HR manager job responsibilities. Job Description - Recruitment Manager

APPROVE:

[Job title]

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"______" _______________ 20___

JOB DESCRIPTION

HR manager

1. General Provisions

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

1.2. The HR manager 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 Manager belongs to the category of managers and reports directly to [name of the position of the immediate supervisor in the dative case] of the Company.

1.4. A person with an average professional education without presenting requirements for work experience or initial vocational education, special training according to the established program and work experience in the profile of at least 3 years, including this enterprise at least 1 year.

1.5. The HR manager must know:

legislative and regulatory legal acts, teaching 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 Manager is responsible for:

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 temporary absence of the HR manager, his duties are assigned to [deputy position].

2. Job responsibilities

The Human Resources Manager performs the following labor functions:

2.1. Organizes the selection, training and adaptation of personnel in the Company.

2.2. Participates in the assessment of the performance of personnel in the Company, develops and implements measures to improve the skills of the Company's employees and rotate personnel.

2.3. Keeps records of the personnel of the enterprise, its divisions in accordance with unified forms primary accounting records.

2.4. Draws up the admission, transfer and dismissal of employees in accordance with labor legislation, regulations and orders of the head of the enterprise, as well as other established documentation on personnel.

2.5. Forms and maintains personal files of employees, makes changes in them related to labor activity.

2.6. prepares necessary materials for qualification, attestation, competitive commissions and presentation of employees for incentives and awards.

2.7. Fills out, takes into account and stores work books, calculates the length of service, issues certificates of present and past labor activity workers.

2.8. Makes entries in work books on incentives and rewards for employees.

2.9. Enters information about the quantitative, qualitative composition of employees and its movement into the data bank on the personnel of the enterprise, monitors its timely updating and replenishment.

2.10. Keeps records of the provision of vacations to employees, monitors the preparation and compliance with the schedules of regular vacations.

2.11. Draws up pension insurance cards and other documents necessary for assigning pensions to employees of the enterprise and their families, establishing benefits and compensations.

2.12. She studies the causes of staff turnover, participates in the development of measures to reduce it.

2.13. Prepares documents after the expiration of the established terms of the current storage for depositing in the archive.

2.14. Monitors the status labor discipline in the divisions of the organization and compliance by employees with the rules of internal labor regulations.

2.15. Prepares prescribed reports.

2.16. Takes the necessary measures to ensure the safety / non-disclosure of the Company's commercial secrets, as well as personal information about the Company's employees.

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

3. Rights

The HR manager has the right to:

3.1. Request and receive the necessary materials and documents related to the activities of the HR manager.

3.2. Engage in relationships with departments of third-party institutions and organizations to resolve operational issues production activities within the purview of the Human Resources Manager.

3.3. Represent the interests of the company in third parties on matters related to his professional activities.

4. Responsibility and performance evaluation

4.1. The HR manager 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 the HR manager 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. Certification Commission enterprises - periodically, but at least once every two years, based on the documented results of work for the evaluation period.

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

5. Working conditions

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

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

6. Right to sign

6.1. To ensure his activities, the HR manager is granted the right to sign organizational and administrative documents on issues referred to his competence by this job description.

Familiarized with the instruction ___________ / ____________ / "____" _______ 20__

A successful HR manager must meet modern market requirements. What you need to know and be able to, what to strive for - read in the article.

From the article you will learn:

Useful related documents:

HR manager: position in the company

Human resources manager or HR - a specialist who is responsible for working with labor resources organizations. His responsibilities may vary from company to company. For example, in small firms all functions are assigned to it - from recruitment before paperwork, in large - tasks are delimited between employees of the personnel service.

Responsibilities of a HR specialist: a list of tasks and recommendations from experts

Reference: not every organization needs an HR manager - duties are often assigned to a personnel officer, secretary or accountant.

The modern manager is a strategic manager. The success of the organization, its profitability and prospects directly depend on it. It should take into account not only the interests of business owners, but also the staff, be able to seek compromise solutions and convince. It is on the actions of HR and its management style that the psychological climate, the level of motivation and involvement, and overall labor efficiency depend.

