HR manager job description sample. HR Manager Job Description: Fillout Sample. In his activities, the HR manager is guided by

Organization name APPROVED OFFICIAL Position name INSTRUCTIONS of the head of the organization _________ N ___________ Signature Signature decoding Place of preparation Date TO PERSONNEL MANAGER

1. GENERAL PROVISIONS

1. The HR manager belongs to the category of managers, is hired and dismissed by order of the head of the organization on the presentation of ________________________________________________________________________.

2. A person with higher education is appointed to the position of HR manager. professional education in the specialty "Management" and work experience in the relevant direction of management for at least 3 years or higher professional education, special training in management, work experience in the relevant direction of management for at least 5 years.

3. In his activities, the HR manager is guided by:

Legislative and regulatory documents regulating the production and economic and financial and economic activities of the enterprise;

The charter of the organization;

Labor regulations;

Orders and orders of the head of the organization (direct manager);

This job description.

4. The HR manager should know:

Resolutions, orders, orders of higher authorities, methodological, normative and other guidance materials regulating the activities of the enterprise for personnel management;

Labor legislation;

Fundamentals of Market Economy, Entrepreneurship and Doing Business;

Market conditions work force and educational services;

The procedure for pricing and taxation;

Marketing Basics;

Modern concepts of personnel management;

Fundamentals of labor motivation and personnel assessment systems;

Forms and methods of training and professional development of personnel;

The procedure for the development of labor agreements (contracts);

Methods and organization of management;

Basics of production technology and development prospects of the enterprise, management structure and their staff;

Fundamentals of General and Social Psychology, Sociology and Psychology of Labor;

Basics of industrial pedagogy;

Ethics business communication;

Advanced domestic and overseas experience in the field of personnel management;

Fundamentals of the organization of office work;

Information processing methods with the use of modern technical means, communications and communications, computer technology;

Labor protection rules and regulations.

5. During the absence of the HR manager, his duties are performed in established order an appointed deputy who is fully responsible for their proper execution.

2. OFFICIAL RESPONSIBILITIES

6. To perform the functions assigned to him, the HR manager is obliged to:

6.1. Organize work with personnel in accordance with the general development goals of the enterprise and specific areas of personnel policy in order to achieve effective use and professional improvement of employees.

6.2. Provide staffing of the enterprise with workers required professions, specialties and qualifications.

6.3. Determine the need for personnel, study the labor market in order to determine possible sources of providing the necessary personnel.

6.4. Carry out the selection of personnel, conduct interviews with those who are hiring, including graduates educational institutions, with the aim of staffing the staff.

6.5. Organize staff training, coordinate work to improve the qualifications of employees and develop their business career.

6.6. Communicate information on HR issues and critical HR decisions to all employees.

6.7. Arrange for the evaluation of results labor activity employees, appraisals, competitions for filling vacant positions.

6.8. Together with leaders structural units participate in decision-making on hiring, transfer, promotion, demotion, imposition of administrative penalties, as well as dismissal of employees.

6.9. Develop a system for evaluating business and personality traits employees, motivating their job growth.

6.10. Advise managers of different levels on the organization of personnel management.

6.11. Take part in planning social development team, the resolution of labor disputes and conflicts.

6.12. Draw up and execute labor agreements and contracts, maintain personal files of employees and other personnel documentation.

6.13. Provide leadership to subordinate employees.

6.14. Exercise control:

Execution of labor protection duties by subordinate employees;

Compliance by employees with the requirements of labor protection legislation.

6.15. Conduct in the prescribed manner primary at the workplace, repeated, unscheduled and targeted briefings on labor protection with employees.

6.16. To carry out labor protection measures, instructions of state supervision and control bodies, labor protection services in a timely manner.

6.17. Train workers in safe working practices and techniques.

6.18. In case of an accident at work, organize first aid for the victim, report the accident to the immediate supervisor, carry out other measures provided for by the Rules for the investigation and recording of accidents at work and occupational diseases.

6.19. Carry out self-monitoring of compliance with labor protection requirements.

3. RIGHTS

7. The HR manager has the right to:

7.1. To get acquainted with the projects of decisions of the management of the enterprise concerning its activities.

7.2. Submit proposals for improving the company's performance on issues related to personnel management for consideration by the management.

7.3. Inform the immediate supervisor about the shortcomings identified in the course of the performance of their duties and make proposals for their elimination.

7.4. Sign and endorse documents within their competence.

7.5. To interact with the heads of all structural divisions of the enterprise, to receive information and documents necessary for the performance of official duties.

