Job description of the head of the personnel department. Job description of the head of the HR department Sample job description of the head of the HR department

I CONFIRM:

[Job title]

_______________________________

_______________________________

[Name of company]

_______________________________

_______________________/[FULL NAME.]/

"_____" _______________ 20___

JOB DESCRIPTION

Head of HR Department

1. General Provisions

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

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

1.3. The head of the HR department belongs to the category of managers and is subordinate to:

  • HR inspectors;
  • HR manager;
  • HR lawyer.

1.4. The head of the HR department reports to [name of the position of the immediate manager in the dative case] of the Company.

1.5. The head of the HR department is responsible for:

  • the work of the department, timely and high-quality performance of its tasks as intended;
  • performance and labor discipline of subordinates;
  • safety of documents (information) containing information constituting a trade secret of the Company, other confidential information, including personal data of Company employees;
  • ensuring safe working conditions, maintaining order, and complying with fire safety rules in the premises of the department.

1.6. Persons with higher professional education and work experience in organizing personnel management in engineering, technical and managerial positions of at least 5 years can be appointed to the position of head of the personnel department.

1.7. In practical activities, the head of the personnel department should be guided by:

  • legislation, regulations, as well as local acts and organizational and administrative documents of the organization (enterprise) regulating personnel work, the activities of the service and department;
  • internal labor regulations;
  • rules of labor protection and safety, ensuring industrial sanitation and fire protection;
  • instructions, orders, decisions and instructions of the immediate supervisor and management of the Company;
  • this job description.

1.8. The head of the HR department must know:

  • legislative and regulatory legal acts, methodological materials on personnel management;
  • labor legislation;
  • structure and staff of the enterprise, its profile, specialization and development prospects;
  • personnel policy and strategy of the enterprise;
  • the procedure for drawing up forecasts, determining future and current staffing needs;
  • sources of supplying the enterprise with personnel;
  • state of the labor market; systems and methods of personnel assessment;
  • methods for analyzing the professional and qualification structure of personnel;
  • the procedure for registration, maintenance and storage of documentation related to personnel and their movement;
  • the procedure for creating and maintaining a data bank about the personnel of the enterprise;
  • organization of time sheets;
  • methods for recording the movement of personnel, the procedure for drawing up 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 professionography;
  • basics of career guidance work;
  • fundamentals of economics, organization of production and management;
  • means of computer technology, communications and communications;
  • rules and regulations of labor protection.

1.9. During the period of temporary absence of the head of the personnel department, his duties are assigned to [name of the deputy position].

2. Job responsibilities

The head of the HR department is required to perform the following labor functions:

2.1. Heads the work of 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, determination of current and future personnel needs and sources of its satisfaction based on studying the labor market, establishing direct connections with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media for placing advertisements for hiring workers.

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, monitors the correct use of employees in the departments of the enterprise.

2.5. Ensures the reception, placement and placement of young specialists and young workers in accordance with the profession and specialty received at the educational institution, together with the heads of departments, organizes their internship and work on adaptation to production activities.

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

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

2.8. Participates in the development of systems for comprehensive assessment of employees and the results of their activities, career and professional promotion of personnel, and preparation of proposals for improving certification.

2.9. Organizes timely registration of admission, transfer and dismissal of workers in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, accounting of personnel, issuing certificates of current and past labor activities of employees, storing and filling out work books and maintaining established documentation on personnel, and also preparing materials for presenting 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 their submission to the social security authority.

2.11. Carrying 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 "ASU-personnel" and automated workplaces for personnel services employees, the creation of a data bank about the enterprise personnel, its timely replenishment and prompt presentation of necessary information to users.

2.12. Provides methodological guidance and coordination of the activities of personnel specialists and inspectors of the enterprise divisions, monitors the execution by the heads of departments of legislative acts and government regulations, resolutions, orders and instructions of the head of the enterprise on matters of 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 released workers, providing them with established benefits and compensation.

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

2.15. Organizes timekeeping, drawing up and implementing vacation schedules, monitoring the state of labor discipline in the departments of the enterprise and employees’ compliance with internal labor regulations, analyzing the causes of turnover, developing measures to strengthen labor discipline, reducing staff turnover, loss of working time, and monitors their implementation.

