Job description of the head of the personnel department. Profession head of the personnel department Job responsibilities of the head of the personnel department at the enterprise
The head of the personnel department is the head who is responsible for staffing the enterprise. Its task is to provide the company with workers and employees of the necessary specialties and professions. The position of the head of the personnel department provides for career growth through the administrative line to the general director of the organization.
Places of work
The profession of the head of the personnel department is in demand in almost every large enterprise. In smaller companies, the directors themselves do the hiring.
History of the profession
The heads of the personnel department in our country appeared in Soviet times, however, their duties were less extensive than today. Now such managers can manage not only the search for personnel, but also its adaptation, training, advanced training and many other tasks.
Responsibilities of the Head of Human Resources
Job responsibilities of the Head of Human Resources include:
- development of the personnel policy of the company;
- hiring, dismissal and transfer of employees;
- development of job descriptions;
- personnel certification;
- preparation of pension insurance and social security documents for employees;
- analysis and evaluation of personnel work;
- keeping a time sheet;
- control over the implementation of vacation schedules and labor discipline.
Sometimes the functions of the head of the personnel department include building a system of employee motivation and organizing measures to increase staff loyalty.
Requirements for the Head of Human Resources
The requirements for the head of the human resources department look something like this:
- higher education;
- experience in the HR field;
- leadership experience (good managerial skills);
- knowledge of the specifics of the enterprise;
- knowledge of labor laws and regulations;
- knowledge of reporting procedures.
HR manager resume sample
How to become a Human Resources Manager
The holder of a higher legal, economic, pedagogical or psychological education can take the position of head of the personnel department. Many universities train students in the specialty "specialist in personnel management."
HR manager salary
The salary of the head of the personnel department can vary from 30 to 80 thousand rubles. Income strongly depends on the region and the size of the company. The average salary of the head of the personnel department is at the level of 50 thousand rubles a month.
1. GENERAL PROVISIONS
1.1. This job description defines the functional duties, rights and responsibilities of the Head of the Human Resources Department.
1.2. The head of the personnel department is appointed to the position and dismissed in accordance with the procedure established by the current labor legislation by order of the director of the enterprise.
1.3. The Head of Human Resources reports directly to ____________________.
1.4. A person with a higher professional education and work experience in the organization of personnel management in engineering and managerial positions is appointed to the position of Head of the Human Resources Department.
1.5. The head of the HR department should know:
Legislative and regulatory legal acts, methodological materials on personnel management; labor legislation; the structure and staff of the enterprise, its profile, specialization and development prospects; personnel policy and strategy of the enterprise; the procedure for making forecasts, determining the prospective and current needs for personnel; sources of providing the enterprise with personnel; the state of the labor market; systems and methods of personnel assessment; methods of analysis of the professional - qualification structure of personnel; the procedure for registration, maintenance and storage of documentation related to personnel and their movement; the procedure for the formation and maintenance of a data bank on the personnel of the enterprise; organization of timesheets; methods of accounting for the movement of personnel, the procedure for compiling established reporting; the possibility of using modern information technologies in the work of personnel services; advanced domestic and foreign experience in working with personnel; fundamentals of sociology, psychology and labor organization; basics of professionalism; basics of career guidance; fundamentals of economics, organization of production and management; means of computer technology, communications and communications; labor protection rules and regulations.
1.6. During the period of temporary absence of the Head of the Human Resources Department, his duties are assigned to ___________________________.
2. FUNCTIONAL RESPONSIBILITIES
Note. The functional responsibilities of the Head of the Human Resources Department are determined on the basis and to the extent of the qualification characteristics for the position of the Head of the Human Resources Department and can be supplemented, clarified when preparing the job description based on specific circumstances.
Head of Human Resources Department;
2.1. Leads the work on staffing the enterprise with workers and employees of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the enterprise, the changing external and internal conditions of its activities, the 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, determining the current and future needs for personnel and sources of its satisfaction based on studying the labor market, establishing direct links with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media to posting job advertisements.
2.3. Participates in the development of personnel policy and personnel strategy of the enterprise.
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 divisions of the enterprise.
