Job description of the head of the scientific personnel certification department. Job description of the head of the personnel department. Interaction with the legal department

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 for engineering and technical and leadership positions 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 regulatory 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 funds mass media to post advertisements for the hiring of workers.

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

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 professionals and young workers in accordance with the received in educational institution profession and specialty, together with the heads of departments, organizes their internships 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 informational support, takes part in the analysis of the results of certification, the development of measures for the implementation of decisions certification commissions, defines 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 on updating scientific and methodological support personnel work, its logistical and information base, the introduction of modern methods of personnel management using automated subsystems "ACS-personnel" and automated workstations of personnel services workers, the creation of a data bank about the personnel of the enterprise, its timely replenishment, the 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. Interact with leaders of all structural units enterprises on personnel issues.

4. Sign and endorse documents within their competence.

5. Require the director of the enterprise to assist in the execution of his job duties and right.

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

IV. A responsibility

The head of the HR department is responsible for:

1. For improper performance or failure to fulfill their duties stipulated 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.

Unlike ordinary employees of the personnel service, special requirements are imposed on the head of the service in terms of work experience and employee qualifications. The article contains the current job description of the head of the personnel service, taking into account the requirements of the professional standard and recent changes... It only remains to take into account the specifics of the company.

Download a useful document on the topic:

How to draw up a job description for the head of the personnel service

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

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In the section "General Provisions" indicate:

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

Important! Currently, the requirements of the professional standard are applied to the head of the personnel service"Specialist in the field of personnel management", approved byby order of the Ministry of Labor of Russia No. 691. This standard clearly describes the functionality and enshrines the requirements for education, level of knowledge, skills of the head of the structural unit - the personnel service that deals with operational management personnel and organizational unit.

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 "Job Responsibilities" section, list all the responsibilities that have been assigned to the employee in accordance with the professional standard or all-Russian classifier classes OK 010-2014 (ISKZ-08) (approved by order of Rosstandart dated 12.12.2014 No. 2020-st). You can also use the Qualification Handbook (approved by the decree of the Ministry of Labor dated 21.08.1998 No. 37). They provide an indicative list of the responsibilities of the various positions.

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

Open the directory

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

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

Order on the approval of job description

Approve the job description as an independent document or make it an appendix to (Rostrud letter dated 31.10.2007 No. 4412-6).

Personnel is one of the most important positions in the company. This is due to the large amount of responsibility entrusted to him: staffing the organization is a very difficult task. The main competencies of the head of the personnel department are recorded in a separate job description. What is its specificity?

Specificity of the position of the head of the personnel department

Job description the head of the personnel department is a document that reflects the powers, rights and obligations of a person performing such significant labor functions in the company. What is the specificity of this professional specialization?

The head of the personnel department is a specialist with the experience sufficient to solve the problems associated with the staffing of his company with the necessary employees. He is also endowed with management powers: in his subordination are HR specialists, HR managers, assistants. The job description of the head of the personnel department is a source in which it is assumed that a comprehensive reflection of the relevant specificity of the activity of the person performing the labor function in question is assumed.

Let's consider in what structure this document can be presented. Most often, any job description - of the head of the personnel department in health care, construction, and industry - begins with general provisions. Let's study their features.

General provisions in the job description

This part of the instruction may contain provisions fixing the fact that the document is drawn up in accordance with such and such So, the job description of the head of the personnel department may be based on the Decree of the Ministry of Labor of the Russian Federation No. industry-wide characteristics various positions of specialists.

V general provisions instructions may reflect the fact that the HR manager is a managerial position. The document may contain wording according to which its purpose is to establish the rights, duties, and responsibilities characteristic of a specialist performing the corresponding labor function.

General provisions, which may contain a job description of the chief of personnel, may also reflect the requirements for a candidate for a relevant position in the company. So, in many organizations, employees in the position in question must have higher education, as well as work experience in the profile of at least 5 years.

