HR Director description and responsibilities. Job description of the organization's HR director Job description HR director

Who is an HR director and how is he fundamentally different from an HR manager or head of the HR department besides the name? What tasks should he perform, and when should he complete everything? Careerist understood this article.
Substitution of concepts

HR DirectorToday in many Russian companies the HR director is treated like a personnel officer, while the latter can long be considered a “dinosaur” of our time and even a vestige of the Soviet regime, although in some government institutions You can still meet him in dying enterprises. However, the position of “HR director” cannot be compared with such a position as “HR manager,” although many regard directors as those who deal with work books, issuing certificates and orders, arranging vacations, and nothing more.

Strategy comes first

Human resource management in any company is always a long-term strategy that must be implemented by the HR director. Therefore, the position of HR director should be on a par with commercial and financial directors. The HR director must be a member of the board or board of directors of the company, and the development personnel policy should take place with his direct participation and even on his initiative together with senior management. The HR director takes part in the development of long-term plans for the company and deals with optimization proposals organizational structure, provides feedback on the actions planned by management from the point of view of personnel management.

The HR director cannot be called one of the strangers; he is not the head of the trade union, and therefore does not defend the interests of employees. His the main objective- implementation of business objectives through personnel management. So the main direction of his activity is to ensure that the fruits of his work bring a positive effect commercial activities enterprises.

Portfolio of tasks of the chief HR specialist

Corporate culture. Following strategy, one of the priority tasks of the HR director can safely be called the creation, development and maintenance of the company’s corporate culture. Since corporate culture includes a number of mechanisms, and its influence on business performance is difficult to overestimate, it is quite appropriate to name a portfolio of internal corporate documents (the history of the company, its main goals and objectives, mission, organizational structure, rules of conduct), the development of which falls on the shoulders of the HR director, the real “Bible” of management. However, corporate culture is not limited solely to documents, because for them to work you need active participation in the life of the company, including various types of organizations corporate events, monitoring the compliance of company personnel with the current corporate culture, adherence to the company’s corporate values.

Personnel selection, training. Planning and comprehensive organization of the personnel selection process, adaptation of newcomers. Development of a training and professional development system, implementation of a personnel assessment system.

Motivation and compensation systems. Development of the most effective system for stimulating the work of company employees, which provides for labor compensation, staff motivation and the implementation of social programs (health insurance, transportation, food). Organizational development. The HR director participates in personnel placement, develops the organizational structure and development strategy of the company.

Personnel administration, including registration and maintenance work records, registration of employment contracts, sick leave, orders, vacations, etc. Resolving disciplinary issues is also included in this series, along with interaction with government agencies and trade unions.

General management and monitoring of conflict situations. The HR director is responsible for diagnosing, preventing and resolving conflicts in the team. It also includes management of employees of departments related to the HR service, monitoring the compliance of the implemented personnel policies and activities carried out by the company with current legislation

On the way to the proud title of “HR Director”

As a rule, most of the current Russian HR directors do not have a special higher education, these are, as a rule, lawyers, psychologists, teachers, philologists, translators and even “techies”. This is not surprising - the school of Russian HR began its formation not so long ago. And having a law or pedagogical diploma cannot be called a bad alternative to special education, especially since today there are many opportunities for advanced training in this area.

Perspectives of an HR Director Experienced people argue that it is much more useful for an HR director to have an economic education in addition to his basic education, which will allow him to fulfill business requirements as efficiently as possible, thanks to a deep understanding of all business processes.

Open doors

HR director is a top position in itself, so having reached this position, HR has only a few ways to grow: changing the company format if HR has outgrown a certain company, or becoming a management consultant. The HR Director also has the opportunity to become a strategic partner. It must be said that HR directors become CEOs much less often, unlike their colleagues - financial and commercial directors. So the main prospect for the HR director, if you do not take into account own business and consulting, changing companies with more complex tasks and professional growth.

With respect and understanding,

Your Careerist

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1. GENERAL PROVISIONS

1.1. This job description defines functional responsibilities, rights and responsibilities of the HR director (name of the organization in the genitive case) (hereinafter referred to as the Company).

1.2. The HR Director is appointed to the position and dismissed from the position as established by the current labor legislation order by order of the head of the Company.

1.3. The HR Director reports directly to (name of the position of the immediate manager in the dative case) of the Company.

1.4. The HR Director belongs to the category of managers, heads the personnel work of the Company and is subordinate to:

Human Resources Department;

Control Department;

Recruiting Department;

Department of adaptation and motivation.