2.5. Provides reception, placement and placement of young professionals and young workers in accordance with the profession and specialty received at the educational institution, together with the heads of departments, organizes their internships and work to adapt to production activities.
2.6. Carries out systematic work to create a reserve for promotion on the basis of such organizational forms as business career planning, preparation of candidates for promotion according to individual plans, rotational movement of managers and specialists, training in special courses, internships in relevant positions.
2.7. Organizes the certification of employees of the enterprise, its methodological and information support, takes part in the analysis of the results of certification, the development of measures to implement the decisions of the certification commissions, determines the circle of specialists subject to re-certification.
2.8. Participates in the development of systems for a comprehensive assessment of employees and the results of their activities, service and professional promotion of personnel, the preparation of proposals for improving the certification.
2.9. Organizes the timely registration of the admission, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, accounting for personnel, issuing certificates of current and past labor activities of employees, storing and filling out work books and maintaining established personnel documentation, and also preparation of materials for the presentation of personnel for incentives and awards.
2.10. Provides preparation of documents on pension insurance, as well as documents necessary for assigning pensions to employees of the enterprise and their families, as well as submitting them to the social security authority.
2.11. Carries out work on updating the scientific and methodological support of personnel work, its material, technical and information base, the introduction of modern methods of personnel management using automated subsystems "ACS-cadres" of automated workplaces of personnel officers, the creation of a data bank on the personnel of the enterprise, its timely replenishment , prompt presentation of the necessary information to users.
2.12. Carries out methodological guidance and coordination of the activities of specialists and inspectors for the personnel of the divisions of the enterprise, controls the implementation by the heads of divisions of legislative acts and government decrees, decrees, orders and orders of the head of the enterprise on personnel policy and work with personnel.
2.13. Provides social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.
2.14. Conducts a systematic analysis of personnel work at the enterprise, develops proposals for its improvement.
2.15 Organizes timesheets, compiling and implementing vacation schedules, monitoring the state of labor discipline in the divisions of the enterprise and compliance with the internal labor regulations by employees, analyzing the causes of turnover, developing measures to strengthen labor discipline, reduce staff turnover, loss of working time, monitors their implementation.
2.16. Ensures the preparation of established reporting on the accounting of personnel and work with personnel.
2.17. Manages department employees.
3. RIGHTS
The head of the personnel department has the right to:
3.1. Give assignments to employees subordinate to him, and tasks on a range of issues included in his functional duties.
3.2. To control the fulfillment of planned targets and work, the timely execution of individual orders and tasks of employees subordinate to him.
3.3. Request and receive the necessary materials and documents related to the activities of the personnel department.
3.4. Enter into relationships with departments of third-party institutions and organizations to resolve operational issues of production activities that are within the competence of the Head of the Human Resources Department.
3.4. Represent the interests of the enterprise in third-party organizations on issues related to the production activities of the department.
4. RESPONSIBILITY
The Head of Human Resources is responsible for:
4.1. Results and efficiency of production activities of the department.
4.2. Failure to ensure the fulfillment of their functional duties, as well as the work of employees subordinate to him.
4.3. Inaccurate information about the status of the department's work plans.
4.4. Failure to comply with orders, instructions and instructions of the director of the enterprise.
4.5. Failure to take measures to suppress the identified violations of safety regulations, fire safety and other rules that pose a threat to the activities of the enterprise, its employees.
4.6. Failure to ensure compliance with labor and performance discipline by employees who are subordinate to the Head of the Human Resources Department.
5. WORKING CONDITIONS
5.1. The mode of operation of the Head of the Human Resources Department is determined in accordance with the Internal Labor Regulations established at the enterprise.
5.2. Due to production needs, the Head of the Human Resources Department may go on business trips (including local ones).
5.3. To resolve operational issues related to the provision of production activities, the Head of the Human Resources Department may be provided with official vehicles.
6. SCOPE OF ACTIVITY. RIGHT TO SIGN
6.1. The exclusive scope of the Head of Human Resources is to ensure the planning and organization of the production department.
6.2. Head of personnel department. to ensure its activities, the right to sign organizational and administrative documents on issues included in its functional duties is granted.