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

7.7. Participate in the discussion of labor protection issues submitted for consideration of meetings (conferences) labor collective(trade union organization).

4. RELATIONSHIP (RELATIONSHIP BY POSITION)

5. PERFORMANCE ASSESSMENT AND RESPONSIBILITY

10. The work of the HR manager is assessed by the immediate supervisor (other official).

11. The HR manager is responsible for:

11.1. For non-performance ( improper performance) their job duties provided for by this job description - within the limits determined by the current labor legislation of the Republic of Belarus.

11.2. 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 Republic of Belarus.

11.3. For causing material damage - within the limits determined by the current labor, criminal and civil legislation of the Republic of Belarus.

11.4. For non-compliance with the rules and norms of labor protection, safety, industrial sanitation and fire protection - in accordance with the requirements of regulatory legal acts of the Republic of Belarus and local acts in _____________________.

Name of the position of the head of the structural unit _________ _______________________ Signature Explanation of the signature of the Visa Read the instructions _________ _______________________ Signature Explanation of the signature _______________________ Date

Job description HR manager- instructions establishing the duties, rights and responsibilities of the employee. HR manager is the modern name for an employee personnel service, a personnel specialist, that is, it is an employee who directly interacts with the personnel of the enterprise. For this position, as for any other, a personal job description must be drawn up, a sample of which can be downloaded at the bottom of the article in word format.

The general structure of the text of the job description for a personnel manager is no different from that drawn up for any other employee. Perhaps the only feature is that this document must be drawn up with great care. After all, the employee entering this position will himself, subsequently, draw up similar ones for other employees. Therefore, the incorrectness of the document may well serve as a kind of "model" for a very undesirable imitation.

HR Manager Job Description: Responsibilities

The usual form of job description includes the following sections:

General Provisions

This section covers the following main points:

• the procedure for hiring and firing a personnel manager;
• subordination structure;
• what a HR manager needs to know to successfully fulfill his duties;
• what normative documents and legal acts should be guided by;
• the procedure for filling a position.

Functional responsibilities

This section is most important, since it regulates the main activity of the employee, determines the volume and level of performance of the assigned tasks. Indirectly, the list of responsibilities also determines the degree of quality of the work performed.

Long gone are the days when the functions of an employee of the personnel department, slightly dismissively referred to in everyday life as "personnel officer", were reduced to filling work books and registration of admission / dismissal and vacations. A modern HR manager is responsible for the level of training of existing employees and applicants, for improving their professional level, psychological state, many other aspects. In this regard, he may be charged with the responsibility of conducting attestations, deep testing, and conducting various trainings and planned training, developing motivations, organizing corporate events, much more, contributing to the maintenance and improvement of a decent level of personnel in the company.

Rights

If the content of the previous sections is to a certain extent typical, the list of HR manager's rights is determined based on specific conditions. They can be largely nominal and boil down, mainly, to the elimination of obstacles in relations with other employees that interfere with the quality performance of duties. In other cases, the HR manager may be delegated certain, often very broad powers regarding the hiring, dismissal, relocation of employees, the development of urgent recommendations to middle managers, and so on. The list and scope of powers are determined, as a rule, directly by the head of the company.

A responsibility

The provisions of this section are mostly nominal and to a large extent duplicate the Labor Code and the labor contract with this employee in the same part (,).

The final part of the job description contains a link to the documents on the basis of which it was drawn up, and an indication of the position and surname of the compiler. The job description is approved by the head of the company or a person authorized by him.

The job description of the HR manager of small companies has some features. In such, often, this post is combined with the post of secretary. In this regard, sections of the instructions should contain positions related to the duties, status and responsibilities of both functional areas.

APPROVED Head "_____________" ______________ / _____________ "____" _____________ _____

JOB DESCRIPTION

HR manager

1. GENERAL PROVISIONS

1.1. This job description defines functional responsibilities, rights and responsibilities of the HR manager _____________.

1.2. The HR manager is appointed and dismissed in accordance with the procedure established by the current labor legislation of the Russian Federation by order of the head of the organization.

1.3. The HR manager reports directly to ____________.

1.4. A person who has a higher professional education (specializing in management) or a higher professional education and additional training in the field of management, work experience in the specialty for at least ____ years is appointed to the position of a personnel manager.

