Functions of officials of the personnel department. Job responsibilities of the head of the personnel department Job description of the head of personnel management

Job description head of personnel department has its own nuances. The job responsibilities of the head of the personnel department are influenced by the size of the company, the features of management, and the availability of staff in subordination. In some companies, the head of the personnel department is in charge of all personnel, in others there is a director of personnel, and the head of the personnel department is mainly responsible for personnel records management. The main job responsibilities provided for by our sample job description for the head of the personnel department are the development of a personnel policy, the organization of the selection and certification of employees, and the analysis of personnel work.

Job description of the head of the personnel department

APPROVE
CEO
Surname 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 obligations are transferred to another official, which is announced in the order for the organization.
1.5. A person who meets the following requirements is appointed to the position of head of the personnel department: higher professional education, work experience in personnel management for at least 3 years.
1.6. The head of the HR department should know:
- labor legislation, other legislative and normative acts regulating labor relations;
- structure of the company, its personnel policy and development strategy;
- the procedure for making forecasts, determining the prospective and current needs for personnel;
- the state of the labor market;
- systems and methods of personnel assessment;
- personnel office work;
- bases of psychology and sociology of work.
1.7. The head of the personnel department is guided in his activities by:
- legislative acts of the Russian Federation;
- the Charter of the organization, the Regulations on the Human Resources Department, the Internal Labor Regulations, other regulatory acts of the company;
- orders and directives of the management;
- this job description.

2. Job responsibilities of the head of the personnel department

The Head of Human Resources performs the following duties:
2.1. Determines, together with the heads of structural divisions, the current need for personnel, takes part in the development of the personnel policy of the enterprise.
2.2. Leads the work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities.
2.3. Provides reception, placement and placement of young professionals, together with the heads of departments, organizes their training and adaptation in the company.
2.4. Organizes the certification of employees of the company, its methodological and information support, takes part in the analysis of the results of certification, the development of measures to implement the decisions of the certification commissions, determines the circle of specialists to be re-verified.
2.5. Participates in the development of systems for a comprehensive assessment of employees and the results of their activities, service and professional promotion of personnel, preparation of proposals for improving the conduct of certification.
2.6. Organizes the timely registration of the reception, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise.
2.7. Supervises the conduct of personnel records management in the company.
2.8. Carries out methodological guidance and coordination of the activities of specialists and inspectors for the personnel of the divisions of the enterprise, monitors the implementation by the heads of divisions of legislative acts and government decrees, decrees, orders and orders of the head of the enterprise on personnel policy and work with personnel.
2.9. 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, 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 personnel department

The head of the personnel department has the right to:
3.1. Get acquainted with the draft decisions of the company's management regarding the activities of the personnel department and work with personnel.
3.2. Provide management with suggestions for improving their work and the work of the company.
3.3. Interact with the heads of all structural divisions of the enterprise on personnel issues.
3.4. Sign and endorse documents within their competence.
3.5. Request from the heads of structural divisions of the enterprise, specialists and workers the information necessary for the performance of their duties.
3.6. Report to the management of the company about all the 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 duties.

4. Responsibility of the head of the personnel department

The Head of Human Resources is responsible for:
4.1. For non-performance and / or untimely, negligent performance of their duties.
4.2. For non-compliance with current instructions, orders and orders for the preservation of trade secrets and confidential information.
4.3. For violation of the internal labor regulations, labor discipline, safety and fire safety rules.

Unlike ordinary employees of the personnel service, its head has special requirements for the work experience and qualifications of the employee. The article contains the current job description of the head of the personnel service, taking into account the requirements of the professional standard and the latest changes. It remains only to take into account the specifics of the company.

Download a helpful document on the topic:

How to write a job description for an HR manager

To draw up a job description for the head of the personnel service, write down the employee's labor function, the requirements for his knowledge and professional experience, the list of job duties and the responsibility of the employee.