Other instructions in the section:
I. General provisions
1. The head of the personnel department belongs to the category of managers.
2. A person who has a higher professional education and at least 5 years of work experience in organizing personnel management in engineering and management positions is appointed to the position of head of the personnel department.
3. Appointment to the position of the head of the personnel department and dismissal from it is carried out by order of the director of the enterprise.
4. The head of the personnel department must know:
4.1. Legislative and normative legal acts, methodological materials on personnel management.
4.2. Labor law.
4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.
4.4. Personnel policy and strategy of the enterprise.
4.5. The procedure for making forecasts, determining the prospective and current needs for personnel.
4.6. Sources of providing the enterprise with personnel.
4.7. The state of the labor market.
4.8. Systems and methods of personnel assessment.
4.9. Methods of analysis of the professional qualification structure of personnel.
4.10. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.
4.11. The procedure for the formation and maintenance of a data bank on the personnel of the enterprise.
4.12. Organization of payroll.
4.13. Methods for accounting for the movement of personnel.
4.14. The procedure for compiling the established reporting.
4.15. Possibilities of using modern information technologies in the work of personnel services.
4.16. Fundamentals of psychology and sociology of labor.
4.17. Advanced domestic and foreign experience in working with personnel.
4.18. Fundamentals of professionalism.
4.19. Fundamentals of career guidance.
4.20. Fundamentals of economics, organization of production and management.
4.21. Means of computer technology, communications and communications.
4.22. The work of the computer program "ACS-cadres".
4.23. Rules and norms of labor protection, safety measures, industrial sanitation and fire protection.
The head of the personnel department in his activities is guided by:
5.1. Regulations on the personnel department.
5.2. This job description.
The head of the personnel department reports directly to the director of the enterprise.
During the absence of the head of the personnel department (illness, vacation, business trip, etc.), his rights and obligations are transferred to his deputy, and in the absence of such, to the person appointed by order of the director of the enterprise.
II. Job Responsibilities
Head of HR department:
- Supervises the employees of the department as well as structural units (services, groups, bureaus, etc.) that are part of the personnel department.
- Leads the work on staffing the enterprise with workers, employees and specialists of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the enterprise, the changing external internal conditions of its activities, the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel.
- Organizes the development of forecasts, determining the current need for personnel and sources of its satisfaction on the basis of studying the labor market, establishing direct links with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media to place job advertisements.
- Participates in the development of personnel policy and strategy of the enterprise.
- 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 divisions of the enterprise.
- Ensures the reception, placement and placement of young professionals and young workers in accordance with the profession and specialty received at the educational institution, together with the heads of departments, organizes their internships and work to adapt to production activities.
- Carries out systematic work to create a reserve for promotion on the basis of such organizational forms as business career planning, preparation of candidates for promotion according to individual plans, rotational movement of managers and specialists, training in special courses, internships in relevant positions.
- Organizes the certification of employees of the enterprise, its methodological and information support, takes part in the analysis of the results of certification, the development of measures to implement the decisions of the certification commissions, determines the circle of specialists to be re-verified.
- Participates in the development of systems for a comprehensive assessment of employees and the results of their activities, service and professional promotion of personnel, preparation of proposals for improving the conduct of certification.
Organizes:
10.1. Timely registration of the reception, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise.
10.2. Personnel accounting.
10.3. Issuance of certificates on the current and past labor activity of employees.
10.4. Storage and filling of work books.
10.5. Maintaining established HR documentation.
10.6. Preparation of materials for the presentation of personnel for incentives and awards.
11. Ensures the preparation of documents on pension insurance, as well as documents necessary for the assignment of pensions to employees of the enterprise and their families, as well as their submission to the social security authority.
12. Carries out work to update the scientific and methodological support of personnel work, its material, technical and information base, the introduction of modern methods of personnel management using automated subsystems "ACS-personnel" and automated workplaces of personnel officers, the creation of a data bank on the personnel of the enterprise, its timely replenishment, prompt provision of the necessary information to users.
13. Carries out methodological guidance and coordination of the activities of specialists and inspectors for the personnel of the enterprise's divisions, controls the execution by the heads of divisions of legislative acts and government decrees, resolutions, orders and orders of the head of the enterprise on personnel policy and work with personnel.