1.5. The HR Director is responsible for:

Proper organization of work to provide personnel of the required number and qualifications in accordance with the needs of the Company;

Performance and labor discipline of employees personnel service;

Security of information (documents) containing information constituting a trade secret of the Company, other confidential information, including personal data of the Company’s employees;

Ensuring safe working conditions, maintaining order, following rules fire safety in the personnel department premises.

1.6. A person with a higher professional education and professional experience in management and other positions in human resources for at least 5 years can be appointed to the position of Deputy Director for Human Resources.

1.7. In practical activities, one should be guided by:

Legislation, regulations, and local acts and organizational and administrative documents of the Company regulating personnel work and the activities of the personnel service;

Internal rules labor regulations;

Rules for occupational health and safety, ensuring industrial sanitation and fire protection;

Directives, orders, decisions and instructions from the director of the organization;

This job description.

1.8. The HR director must know:

Legislation, regulations by organization personnel work;

Organizational structure, personnel composition of the Company, its profile and specialization, as well as the goal and development strategy;

Current and future needs of the Company for personnel in the category “deputy head of division” and above, methods of their planning and forecasting;

The tasks of the personnel service to meet the Company’s needs for personnel of the appropriate size and qualifications, its capabilities to solve these problems;

Methods for analyzing the state of the Company’s personnel potential, material and other resources required to maintain it at the appropriate level;

Formation procedure, qualification and numerical strength personnel reserve by the most in demand (scarce) specialties (categories);

State of the labor market, opportunities for use information resources organizations in the interests of the tasks of the personnel service;

The procedure for concluding employment contracts, tariff agreements and additional agreements to them;

The procedure for resolving individual and collective labor disputes;

Modern theories of organization of personnel work;

Advanced domestic and Foreign experience organization of personnel work;

Composition and structure of the Company's personnel documentation;

Management (to the extent required for effective management of the personnel department), Business Etiquette, rules of conduct business correspondence on personnel issues;

Facilities computer technology, communications and connections;

Labor protection rules and regulations.

1.9. During the temporary absence of the HR Director, his duties are assigned to (name of the deputy position).

2. FUNCTIONAL RESPONSIBILITIES

The HR Director is required to perform the following labor functions:

2.1. Lead the personnel work in the organization (enterprise), the personnel service and confidently manage its activities.

2.2. To create optimal conditions for the timely and high-quality implementation of the daily tasks assigned to it by the personnel service in strict accordance with the approved work procedure (regulations) and the Company’s personnel management technology.

2.3. Lead the work on the formation of personnel policies and HR strategy, determining its main directions in accordance with the development strategy of the Company and measures for its implementation.

2.4. Take part in the development of the Company’s business plans in terms of meeting its current and future needs for personnel of the appropriate size and qualifications.

2.5. Organize research within the organization (enterprise), including with the involvement of third-party organizations (institutions), as well as the development and implementation of comprehensive programs for the development of human resources and personnel work plans.

2.6. Ensure the formation of the Company's personnel reserve, its renewal and replenishment.

2.7. Manage the work to improve and optimize human resource management technology, methods of searching, selecting and hiring employees, their adaptation, training, motivation, relocation, as well as effective monitoring of the results of their activities.

2.8. Exercise personal and through subordinates effective control over the state of personnel work, compliance with the law at all stages of personnel management.

2.9. Consult the director of the organization and heads of departments on current and pressing issues of the practical organization of personnel work.

2.10. Ensure the rational use of material, technical and other means of the personnel service in the interests of fulfilling its intended tasks.

2.11. Ensure reliable protection of information (documents) containing information constituting a trade secret of the Company, other confidential information, including personal data of the Company’s employees.

2.12. Manage the training of subordinates, create conditions for them to improve their skills, professional growth, business career development and promotion in accordance with personal merit and level of qualifications.

2.13. Monitor compliance by subordinates with labor protection and safety rules, industrial sanitation and fire protection.

2.14. Use the granted rights in relation to subordinates to encourage them (hold them accountable).

2.15. Create conditions for the implementation and proper functioning of advanced HR management technologies, their subsequent improvement and optimization.

2.16. Manage planning and reporting on HR issues and HR service activities.

2.17. Lead the development of unified forms personnel documents, necessary to ensure the activities of the personnel service, as well as internal organizational, regulatory and regulatory documents on personnel management issues.

