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Job description of a specialist (manager) in personnel records management. HR Specialist Job Description Detailed HR Specialist Job Description

Personnel records management of the company is carried out by the inspector of the personnel department, in other words, the inspector for personnel or personnel officer. A decree of the Ministry of Labor dated 21 August 1998 detailed his day-to-day duties. At the same time, specialized single directory by qualification indicates about 15 professions, guided by the job description of the personnel officer. It clearly defines the boundaries of interaction with personnel, the main responsibilities, requirements and functions, as well as the rules and procedures for maintaining documentation. Despite the fact that this is his main and fundamental task, he can also participate in solving other tasks in the management of employees. It all depends on the requirements that the specialist is put forward by this or that organization in which he carries out his work.

Job requirements for a HR officer

A personnel officer can be called a personnel department specialist, personnel inspector, head of the personnel department, and also, to one degree or another, connect a dozen more professions with this name. But despite the general focus in working with personnel documents, there are significant differences. Let's take a look at them.

Requirements for a Human Resources Specialist

Job description HR specialist is developed by the head personnel service. And it is approved by the top management of the organization. It clearly spells out the duties, powers, functions of a specialist, indicates the internal regulations of the organization. A person who has sufficient professional training, one year of work experience and the necessary education can become a specialist.

Since this specialty provides access to confidential information, the employee is responsible for his actions. And in the event that his actions caused damage to the company, he will be liable in accordance with applicable law.

The Human Resources Specialist performs the following tasks:

Registration of documentation when hiring or dismissing personnel, transferring them to other staff units in accordance with the labor code and the order of managers.
Accounting for the work and changing any data of employees at all levels in accordance with documentary standards, and making these changes to the personnel databases.
Collection of data for certification or for advanced training.
Management of the mechanism of encouragement and punishment.
Conducting personal files of employees, collecting personal information.
Decor work books and contracts.
Development of a schedule and monitoring of its implementation.
Determination of vacation periods and monitoring their implementation.
Maintaining archive documentation.

Requirements for a Human Resources Inspector

Job responsibilities include:

Maintaining documentation on the acceptance and dismissal of employees, job changes.
Maintaining personal files of staff, making changes and additional data.
Registration of work books and their storage.
Dealing with sick leave, vacations and benefit payments. monitoring of their compliance.
Processing documentation for calculating pensions, work benefits and compensation.
Entering changes in personnel data into the database.
Identification of possible problems in the team and the causes of staff turnover.
Working with the archive.

At first glance, there are few differences between the specialty "HR inspector" and the profession "HR specialist". But they are: this position a person with a secondary education can be accepted. Seniority is not one of the main requirements and may not be taken into account at all.

The duties of the inspector include the selection of personnel for open vacancies in accordance with the professional requirements put forward.

Requirements for the Head of Human Resources

borrow leadership position only if you have a higher education and at least three years of work experience in a similar position. A person is appointed to the position of chief by order of the supreme leader. After that, he remains accountable directly only to the head of the company. Its activities are carried out strictly within the framework of the internal charter of the organization, labor code, civil law and other legal documents, based on the job description.

Job responsibilities:

Development and monitoring of compliance personnel policy organizations.
Monitoring the need to update the working staff.
Management of staff units according to the available powers.
Carrying out certification and analysis of its results.
Improving existing mechanisms for dismissal, hiring or moving personnel to other positions.
Improving the system of interaction between personnel.
Monitoring the performance of the duties of the personnel department.
Monitoring the execution of awards and incentives.
Implementation of measures to install labor discipline, increasing the level of motivation of employees for their direct work activities.

The head of the human resources department prepares and reviews internal information that is intended for senior management. It is also within his competence to conduct consultations in accordance with the direction of his position. The high level of training of the head of the personnel department is evidenced by his knowledge of the legal documents of the Russian Federation, various methods for assessing the work of personnel, understanding the structure of the organization, knowledge of the requirements for filling out and processing documentation, existing labor standards. The instruction, which spells out all the duties of the head of the personnel department, the inspector and the specialist in working with personnel, is drawn up according to the model for each category. And signs in the process of applying for a job.