14. Provides social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.
15. Conducts a systematic analysis of personnel work at the enterprise, develops proposals for its improvement.
Organizes:
16.1. Timekeeping, preparation and implementation of vacation schedules.
16.2. Monitoring the state of labor discipline in the divisions of the enterprise and compliance with internal regulations by employees.
16.3. Analysis of the causes of staff turnover.
Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, monitors their implementation.
Ensures the preparation of established reporting on the accounting of personnel and work with personnel.
The head of the personnel department has the right to:
Get acquainted with the draft decisions of the director of the enterprise regarding the activities of the department.
Submit proposals to improve the activities of the enterprise (department) for consideration by the director of the enterprise.
Interact with the heads of all structural divisions of the enterprise on personnel issues.
Sign and endorse documents within their competence.
Require the director of the enterprise to assist in the performance of his duties and rights.
Request from the heads of structural divisions of the enterprise, specialists and workers the necessary information (reports, explanations, etc.).
IV. Responsibility
The Head of Human Resources 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.
1. This job description defines the job duties, rights and responsibilities of the head of the personnel department.
2. A person with a higher professional education and at least 5 years of work experience in organizing personnel management is appointed to the position of the head of the personnel department.
3. The head of the personnel department must know: the basics of the legislation of the Russian Federation on health care; legal documents regulating the activities of medical organizations; legislative and regulatory legal acts, methodological materials on personnel management; fundamentals of labor legislation; the structure and staff of the institution, its profile, specialization and development prospects; personnel policy and development strategy of the institution; the procedure for making forecasts, determining the prospective and current needs for personnel; sources of staffing the institution; the state of the labor market; systems and methods of personnel assessment; methods of analysis of the professional qualification structure of personnel; the procedure for registration, maintenance and storage of documentation related to personnel and their movement; the procedure for the formation and maintenance of a data bank on the personnel of the institution; organization of timesheets; methods of accounting for the movement of personnel, the procedure for compiling established reporting; the possibility of using modern information technologies in the work of personnel services; advanced domestic and foreign experience in working with personnel; fundamentals of sociology, psychology and labor organization; basics of professiography and career guidance; fundamentals of economics, organization of production and management; means of computer technology, communications and communications; labor protection rules and regulations.
4. The head of the personnel department is appointed to the position and dismissed by the order of the head of the medical organization (health management body) in accordance with the current legislation of the Russian Federation.
5. The head of the personnel department is directly subordinate to the head of the medical organization (health management body) or his deputy.
2. Job responsibilities
Leads the work on staffing the institution with personnel of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the institution, the changing external and internal conditions of its activities, the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel, their development and movement. Organizes the development of forecasts, determining the current and future needs for personnel and sources of its satisfaction based on studying the labor market, establishing direct links with educational institutions and employment services, contacts with institutions of a similar profile, informing employees within the institution about available vacancies, using the media to posting job advertisements. Participates in the development of personnel policy and personnel strategy of the institution. 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 departments of the institution. Ensures the reception, placement and placement of young professionals and young workers in accordance with the profession and specialty received at the educational institution, together with the heads of departments, organizes their internships and work on adaptation to work. Carries out systematic work to create a reserve for promotion on the basis of such organizational forms as business career planning, preparation of candidates for promotion according to individual plans, rotational movement of managers and specialists, training in special courses, internships in relevant positions. Organizes the certification of employees of the institution, its methodological and information support, takes part in the analysis of the results of certification, the development of measures to implement the decisions of the certification commissions, determines the circle of specialists subject to re-certification. Participates in the development of systems for a comprehensive assessment of employees and the results of their activities, service and professional promotion of personnel, the preparation of proposals for improving the certification. Organizes the timely registration of the reception, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the organization, accounting for personnel, issuing certificates of the current and past labor activities of employees, storing and filling out work books and maintaining established personnel documentation, and also preparation of materials for the presentation of personnel for incentives and awards. Provides preparation of documents on pension insurance, as well as documents necessary for assigning pensions to employees of the institution and their families, as well as submitting them to the social security authority. Carries out work on updating the scientific and methodological support of personnel work, its material, technical and information base, the introduction of modern methods of personnel management using automated subsystems "ACS-personnel" and automated workplaces of personnel officers, the creation of a data bank on the personnel of the institution, its timely replenishment, prompt presentation of the necessary information to users. Carries out methodological guidance and coordination of the activities of specialists and inspectors for personnel of the departments of the institution, monitors the implementation by the heads of departments of legislative acts and government decrees, decrees, orders and orders of the head of the organization on personnel policy and work with personnel. Provides social guarantees for workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations. Conducts a systematic analysis of personnel work in the institution, develops proposals for its improvement. Organizes timekeeping, drawing up and implementing vacation schedules, monitoring the state of labor discipline in the departments of the institution and compliance with the internal labor regulations by employees, analyzing the causes of turnover, developing measures to strengthen labor discipline, reduce staff turnover, loss of working time, monitors their implementation. Ensures the preparation of established reporting on the accounting of personnel and work with personnel. Manages department employees.