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In the "General Provisions" section specify:

• the title of the position in strict accordance with the staffing table;
• requirements for employee qualifications;
• who reports directly to whom, for example, the CEO;
• the order in which you appoint or dismiss from office;
• whether there are subordinates and their composition;
• who replaces the employee at the time when he is absent, and whom he can replace;
• a list of documents that the employee must be guided by in their activities.

Important! Currently, the requirements of the professional standard apply to the head of the personnel service"Specialist in the field of personnel management", approved.Order of the Ministry of Labor of Russia No. 691. This standard clearly describes the functionality and sets out the requirements for education, level of knowledge, skills of the head of the structural unit - the personnel service, which is engaged in the operational management of personnel and the division of the organization.

The employer has the right to decide for himself what level of education and work experience the employee should have in this position. In the "Responsibilities" section, list all the duties that were assigned to the employee in accordance with the professional standard or the all-Russian classifier of occupations OK 010-2014 (MSKZ-08) (approved by order of Rosstandart dated December 12, 2014 No. 2020-st). You can also use the Qualification Handbook (approved by the Decree of the Ministry of Labor of August 21, 1998 No. 37). They contain an approximate list of responsibilities of various positions.

The entire list of job descriptions for any specialty, profession or position, look in the Directory of job descriptions from the Personnel System

Open directory

In the "Rights" section In the job description, write down a list of rights that, within the scope of his competence, the head of the personnel service has at the time when he performs his duties.

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In the "Responsibility" section In the job description, specify the types of responsibilities assigned depending on the job responsibilities of the employee. If the job description is a separate document, approve it by order of the head organization and introduce it to the employees whom you accept for the relevant position, against signature (part 3 of article 68, article 57 of the Labor Code).

Order on the approval of the job description

Approve the job description as an independent document or make an annex to (letter of Rostrud dated October 31, 2007 No. 4412-6).

Added to site:

Job description
head of personnel department[name of organization, enterprise, etc.]

This job description has been developed and approved in accordance with the provisions of the Labor Code of the Russian Federation and other regulations governing labor relations in the Russian Federation.

I. General provisions

1.1. The head of the personnel department belongs to the category of managers, is appointed to the position and dismissed from it by order of the director of the enterprise on the proposal of [deputy director or other official].

1.2. A person who has a higher professional education and at least [value] years of experience in organizing personnel management is appointed to the position of head of the personnel department.

1.3. The head of the personnel department reports directly to the director of the enterprise.

1.4. During the absence of the head of the personnel department (business trip, vacation, illness, etc.), his duties are performed by a duly appointed deputy who is fully responsible for their proper performance.

1.5. In his activities, the head of the personnel department is guided by:

Legislative and regulatory documents on the issues of the work performed;

Methodological materials on relevant issues;

the Charter of the enterprise;

Orders and orders of the director of the enterprise;

This job description.

1.6. The head of the HR department should know:

Labor legislation of the Russian Federation;

Legislative and regulatory acts on the issues of work performed;

Methodological materials on personnel management;

The structure and staff of the enterprise, its specialization and development prospects;

Personnel policy and strategy of the enterprise;

The procedure for determining the prospective and current staffing needs;

Sources of providing the enterprise with personnel;

The 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 the formation and maintenance of a data bank on the personnel of the enterprise;

Organization of timekeeping;

Methods for accounting for the movement of personnel, the procedure for compiling established reporting;

Possibilities 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;

Fundamentals of professionalism;

Fundamentals of career guidance;

Fundamentals of economics, organization of production and management;

Means of computer technology, communications and communications;

Rules and norms of labor protection.

II. Functions

The Head of Human Resources has the following responsibilities:

2.1. Implementation of management of work on staffing the enterprise with workers and employees of the required professions.

2.2. Organization of certification of employees of the enterprise.

2.3. Scientific and methodological support of personnel work.

2.4. Control over the proper execution of the established documentation.

2.5. Creation of healthy and safe working conditions for subordinate performers.

III. Job Responsibilities

To perform the functions assigned to him, the head of the personnel department must:

3.1. To lead the work on staffing the enterprise with personnel of workers and employees, 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 in the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel, their development and movement .