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

2.17. Manages department employees.

In case of official necessity, the head of the personnel department may be involved in the performance of his official duties overtime, by decision of the deputy director for personnel, in the manner prescribed by law.

3. Rights

The head of the HR department has the right:

3.1. Make decisions in order to ensure the daily activities of the department on all issues within its competence.

3.2. Submit to your immediate supervisor your proposals for encouraging (holding accountable) department employees in cases where your own powers are not enough.

3.3. Prepare and present to your immediate supervisor your proposals for improving the work of the department (its additional funding, logistics).

3.4. Participate in the work of collegial management bodies when considering issues related to the organization of personnel work and the activities of the department.

4. Responsibility and performance evaluation

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

4.1.1. Failure to carry out or improperly carry out official instructions from the immediate supervisor.

4.1.2. Failure to perform or improper performance of one's job functions and assigned tasks.

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

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

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

4.1.6. Failure to ensure compliance with labor discipline.

4.1.7. 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.

4.1.8. Causing material damage and/or losses to the company or third parties associated with actions or inactions during the performance of official duties.

4.2. The performance assessment of the head of the HR department is carried out:

4.2.1. By the immediate supervisor - regularly, in the course of the employee’s daily performance of his labor functions.

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

4.3. The main criterion for assessing the work of the head of the HR department 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 head of the HR department is determined in accordance with the internal labor regulations established at the enterprise.

5.2. Due to production needs, the head of the HR department may go on business trips (including local ones).

5.3. To resolve operational issues to ensure the production activities of the department, the head of the personnel department may be allocated official vehicles.

6. Signature right

6.1. To ensure his activities, the head of the HR department is given the right to sign organizational and administrative documents on issues included in his functional responsibilities.

I have read the instructions ___________/___________/ “____” _______ 20__

The job description of the head of the HR department is used to determine the authority of the employee in the company hierarchy. The document describes the nuances of interaction with subordinates and management. Most often, the instructions include 4 sections, which can be supplemented by the employer with several more points that specify certain areas of labor relations based on the specifics of the company’s activities.

Sample job description for head of human resources department

1. Main section

  1. The head of the HR department is appointed and dismissed from the position in accordance with the order of the director of the company.
  2. The head of the HR department reports directly to the director of the company.
  3. During the absence of the head of the HR department, his functions at work are performed by his deputy.

A candidate for a position must meet the following qualification standards:

  • higher education;
  • Duration of work in personnel services for at least 3 years, including at least a year in a managerial position.

The head of the HR department must have knowledge of the following areas:

  • legislation regulating labor relations;
  • rules of corporate document flow on personnel issues;
  • standards for the preparation of required documents on personnel issues;
  • basic approaches to finding the required employees;
  • the basics of testing and interviewing applicants;
  • company management system;
  • current personnel of the company;
  • planning the company's personnel needs;
  • the state and prospects of the labor market in the relevant regions and sectors of corporate activity;
  • fundamentals of the theory of labor relations;
  • filling out the company's employee database;
  • current professional standards for corporate positions;
  • methods for calculating workload and quality indicators of employees;
  • the procedure for providing benefits and bonuses to employees;
  • rules for using office equipment and necessary computer programs.

The head of the HR department is guided by:

  • regulatory legal acts of the Russian Federation;
  • corporate documents;
  • provisions of this instruction.

2. Functions

The head of the HR department is responsible for:

  1. Organizing the filling of required work positions.
  2. Interaction with heads of company departments on personnel issues.
  3. Interaction with recruitment agencies and other contractors in the search for employees.
  4. Participation in certification activities of company personnel.
  5. Conducting labor market analysis.
  6. Planning and forecasting in the field of the labor market.
  7. Monitoring the quality of work of company employees.
  8. Interaction with applicants regarding testing, interviews and checking their data.
  9. Monitoring legislative activity in the personnel field.
  10. Organization of a bonus system for company employees.
  11. Consultation of job seekers and beginning employees on the main aspects of labor relations in the company.
  12. Organizing the work of subordinates on personnel issues.
  13. Organizing the effective work of the assigned department.
  14. Making proposals to the General Director on issues in his area of ​​competence.