HR manager education

Candidates who have a higher specialized education can apply for the position of HR Manager. AT last years they also accept employees who have completed retraining courses. As a rule, they can only count on the role of an assistant, but career growth is not excluded. If your goal is to become an HR director, and not just an ordinary HR, be patient and improve your knowledge and skills, personal and professional qualities.

★

Example

A purposeful and young HR manager, Stanislav dreamed of taking the chair of the director at the stage of training. After graduating from high school, after an internship, he got a job. Of course, the position for which he was accepted did not allow him to open up. creativity. Stanislav worked as an assistant for a year and realized that something needed to be changed. He signed up for advanced training courses, additionally participated in trainings, worked with psychologists. The fact that he is growing before our eyes professionally was quickly noticed. The management decided to transfer him from an assistant to a specialist, and a year later he took the director's chair, heading the department.

Changing market conditions, the development of the management sphere leads to the fact that the knowledge received initially is not enough. If you do not have time to study due to a high workload, periodically take distance courses or study online webinars. You can view the content of the programs to find out in which direction to move.

A selection of webinars and useful materials for HR

What skills should an HR manager have?

To perform the duties of a recruiting manager, manage labor resources, you need to have extensive knowledge. At the same time, it is not enough to master the techniques of selection, search, and motivation. You need to know the basics of psychology, because you have to work with a team in which each person has his own characteristics.

In general, you should know:

laws affecting personnel management issues;
organization development goals;
methods of labor quality analysis;
features of planning the need for personnel;
foundations of the sociology of labor;
team management practices;
wage systems;
the procedure for issuing fixed-term and indefinite employment contracts;
methods for assessing labor efficiency;
labor protection standards;
forms of personnel documentation and requirements for it;
methods of training work with personnel.

A recruiter draws up a professiogram, so learn to identify personal and professional quality others, without which it is impossible to perform official duties. Gain additional knowledge to help you psychological and professional tests, interpret the results.

Professional standard requirements for a universal specialist in personnel management

Human Resources Manager: Job Responsibilities

HR is assigned the responsibilities prescribed in the job description. The recruitment manager, to briefly describe the duties, organizes work in a company or within a structural unit, monitors compliance with the law. To achieve high results, HR prepares proposals for improvement and submits them to the consideration of higher authorities. But his duties do not end there.

Job description of the personnel manager

Human Resources Manager, whose responsibilities include complex work:

monitors the situation on the labor market, informs the management about the level of the average salary in the region and the country;
conducts a quick search for specialists in the labor market and among the company's employees;
creates systems of non-material motivation;
trains employees at trainings, seminars, courses;
advises on human resource management ;
organizes interviews and conducts testing to identify the skills and qualities of staff;
prepares measures for the introduction of new employees to the team;
coordinates work on personnel training;
deals with personnel changes aimed at solving strategic issues;
plans and resolves labor issues, draws up and signs employment contracts, maintains personal files;
forms a personnel reserve.

The duties of the HR manager are determined by the management and fixed in the instructions and the contract. Despite this, you must be able to perform other functions: form a team and working groups, organize professional and psychological adaptation , attestation. Try to master modern management techniques that help reduce the number of stressful situations, gain the respect of colleagues and recognition of personal merit by higher authorities.

Rights and responsibilities of the HR manager

From what functional responsibilities HR manager is performed by an employee, his rights and responsibilities depend. HR can represent the interests of the company when working with clients, partners, competitors and authorities, correspond with external organizations without the permission of the manager. The manager has the right to initiate the preparation of personnel documentation, request from managers structural divisions and other managers the information he needs for his work. He signs documents within his competence, makes proposals for bringing to disciplinary responsibility.

Be prepared to take responsibility for improper performance of duties, damage to the organization, distribution of trade secrets and other confidential information. Violation of labor discipline and safety regulations also entails penalties.