3. Rights
The head of the personnel department has the right:
1. give orders that are binding on employees of the personnel department;
2. participate in the selection and placement of personnel;
3. make proposals to the management on encouraging and imposing penalties on the employees of the organization in their activities;
4. make proposals for the development and improvement of the organization's activities;
5. request from the management, receive and use information materials and legal documents necessary for the performance of their duties;
6. to take part in conferences and meetings at which issues related to its work are considered;
7. pass certification in accordance with the established procedure with the right to obtain the appropriate qualification category;
The head of the personnel department enjoys all labor rights in accordance with the Labor Code of the Russian Federation.
4. Responsibility
The Head of Human Resources is responsible for:
1. timely and high-quality implementation of the duties assigned to him;
2. timely and qualified execution of orders, directives and instructions from higher management, regulatory legal acts on their activities;
3. rational and efficient use of material, financial and human resources;
4. compliance with internal regulations, sanitary and anti-epidemic regime, fire safety and labor protection;
5. maintaining the documentation provided for by the current regulatory legal acts;
6. providing, in accordance with the established procedure, statistical and other information on their activities;
7. observance of executive discipline and performance of official duties of employees subordinate to him;
8. readiness to work in emergency situations.
For violation of labor discipline, legislative and regulatory legal acts, the head of the personnel department may be brought to disciplinary, material, administrative and criminal liability in accordance with the current legislation, depending on the severity of the misconduct.
HR Director is one of the key figures in the company. The level of efficiency of the entire company largely depends on how this specialist builds his strategy for working with personnel. We present to you HR manager job description sample.
Job description of the director of personnel
APPROVE
CEO
Surname I.O.________________
"________"_____________ ____ G.
1. General Provisions
1.1. The HR Director belongs to the category of managers.
1.2. The HR Director is appointed to the position and dismissed by order of the General Director.
1.3. The Human Resources Director reports directly to the CEO.
1.4. During the absence of the Director of Human Resources, his rights and duties are performed by a duly appointed person.
1.5. A person with a higher professional education and at least three years of work experience in organizing personnel management is appointed to the position of HR Director.
1.6. The HR director must know:
- labor legislation of the Russian Federation;
- legislation and regulations on the work performed;
- modern concepts of personnel management;
- the mission and development strategy of the company, its goals and objectives;
- structure of the company, staffing, staffing needs;
- basics of production technology;
- structure of enterprise management;
- the latest trends and technologies in the field of recruitment and adaptation of personnel;
- forms of remuneration, principles for the development of personnel motivation systems;
- modern principles and technologies for building a compensation system in an organization;
- modern principles of building compensation packages;
- methods of evaluation and certification of employees;
- forms and methods of training and advanced training and development of personnel;
- methods of personnel planning and rotation, formation and development of the personnel reserve;
- features of workflow in the organization and the basics of personnel records management;
- the procedure for the development of local regulations;
- the procedure for reporting on the movement of personnel;
- methods of information processing using modern technical means;
- fundamentals of a market economy, entrepreneurship and doing business;
- basics of production organization;
- basics of management and marketing;
- Fundamentals of psychology and sociology of labor;
- ethics of business communication;
- rules and norms of labor protection, safety and fire safety, industrial hygiene and sanitation.