1.5. The HR manager should know:

Legislative and normative legal acts governing the activities of the organization for personnel management;

Labor legislation;

Fundamentals of Market Economy, Entrepreneurship and Doing Business;

Labor market conditions and educational services;

The procedure for pricing and taxation;

Marketing Basics;

Modern concepts of personnel management;

Fundamentals of labor motivation and personnel assessment systems;

Forms and methods of training and professional development of personnel;

The procedure for the development of labor agreements (contracts);

Methods and organization of management;

Basics of production technology and development prospects of the organization, management structure and its staff;

Fundamentals of General and Social Psychology, Sociology and Psychology of Labor;

Basics of industrial pedagogy;

Business ethics;

Advanced domestic and foreign experience in the field of personnel management;

Fundamentals of the organization of office work;

Information processing methods with the use of modern technical means, communications and communications, computer technology;

Labor protection rules and regulations.

2. FUNCTIONAL RESPONSIBILITIES

Human Resources Manager:

Organizes work with personnel in accordance with the general goals of the organization's development and specific areas of personnel policy to achieve effective use and professional improvement of employees;

Provides staffing of an enterprise, institution, organization with workers of the necessary professions, specialties and qualifications;

Determines the need for personnel, studies the labor market in order to determine possible sources of providing the necessary personnel;

Carries out the selection of personnel, conducts interviews with those who are hired for work, including with graduates of educational institutions, in order to staff the staff;

Organizes staff training, coordinates work to improve the qualifications of employees and develop their business career;

Communicates information on personnel issues and the most important personnel decisions to all employees;

Organizes the assessment of the results of labor activity of employees, appraisals, competitions for filling vacant positions;

Together with the heads of structural divisions, participates in decision-making on hiring, transfer, promotion, demotion, imposition of administrative penalties, as well as dismissal of employees;

Develops a system for assessing the business and personal qualities of employees, motivating their job growth;

Advises managers of different levels on the organization of personnel management;

Takes part in planning the social development of the team, resolving labor disputes and conflicts;

Draws up and draws up labor agreements and contracts, maintains personal files of employees and other personnel documentation;

Supervises subordinate employees.

3. RIGHTS

3.1. The HR manager has the right to:

3.1.1. Require the management of the organization to assist in the performance of their official duties

3.1.2. Improve your qualifications.

3.1.3. To get acquainted with the draft decisions of the management of the organization concerning its activities.

3.1.4. Submit proposals on their activities for consideration by their immediate supervisor.

3.1.5. Receive from employees of the organization the information necessary to carry out their activities.

4. LIABILITY

4.1. The HR manager is responsible for:

4.1.1. For non-fulfillment or improper fulfillment of their duties provided for by this job description - in accordance with the current labor legislation of the Russian Federation.

4.1.2. For offenses committed during the period of carrying out their activities - in accordance with the current civil, administrative and criminal legislation of the Russian Federation.

4.1.3. For causing material damage - in accordance with the current legislation of the Russian Federation.

4.1.4. For violation of the Internal Labor Regulations, rules the opposite fire safety and safety measures established by the organization.

5. CONDITIONS OF WORK

5.1. The work schedule of the HR manager is determined in accordance with the Internal Labor Regulations established in the organization.

5.2. Due to production needs, the HR manager can visit business trips(including local significance).

This job description has been developed in accordance with _________ __________________________________________________________________________. (name, number and date of the document)

AGREED BY: Legal Counsel ____________ ___________________ (signature) (full name)

"___"__________ ___ G.

I have read the instructions: _____________ ___________________ (signature) (full name)

This job description defines the rights, duties and responsibilities of the HR manager.

Society with limited liability"Service Plus"

APPROVED

General Director _________ K.A. Semushkin
2015-01-03

Moscow 2015-01-03

1. GENERAL PROVISIONS

1.1. This job description defines the rights, duties and responsibilities of the HR manager of the Service-Polyus Limited Liability Company (hereinafter referred to as the Company).

1.2. The HR manager belongs to the category of managers.

1.3. The HR manager is hired and dismissed by the General Director of the Company.

1.4. The HR manager reports directly to the General Director of the Company.

1.5. During the absence of the HR manager, his duties are performed by a person appointed in accordance with the established procedure, who acquires the corresponding rights and bears responsibility.

1.6. In his activities, the HR manager is guided by: Labor Code and other regulatory legal acts containing norms labor law, local regulations of the Company, teaching materials on labor and social development, rules and regulations of labor protection, the charter of the Company, orders general director Society, this job description.

1.7. A person who has a higher professional education in the field of management or personnel management or a higher professional education and additional training in the field of personnel management, as well as work experience in the specialty for at least two years, is appointed to the position of a personnel manager.