Qualities of a recruiting manager

The responsibilities of HR cannot be fulfilled without having the right personal, professional and business qualities. Only competent and developed managers deftly cope with the work, lead the team, motivate it for development and career growth. They are able to retain valuable specialists in the company even in times of crisis, to select methods of stimulation that do not put a heavy burden on the budget.

The manager must be able to negotiate, find a common language with difficult people, know how and on whom to influence in order to achieve the desired goal. Therefore, literacy, flexibility, education and other qualities are Special attention when accepting a new HR.

If you plan to grow and develop, improve the following professional qualities:

organizational skills;
skills of purposeful fulfillment of tasks;
flexibility and adaptability;
competence.

It is important for an HR specialist to have charisma, to have a clear life position. He must be endowed with other qualities, some of which can be developed, and not attributed to natural absence.

Professional qualities and skills of the personnel manager

5 Qualities You Can't Do in HR

4. Showing appropriate humor and showing optimism. It helps, disposes employees to you.

5. Openness of the HR director for communication but also impartiality. Don't walk around looking unapproachable. Don't put on a tragic mask.

The ideal HR manager is a confident and well-rounded specialist. It is difficult to single out the specific qualities that he should possess. Improve your skills, learn to communicate, listen to colleagues, determine their motives, desires and aspirations. Avoid stressful situations, plan working time. A faithful assistant in your work is time management. If you are attentive and reasonable, you will reveal your potential, show professionalism and quickly achieve a promotion.

Job description of the personnel manager

The law does not provide for a unified job description. This is due to the fact that in some organizations the functions of a personnel manager are performed by 1 person who conducts complex work in all areas, in another - the department may include 10-15 employees, or even more.

When compiling a document, they prescribe what knowledge the HR manager should have, duties and requirements. They are selected based on the scope of activities, functions, goals, current position of the company, etc. It is recommended to take a ready-made document as a basis, which can later be finalized - remove unnecessary items and add missing ones. This will help to avoid mistakes when compiling job descriptions.

Download the sample

As the organization grows and develops, job descriptions are revised and supplemented. But this does not mean that in case of expanding the boundaries of responsibility, you will have to look for a new job, because the problem is solved with the help of . Try to meet the requirements of the professional standard.

One of the key links in successful work company is considered a recruiting manager. After all, it is on this employee that indicators of development and maximum efficiency of activity depend. labor collective. If highly qualified employees are gathered in the state, comfortable conditions, then the organization will be able to develop and prosper all the time.

This criterion is an important aspect, because the nature of the personnel manager must necessarily correspond to the tasks that the enterprise is focused on. First of all, these are:

sociability,
persistence,
benevolence,
performance,
decency,
ability to work in a team.

Applying his skills and abilities, the manager leads the organization to high performance efficiency. Of course, in different companies, these irreplaceable qualities of an employee differ from each other. Also, of course, there must be a good psychologist(you can just try to become one) to conduct interviews.

What is the job of a recruiter?

It would seem that there is nothing easier than to select personnel. But this is only at first glance so. In fact, this is a rather painstaking, responsible work that requires a lot of effort, knowledge, time and patience. The manager, on the other hand, will not hire a person who does not know how to do anything or who has those skills and knowledge that are not needed in a specific activity.

Therefore, the director of the organization will definitely hire such a manager. The latter, in turn, must solve all the tasks that are associated with his work: the selection of employees, their competent training and official registration.

After we have decided the question of what the job of a recruiting manager is, it is necessary to proceed to the next moment, which is necessary for effective work specialist.

Knowledge and skills of a recruiter

When selecting the specialist who makes decisions in the search for employees, certain conditions must be met.

In the event that there is a need to hire a highly qualified recruiting manager, you need to carefully and carefully consider his candidacy.

The knowledge and skills that a recruiting manager should have are:

ability to use the program 1C: Salary and personnel;
knowledge of labor laws Russian Federation;
ability to use a personal computer: office programs, internet, e-mail;
ability to work with methods of search and selection of employees;
knowledge of the criteria for assessing potential employees;
ability to conduct good interviews.