3. Responsibility

The head of the HR department may be responsible in the following cases:

  1. For damage caused to the company due to one’s incompetence - in accordance with labor laws.
  2. For disclosure of internal confidential information - within the limits defined in the relevant legislation.
  3. For violations of laws committed at work - in accordance with the paragraphs of the relevant sections of the law.

4. Rights

The head of the HR department has the rights to:

  1. Make decisions on personnel rotation in your department.
  2. Make proposals for improving processes in your area of ​​responsibility to the company management.
  3. Participate in meetings where personnel issues are discussed.
  4. Sign personnel documentation.
  5. Represent the company in relations on personnel issues with both applicants and relevant counterparties.
  6. Require security officers and other departments to promptly provide the information necessary for their work.
  7. Require the director of the company to maintain activities necessary for the functioning of his department.

5. Working conditions

  1. The manager is compensated for his work expenses for cellular communications and transport in the amounts specified in the employment contract.
  2. The head of the HR department receives bonuses at the end of the year, subject to the fulfillment of plans for filling personnel positions, and in the amounts specified in the employment contract and other company documents.
  3. The employer undertakes to pay the manager for specialized advanced training courses at least once every 2 years.

FILES

Why do you need a job description?

In any company, a package of job descriptions for various positions is included in the list of standard employment documents. This is because:

  • the instruction formalizes the working interaction between the employer and the company employee;
  • the instruction is a means of preventing conflict situations at work, because in case of disagreement, the parties can refer to the relevant contents of the document;
  • a correctly drawn up document has legal force and can appear in legal and work disputes.

For both the company and the employee, the instructions help determine what the parties can expect from each other in the labor relationship.

Document drafting principles

Domestic legislation does not clearly define instruction formats. Therefore, any company has the opportunity to draw up a document based on specific tasks. But there are also some business standards for its preparation. So, usually the document includes the following sections:

  1. Main section.
  2. Responsibilities.
  3. Rights.
  4. Responsibility.

Each of these sections is filled out on a standard basis, then supplemented with items for the specific needs of the company. Additional sections are sometimes added to the basic sections, allowing the employer to identify the most important points in the working relationship. Typically, additional sections describe job relationships and working conditions.

General section

The instructions open with a section that describes the basics of interaction between the employee and the employing company. Its most important part is a description of the qualification requirements for the employee and the skills that the employer expects from him. The section also contains clauses on the temporary replacement of an employee, to whom he reports and what he is guided by in his activities. In relation to the position of a manager, it is important to correctly define the qualification requirements so that requirements such as the level of foreign knowledge or managerial experience do not interfere with the admission of suitable candidates.

The skills of the head of the HR department should be correlated with his job responsibilities, presented in the next section of the DI.

Functions

Perhaps the most important section of the document. After all, this is where the list of job responsibilities of the head of the personnel department is given, and they can differ quite significantly due to the size of the company or its industry characteristics. It is clear that the functions of the HR director in a small company are not comparable to a similar position in a large international company. In general, the larger the company, the greater the number of secondary responsibilities that can be transferred to the manager’s assistants and secretaries.

Responsibility

This section is intended to describe violations for which a manager may be held accountable. For large companies, it is advisable to focus on liability for violation of confidentiality and transfer of internal information to a third party.

Responsibility is described in general terms. Specific penalties, if a violation is truly proven, are determined during legal proceedings.

Rights

This section describes what rights the manager has. The rights of the head of the personnel department are quite standard for any company, but can be supplemented in accordance with the specifics of the company’s activities. Thus, you can describe in more detail the rights to interact with the company’s security service or on personnel issues in relations with other managers.

Working conditions

A section is included to describe in more detail some benefits for the employee. In relation to a managerial position, the section usually adds the possibility of providing company transport, the employer paying for a subscription to the industry press, access to online information platforms and other nice features.

The compiled and agreed job description must be printed on the company’s letterhead in a single copy. For the document to come into force, it must be signed by the employee, the head of the company and the persons with whom the appointment to the position was agreed upon. The organization's seal is not required in the DI.