3.2. Organize the development of forecasts, determine the current and future needs for personnel and sources of its satisfaction based on studying the labor market, establishing direct links with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media to posting job advertisements.

3.3. Participate in the development of personnel policy and personnel strategy of the enterprise.

3.4. To carry out work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities, to control the correct use of employees in the divisions of the enterprise.

3.5. Ensure 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, organize their internships and work on adaptation to production activities.

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

3.7. Organize the certification of employees of the enterprise, its methodological and information support, take part in the analysis of the results of certification, the development of measures to implement the decisions of the certification commissions, determine the circle of specialists subject to re-certification.

3.8. Participate in the development of systems for a comprehensive assessment of employees and the results of their activities, professional promotion of personnel, the preparation of proposals for improving the conduct of certification.

3.9. Organize the timely registration of the reception, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise, accounting for personnel, issuing certificates of the current and past labor activities of employees, storing and filling out work books and maintaining established personnel documentation, and also preparation of materials for the presentation of personnel for incentives and awards.

3.10. Ensure the preparation of documents on pension insurance, as well as documents necessary for assigning pensions to employees of the enterprise and members of their families, as well as submitting them to social security authorities.

3.11. To carry out work on updating the scientific and methodological support of personnel work, its material, technical and information base, the introduction of modern methods of personnel management using automated subsystems "ACS-personnel" and automated workplaces of personnel officers, the creation of a data bank on the personnel of the enterprise, its timely replenishment, prompt presentation of the necessary information to users.

3.12. To carry out methodological guidance and coordination of the activities of specialists and inspectors for personnel of the enterprise's divisions, to control the execution by the heads of divisions of legislative acts and decrees of the government of the Russian Federation, resolutions, orders and orders of the head of the enterprise on personnel policy and work with personnel.

3.13. Ensure social guarantees for workers in matters of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.

3.14. Conduct a systematic analysis of personnel work at the enterprise, develop proposals for its improvement.

3.15. Organize timesheets, draw up and implement vacation schedules, monitor the state of labor discipline in the company's divisions and employees' compliance with internal labor regulations, analyze the causes of turnover, develop measures to strengthen labor discipline, reduce staff turnover, loss of working time, monitor their implementation.

3.16. Ensure the preparation of established reporting on the accounting of personnel and work with personnel.

3.17. Manage department employees.

3.18. [Enter as required].

IV. Rights

The head of the personnel department has the right to:

4.1. Get acquainted with the draft decisions of the enterprise management regarding the activities of the personnel department.

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

4.3. Sign and endorse documents within their competence.

4.4. Interact with the heads of all services, receive from them information and documents necessary for the performance of their duties.

4.5. Require the management of the enterprise to assist in the performance of their duties and rights.

4.6. [Enter as required].

V. Responsibility

The Head of Human Resources is responsible for:

5.1. For failure to perform (improper performance) of their official duties provided for by this job description, to the extent determined by the labor legislation of the Russian Federation.

5.2. For offenses committed in the course of carrying out their activities - within the limits determined by the administrative, criminal and civil legislation of the Russian Federation.

5.3. For causing material damage - within the limits determined by the labor, criminal and civil legislation of the Russian Federation.

The job description was developed in accordance with [name, number and date of the document].

Head of the organization (enterprise) under the subordination of the head of the personnel department

[initials, last name]

[signature]

[day month Year]

Agreed:

Head of the legal department

[initials, last name]

[signature]

[day month Year]

Familiarized with the instructions:

[initials, last name]

[signature]

[day month Year]

JOB DESCRIPTION APPROVE

00.00.0000 № 00

head of personnel department

____________________________________

______________ ____________________

(signature) (surname, initials)

1. Goals

1.1. Ensure the economic and information security of the auto center; create opportunities for its continuous development, forming a personnel reserve in all areas of activity.

1.2. Recruit and train staff, directing them to fulfill the mission: to combine the sale of cars and the provision of modern car service, in order to provide comprehensive customer service. To work so that after purchasing a car from us, the buyer would be happy to use the services of our car service, and remember our car center with gratitude while driving.