In order to apply for a HR position, you must:

Provide everything Required documents, depending on the position chosen, including: a diploma of the necessary education, documents confirming the length of service, and so on.
A completed application form.

According to common pattern job description, the personnel officer refers to specialists. His appointment or dismissal from his post takes place on the basis of the order of the general director of the organization on the proposal of the immediate superior.

Earlier in the article, we considered the requirements for applicants for each possible position. Depending on the category (inspector, specialist or supervisor), when hiring, the immediate supervisor monitors their compliance.

In the event that the personnel officer is temporarily unable to fulfill his duties, they will be performed by a person replacing him.

The recruiter should be aware of the following:

Legal and legislative documents, in any way relating to labor process, the process of maintaining and managing the personal files of employees, issuing pensions, maintaining work books and concluding employment contracts.
The structure of the company and the ways in which personnel interact within it.
current labor law.
Rules for working with personnel and preparing reports.
Rules for maintaining personal data of employees.
The procedure for maintaining pensions, vacations, accrual of benefits, compensations, etc.

In accordance with the law, the Regulations on the personnel department of the organization itself, its charters, internal regulations, orders of the management and job description, the activities of the personnel officer are carried out.

In accordance with the existing and established basic duties and rights prescribed in the Decree of the Ministry of Labor of August 21, 1998, the organization draws up a job description for the positions held. It may include additional clauses on processing or vacation conditions, a schedule, additional requirements and other important conditions.

The development of instructions is carried out by the top management of the organization, his deputies or direct superiors of personnel officers. In the process, it is agreed with lawyers, signed and comes into force.

Here is an example of a sample job description, on the basis of which an organization can draw up its own version:

As can be seen from the instructions, the personnel specialist should not only be engaged in the selection and placement of employees, but also in other activities.

An equally important point that must be indicated in the instructions is the rights of the employee.

And no less important section is the responsibility of a specialist, since he works mediocrely with personal affairs and has confidential information.

Human Resources Specialist Rights

When compiling instructions, this is an important point, which should not be omitted. Despite the fact that the coordination of the drafted job description with representative bodies for the protection of personnel is not provided for by the legislation of the Russian Federation, approval usually takes place with the legal department in order to avoid violating the rights of employees.

The personnel officer has the following rights:

To get acquainted with the existing documentation and decisions of the company's leaders directly related to its activities.
Have access to information that is necessary for the performance of his job duties.
Put forward proposals for improving the work and conditions directly related to the performance of its activities.
Receive full quality organization of technical and informative conditions for the performance of duties.

Responsibility of the Human Resources Specialist

The personnel officer is liable in accordance with the legislation of Russia for violation of his direct duties:

In case of non-fulfillment or poor-quality performance of their immediate duties.
In case of violation of the instructions and orders of the organization, labor regulations and due discipline.
In case of violation of trade secrets or disclosure of personal data of personnel.

The head of the company or the head of the personnel department, whose task is to regulate the activities of the personnel department, can be held liable for:

Lack of formalized contracts with employees.
Lack of personal matters.
No vacation schedule.
Lack of security documentation labor activity.

Features of the profession faced by the personnel officer

The personnel officer, despite the extensive list of his duties, is primarily involved in maintaining documentation in a particular organization. These are orders, employment contracts, regulations, statements of employees, maintenance military registration, pension, preferential, etc.

What are the characteristics of a specialist in this position?

The positive ones include:

Labor mode. In rare cases, processing may occur. Basically, this is a standard schedule with fixed usual days off (Saturday and Sunday), as well as non-working days on public holidays. Most often work from 9:00 to 18:00, including a lunch break.
A stable social package that includes all the necessary payments.

In small organizations, the rights of employees may be violated, there may be no social package or official registration. Therefore, when applying for a job, you need to give preference only to trusted companies that care about their employees.

Paper work without much mobility.
Possibility career development and high wages.
Office work.

The negatives include the following:

In addition to immediate duties, a large amount of additional, not always directly related to the specialty.
Being between employees and superiors. This can be a disadvantage when you have to resolve negative situations.
For some, paperwork in the office will seem like a minus.
Monotone.
Possible disagreements in the work with accounting.
Responsibility in case of dishonesty of the accepted employee.

