;

Legislation of the Russian Federation on personal data;

Basic foundations of computer science, building information systems and features of working with them;

Fundamentals of the tax legislation of the Russian Federation;

Technologies and methods of search, attraction, selection and selection of personnel;

Labor legislation and other acts containing labor law norms;

The structure of the organization and vacant positions (professions, specialties);

General trends in the labor market and in certain industries and types of professional activity;

Technologies, methods and methods of analysis, systematization of documents and information;

Technologies and methods of formation and control of budgets;

Systems, methods and forms of material and non-material incentives for the work of personnel;

Local acts of the organization regulating the procedure for providing personnel;

Fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;

Fundamentals of economics, labor organization and personnel management;

Norms of ethics of business communication;

Fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining documentation on personnel;

General trends in the labor market and in a particular industry, a particular profession (position, specialty);

Sources of providing the organization with personnel;

The structure of the organization and vacant positions (professions, specialties);

Legislation of the Russian Federation on personal data;

Fundamentals of economics, organization of labor and management;

Organization of work in various areas of production, organization, industry;

Technologies, methods and techniques for analyzing and systematizing documents and information;

Basic foundations of informatics, structural construction of information systems and features of working with them;

Fundamentals of psychology and sociology of labor;

Norms of ethics of business communication;

Local regulations of the organization governing the procedure for recruiting personnel;

Labor legislation and other acts containing labor law norms;

The procedure for determining the prospective and current staffing needs;

1.4. The Human Resources Specialist must be able to:

Analyze documents and transfer information to information systems and candidate databases;

Work with information systems and databases on staffing, search and record of candidates for vacant positions (professions, specialties);

Organize the storage of documents in accordance with the requirements of the labor, archival legislation of the Russian Federation and local acts of the organization;

Draw up documents on the provision of human resources necessary for submission to state bodies, trade unions and other representative bodies of employees;

Perform preliminary procurement procedures and draw up related documentation for the conclusion of contracts;

Conduct business correspondence;

Provide documentation support for the candidate's exit to work and the movement of personnel;

Comply with the norms of business communication ethics;

Use search engines and information resources in the field of staffing;

Apply technologies and methods of search, attraction, selection and selection of candidates for vacant positions (professions, specialties) in accordance with their specifics;

Determine the criteria for the search, attraction, selection and selection of personnel;

Collect, analyze and structure information about candidates and offers on the labor market;

Use staffing facilities, including escorts;

Compile and control items of expenditure for staffing for budget planning;

Advise on recruitment issues;

Form requirements for a vacant position (profession, specialty) and determine the recruitment criteria;

Advise on labor market issues in terms of staffing;

Collect, analyze and structure information about the peculiarities of the labor market, including offers from service providers for the search, attraction, selection and selection of personnel;

Collect, analyze and structure information about the features and capabilities of the organization's human resources;

Enter corrective information into the requirements for candidates for vacant positions (professions, specialties);

Use search engines and information resources to monitor the labor market, civil and labor legislation of the Russian Federation;

Collect, analyze and structure information about the features of the organization of work in various areas of production and at specific workplaces, taking into account the goals, objectives, plans and structure of the organization;

Comply with the norms of business communication ethics;

1.5. The Human Resources Specialist is appointed and dismissed by the order of the Executive Vice President of the Institution in accordance with the current legislation of the Russian Federation.

1.6. The Human Resources Specialist reports to the Executive Vice President of the Institution and Head of New Technologies

2. Labor functions

2.1. Administration of processes and workflow of staffing.

2.2. Search, attraction, selection and selection of personnel.

2.3. Gathering information about the organization's staffing needs.

3. Job responsibilities

3.1. Maintaining information about vacant positions (professions, specialties) and candidates.

3.2. Analysis of workflow processes, local documents on staffing issues.

3.3. Preparation and processing of notifications to state bodies, trade unions and other representative bodies of employees on the search, attraction, selection and selection of personnel.

3.4. Preparation of inquiries about candidates to state bodies, in cases provided for by applicable law and processing of the information provided.

3.5. Documentary support of candidates at the stages of search, attraction, selection and selection of personnel for vacant positions (professions, specialties), informing candidates about the results of the selection.

3.6. Maintenance of contracts for providing the organization with personnel, including preliminary procedures for their conclusion.

3.7. Conducting interviews and meetings with candidates for vacant positions (professions, specialties) with feedback.

3.8. Assessment of candidates' compliance with the requirements of a vacant position (profession, specialty).

3.9. Search in internal and external sources of information about candidates that meets the requirements of a vacant position (profession, specialty).

3.10. Verification of information about candidates for vacant positions (professions, specialties).

3.11. Informing and advising heads of departments and organizations on recruitment of personnel with cost estimates.

3.12. Placing information about the vacant position (profession, specialty) in the media.

3.13. Preparation of proposals for the formation of a budget for the search, attraction, selection and selection of personnel.

3.14. Choice of methods and methods of attracting personnel in accordance with approved plans.

4.1. Request and receive the necessary information, as well as materials and documents related to the activities of the HR specialist.

4.2. Improve qualifications, undergo retraining (retraining).

4.3. Enter into relationships with departments of third-party institutions and organizations to resolve issues within the competence of a personnel specialist.

4.4. Participate in the discussion of issues that are part of his functional duties.

4.5. Make suggestions and comments on the improvement of activities in the assigned area of ​​work.

4.6. Apply to the relevant local authorities or to the court to resolve disputes arising in the performance of functional duties.

4.7. Use information materials and legal documents necessary for the performance of their duties.

4.8. Pass certification in the prescribed manner.

5. Responsibility

The Human Resources Specialist is responsible for:

5.1. Failure to perform (improper performance) of their functional duties.

5.2. Failure to comply with the orders and instructions of the Executive Vice President of the Institution.

5.3. Inaccurate information about the status of the execution of assigned tasks and instructions, violation of the deadlines for their execution.

5.4. Violation of the internal labor regulations, fire safety and safety regulations established in the Establishment.

5.5. Causing material damage within the limits established by the current legislation of the Russian Federation.

5.6. Disclosure of information that became known in connection with the performance of official duties.

For the above violations, a personnel specialist may be brought to disciplinary, material, administrative, civil and criminal liability in accordance with applicable law, depending on the severity of the misconduct.

This job description was developed in accordance with the provisions (requirements) of the Labor Code of the Russian Federation dated December 30, 2001 No. 197 FZ (Labor Code of the Russian Federation) (as amended and supplemented), the professional standard "Human Resource Management Specialist" approved by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 6, 2015 No. 691n and other regulatory legal acts regulating labor relations.