1.3. Establish and maintain uniform standards for the work of personnel in all structural units of the auto center.

2. Requirements for the employee

2.1. A person with a higher professional (managerial or psychological) education and at least 3 years of work experience in the personnel service is appointed to the position of head of the personnel department.

2.2. The head of the personnel department must know:

Mission, corporate standards and business plan of the auto center;

High level of service discipline of all personnel, strict observance by the personnel of the requirements of job descriptions;

Availability of an effective material and moral incentive system for employees;

Efficient personnel policy, providing a personnel reserve of specialists with a high level of qualification;

Timely provision of reliable information on all issues of personnel management to the Director of General Affairs;

Friendly creative atmosphere within the team, timely prevention of conflicts.

3.5. The head of the personnel department is the manager, in direct subordination he has:

HR manager.

Functionally, on issues of fulfilling the requirements of the personnel policy, all the personnel of the auto center are subordinate to the head of the personnel department.

As a manager performs the following functions:

Leads the work of the department, directs its activities to fulfill the mission and business management plan; organizes the implementation of the auto center business plan in his department;

Develops a business plan for the year for his department;

Makes decisions on his department within the limits of his functional duties;

Transforms the orders of the director of the department into specific instructions for his subordinates and ensures the implementation of these orders;

Formulates problems that arise in their department; discusses these problems with subordinates; proposes plans for solving problems in writing to the director of management;

Organizes in his department the accumulation and analysis of information about the work of the department, marketing and financial information; organizes the preparation of information on his department for decision-making by the director of the department;

Organizes the development and change of organizational documents for his department: regulations, job descriptions, memos and technological maps; introduces these documents into work after their approval by the director of the department;

Monitors the implementation of labor discipline, prevents violations;

Coordinates the activities of his subordinates, distributing daily and long-term responsibilities among them;

Ensures compliance with the requirements for the rhythm and quality of work;

Is a mentor in relation to his subordinates, trains and introduces new hires to the team;

Bears full financial responsibility for the correct and efficient use of equipment, space, software, information and personnel in his department.

4. Job responsibilities

The head of the personnel department organizes the following work:

4.1.Develops the mission and business plan of the auto center on the issues of providing labor resources. Distributes the ideas set out in the mission through orders, instructions, regulations, job descriptions, memos among the employees of the auto center.

4.2. Organizes education and training for the personnel in order to explain the ideas of the mission, direct the personnel to work on the implementation of the mission.

4.3. Prepares a work plan with personnel for each year, in which he plans the following issues:

The existing reserve of personnel for promotion to senior positions and for replenishment of ordinary personnel, a plan for replenishment and training of the reserve;

Conducting competitions for existing vacancies in order to attract promising specialists to work in the auto center, the composition and work plan of the competition commission;

Professional development of working personnel: training objectives, what skills should be acquired, terms, approximate cost and places of training;

Activities aimed at team building and the formation of a positive attitude towards their work.

4.4. Conducts the placement of hired workers in accordance with their qualifications, personal and business qualities. Controls the use of personnel in the structural units of the auto center.

4.5. Controls the adaptation procedure of each new employee after he is hired. Supervises the appointment of an official mentor, helps to solve the problem of workplace organization.

4.6. Conducts an annual certification of employees of the auto center with the participation of a commission approved by the director for general issues. Prepares methodological and information support for certification, participates in the analysis of certification results. Ensures the implementation of decisions of the attestation commission.

4.7. Organizes the maintenance of the established personnel documentation:

Accounting for personnel; registration and storage of personal cards;

Reception, filling, storage and issuance of work books;

Registration and accounting of orders related to hiring, moving, dismissal;

Registration and accounting of orders and instructions related to punishments and incentives for personnel;

Work on archiving and preservation of documents of the entire auto center, subject to long-term storage on issues of personnel work.

4.8. Draws up internal regulations for the entire auto center, organizes their approval by the general director. Organizes training on internal regulations for heads of structural units.