Recruiting Manager Functions

The recruiting manager should perform the following functions:

Recruitment of the necessary personnel: drafting a job description and developing a suitable search method; search for funds for recruitment; developing questions necessary for an interview with an employee and actually conducting it.
Staff training: identification of staff training needs; organization of training courses for workers.
Personnel management: development and implementation personnel policy at the enterprise, taking into account its tasks and goals; analysis of the professional state of personnel; maintaining social packages and creating motivation for employees.
Determination of the quality of personnel work activity: development of evaluation criteria; carrying out certification or re-certification and evaluation of personnel.

What are the responsibilities of a recruiting manager?

The most important duties that a specialist performs:

Having considered all the duties of a recruiting manager, we can come to the conclusion that not every representative of this profession will be able to take this position in the company. Only a worthy and highly qualified specialist can apply to work as a personnel manager.

One of the key links in the successful work of the company is the recruitment manager. After all, it is on this employee that the indicators of development and the maximum efficiency of the work of the workforce depend. If highly qualified employees are gathered in the state, comfortable conditions are created for them, then the organization will be able to develop and prosper all the time.

This criterion is an important aspect, because the nature of the personnel manager must necessarily correspond to the tasks that the enterprise is focused on. First of all, these are:

sociability,
persistence,
benevolence,
performance,
decency,
ability to work in a team.

Applying his skills and abilities, the manager leads the organization to high performance indicators. Of course, in different companies, these irreplaceable qualities of an employee differ from each other. Also, of course, you need to be a good psychologist (you can just try to become one) in order to conduct interviews.

What is the job of a recruiter?

After we have decided the question of what the job of a recruiting manager is, it is necessary to proceed to the next moment, which is necessary for the effective work of a specialist.

Knowledge and skills of a recruiter

When selecting the specialist who makes decisions in the search for employees, certain conditions must be met.

In the event that there is a need to hire a highly qualified recruiting manager, you need to carefully and carefully consider his candidacy.

The knowledge and skills that a recruiting manager should have are:

ability to use the program 1C: Salary and personnel)
knowledge of labor legislation in the Russian Federation)
ability to use a personal computer (office programs, Internet, e-mail)
ability to work with methods of search and selection of employees)
knowledge of the criteria for evaluating potential employees)
ability to conduct good interviews.

Recruiting Manager Functions

The recruiting manager should perform the following functions:

Recruitment of the necessary personnel: drafting a job description and developing a suitable search method) finding funds for recruiting staff) developing questions necessary for an interview with an employee and actually conducting it.
Staff training: identification of staff training needs) organization of training courses for employees.
Personnel management: development and implementation of personnel policy at the enterprise, taking into account its tasks and goals) analysis of the professional state of personnel) maintaining social packages and creating motivation for employees.
Determination of the quality of the work of personnel: development of evaluation criteria) performance of certification or re-certification and evaluation of personnel.

What are the responsibilities of a recruiting manager?

The most important duties that a specialist performs:

1.1. The following person is accepted for the position of Human Resources Manager:

1) having higher education- bachelor's degree;

2) having additional vocational education under advanced training programs;

3) who has mastered professional retraining programs in the field of personnel search and selection.

1.2. The HR manager must know:

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

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

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

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

5) the procedure for determining the prospective and current need for personnel;

6) sources of providing the organization with personnel;

7) organization of work in various areas of production, organization, industry;

8) general trends in the labor market and in certain industries and types of professional activity;

9) fundamentals of psychology and sociology of labor;

10) fundamentals of economics, labor organization and personnel management;

11) local regulations organizations that regulate the recruitment process;

12) norms of business communication ethics;

13) basic foundations of informatics, structural construction of information systems and features of working with them;

14) technologies and methods of search, attraction, selection and selection of personnel;

15) systems, methods and forms of material and non-material incentives for the work of personnel;

16) technologies and methods of formation and control of budgets;

17) fundamentals of the tax legislation of the Russian Federation;

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

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

20) basics of workflow and documentation support;

21) the procedure for holding tenders and drawing up tender documentation;

22) the procedure for conducting procurement procedures and execution of related documentation;

