Responsibilities of the head of the personnel management department. Job description of the head of the personnel department according to the professional standard

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

Functions of the head of the personnel department

In the event that the organization has a separate structural unit, the personnel department, the management of its activities, as a rule, is carried out by the head of the personnel department (hereinafter - the head of the OK).

Note! According to Qualification handbook positions of managers, specialists and other employees, approved. By the decree of the Ministry of Labor of Russia dated 21.08.1998 No. 37, the position of the head of OK refers to managerial positions.

Other job titles are:

head of the personnel department;
the head of the personnel department;
deputy general director on personnel, etc.

The head of the OK carries out following functions:

development and application of personnel management processes;
control over the organization's HR workflow, including the preparation of internal documents, proposals, instructions, etc .;
providing opportunities for the development and improvement of professional skills of employees;
verification of the proper execution of local acts of the organization: the rules of internal work schedule, documents on information protection, etc .;
organization of the activities of the personnel department;
security personnel records and etc.

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

The regulation of the relationship between the employer and the head of the personnel department begins with 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).

CI - a local act on official duties, rights, responsibility, developed in relation to each specific position. CI 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 Labor Code RF).

Important! Current legislation does not force an employer to develop an ID.

At the same time, its presence will allow:

establish requirements for the level of knowledge and experience of the employee;
fix his specific powers;
delimit the areas of responsibility of the employee;
use the ID as evidence in the event of a disagreement between the parties to the employment contract;
to properly certify the employee.

More information about certification is described in the article "Conducting certification of employees for compliance with the position held in 2019".

For more information about the mandatory ID for individual employees, read the article "Is the job description obligatory in the organization?"

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

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

Not every employer is obliged to apply professional standards. Their observance is required only in those cases when:

the law explicitly lists the conditions for the qualifications of certain categories of employees, for example, in relation to medical professionals, auditors and chief accountants (Article 195.3 of the Labor Code of the Russian Federation);
due to the specifics of the position held, an employee has additional benefits, compensation, cash incentives or certain restrictions (Article 57 of the Labor Code of the Russian Federation).

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

Note! In relation to employees of the personnel sector, the professional standard "Specialist in personnel management", approved by order of the Ministry of Labor of the Russian Federation of 06.10.2015 No. 691n, is in effect.

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

Conclusion! Thus, in the preparation of the ID of the head of the personnel department, one can be guided by the specified professional standard "Personnel 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 above-mentioned professional standard, the following functions with qualification level 7 are characteristic for the position of the head of the OK (there are 3 levels in total: 5, 6 and 7):

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

Each function is divided into sub-functions. For example, operational personnel management includes the following powers:

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

Note! Due to the fact that it is not the employee's functions that are obligatory to be indicated in the ID, but his qualification skills, the ID of the head of the personnel department may not contain the above powers.

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

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

Responsibilities of the head of the personnel department

Prescribing job duties the head of the personnel department, you can be guided by labor actions that are specified in the professional standard for a separate function or subfunction. For example, for labor function G / 03.07, assuming the leadership of the personnel department, the following job responsibilities can be prescribed:

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

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

For instance:

department management;
organization of work on the selection of personnel;
ensuring the maintenance of records of the personnel of the organization;
monitoring the condition labor discipline etc.

The rights of the head of the personnel department

Rights official in the professional standard are absent.

They must be prescribed based on the characteristics of the position of the head of the personnel department. Usually, the CI indicates the right:

submit proposals to the general director to encourage employees or to hold 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 training and management projects.

Note! In the ID, you can specify other rights that are necessary for the head of the HR department to perform his job duties.

Responsibility of the head of the personnel department

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 material liability cannot be concluded with him.

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

deliberate infliction of damage;
causing damage in a state of intoxication (alcoholic, toxic, etc.);
causing damage as a result of a crime or an administrative offense, etc.

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

Sample Job Description for HR Manager - 2019

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

General information such as:

job title 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 in his subordination.

Qualification requirements, including the level of education, skills and experience, corresponding to the professional standard "Personnel management specialist", as well as a list of documents, knowledge of which is required for the employee to correctly implement it official rights and responsibilities.

Reference to the name and details of the professional standard, in accordance with which the ID is drawn up.

Functions performed by the head of the OK.

Labor responsibilities. They can be duplicated from the above professional standard.

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

Responsibility to which they may be held in the event of non-performance or improper performance by an employee of his functions.

A sample job description of the head of the HR department can be downloaded from the link: Job description of the head of the HR 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 ID in accordance 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 inconsistency 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 the employee. In addition, if he refused to improve his qualifications and pass certification and the employer has no other vacancies suitable for 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 results of certification, 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 in the case of hiring a candidate who does not have necessary level 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 to transfer him to another vacancy corresponding to his qualifications.

An employer's violation of legislation when applying professional standards can entail 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 specifying the qualifications and experience of the person holding the position of the head of the personnel department. Non-compliance of an employee with the requirements of the professional standard cannot be the basis for his dismissal.