4.9. Establishes the procedure for monitoring the implementation of internal regulations. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time.

4.10. Prepares materials for the presentation of personnel for incentives; materials on bringing employees to material and disciplinary liability.

4.11.Advises the heads of the auto center on all issues related to personnel. Trains managers to comply with labor legislation, as well as labor safety requirements in all structural units of the auto center.

4.12. Develops a system of dissemination, study and implementation of company standards for relations between employees of the auto center; on the relationship between subordinates and managers; performance and results of work; in relation to information; to ensure trade secrets.

4.13. Creates or updates the "Regulations on staff motivation" annually. In this position, explains to managers and staff the system of material and moral incentives for personnel, taking into account the developed similar systems within individual structural units.

4.14. Organizes the implementation of the "Regulations on staff motivation" in the structural units of the auto center, in order to create equal remuneration conditions for all employees and a favorable moral climate in the team.

4.15. Develops and implements, after approval by the General Director, the necessary changes in the organizational structure of the auto center; changes in regulations and job descriptions. Tracks areas of weak controllability of personnel and develops measures to eliminate such areas.

4.16. Coordinates the work to determine areas to be automated, on issues related to hiring, relocation and dismissal of personnel. Submits applications to the ACS department for automating the processes of accounting for personnel work.

4.17. Prepares the relevant documents on pension insurance and submits them to the social security authorities in a timely manner.

4.18. Organizes the execution and issuance of certificates of work at the enterprise, position held and wages.

4.19. Draws up vacation schedules, keeps records of the use of vacations by employees, registration of regular vacations in accordance with approved schedules and additional vacations.

4.20. Prepares and takes into account business trips.

5. Rights

The head of the personnel department has the right to:

5.1. Request in structural units the necessary data on employees, and when hiring and moving employees - the opinion of managers in the relevant structural units.

5.2. To control in structural units the observance of labor legislation in respect of employees, the procedure for granting established benefits and benefits.

5.3. Give the heads of structural subdivisions of the auto center binding instructions on issues within the competence of the personnel department.

5.4. Require and receive from all structural units of the auto center the information necessary to perform the tasks assigned to the department.

5.5. Independently conduct correspondence on recruitment issues, as well as on other issues that are within the competence of the department and do not require agreement with the director for general issues.

5.6. Represent in the prescribed manner on behalf of the auto center on issues within the competence of the department in relations with state and municipal authorities, as well as other enterprises, organizations, institutions, including recruitment agencies and employment services.

5.8. Conduct meetings and participate in meetings held at the auto center on personnel issues.

6. Responsibility

The Head of Human Resources is responsible for:

6.1. Effective and timely performance of the functions provided for by this job description.

6.2. Timely, correct execution and storage of all documents related to the selection, hiring, probation, relocation and dismissal of personnel.

6.3. Compliance with the legislation of the instructions and guidelines issued by the department on the selection and employment of personnel.

6.4. Drawing up, approval and submission of reliable consolidated reporting and compliance with the deadlines for its submission to the Director for General Affairs.

6.5. Timely, as well as high-quality execution of the instructions of the director for general issues.

6.6. Preventing the use of information by employees of the department for non-official purposes.

6.7. 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.

6.8. Causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

7. working conditions

work schedule: irregular working hours, business trips as needed.

weekends: in case of untimely performance of their duties, they can be involved in work on weekends.

equipment provided for work: PC, software and database, a separate telephone fixed set and a cell phone,

Familiarized with the instruction: ______________ ____________________________

(signature) (surname, initials)

The job description of the head of the personnel department - how it is developed, what information it contains, read on.

Functions of the Head of Human Resources

In the event that an organization has a separate structural unit, a personnel department, its activities are usually managed by the head of the personnel department (hereinafter referred to as the head of the OK).

Note! According to the Qualification Directory for the positions of managers, specialists and other employees, approved. Decree of the Ministry of Labor of Russia dated August 21, 1998 No. 37, the position of the head of the OK refers to leadership positions.