Job description head of HR department has its own nuances. The job responsibilities of the head of the HR department are influenced by the size of the company, the characteristics of management, and the presence of staff under his command. In some companies, the head of the personnel department heads the entire personnel department, in others there is a director of personnel, and the head of the personnel department is responsible mainly for personnel records management. The main job responsibilities provided for in our sample job description for the head of the personnel department are the development of personnel policies, the organization of selection and certification of employees, and the analysis of personnel work.

Job description of the head of the HR department

I APPROVED
CEO
Last name I.O. ________________
"________"_____________ ____ G.

1. General Provisions

1.1. The head of the personnel department belongs to the category of managers.
1.2. The head of the personnel department is appointed to the position and dismissed from it by order of the general director.
1.3. The head of the personnel department reports directly to the head of the laboratory.
1.4. During the absence of the head of the personnel department, his rights and responsibilities are transferred to another official, as announced in the order of the organization.
1.5. A person who meets the following requirements is appointed to the position of head of the HR department: higher professional education, work experience in personnel management of at least 3 years.
1.6. The head of the HR department must know:
- labor legislation, other legislative and regulatory acts governing labor relations;
- the structure of the company, its personnel policy and development strategy;
- the procedure for drawing up forecasts, determining future and current personnel needs;
- state of the labor market;
- systems and methods of personnel assessment;
- personnel records management;
- fundamentals of psychology and sociology of labor.
1.7. The head of the HR department is guided in his activities by:
- legislative acts of the Russian Federation;
- Charter of the organization, Regulations on the HR department, Internal labor regulations, other regulations of the company;
- orders and instructions from management;
- this job description.

2. Job responsibilities of the head of the HR department

The head of the HR department performs the following job responsibilities:
2.1. Together with the heads of structural divisions, he determines the current need for personnel and takes part in the development of the enterprise’s personnel policy.
2.2. Heads the recruitment, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities.
2.3. Provides reception, accommodation and placement of young specialists, together with department heads, organizes their internship and adaptation in the company.
2.4. Organizes certification of company employees, its methodological and information support, takes part in the analysis of certification results, development of measures to implement the decisions of certification commissions, determines the range of specialists to be re-tested.
2.5. Participates in the development of systems for comprehensive assessment of employees and the results of their activities, career and professional promotion of personnel, and preparation of proposals for improving certification.
2.6. Organizes timely processing of the hiring, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise.
2.7. Controls the conduct of personnel records in the company.
2.8. Provides methodological guidance and coordination of the activities of personnel specialists and inspectors of the enterprise divisions, monitors the execution by the heads of departments of legislative acts and government regulations, resolutions, orders and instructions of the head of the enterprise on matters of personnel policy and work with personnel.
2.9. Conducts a systematic analysis of personnel work at the enterprise, develops proposals for its improvement.
2.10. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, and monitors their implementation.
2.11. Ensures the preparation of established reporting on personnel accounting and work with personnel.

3. Rights of the head of the HR department

The head of the HR department has the right:
3.1. Get acquainted with draft decisions of the company's management regarding the activities of the HR department and work with personnel.
3.2. Submit proposals to management to improve your work and the company's work.
3.3. Interact with the heads of all structural divisions of the enterprise on personnel issues.
3.4. Sign and endorse documents within your competence.
3.5. Request from the heads of structural divisions of the enterprise, specialists and workers the information necessary to perform their job duties.
3.6. Inform the company management about all shortcomings identified in the course of its activities and make proposals for their elimination.
3.7. Require management to create normal conditions for the performance of their job duties.

4. Responsibility of the head of the HR department

The head of the HR department is responsible for:
4.1. For failure to perform and/or untimely, negligent performance of one’s official duties.
4.2. For failure to comply with current instructions, orders and regulations on maintaining trade secrets and confidential information.
4.3. For violation of internal labor regulations, labor discipline, safety and fire safety rules.

It is a common belief that some employees of any enterprise have privileges. For example, the personnel department is criticized for inactivity. They say they sit still and do no good. Is it really so? Let's look at what the responsibilities of the HR department are. Can a lazy and illiterate person cope with them?