I. General Provisions

1. The head of the personnel department belongs to the category of managers.

2. A person with a higher professional education and work experience in organizing personnel management in engineering and technical and managerial positions for at least 5 years.

3. Appointment to the position of the head of the personnel department and release from it is made by order of the director of the enterprise.

4. The head of the HR department should know:

4.1. Legislative and normative legal acts, methodological materials on personnel management.

4.2. Labor legislation.

4.3. The structure and staff of the enterprise, its profile, specialization and development prospects.

4.4. HR policy and company strategy.

4.5. The procedure for making forecasts, determining the prospective and current needs for personnel.

4.6. Sources of staffing the enterprise.

4.7. Labor market conditions.

4.8. Personnel assessment systems and methods.

4.9. Methods for analyzing the professional and qualification structure of personnel.

4.10. The procedure for registration, maintenance and storage of documentation related to personnel and their movement.

4.11. The procedure for the formation and maintenance of a data bank about the personnel of the enterprise.

4.12. Organization of timekeeping.

4.13. Methods for accounting for the movement of personnel.

4.14. The procedure for drawing up the established reporting.

4.15. Possibilities of using modern information technologies in work personnel services.

4.16. Fundamentals of Psychology and Sociology of Labor.

4.17. Advanced domestic and foreign wholesalers of work with personnel.

4.18. Fundamentals of Professiography.

4.19. Basics of vocational guidance work.

4.20. Fundamentals of economics, organization of production and management.

4.21. Computer facilities, communications and communications.

4.22. Work computer program"ACS-frames".

4.23. Rules and regulations for labor protection, safety, industrial sanitation and fire protection.

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

7. During the absence of the head of the personnel department (illness, vacation, business trip, etc.), his rights and obligations are transferred to his deputy, and in the absence of such - to the person appointed by order of the director of the enterprise.

II. Job responsibilities

Head of HR department:

1. Supervises the employees of the department as well as structural divisions (services, groups, bureaus, etc.) that are part of the personnel department.

2. Leads the work on the staffing of the enterprise with workers, employees and specialists of the required professions, specialties and qualifications in accordance with the goals, strategy and profile of the enterprise, the changing external internal conditions of its activities, the formation and maintenance of a data bank on the quantitative and qualitative composition of personnel.

3. Organizes the development of forecasts, the determination of the current need for personnel and the sources of its satisfaction on the basis of studying the labor market, establishing direct links with educational institutions and employment services, contacts with enterprises of a similar profile, informing employees within the enterprise about available vacancies, using the media for placing advertisements for the hiring of workers.

4. Takes part in the development personnel policy and enterprise strategy.

5. Carries out work on the selection, selection and placement of personnel based on an assessment of their qualifications, personal and business qualities, controls the correct use of workers in the divisions of the enterprise.

6. Provides 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.

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

8. Organizes the certification of employees of the enterprise, its methodological and Information Support, takes part in the analysis of the certification results, the development of measures to implement the decisions of the certification commissions, determines the circle of specialists to be re-checked.

9. Participates in the development of systems integrated assessment employees and the results of their activities, service and professional advancement of personnel, preparation of proposals for improving the performance of certification.

10. Organizes:

10.1. Timely registration of admission, transfer and dismissal of employees in accordance with labor laws, regulations, instructions and orders of the head of the enterprise.

10.2. Personnel accounting.

10.3. Issuance of certificates about the present and past labor activity workers.

10.4. Storage and filling of work books.

10.5. Maintaining the established personnel documentation.

10.6. Preparation of materials for the presentation of personnel for incentives and awards.

11. Provides preparation of documents on pension insurance, as well as documents necessary for the appointment of pensions to employees of the enterprise and their families, as well as their submission to the social security body.

12. Carries out work to update the scientific and methodological support of personnel work, its material and technical and information base, implementation modern methods personnel management using automated subsystems "ACS-personnel" and automated workstations of personnel services workers, creation of a data bank on the personnel of the enterprise, its timely replenishment, prompt provision of the necessary information to users.

13. Carries out methodological guidance and coordination of the activities of specialists and inspectors for personnel of departments of the enterprise, supervises the execution by heads of departments of legislative acts and government decrees, decisions, orders and orders of the head of the enterprise on personnel policy and work with personnel.

14. Provides social guarantees workers in the field of employment, compliance with the procedure for employment and retraining of redundant workers, providing them with established benefits and compensations.

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

16. Organizes:

16.1. Time keeping, drawing up and implementation of vacation schedules.

16.2. Control over the state of labor discipline in the divisions of the enterprise and the observance of the internal regulations by employees.

16.3. Analysis of the reasons for staff turnover.

17. Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, and controls their implementation.

18. Provides the preparation of the established reporting on the accounting of personnel and work with personnel.

III. Rights

The head of the personnel department has the right:

1. To get acquainted with the projects of decisions of the director of the enterprise concerning the activities of the department.