An HR employee constantly encounters new people, and must have communication skills, be able to organize people and his work, be friendly and at the same time possess in modern ways staff assessments. He must have the skills of mutual understanding, and base his work on mutual cooperation. In addition, in his work, the personnel officer constantly encounters interactions with third-party organizations. such as the Pension Fund, State Inspectorate labor and others).

The competence of a specialist in this field also depends on his ability to use equipment and automation tools.

Conclusion

Summing up, we can say that the profession of a personnel officer is significant and important in the current modern world. He deals not only with the selection of personnel for the company, but also with a large amount of documentation. Basically, this work is connected precisely with her: archiving, personal files, documenting admission, dismissal and movement to other positions of employees, military registration, registration of pensions, vacations and schedules. This profession is suitable for those who like inactive work in a cozy office.

Despite this, the position of a specialist in the personnel department implies the following skills: communication skills, goodwill, organizational skills, good knowledge of legislation, which in one way or another relates to labor office work.

The personnel department also has a choice of vacancies: inspector, specialist and chief. Each involves its own level of certain skills and qualities. For example, only an applicant who has a higher education and has work experience in a similar position can become a boss. Without experience, you can become an inspector, and then move up the career ladder.

As for any other specialty, for a personnel officer there is an established sample job description, on the basis of which various organizations claim theirs. At the same time, they indicate additional terms depending on the detail of the company, the requirements for the profession and obligations. Also, they spelled out all the rights of the employee, responsibility and conditions of cooperation.

In this video you can get acquainted with the features of the profession personnel specialist, and, perhaps, learn something new for yourself that was not considered in the article:

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

I. General provisions

The Human Resources Specialist belongs to the category of specialists.
A person who has a higher professional education no requirement for work experience.
Appointment to the position of a personnel specialist and dismissal from it is carried out by order
The HR specialist must know:
1. 4.1. Legislative and regulatory legal acts, teaching materials on personnel management.
2. 4.2. Labor law.
3. 4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.
4. 4.4. The procedure for determining the prospective and current staffing needs.
5. 4.5. Sources of providing the enterprise with personnel.
6. 4.6. Methods of analysis of the professional qualification structure of personnel.
7. 4.7. Regulations on certification and qualification tests.
8. 4.8. Procedure for election (appointment) to office.
9. 4.9. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.
10. 4.10. The procedure for the formation and maintenance of a data bank on the personnel of the enterprise.
11. 4.11. The procedure for compiling reports on personnel.
12. 4.12. Fundamentals of psychology and sociology of labor.
13. 4.13. Fundamentals of economics, organization of labor and management.
14. 4.14. Internal labor regulations.
15. 4.15. Rules and norms of labor protection, safety precautions.
During the absence of a personnel specialist (vacation, illness, business trip, etc.), his duties are performed by a person appointed by order of the director of the enterprise, who is responsible for their proper performance.

II. Job Responsibilities

HR Specialist:

Performs work on staffing the enterprise with the required professions, specialties and qualifications.
Participates in the selection, selection, placement of personnel.
Conducts research and analysis:
1. 3.1. The position and professional qualification structure of the personnel of the enterprise and its divisions.
2. 3.2. Established documentation on personnel records related to the admission, transfer, labor activity and dismissal of employees.
3. 3.3. The results of attestation of employees and their assessment business qualities in order to determine the current and future needs for personnel, prepare proposals for filling vacant positions and create a reserve for promotion.
Participates in the study of the labor market to determine the sources of meeting the need for personnel, establishing and maintaining direct links with educational institutions, contacts with enterprises of a similar profile.
Participates in the development of long-term and current labor plans.
Carries out control over the placement and placement of young professionals and young workers in accordance with the received in educational institution specialty and profession, conducting their internships.
Takes part in the adaptation of newly hired employees to production activities.
Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.
Participates in the organization of work, methodological and information support qualification, attestation, competitive commissions, registration of their decisions.
Analyzes the state of labor discipline and the implementation of internal labor regulations by employees of the enterprise, the movement of personnel, participates in the development of measures to reduce turnover and improve labor discipline.
Controls:
1. 11.1. Timely registration of the admission, transfer and dismissal of employees.
2. 11.2. Issuance of certificates of their current and past employment.
3. 11.3. Compliance with the rules of storage and filling of work books.
4. 11.4. Preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel.
5. 11.5. Entering relevant information into the data bank on the personnel of the enterprise.
Prepares prescribed reports.
Performs individual official assignments of his immediate supervisor.