Analysis structure

We should warn you right away that learning the responsibilities of the HR department is not that easy. They are numerous and specific. Among them are the simplest operations that any employee can see. There are others. Only employees of this structural unit know about them. And to other people these functions seem mythical, unnecessary, even strange. Let's break the material into paragraphs, each devoted to one of the areas of the HR officer's work. We will study only general functions. Indeed, depending on the owner and industry of the enterprise, they are supplemented with new ones. Thus, the calving responsibilities of personnel of a state organization differ significantly from those in private production. If you take work in a factory with dangerous cycles, it is not like what is done in a trading structure. Everywhere has its own specifics. By the way, it also affects the responsibilities of the head of the personnel department. But first things first.

Selection and placement of personnel

Any enterprise does not start with a hanger. The first step is to create its structure. At this stage, a special table is drawn up, in which data is entered on the specialists needed for production, their level of qualifications and number. This is the most important document on which management, accounting, and economists rely in their work. Its formation is the responsibility of the HR department. When the document is prepared, verified, approved, personnel selection begins. For this purpose, interviews or competitions are organized. Based on the results of the conversation, the personnel officer is obliged to draw a conclusion about whether the person is suitable for working at the enterprise or not. It evaluates the level of qualifications, moral qualities, communication skills, initiative and much more. In fact, the list of criteria is approved by the organization's management. It can be quite wide. The HR inspector communicates his findings and recommendations to management. He is already making a decision.

Document flow

There are a lot of pieces of paper in the case described. Even more. The HR officer is required to create a special card for each employee. It contains all the information about a person, from personal data to individual characteristics. By the way, informally, management expects complete information about employees from the HR officer. Are you collecting gossip, you say? And if you get a bonus for your birthday, are you happy? But such little things fall on the shoulders of the HR inspector. Appointment to a position, internal transfers, dismissals are formalized by special orders. They are compiled by the personnel officer. All documents must be drawn up in strict accordance with the law. After all, everyone influences the fate of a living person. For example, a worker begins to apply for an old-age pension for himself, but they ask him for a certificate from one or another place of work. They are issued on the basis of documents that were prepared by the personnel officer. The last mistake was made, the employee may not take into account the length of service for calculating the pension.

Work records

As a rule, the head of the personnel department is responsible for the safety of all documents. Although, if the structural unit is large, then its employees are responsible for their unit. One of the most important is keeping records in work books. For workers, this document is the primary, main one. After all, it contains all the information about a person’s work path, rewards and punishments. These little books contain human destinies and a chance for a peaceful old age. Therefore, entries in them should be made carefully, using wording that complies with the law. Each one is endorsed by a responsible person. In large organizations this is the head of the HR department, in small organizations it is the manager. In addition, each entry is certified by a seal. The latter must contain all the details of the enterprise. In work books, in special sections, information about state awards and serious penalties is entered. The appointed person is personally responsible for the accuracy of the information.

Work with personnel

A large block of activities of this structural unit concerns the improvement of interaction in the team. This involves studying the business and personal qualities of employees. Drawing up characteristics. Data analysis, on the basis of which proposals are made for the redistribution of responsibilities or the personal transfer of a person to another place. In addition, personnel officers are involved in organizing issues of advanced training for workers. This work includes accounting, study plan, direction to courses or invitation of lecturers and control. The work, as you understand, is meticulous and complex. After all, the HR inspector who deals with it is obliged to talk to everyone, convince them, and sometimes force them to do what is necessary.

Responsibilities of the Head of Human Resources

The head of a structural unit distributes responsibilities among employees and controls their implementation. He is a leader and the most qualified specialist at the same time. Naturally, this person must know the entire structure of the work, understand what is being done and why. During the control process, he makes comments to employees, gives advice, and teaches. He is personally responsible for the results of the department’s activities. That is, a specialist’s mistake also affects the reputation (and wallet) of the boss. The head of the department endorses all documents and checks the legality of their preparation. In addition, his responsibilities include the formation of a personnel strategy for the enterprise.

Reward and Punishment

These disciplinary measures are documented in the HR department. That is, the work of investigating misconduct, filing it correctly, and bringing it to the attention of the employee falls on the shoulders of specialists. Disciplinary action is a very complex matter. Just say the word “reprimand” to the head of the enterprise. But it’s difficult to formalize it in such a way that no court can cancel it. This requires special knowledge. There are many subtleties in papers of this kind. If you think that rewards are easier, you are mistaken. The department prepares award documents. Each type of incentive has its own limiting conditions. All of them need to be known in detail in order to tell the manager which award will “pass” the qualifications and which will be denied.