2. Submit to the director of the enterprise proposals for improving the activities of the enterprise (department).

3. To interact with the heads of all structural divisions of the enterprise on personnel issues.

4. Sign and endorse documents within their competence.

5. Require the director of the enterprise to assist in the performance of their duties and rights.

6. To request from the heads of the structural divisions of the enterprise, specialists and workers necessary information(reports, explanations, etc.).

IV. A responsibility

The head of the HR department is responsible for:

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

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

3. For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

Main responsibilities

Management of the personnel service
Implementation of HR-policies of Sberbank of Russia, incl. implementation of regulatory documents for personnel management (normatively - local acts).
Formation and control of the execution of the personnel budget (payroll, training, social benefits and guarantees).
Security HR administration
Enforcement of HR communications: presentation of policies, meetings with employees, explanatory work with managers.
Staff recruitment. Implementation effective methods closing mass categories of vacancies, personal participation in the selection of top management and exclusive specialists.
Organization of the adaptation system for new employees.
Personnel motivation: improving the employee motivation system, introducing a grading system, analyzing and generating proposals for adjusting the rank grid.
Organization of a system of training and mentoring of personnel. Development of training plans and control of their implementation (including the development of the approved budget).
Formation of a personnel reserve for various categories of positions. Control over the formation and implementation of individual development plans and building "career ladders".
Control over the automation of HR processes (implementation SAP programs HR), maintaining corporate portal up to date.
HR brand development: organization of changes to form the image of an attractive employer in the external and internal environment.
Organization of work with external counterparties (PFR, the Central Bank of the Russian Federation, recruitment agencies, schools, regulatory authorities)
Interaction with heads of departments on issues of work with personnel.

This employee ensures and controls:

staffing of the company with workers of the necessary specialties;
adaptation of employees;
training, professional development and many other tasks.

The job description is drawn up according to. This document is used in the creation of instructions for all specialists of the personnel service in general. The standard defines the main task of the head of the personnel department as ensuring the effective functioning of the personnel management system to achieve the goals set by the organization.

In our material, you can familiarize yourself with the job description drawn up for the TSA. You can bring it to compliance with the standard independently, depending on the specifics of the enterprise and tasks. This will allow you to draw up a sample job description for the head of the personnel department according to the professional standard, which you can use in your work. It should include:

general provisions;
qualification requirements;
job responsibilities;
rights;
a responsibility.

This division of the content of the document will allow you to successfully structure the content and take into account the requirements of the professional standard for the position in question. Here you can download for free the job description of the head of the personnel department.

Requirements for a specialist

They are established by a professional standard or a single reference book and, as a rule, contain the following qualification requirements:

5 years of experience in HR management in a managerial position;
higher education and passing special courses.
good management skills;
knowledge of the specifics of the enterprise;
knowledge labor legislation and normative documents;
knowledge of the reporting procedure.

Professional responsibilities

According to the professional standard, the main functions in the work of this employee are:

development of a personnel management system and its implementation in practice;
document management for personnel management;
strategic personnel management of the enterprise;
hiring, dismissing and transferring employees;
development of job descriptions;
conducting;
preparation of pension insurance and social security documents for employees;
analysis of personnel work;
conducting

What to include in the job description of the head of the personnel department according to the professional standard in 2019? What sections should be included in the instruction? What are the requirements for seniority to include in the instruction? An example is a sample job description for a HR manager.

Why do you need instructions to the chief HR officer

Be sure to form and approve job descriptions is required only for government agencies (Art. 47 Federal law from 27.07. 2004 No. 79-FZ). Consequently, the company cannot be fined for the lack of job descriptions from the head of the personnel department (letter from Rostrud dated 09.08.2007 No. 3042-6-0).

It should be noted that many organizations approve job descriptions, since their presence allows:

understand exactly what the head of the personnel department should do;
establish the inadequacy of the position held (if the work is performed poorly);
distribute responsibilities between similar positions;
prove in court the legality of the imposition disciplinary action on the head of the personnel department;
Correctly conduct attestation of the head of the personnel department.

Thus, the job description of the HR chief is more needed by the management of the organization in order to streamline interaction with the HR officer.

Ingredients: what to include

Suppose that the job description for the HR manager is issued in 2017. In such a situation, we recommend including the following sections in the job description:

general provisions;
qualification requirements;
job responsibilities;
rights;
a responsibility.

Such division of the content of the job description, in our opinion, will allow to successfully structure the content and, what is important, to take into account the requirements of the professional standard of the head of the personnel department.

Professional standard requirements

A professional standard is a characteristic of the qualifications required by an employee to perform work according to the position (part 2 of article 195.1 of the Labor Code of the Russian Federation). A professional standard can be developed for a specific position or profession, for example. for a welder, teacher, and for activities that include whole groups of related positions and professions, for example, personnel management.