III. Rights

The HR specialist has the right to:

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

IV. A responsibility

The Human Resources Specialist is responsible for:

For improper performance or non-performance of their official duties provided for by this job description - within the limits determined by the current labor law 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.

The daily duties of a personnel officer are regulated by the Ministry of Labor of the Russian Federation in a resolution of 08/21/1998. It specifies in detail the areas of responsibility of a specialist, the limits of subordination, the legal framework necessary for an employee of the personnel department, the procedure for submitting and maintaining documentation. The Unified Qualification Handbook defines 17 professions that, when performed official duties guided by job description personnel worker. The structure of the department that regulates the activities of employees is reflected in the relevant Regulation "On the Human Resources Department".

HR Specialist Job Responsibilities

The job description of a specialist in the personnel department establishes the procedure for labor relations, the range of responsibility, the functions assigned to the employee, the requirements for him, the required level of education and subordination. A person with sufficient professional training, education and experience of at least 12 months is classified as a specialist.

The head of the personnel department is responsible for the development and content of the instruction, and it is approved by the head of the company. It reflects all the duties of a specialist in the personnel department. Their composition, rules of execution, powers are detailed by the administrative acts of the enterprise, internal regulations, federal and regional regulations. They include the following tasks:

documenting the hiring and dismissal of employees, the transfer of personnel to other staff units in accordance with the norms of the Labor Code of the Russian Federation and the orders of the management;
accounting of activities and changes in personal data of employees of all levels - from the director to the watchman - in accordance with the standards of accounting documents with the introduction of changes in information databases;
data collection for certification and advanced training;
development of a mechanism for rewards and penalties;
preparation and maintenance of personal files, collection and processing of personal data;
registration of work books - making entries, registration, accounting and storage;
formation of work experience;
monitoring of holidays and control over the execution of the schedule;
timely selection of documentation for the archive and its execution;

The activity of a personnel specialist provides access to confidential data - personal files, trade secrets. If the actions of an employee caused property or financial damage to the organization, he will be held liable in accordance with the law.

The Human Resources Specialist may perform his job duties overtime. According to Art. 152 of the Labor Code of the Russian Federation, the overtime rate is set by the enterprise.

Human Resources Inspector Job Responsibilities

How does it mean in the One qualification handbook, applicants with secondary education are considered for the position of HR inspector, the presence of professional experience does not matter. The entire scope of the duties of the HR inspector is defined in the internal instructions. It includes the following business tasks:

In addition to office work, the duties of the HR inspector also include the selection of employees for vacancies in accordance with professional requirements and the level of communication skills. The personnel officer places ads in the press, Internet portals, submits an application to the employment center, and conducts an interview. His task is not just to select a professional, but to find a person who will easily enter the team and will not become a source of conflict. The management may provide for the duty of the inspector to conduct a competition among applicants. Selection events and control of passage are in the competence of the personnel officer.

Job Responsibilities of the Head of Human Resources

Only an employee with a diploma of higher education who has worked in a similar position for at least 3 years. His candidacy is determined only by the head of the company. Management activities are carried out on the basis of the company's internal charter, strictly within the framework of Russian labor and civil law, and in accordance with the job description of a personnel employee. The head of OK is accountable only to the top management of the company.

The responsibilities of the Head of Human Resources are as follows:

development of regulations on personnel policy;
assessment of the organization's need for personnel renewal;
staff management in accordance with authority and competence;
methodological and information support of certification, organization and analysis of its results;
debugging the processes of transfer, dismissal or hiring of personnel;
corrective activity;
regular monitoring of the performance of duties by specialists of the personnel department;
control over the execution of orders for rewarding and promotion.

The duties of the personnel officer-chief include the implementation of measures to establish work discipline, increasing the motivation of the team. The head is engaged in the preparation, approval of official information intended for the director. The competence of the authorities is to consult staff on current personnel issues.