Other job titles are:

• head of the personnel department;
• head of the personnel department;
• Deputy General Director for Human Resources, etc.

The head of the OK performs the following functions:

• development and application of personnel management processes;
• control over the personnel document flow of the organization, including the preparation of internal documents, proposals, instructions, etc.;
• providing opportunities for development and improvement of professional skills of employees;
• verification of the proper execution of local acts of the organization: internal labor regulations, documents on information protection, etc.;
• organization of the activities of the personnel department;
• ensuring personnel records, etc.

Do you need a job description for the head of the personnel department

Regulation of relations between the employer and the head of the personnel department begins with an employment contract. However, an important role in the exercise by an employee of his powers is also played by the internal documents of the organization, one of which is the job description (hereinafter - DI).

DI is a local act on official duties, rights, responsibilities, developed in relation to each specific position. DI is approved by the head of the organization. During development, it has an impersonal character, however, after approval, a copy of the ID must be presented to the employee for review and signing (Article 68 of the Labor Code of the Russian Federation).

Important! The current legislation does not force the employer to develop a DI.

However, its presence will allow:

• establish requirements for the level of knowledge and experience of the employee;
• fix its specific powers;
• delineate the areas of responsibility of the employee;
• use CI as evidence in case of disagreement between the parties to the employment contract;
• properly assess the employee.

More information about certification is described in the article "Certification of employees for compliance with their positions in 2019".

For more information about the mandatory CI for individual employees, see the article “Is a job description mandatory in an organization?”.

Job description of the head of the personnel department according to the professional standard

In 2016, professional standards were put into effect - documents that include a description of the qualifications required by an employee as part of his official duties (Article 195.1 of the Labor Code of the Russian Federation).

Not every employer is required to apply professional standards. They are only required if:

• the law directly lists the conditions for the qualification of certain categories of employees, for example, in relation to medical workers, auditors and chief accountants (Article 195.3 of the Labor Code of the Russian Federation);
• the employee, due to the specifics of the position held, has additional benefits, compensations, monetary incentives or certain restrictions (Article 57 of the Labor Code of the Russian Federation).

For more information on which professional standards are mandatory for use, see the article "Mandatory professional standards from 2017".

Note! The professional standard "Specialist in personnel management", approved by order of the Ministry of Labor of the Russian Federation dated 06.10.2015 No. 691n, applies to HR employees.

This document establishes the requirements for the degree of knowledge, education, work experience of the heads of HR departments, as well as other personnel specialists.

Conclusion! Thus, when preparing the CI for the head of the personnel department, one can be guided by the specified professional standard "Human Resource Management Specialist". You can borrow from the professional standard the requirements for work experience. education, qualifications.

What are the requirements for the head of the personnel department according to the professional standard

According to the aforementioned professional standard, the following functions are typical for the position of the head of the OK with a qualification level of 7 (there are 3 levels in total: 5, 6 and 7):

• operational management of personnel and division of the organization (code G);
• strategic personnel management of the organization (code H).

Each function is divided into subfunctions. For example, operational personnel management includes the authority to:

• on the creation of programs for the operational management of employees and the activities of the department;
• application of the developed management programs;
• management of the work of the department, including control over the implementation of personnel documents.

Note! Due to the fact that it is not the functions of the employee that are mandatory for indication in the CI, but his qualifications, the CI of the head of the personnel department may not contain the above-mentioned powers.

However, in any case, it should include such requirements for the candidate as:

• higher education (specialist or master's degree);
• availability of additional education (courses of special training, advanced training) in the field of personnel management, operational and tactical leadership;
• At least 5 years of experience in the field of personnel management.

Job Responsibilities of the Head of Human Resources

When prescribing the duties of the head of the personnel department, one can be guided by the labor actions that are indicated in the professional standard for a separate function or subfunction. For example, for the labor function G / 03.07, which involves the management of the personnel department, the following job responsibilities can be prescribed:

• analysis of local documents on the work of the personnel department;
• documentation of the work of the department;
• development of a system for analyzing and controlling the work of employees of the enterprise, etc.