23) the procedure for concluding agreements (contracts);

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

25) Internal labor regulations;

26) labor protection requirements and fire safety rules;

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

1.3. The HR manager must be able to:

1) 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;

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

3) collect, analyze and structure information about the characteristics of the labor market, including proposals from service providers for the search, attraction, selection and selection of personnel;

4) formulate requirements for a vacant position (profession, specialty) and determine the criteria for recruiting personnel;

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

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

7) advise on labor market issues in terms of staffing;

8) determine the criteria for the search, attraction, selection and selection of personnel;

9) collect, analyze and structure information about candidates and offers on the labor market;

10) use search engines and information resources in the field of staffing;

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

12) use the means of providing personnel, including escort;

13) advise on the recruitment of personnel;

14) draw up and control items of expenditure for staffing for budget planning;

15) provide documentation support for the candidate's entry to work and the movement of personnel;

16) draw up documents on the provision of human resources necessary for submission to government bodies, trade unions and other representative bodies of workers;

17) 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;

18) analyze documents and transfer information to information systems and databases about candidates;

19) work with information systems and databases on staffing, search and registration of candidates for vacant positions (professions, specialties);

20) to carry out preliminary procurement procedures and draw up related documentation for the conclusion of contracts;

21) organize and conduct tenders, draw up and analyze tender documentation;

22) conduct business correspondence;

23) comply with the norms of business communication ethics;

24) ……… (other skills and abilities)

1.4. The recruiting 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. Recruitment Specialist reports directly to ……… (title of manager position)

1.6. ……… (other general provisions)

2. Labor functions

2.1. Staffing activities:

1) collecting information about the organization's needs for personnel;

2) search, attraction, selection and selection of personnel;

3) administration of processes and workflow of staffing.

2.2. ……… (other functions)

3. Job responsibilities

3.1. The Human Resources Manager 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) analyzes:

Plans, strategies and structure of the organization;

Features of the organization of work and production at specific workplaces;

Labor market for the organization of work in similar production and workplaces;

The labor market and the personnel of the organization according to the profile of the vacant position (profession, specialty);

2) forms requirements for a vacant position (profession, specialty) and corrects them;

3) informs and advises the heads of departments and organizations on labor market issues in terms of staffing.

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

1) searches in internal and external sources information about candidates that meet the requirements of the vacant position (profession, specialty);

2) places information about the vacant position (profession, specialty) in the media;

3) chooses ways and methods of attracting personnel in accordance with the approved plans;

4) checks information about candidates for vacant positions (professions, specialties);

5) conducts interviews and meetings with candidates for vacant positions (professions, specialties) with feedback;

6) evaluates the compliance of candidates with the requirements of a vacant position (profession, specialty);

7) prepares proposals for the formation of a budget for the search, attraction, selection and selection of personnel;

8) informs and advises the heads of departments and organizations on the issues of attracting personnel with cost estimates.

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

1) analyzes the processes of document circulation, local documents on the issues of staffing;

2) maintains information about vacant positions (professions, specialties) and candidates;

3) provides documentation support for candidates at the stages of search, attraction, selection and selection of personnel for vacant positions (professions, specialties), informing candidates about the selection results;

4) carries out the preparation of inquiries about candidates for state bodies in cases provided for by the current legislation, and the processing of the information provided;

5) prepares and processes notifications to state bodies, trade unions and other representative bodies of employees on the issues of search, attraction, selection and selection of personnel;

6) accompanies contracts for providing the organization with personnel, including preliminary procedures for their conclusion.

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

4.1. The HR manager has the right to:

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

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

4.1.3. 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.

4.1.4. 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.

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

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

4.1.7. ……… (other rights)

5. Responsibility

5.1. The Human Resources Manager 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;

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;

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"", approved by the Order of the Ministry of Labor and social protection Russian Federation 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 familiarized with this job description is confirmed by ……… (signature on the familiarization sheet, which is an integral part of this instruction (in the journal of familiarization with job descriptions); in a copy of the job description kept by the employer; otherwise)

6.3. ……… (other final provisions)