HR department documents

Like any structural unit described, it has its own specifics. First of all, it is necessary to write and approve a regulation on the personnel service. It describes in detail all its functions, rights and obligations. If the department is small, then instructions from the HR department are written. In principle, its content is the same as that of the provision. In addition, it is necessary to draw up work plans. The perspective contains activities with a long implementation period. In the monthly (quarterly) work is detailed. Items covering the entire range of functions are included there. However, an experienced personnel officer does not stop there. He still needs planning tables. For example, in government institutions they include prospective dates for changing ranks, recording length of service, and so on. Each such change is recorded by order. Based on this, the accounting department increases the employee’s wages. The private sector also has its own nuances of such work. Returning to the beginning of the article, answer: can the duties of the HR department be performed by a quitter with a low level of education?

When is a job description required for the head of the HR department and what should be included in it.

From the article you will learn:

Why do you need a job description for the head of the HR department at an enterprise?

Don't miss: the main material of the month from leading specialists of the Ministry of Labor and Rostrud

A complete directory of job descriptions for all sectors of activity.

The labor legislation in force in 2017 does not contain not only requirements for the development and execution job descriptions , but even mentions of such a document. However, in practice, job descriptions at enterprises are developed quite often, since they make it possible to unambiguously identify the responsibilities of a particular employee, and therefore avoid disagreements on this issue between the employee and the employer. This can be important both during daily work activities and in the event of a conflict situation, labor dispute.

The presence of regulations that define the range of responsibilities for each position allows you to evenly distribute the workload among employees and eliminate duplication of functions. In addition, the qualification requirements set out in the job description of the head of the personnel department significantly simplify the procedure for his certification - assessing professional suitability and suitability for the position held.

At the same time, Resolution of the Ministry of Labor of the Russian Federation dated February 9, 2004 N9 “On approval of the Procedure for applying the Unified Qualification Directory of Positions of Managers, Specialists and Employees” states that the development of job descriptions should be carried out on the basis of the qualification characteristics of a specialist listed in this directory. In addition, taking into account the active implementation of the system professional standards , which has been carried out in recent years, it is advisable to also take into account the content of the professional standard valid for a specific specialist.

Download documents on the topic:

In relation to the head of the personnel department at an enterprise, such a document is the professional standard “ HR Specialist ", approved by Order of the Ministry of Labor of the Russian Federation dated October 6, 2015 No. 691n. The document states that its content applies both to the work of personnel service specialists and to the activities of personnel service managers.

Note! An employer can take into account the requirements of the professional standard when developing a job description, but it is impossible to fire a specialist for non-compliance with them.

But one should not limit oneself to the use of qualification reference books and professional standards when head of the personnel department. When writing it, the peculiarities of the activities of this department as one of the divisions of a particular enterprise must also be taken into account. After all, the range of responsibilities for this position and their specificity will be different for a large manufacturing concern or a small company providing household services to the population.

Among the specialists who will be involved in development of job descriptions The head of the HR department must be an employee of the legal department of the enterprise. This is necessary because this position is a leadership one and involves a high degree of responsibility, not only disciplinary and administrative, but in some cases, criminal.

Development of a job description for the head of the HR department

Since the job description is an important document that directly regulates the activities of one or more employees of the company. It can be drawn up as an annex to employment contract or a separate document.

In practice, ready-made templates are often used as the basis for developing a job description for the head of the HR department in 2017, which are then adapted taking into account the specifics of the work of a particular enterprise.

But it is still more advisable for the job description of the head of the personnel department to be drawn up as a separate document. In this case, it will be possible to make current changes to it, which will not require the approval of the employee and the conclusion with him .

Drawing up a job description for the head of the human resources department

In order to ensure a convenient standard for document preparation, an enterprise can use the provisions of the State Standard of the Russian Federation GOST R 6.30-2003 “Unified system of organizational and administrative documentation. Documentation requirements." However, its provisions are not mandatory instructions, but recommendations.

Note! From July 1, 2018, this GOST will be replaced by GOST R 7.0.97-2016 “System of standards for information, library and publishing. Organizational and administrative documentation. Documentation requirements."