The knowledge of the labor and civil legislation of the Russian Federation, methods of assessing employees, the structure of the enterprise, requirements for paperwork, fire safety and labor protection standards testifies to the professional level of the OK manager.

An instruction with the duties of a personnel officer - a supervisor, an inspector or a specialist - is signed by the applicant when applying for a job. The document is drawn up for each category of workers according to a standard model.

APPROVE:

[Job title]

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"______" _______________ 20___

JOB DESCRIPTION

HR Specialist

1. General provisions

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

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

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

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

1.5. The HR specialist must know:

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

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

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

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

2. Job responsibilities

The Human Resources Specialist performs the following labor functions:

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

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

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

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

2.5. Informs employees of the enterprise about available vacancies.

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

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

2.8. Participates in the preparation of proposals for personnel development, business career planning, training and professional development of personnel, as well as in evaluating the effectiveness of training.

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

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

2.11. Controls the timely registration of the admission, transfer and dismissal of employees, the issuance of certificates of their current and past labor activity, compliance with the rules for storing and filling out work books, preparing documents for establishing benefits and compensation, issuing pensions to employees and other established personnel documentation, as well as making the appropriate information in the data bank on the personnel of the enterprise.

2.12. Prepares prescribed reports.

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

3. Rights

The HR specialist has the right to:

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

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

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

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

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

4. Responsibility and performance evaluation

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

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

4.1.2. Failure or improper performance of labor functions and the tasks assigned to him.

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

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

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

4.1.6. Failure to enforce labor discipline.

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

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

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

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

5. Working conditions

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

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

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

Job descriptions taking into account professional standards 2016-2017

Sample job description for a specialist personnel office work

A sample job description is drawn up taking into account the professional standard Human Resources Specialist

1. General Provisions

1.1. The following person is accepted for the position of HR Specialist:

1) having a secondary vocational education in training programs for mid-level specialists;

2) having additional vocational education programs professional retraining, professional development programs.

1.2. The Human Resources Specialist must know:

1) regulatory legal acts of the Russian Federation governing the rights and obligations government agencies, trade unions and other representative bodies of employees to provide accounting documentation;

2) the legislation of the Russian Federation on personal data;

3) the procedure for registration, maintenance and storage of personnel documents;

4) the procedure for recording the movement of personnel and compiling established reporting;

5) the basics of workflow and documentation support;

6) technologies, methods and techniques for analyzing and systematizing documents and information;

7) the procedure for calculating the length of service, benefits, compensations, registration of pensions for employees;

8) the structure of the organization;

9) the basics of archival legislation and regulatory legal acts of the Russian Federation in terms of maintaining documentation on personnel;

10) local regulations of the organization governing the procedure for issuing administrative and organizational documents for personnel;

11) norms of ethics and business communication;

12) basic fundamentals informatics, structural construction of information systems and features of working with them;

13) labor legislation and other acts containing labor law norms;

14) Internal labor regulations;

15) labor protection requirements and fire safety rules;

16) ……… (other requirements for the necessary knowledge)

1.3. The HR Specialist must be able to:

1) develop draft organizational and administrative documents for personnel;

2) arrange personnel documents in accordance with the requirements of the labor legislation of the Russian Federation and local regulations organizations;

3) keep records and register documents in information systems and on physical media;

4) organize the storage of documents in accordance with the requirements of the labor, archival legislation of the Russian Federation and local regulations of the organization;

5) analyze personnel documents and transfer information to databases and reports;

6) identify errors, inaccuracies, corrections and false information in documents, determine the legitimacy of documents;

7) work with information systems and databases for maintaining statistical and reporting information on personnel;

8) develop draft personnel documents;

9) develop a plan for adjusting the established procedure for processing personnel documents and implement the adopted changes;

10) control the presence of employees at the workplace;

11) draw up accounting documents submitted to state bodies, trade unions and other representative bodies of employees;

12) analyze the rules, procedures and procedures governing the rights and obligations of state bodies and organizations regarding the exchange of personnel documentation;

13) conduct business correspondence;