1.7. The HR Director is guided in his activities 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. Responsibilities of the Director of Human Resources
The Human Resources Director has the following responsibilities:
2.1. Organizes the management of the formation, use and development of personnel.
2.2. In accordance with the company's development strategy, he leads the work on the formation of a personnel policy, determining its main directions and measures for its implementation.
2.3. Forms the foundations of corporate culture, manages its development.
2.4. Takes part in the commercial activities of the company in terms of providing it with labor resources of the necessary professions, specialties and qualifications.
2.5. Studying the labor market conditions.
2.6. Conducts forecasting and planning of the company's need for personnel.
2.7. Together with the heads of structural divisions, he participates in decision-making on recruitment, transfer, promotion, demotion, imposition of administrative penalties, and dismissal of employees.
2.8. Organizes work on the search for personnel, interaction with public and private structures for the selection of personnel.
2.9. Conducts interviews with the most promising candidates for vacant positions.
2.10. Carries out work on the formation and preparation of a personnel reserve for promotion to managerial positions, organizes professional certification of employees and managers of the company.
2.11. Forms a system for collecting information about the main social processes taking place in the team, controls the socio-psychological atmosphere in the team, analyzes the business, functional, moral and psychological qualities of employees.
2.12. Ensures the preparation and provision of analytical materials to the company's management on social and personnel issues, makes forecasts for the development of personnel, timely identifies emerging problems and prepares possible options for their solution.
2.13. It studies the movement of personnel, identifies the causes of staff turnover, develops, together with the heads of departments (services), measures to eliminate them.
2.14. Participates in the development of long-term and current plans for working with personnel. 2.15. Carries out work on managing social processes in the company, creating a favorable socio-psychological climate in the team, takes part in resolving labor disputes and conflicts. 2.16. Organizes work on social and professional adaptation of new employees. 2.17. Takes measures to increase the motivation of employees, to improve working conditions, increase its productivity, makes proposals for the rationalization of the system of remuneration and material incentives. 2.18. Organizes staff training, coordinates the work to improve the skills of employees and develop their business careers. 2.19. Carries out work on the rationalization of the organizational structure and staff of the company, the development of Regulations on departments and job descriptions of personnel. 2.20. Carries out control over the state of labor discipline of the employees of the company and its branches, compliance with the Internal Labor Regulations by employees, carries out the necessary work to strengthen labor discipline. 2.21. Controls compliance with labor laws in work with personnel, consolidates the relationship between employees and the company, makes personnel decisions on current problems and issues. 2.22. Advises the management of the company, as well as heads of departments on all issues related to personnel. 2.23. Advises company employees on labor law and social security regulations. 2.24. Develops and formalizes the procedures for the daily activities of the personnel, develops the Regulations on Personnel, prepares and submits for approval individual and collective labor contracts in accordance with the requirements of state bodies, the norms and rules adopted by the company. 2.25. Organizes the necessary personnel records and personnel records management in the company in accordance with the requirements of laws and state standards. 2.26. Prepares, together with the accounting department, the documents necessary for obtaining social benefits, for assigning pensions, allowances and payments to employees and their families, and submits them to the social security authorities.
3. Rights of the HR director
The HR Director has the right:
3.1. Act on behalf of the company, represent the interests of the company in relations with other organizations and public authorities on the formation, use and development of the company's personnel.
3.2. Independently conduct correspondence with external organizations on issues that are within his competence and do not require the decision of a higher management.
3.3. Participate in the preparation of draft orders, instructions, other documents related to the formation, use and development of the company's personnel.
3.4. Request and receive from the heads of structural divisions of the company the necessary information, require the relevant officials to provide, in the prescribed manner, documents, applications and other information necessary for the smooth and efficient operation of the personnel service.
3.5. Give instructions to the heads of structural divisions of the company on issues related to personnel management.
3.6. Within the scope of its competence, sign and endorse documents.
3.7. Make proposals to the General Director of the company on bringing to material and disciplinary responsibility of officials and personnel who violate labor discipline.
4. Responsibility of the HR director
The Human Resources Director 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.