Qualification Requirements

The next aspect of the instruction, reflected in its general provisions, may relate to the person working in the position in question. So, the points are usually fixed for which the head of the personnel department should know: legal acts on labor, methodological materials related to working with personnel, patterns characteristic of the labor market, the specifics of the preparation of certain documents for legal consolidation labor relations, the basics of office work, the structure of the staff of your company.

Guiding sources

Another important component of the general provisions of the job description of the head of the personnel department is the wording that determines the documents that act as the key guiding sources for the person in the position in question. So, in many organizations, job descriptions state that the head of the personnel department should be guided by laws and the provisions of local regulations.

In the general provisions of the instruction, the mechanism is also fixed, within the framework of which a person is replaced in the considered position. So, in the document there may be provisions according to which the replacement should be based on the order of the director.

Another important component of the instruction is the provisions concerning the labor functions of the head of the personnel department. Let's consider it.

Labor functions

A typical range of functions of the head of the HR department, regardless of industry specifics, can be presented in the following list:

Organization of a database, which records information on personnel, on personnel development, on mechanisms for finding new employees;

Participation in the study of the results of certification of employees, carrying out activities related to the implementation of decisions of the commission, which evaluates the competence of the company's employees;

Organization of accounting for the vacation schedule, ensuring its practical implementation;

Research of factors affecting work related to strengthening labor discipline, increasing the efficiency of employees' use of working time;

Implementation of the necessary reporting procedures related to the main areas of activity, preparation required documents intended for transfer to archival storage.

Of course, the job description of the head of the personnel department in healthcare will be supplemented with wording that is not typical for a similar document for the industry. However, the specifics of the activities of people in the corresponding position allows, in general, to apply standardized formulations when drawing up the instructions in question.

Another critical component that may include the type of source under consideration is the job responsibilities of the employee in the position of HR manager. Let's consider it in more detail.

Job responsibilities

A typical range of responsibilities for a position such as HR manager can be summarized as follows:

Organization of team management procedures,

Promoting the development of personnel competencies;

Promotion in the organization;

Performance key functions in the aspect of applying the practical provisions of the organization's personnel policy, direct participation in their development;

Creation of the necessary documentation, preparation of recommendations, instructions, various proposals;

Conducting office work within the framework of mechanisms that meet the legislative criteria, which are enshrined in legal acts of various levels;

Ensuring a fair workload between employees of your department, increasing the efficiency of work in subordinate structures;

Forecasting the company's need for new personnel, determining the channels through which the organization's staff will be recruited;

Carrying out work with in the direction of increasing labor efficiency, informing employees about new vacancies at the enterprise;

Preparation personnel reserve for the enterprise - both at the expense of the internal resources of the organization, and by using external channels for finding the right employees;

Increasing labor motivation among company employees through material and other available tools;

Implementation of the correct admission of new employees, dismissal of employees, transfers of specialists between departments or to other organizations;

Preparation of documents required for the accrual of pensions and other support measures to the company's employees;

Updating the methodological resources of the personnel department, material and information base in the corresponding division of the company;

Implementation of direct management of the personnel of the personnel department through written and oral orders;

Control over the level of qualifications of personnel of the personnel department, assistance in increasing the level of their competence;

Formation of analytical materials regarding the state of affairs in the aspect of supplying the enterprise with the necessary personnel;

Implementation and maintenance of staff time tracking mechanisms;

Interaction with other divisions of the company - for example, with the accounting department (on issues of salaries, vacations);

In case of poor-quality performance by employees job responsibilities- application of disciplinary measures;

Compliance with the requirements of the legislation of the Russian Federation.

This is the range of basic responsibilities that a HR manager's job description may include. The sample list of relevant provisions that we have reviewed, as in the case of labor functions, fairly standard. It is used in enterprises operating in a wide variety of industries.

The rights of the head of the personnel department

Another critical component, which includes the job description of the head of the personnel department - in construction, medicine, industry and most other areas - the rights of the employee of the company in the corresponding position. Let's consider their essence in more detail.