14) observe the norms of business communication ethics;

15) ……… (other skills and abilities)

1.4. The HR Specialist in his work is guided by:

1) ……… (name of constituent document)

2) Regulations on ……… (name of the structural unit)

3) this job description;

4) ……… (names of local regulations governing labor functions by position)

1.5. HR Specialist reports directly to ……… (title of the position of the head)

1.6. ……… (other general provisions)

2. Labor functions

2.1. Documentation support work with staff:

1) maintaining organizational and administrative documentation on personnel;

2) maintaining documentation on accounting and movement of personnel;

3) administration of processes and workflow for accounting and movement of personnel, submission of documents on personnel to state bodies.

2.2. ……… (other functions)

3. Job responsibilities

3.1. The Human Resources Specialist has the following responsibilities:

3.1.1. As part of the labor function specified in paragraphs. 1 clause 2.1 of this job description:

1) carries out processing and analysis of incoming personnel documentation;

2) develops and draws up personnel documentation (primary, accounting, planning, social security, organizational, managerial);

3) carries out registration, accounting and current storage of organizational and administrative documentation on personnel.

3.1.2. As part of the labor function specified in paragraphs. 2 clause 2.1 of this job description:

1) prepares draft documents on personnel management procedures, accounting and movement of personnel;

2) organizes the system of movement of personnel documents;

3) collects and checks personal documents of employees;

4) carries out preparation and registration at the request of employees and officials copies, extracts from personnel documents, certificates, information on seniority, benefits, guarantees, compensations and other information about employees;

5) issue personnel documents to the employee on his labor activity;

6) brings organizational, administrative and personnel documents of the organization to the attention of the personnel;

7) keep records of the working time of employees;

8) carry out registration, accounting, operational storage documents on personnel, preparation for their delivery to the archive.

3.1.3. As part of the labor function specified in paragraphs. 3 clause 2.1 of this job description:

1) organizes the workflow for accounting and movement of personnel;

2) organizes the workflow for the submission of documents on personnel to state bodies;

3) carries out registration of the organization in state bodies;

4) prepares:

At the request of state bodies, trade unions and other representative bodies of employees, originals, extracts, copies of documents;

Notifications, reporting and statistical information on personnel;

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.

3.1.4. As part of the performance of his labor functions, he performs the instructions of his immediate supervisor.

3.1.5. ……… (other duties)

3.2. ……… (other job descriptions)

4. Rights

The HR Specialist has the right to:

4.1. Participate in the discussion of draft decisions, in meetings on their preparation and implementation.

4.2. Ask the immediate supervisor for clarifications and clarifications on these instructions, issued assignments.

4.3. Request, on behalf of the immediate supervisor, and receive from other employees of the organization the necessary information, documents necessary for the execution of the assignment.

4.4. Get acquainted with the draft decisions of the management regarding the function performed by him, with documents defining his rights and obligations in his position, criteria for assessing the quality of the performance of his labor functions.

4.5. Submit proposals on the organization of labor within the framework of their labor functions for consideration by their immediate supervisor.

4.6. Participate in the discussion of issues related to the duties performed.

4.7. ……… (other rights)

5. Responsibility

5.1. The Human Resources Specialist is responsible for:

For improper performance or non-performance of their official duties provided for by this job description - in the manner established by the current labor legislation of the Russian Federation, accounting legislation;

For offenses and crimes committed in the course of their activities - in the manner prescribed by the current administrative, criminal and civil legislation of the Russian Federation;

For causing damage to the organization - in the manner prescribed by the current labor legislation of the Russian Federation.

5.2. ……… (other liability provisions)

6. Final provisions

6.1. This job description has been developed on the basis of professional standard"Specialist in personnel management", approved by the Order of the Ministry of Labor of Russia dated 06.10.2015 N 691n, taking into account ……… (details of the organization's local regulations)

6.2. Familiarization of the employee with this job description is carried out upon employment (before signing employment contract). The fact that the employee is familiar with this job description is confirmed by ……… (signature on the familiarization sheet, which is an integral part of this instruction (in the job description familiarization log); in a copy of the job description kept by the employer; otherwise)

6.3. ……… (other final provisions)

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