2.18. Study, generalize and apply advanced domestic and foreign experience in personnel management in the activities of the personnel service.

2.19. Consider proposals to ensure ergonomic working conditions, rationalize HR service workplaces and submit them to the Director of the Company for decision-making.

2.20. Timely and fully process and submit reporting and other documentation to officials with appropriate authority.

If necessary, the HR director may be involved in performing his duties overtime by decision of the director of the organization in the manner prescribed by labor legislation.

The HR Director is obliged, on the basis of orders of the head of the Company, in the event of the latter’s absence (vacation, illness, business trip), to fulfill the duties of the head of the Company, while acquiring the corresponding powers and rights.

The HR Director has the right:

3.1. Make decisions in order to properly organize personnel work, ensure daily activities personnel service on all issues falling within its competence.

3.2. Submit to the head of the Company your proposals for encouraging (holding accountable) employees of the HR service in cases where your own powers for this are not enough.

3.3. Prepare and submit to the head of the Company your proposals for improving personnel work, the activities of the personnel service (its additional financing, logistics, etc.).

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

4. RESPONSIBILITY AND PERFORMANCE EVALUATION

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

4.1.1. Failure to comply or improper fulfillment of official instructions from the immediate supervisor;

4.1.2. Failure or improper performance of your labor functions and the tasks assigned to him;

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

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

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

4.1.6. Failure to Enforce labor discipline.

4.2. The HR Director's performance is assessed by:

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

4.2.2. Certification Commission enterprises - periodically, but at least once every two years, based on documented results of work for the evaluation period.

4.3. The main criteria for assessing the work of the HR director are the quality, completeness and timeliness of his performance of the tasks provided for in this instruction.

5. WORKING CONDITIONS

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

5.2. Due to production needs, the HR Director is required to go on business trips (including local ones).

5.3. Due to operational needs, the HR Director may be provided with company vehicles to perform his job functions.

6. RIGHT OF SIGNATURE

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

I have read the instructions _____(____________) "__"_____ ____

The HR director is responsible for managing the company's personnel. He calculates the required number of employees, ensures the attraction of new and retention of existing specialists, and forms a personnel reserve. He also develops personnel policies, a system of motivation and training for personnel. In other words, he does everything possible to ensure that people in the organization work well and are satisfied with their work.

Places of work

It's hard to imagine modern organization, in which there would be no position of HR director or at least HR manager. If this is a very small company, then the functions of the HR director have to be performed by its head.

History of the profession

For our country, the profession of HR director is relatively young. As a science, personnel management in Russia began to develop only in the 90s of the twentieth century, when Moscow State University began to train the first HR specialists.

Responsibilities of the HR Director

The main job responsibilities of the HR Director are:

• management of the HR department;
• development and implementation of the company’s personnel policy;
• drawing up salary schemes, benefits and compensation;
• determining the number of personnel and forming a personnel reserve;
• development of a system of internal training, adaptation, internal PR;
• control of the personnel selection process;
• control of personnel records management;
• planning and control of personnel costs.

The functions of the HR Director may also include:

• selection of personnel for top positions;
• maintaining a corporate news portal;
• organization of corporate events;
• development of a corporate training center.

Requirements for the HR Director

The mandatory requirements for the HR Director are:

• higher education (personnel management);
• More than 5 years of experience in HR, including as a manager;
• possession modern technologies personnel management;
• good communication skills, ability to resolve conflict situations.
• knowledge of labor legislation.

Sometimes you may need:

• knowledge of English;
• experience in creating a personnel management system from scratch;
• willingness to travel.

Resume sample

How to become a HR director

To become a HR director, it is advisable to have a university degree in HR. However, there are not so many specialized universities and higher psychological, economic or legal degrees, if available additional education in the HR field it will also work.

HR director salary

The salary of the HR director ranges from 45 to 220 thousand rubles per month. Income significantly depends on work experience and the size of the employing company. average salary HR director is 85 thousand rubles per month.

The HR director is a leader and is obliged to ensure the efficiency of his subordinates. This employee accepts new personnel, helps them adapt to the company, and is in constant interaction with employees. It is he who explains to the staff the structure of the company, the interests of the organization and its connections with contractors. Professionals holding this position are often called supervisors, supervisors, human resources specialists, and fashion and modern word"HR Manager"

Description of the profession

Director of personnel management, or HR manager, is enough for our country new profession. It appeared after perestroika, as a learned experience from Western countries. First of all, the professional is entrusted with the task of recruiting and office work, but this is not all of his responsibilities.