1.8. The HR manager should know:

- labor legislation Russian Federation;

– modern concepts personnel management, advanced domestic and foreign experience in working with personnel;

– organizational structure Society, goals and types of its activities;

- methods of testing, interviews;

- progressive forms, methods and means of selection, assessment, motivation, training and development of personnel;

- technologies for personnel search using information systems;

- the conjuncture of the labor market, labor force and educational services;

- organization HR administration, the procedure for the development of local regulations;

- fundamentals of general and social psychology, industrial pedagogy and sociology of labor;

- methods of processing information using modern technical means and information technologies;

- the procedure for the formation and maintenance of a data bank on personnel, a backup data bank, a database of vacancies;

- maintenance methods corporate culture;

- the basics of a market economy, entrepreneurship and business;

- the basics of the organization of production;

- fundamentals of management and marketing;

- ethics of business communication;

- internal labor regulations;

- rules and norms of labor protection, safety and fire safety, industrial hygiene and sanitation.

2. OFFICIAL RESPONSIBILITIES

The duties of the HR manager are:

2.1. Organization of work with personnel in accordance with the goals of the Company and specific areas of personnel policy for the effective use and professional development of employees.

2.2. Studying the labor market in order to determine possible sources of providing the Company with the necessary personnel.

2.3. Participation in the analysis of the activities of the Company's personnel, organization (rationalization) of workplaces.

2.4. Determining the need for personnel, ensuring that the Company is staffed with employees of the necessary professions, specialties and qualifications:

- analysis of the need for personnel, taking into account the development of the Company;

- study of the state of the labor market, the level salaries, social programs in competing organizations to develop a recruiting concept;

- viewing received resumes, holding meetings with applicants, studying their business and professional qualities, study and verification of recommendations, analysis of the results of assessment procedures, identification of applicants that meet the requirements of the Company.

2.5. Adaptation of newly arrived employees.

2.6. Organization of personnel training, professional development of employees:

- determination of the forms and methods of teaching, subjects of classes, the most progressive and effective training tools that meet the needs of the Society;

- preparation of training programs, organization of all types of training;

- evaluation of training results, provision of post-training support.

2.7. Development of intracorporate communications.

2.8. Participation in the development of key personnel competencies.

2.10. Participation, jointly with the heads of the Company's divisions, in decision-making on recruitment, transfer, promotion, application of incentives and disciplinary measures, and dismissal of employees.

2.11. Development of a system for motivating employees of the Company, establishing benefits and paying compensation.

2.12. Participation in organizing and holding meetings, advising managers of different levels on the organization of personnel management.

2.13. Participation in the planning of the social development of the team, the development and maintenance of corporate culture, the development of personnel development programs.

2.14. Operational control over the implementation of personnel development programs, assessment of their effectiveness.

2.15. Organization of personnel records management, development of local regulations governing personnel management issues.

2.16. Participation in the development of the Company's business plans.

2.17. Participation in the resolution of labor disputes, conflict situations.

2.18. Organization of keeping up to date a database of the Company's employees, a backup data bank, a vacancy database.

2.19. Management of subordinate employees.

2.20. Drawing up the established reporting on personnel management.

2.21. Maintaining the level of qualifications required for the proper performance of job duties.

2.22. Respect for confidentiality when working with personal data of employees.

3. RIGHTS

The HR manager has the right to:

3.1. Receive from the management of the Company and in its structural divisions the information necessary for the performance of official duties.

3.2. Participate in the discussion of decisions of the Company's management related to its direct activities.

3.3. Submit proposals to the management of the Company for improving the work with personnel.

3.4. Sign and coordinate documents within their competence.

3.5. Make redistribution decisions financial resources within the approved budget for personnel costs, taking into account the emerging economic situation, the situation on the labor market.

3.6. To undergo retraining and advanced training in the manner prescribed by labor legislation and local regulations of the Company.

3.7. To represent the interests of the Company on issues of work with personnel in relations with individuals and legal entities.

3.8. To get acquainted with the documents defining his rights and responsibilities in the position held, the criteria for assessing the effectiveness of his activities and the quality of the performance of official duties.

We bring to your attention a typical example of a job description for a HR manager, sample 2019/2020. On the this position a person who has a higher professional education (specializing in management) or higher professional education and additional training in the field of management, work experience in the specialty for at least 2 years can be appointed. Do not forget, each instruction of the HR manager is handed out against a receipt.

The following figure provides typical information about the knowledge that a HR manager should have. About duties, rights and responsibilities.