The rights of the head of the personnel department can be represented in a fairly wide range. Which of them can be called basic? An employee in the relevant position may have the right to:

To receive the information necessary for the implementation of their work (from the management and other structural divisions of the company);

To present to the top managers of the organization of ideas related to improving the mechanisms for staffing the enterprise;

To receive guarantees and resources from management to facilitate the effective performance of official duties.

Another standard component, which may contain the job description of the head of the personnel department of a hospital, scientific organization, sports club - provisions reflecting the responsibility of the employee in the corresponding position.

A responsibility

What are the most common human resource managers responsible for? As a rule, this applies to:

Improper performance of labor duties, which are provided for by the job description (provided that its provisions do not contradict the legislation of the Russian Federation);

Offenses committed by the chief in the course of work - if they are provided for by the administrative, criminal or civil legislation of the Russian Federation;

Causing damage to the employing organization within the limits that are recorded in the sources of law related to the civil and labor legislation of the Russian Federation;

Neglect of the requirements of the Federal Law "On Personal Data" and other sources of law approved in the Russian Federation - federal, regional, municipal level, local legal acts adopted in a particular organization;

Refusal to obey the requirements of immediate supervisors, expressed in writing - in the form of orders, various orders, instructions or orally.

Another component of the job description of the HR department is provisions that reflect how an employee of the corresponding profile can interact with colleagues from other structural divisions of the firm. Let's consider its specifics.

Interaction with other structures of the firm

The wording in this manual can be very different. So, for example, in the relevant part of the document it may be said that the head of the personnel department undertakes to work according to the schedule, which is approved directly by the director of the company. At the same time, in the considered part of the instruction, provisions may be recorded that the head of the personnel department can plan his work independently.

In some cases, a person in the relevant position may have the right to endorse certain orders of the head concerning the staffing of the enterprise with specialists. The head of the personnel department can interact, as we noted above, with the accounting structures of the company - for the correct calculation of salaries, vacation pay for employees. The interaction of a person in the position under consideration with colleagues in terms of information exchange can be significant. Such communications are possible in the widest possible spectrum - with specialists from their own department, other structural divisions of the firm, and the management of the organization.

Uniformity of standards and new in 2014

Above, we noted that the provisions of job descriptions for heads of personnel departments of organizations in different industries are generally uniform. The content of the respective documents may not change. So, if at a particular enterprise the year in which the job description of the head of the personnel department was drawn up is 2013, then the content of the source in question may not differ too much in its structure from the requirements recorded in the order of the Ministry of Labor indicated at the beginning of the article.

At the same time, as new positions appear in a particular industry or economy as a whole, instructions of the type under consideration can be adjusted. This can be carried out both on the basis of updates in the legislation, and in accordance with the private initiative of the heads of specific enterprises. As a result, the job description of the head of the personnel department, which is usual for the employees of the company, can change very significantly. 2014 is interesting for the emergence of a unique source - the Atlas of New Professions, developed by the Agency for Strategic Initiatives, as well as the Moscow School of Management Skolkovo. It indicates the professions that may appear in the Russian economy in the near future. Job descriptions for these are probably still to be developed.

National standards

It can be noted that in the aspect of national standards for the formation of documents of the type under consideration, relative unification is observed. For example, in the Russian Federation, the Republic of Belarus and Kazakhstan, enterprises can be based on a completely uniform job description of the head of the personnel department. Ukraine is a state that, in many areas of legislation, also has quite similar sources with those adopted in its neighboring countries. This can be seen across different industries. In particular, this concerns the algorithms for the formation of such a document as the job description of the head of the personnel department. In the Republic of Kazakhstan, Belarus and Russia, due to the integration economic processes, as many experts note, legislation can become even closer.