Note! As we said, the functions prescribed in the standard are optional, so other, more familiar job responsibilities of the head of the personnel department can be indicated in the CI.

For example:

• department management;
• organization of work on recruitment;
• ensuring the maintenance of records of the personnel of the organization;
• monitoring the state of labor discipline, etc.

Rights of the Head of Human Resources

There are no rights of an official in the professional standard.

They must be prescribed based on the characteristics of the position of the head of the personnel department. Usually in DI indicate the right:

• submit proposals to the CEO on encouraging employees or holding them accountable;
• make suggestions for improving the work of the department;
• receive from other departments information and documents necessary for the work of the department;
• sign internal documents (reports, submissions, memos);
• put forward projects for staff training and management.

Note! The ID can specify other rights that are necessary for the head of the personnel department to perform his job duties.

Responsibility of the Head of Human Resources

For causing losses to the organization, the head of the personnel department may be held liable.

Important! The position of the head of the personnel department is not included in the list, approved. Decree of the Ministry of Labor of the Russian Federation of December 31, 2002 No. 85, therefore, an agreement on full liability cannot be drawn up with him.

Therefore, he can be brought to full liability only in the cases specified in Art. 243 of the Labor Code of the Russian Federation. For example, in case:

• intentional damage;
• causing damage while intoxicated (alcoholic, toxic, etc.);
• causing damage as a result of a crime or administrative offense, etc.

For committing an offense, the head of the personnel department may be held criminally or administratively liable.

Sample job description for the head of the personnel department - 2019

As a rule, the CI of the head of OK includes the following blocks:

1. General information such as:

• the title of the position with an indication of the structural unit;
• the procedure for appointing and replacing an employee during absence from work;
• information about the persons who will be subordinate to him.

Qualification requirements, including the level of education, skills and experience corresponding to the professional standard "HR Specialist", as well as a list of documents, knowledge of which is required for the employee to correctly exercise his official rights and duties.

Link to the name and details of the professional standard, in accordance with which the DI is compiled.

Functions performed by the head of OK.

Labor obligations. Can be duplicated from the above professional standard.

The rights of the head of the OK, which allow him to effectively implement the granted powers.

Responsibility to which may be brought in case of non-performance or improper performance by an employee of his functions.

A sample job description for the head of the personnel department can be downloaded from the link: Job description for the head of the personnel department (sample).

Compliance of the employee with the job description according to the professional standard

In practice, a situation may arise when an employee holding a certain position, after bringing the CI in line with the professional standard, does not meet its conditions in terms of education and practical skills. At the same time, the Labor Code of the Russian Federation does not provide for the dismissal of an employee due to his inconsistency with the professional standard.

The discovery by the employer of the fact of non-compliance entails the need to organize training for such an employee. After that, certification can be carried out, the negative results of which can serve as the basis for the dismissal of an employee. In addition, if he refused to improve his qualifications and pass certification and the employer has no other vacancies that suit him in his specialty and skills, the employee can also be fired.

Important! If an employee refused to undergo training, but at the same time showed good certification results, he cannot be fired (letter of the Ministry of Labor of Russia dated 04.04.2016 No. 14-0/10/13-2253).

The need to train an employee also arises when a candidate is hired who does not have the necessary level of knowledge and experience. An alternative option for registering such an employee may be to change the name of the position to one for which there is no professional standard, or transfer him to another vacancy that matches his qualifications.

Violation of the legislation by the employer when applying professional standards can lead to such negative consequences for him as:

• obtaining an order to prevent the indicated violations;
• prosecution under Art. 5.27 of the Code of Administrative Offenses of the Russian Federation.

Thus, the job description of the head of the personnel department is an optional document for the organization. However, its presence obliges the employer to apply the provisions of the current professional standard in terms of indicating the qualifications and experience of the person holding the position of head of the personnel department. Non-compliance of an employee with the requirements of the professional standard cannot be the basis for his dismissal.