This material is included in the huge library of our site, which is updated daily.

1. General Provisions

1. The HR manager belongs to the category of managers.

2. A person who has a higher professional education (specializing in management) or a higher professional education and additional training in the field of management, work experience in the specialty for at least 2 years is accepted for the position of a personnel manager.

3. The HR manager is hired and dismissed by the director of the organization.

4. The HR manager should know:

- legislative and regulatory legal acts regulating the activities of an enterprise, institution, organization for personnel management;

- labor legislation;

- fundamentals of a market economy, entrepreneurship and business;

- the conjuncture of the labor market and educational services;

- the procedure for pricing and taxation; fundamentals of marketing;

- modern concepts of personnel management; fundamentals of labor motivation and personnel assessment systems; forms and methods of training and advanced training of personnel;

- the procedure for the development of labor agreements (contracts);

- methods and organization of management;

- the basics of production technology and the prospects for the development of an enterprise, institution, organization, management structure and their staff;

- fundamentals of general and social psychology, sociology and psychology of labor;

- the basics of industrial pedagogy;

- ethics of business communication;

- advanced domestic and foreign experience in the field of personnel management;

- the basics of organizing office work;

- methods of information processing using modern technical means, communications and communications, computer technology;

- internal labor regulations;

- rules and norms of labor protection, safety, industrial sanitation and fire protection.

5. In his activities, the HR manager is guided by:

- the legislation of the Russian Federation,

- the Charter of the organization,

- orders and orders director of the organization,

- this job description,

- The rules of the internal labor regulations of the organization.

6. The HR manager reports directly to the director of the organization, ______ (indicate position)

7. During the absence of the personnel manager (business trip, vacation, illness, etc.), his duties are performed by a person appointed by the director of the organization in the prescribed manner, who acquires the corresponding rights, duties and is responsible for the performance of the duties assigned to him.

2. Job responsibilities of HR manager

Human Resources Manager:

1. Organizes work with personnel in accordance with the general development goals of the enterprise, institution, organization and specific areas of personnel policy to achieve effective use and professional improvement of employees.

2. Provides staffing of the enterprise, institution, organization with workers of the necessary professions, specialties and qualifications.

3. Determines the need for personnel, studies the labor market in order to determine possible sources of providing the necessary personnel.

4. Carries out the selection of personnel, conducts interviews with those who are hiring, including graduates of educational institutions, in order to staff the staff.

5. Organizes training for personnel, coordinates work to improve the qualifications of employees and develop their business career.

6. Communicates information on personnel issues and the most important personnel decisions to all employees.

7. Organizes the assessment of the results of labor activity of employees, appraisals, competitions for filling vacant positions.

8. Together with the heads of structural divisions, participates in decision-making on hiring, transfer, promotion, demotion, imposition of administrative penalties, as well as dismissal of employees.

9. Develops a system for assessing the business and personal qualities of employees, motivating their job growth.

10. Consults managers of different levels on the organization of personnel management.

11. Takes part in planning the social development of the team, resolving labor disputes and conflicts.

12. Draws up and draws up labor agreements and contracts, maintains personal files of employees and other personnel documentation.

13. Manages subordinate employees.

14. Complies with the Internal Labor Regulations and other local regulations organizations.

15. Complies with internal rules and regulations of labor protection, safety, industrial sanitation and fire protection.

16. Ensures the observance of cleanliness and order in his workplace,

17. Performs within employment contract orders of employees to whom he is subordinate in accordance with this instruction.

3. Rights of the HR manager

The HR manager has the right to:

1. Submit proposals to the director of the organization:

- to improve the work related to the provisions of this instruction responsibilities,

- on the encouragement of distinguished workers subordinate to him,

- on bringing to material and disciplinary responsibility of employees subordinate to him who violated production and labor discipline.

2. To request from the structural divisions and employees of the organization the information necessary for him to perform his duties.

3. To get acquainted with the documents defining his rights and obligations in the position held, the criteria for assessing the quality of the performance of official duties.

4. To get acquainted with the draft decisions of the management of the organization concerning its activities.

5. Require the management of the organization to provide assistance, including the provision of organizational and technical conditions and the execution of the established documents necessary for the performance of official duties.

6. Other rights established by the current labor legislation.

4. Responsibility of the HR manager

The HR manager is responsible in the following cases:

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

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

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

The job description of the HR manager is a sample of 2019/2020. Job responsibilities HR manager, HR manager rights, HR manager responsibility.