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 is appointed to the position of the head of the personnel department.
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 the work of personnel services.
4.16. Fundamentals of Psychology and Sociology of Labor.
4.17. Advanced domestic and Foreign experience 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. The work of the computer program "ACS-frames".
4.23. Rules and regulations for labor protection, safety, industrial sanitation and fire protection.
The head of the personnel department in his activities is guided by:
5.1. Regulations on the personnel department.
5.2. This job description.
The head of the personnel department reports directly to the director of the enterprise.
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:
- Supervises the employees of the department as well as structural divisions (services, groups, bureaus, etc.) that are part of the personnel department.
- 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.
- 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 placement job hiring advertisements.
- Takes part in the development of personnel policy and strategy of the enterprise.
- 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 employees in the divisions of the enterprise.
- 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 internships and work on adaptation to production activities.
- Carries out systematic work to create a reserve for nomination on the basis of such organizational forms as business career planning, preparation of candidates for nomination according to individual plans, rotation of managers and specialists, training in special courses, internship in relevant positions.
- Organizes certification of employees of the enterprise, its methodological and informational support, takes part in the analysis of certification results, development of measures to implement decisions of certification commissions, determines the circle of specialists to be re-checked.
- 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 performance of certification.
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 of the present and past labor activity of employees.
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 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 workstations of personnel services workers, creating a data bank about 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 for 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.
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.
Develops measures to strengthen labor discipline, reduce staff turnover, loss of working time, and controls their implementation.
Provides the preparation of the established reporting on the accounting of personnel and work with personnel.

The head of the personnel department has the right:
To get acquainted with the projects of decisions of the director of the enterprise concerning the activities of the department.
Submit to the director of the enterprise proposals for improving the activities of the enterprise (department).
To interact with the heads of all structural divisions of the enterprise on personnel issues.
Sign and endorse documents within their competence.
Require the director of the enterprise to assist in the performance of their duties and rights.
Request the necessary information (reports, explanations, etc.) from the heads of the structural divisions of the enterprise, specialists and workers.

IV. A responsibility

The head of the HR department is responsible for:
For improper performance or non-performance of their official duties provided for by this job description - within the limits determined by the current labor legislation of the Russian Federation.
For offenses committed in the course of carrying out their activities - within the limits determined by the current administrative, criminal and civil legislation of the Russian Federation.
For causing material damage - within the limits determined by the current labor and civil legislation of the Russian Federation.

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

Job description of the head of the personnel department

APPROVED
General manager
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 and dismissed by the 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 the head of the personnel department: higher professional education, work experience in personnel management for at least 3 years.
1.6. The HR manager should know:
- labor legislation, other laws and regulations governing labor legal relations;
- the 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;
- HR administration;
- the foundations of psychology and sociology of labor.
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 HR Department, the Internal Labor Regulations, and other regulations of the company;
- orders and orders of the management;
- this job description.

2. Job responsibilities of the head of the personnel department

The head of the HR department performs the following job duties:
2.1. Determines, together with the heads of the 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 the assessment of their qualifications, personal and business qualities.
2.3. Provides reception, placement and placement of young specialists, together with the heads of departments, organizes their internship and adaptation in the company.
2.4. Organizes the certification of the company's employees, its methodological and informational 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.
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 performance of certification.
2.6. Organizes the timely registration of the admission, transfer and dismissal of employees in accordance with labor legislation, regulations, instructions and orders of the head of the enterprise.
2.7. Monitors maintenance HR administration in company.
2.8. Carries out methodological guidance and coordination of the activities of specialists and personnel inspectors of the company's divisions, monitors the execution by the heads of the 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, and controls their implementation.
2.11. Provides the preparation of the established reporting on personnel records 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. To get acquainted with the projects of decisions of the company's management concerning the activities of the personnel department and work with personnel.
3.2. Submit proposals to the management to improve their work and the work of the company.
3.3. To 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 information from the heads of structural divisions of the enterprise, specialists and workers necessary for the performance of their official duties.
3.6. Inform the company's management about all deficiencies identified in the course of their 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 the HR department is responsible for:
4.1. For non-fulfillment and / or untimely, negligent fulfillment of their duties.
4.2. For non-compliance with the current instructions, orders and orders for the preservation of commercial secrets and confidential information.
4.3. For violation of the rules of internal labor regulations, labor discipline, safety regulations and fire safety.