A modern manager is a strategic manager who shapes the company's personnel policy and develops systems for training new employees. In addition, the HR Director is responsible for maintaining a favorable psychological climate between employees, motivates them to do their jobs more effectively. The main task of this employee is to ensure the efficient use of human resources. It is his work that determines how successful the company will be. The manager influences the number of required employees, their level of motivation and the quality of the company's development.

Work in a large company

If such an employee works in a large company, then he must have a deputy director of personnel subordinate to him, and sometimes there are even several of them. Large organizations create entire divisions and departments dedicated to office work.

Each employee is assigned specific responsibilities, so one may manage business, another may be responsible for staff training, a third may be involved in recruiting, and so on. If the company is small, then only one employee is hired to perform these tasks, and he performs all duties independently, but on a much smaller scale than his colleagues in large companies. Therefore, when considering vacancies for HR director, you should pay attention to which organization requires an employee. Regardless of where exactly the manager will be employed, he has a standardized working day and a constant schedule. But the possibility of overtime on important days for the company, for example quarterly reporting, is not excluded.

Employee Responsibilities

Typically, an employee hired for this position will be expected to monitor changes in the labor market, prepare reports and report to superiors on situations related to the average wages labor in the region and the availability of the necessary personnel. In addition, the vacancy of a HR director assumes that the employee will conduct operational searches and select the right candidates, create a personnel reserve and motivate the company’s employees to more productive and high-quality work. He is also creating non-material motivation labor. Still very important aspect The manager's job is to improve the qualifications of the company's personnel. He conducts trainings, seminars, and organizes courses to improve the qualifications of company employees.

Employee functions

The position of the HR director assumes that he makes decisions on the hiring of employees, their transfer and promotion, in agreement with the managers of all structural divisions companies. The instructions also indicate the adoption of decisions regarding penalties from employees and their dismissal from positions. The director provides consultations to managers of all ranks regarding personnel management issues. He is involved in creating plans for social development team, helps resolve labor conflicts and disputes. The employee monitors that the standards Labor Code were respected within the company. In addition, the deputy HR director is required to be able to organize safe and healthy conditions labor. He must have skills in working with human resources and personnel documents. This employee is also responsible for developing and maintaining corporate style companies.

General provisions

To obtain a position in Moscow, the HR director must first obtain a higher education in the field of human resources. They can accept an employee who has received a diploma in management, sociology, or psychology. Also, holders of a pedagogical diploma can count on this position if they have completed training in the specialty “Management”. Provided that you have received a specialized education, employers are rarely interested in your work experience. But with non-core training, the applicant for the position is required to have at least two years of experience in a leadership position in the relevant field.

Employee skills

HR director is a leadership position, so employers require certain qualities and skills from an applicant for this position. In general, preference is given to responsible applicants who have organizational skills, are distinguished by self-confidence, sociability, and tact. The employee must be friendly, resistant to stress, and have good speech. Employees with an analytical way of thinking and competent language skills are highly valued.

The employee can count on career, if he has the necessary education for promotion. As for the remuneration of the HR director, it directly depends on the size and development of the company where he is employed, as well as on the level of experience of the employee himself. The salary is also influenced by what duties the specialist performs for the company.

Where to get an education

Naturally, a higher education obtained at a higher education institution is required. educational institution, but it does not provide the full amount of knowledge for high-quality and effective performance of functions in the workplace. Therefore, very often employees need to gain additional knowledge in their profession in order to cope with the functions assigned to them. A lot of experience and important information specialists receive by attending various forums, conferences and summits. But this type of training does not provide a complete set of knowledge. Very often the issues discussed are either not entirely relevant or relate to a broader area. Therefore, relying on this knowledge, it is hardly possible to manage personnel in a particular company. But nevertheless, they increase the general level of knowledge, broaden the professional’s horizons and help him learn more about modern trends On the market.

Trainings

Important skills and abilities for a management specialist can be obtained at various trainings and master classes. This great way learn a lot of information in a short time, and financially this does not greatly affect the employee’s budget. A very popular way to get an education in Lately became online learning. This method is very beneficial for residents of small settlements. And a person can gain knowledge at any time convenient for him.

In order to find a prestigious job and establish yourself as good specialist, you can obtain international certification. But such training is quite expensive, and few people can afford this type of advanced training. Of course, you can expand your knowledge by reading literature aimed at this activity. There are many books telling about the secrets of the profession, as well as various magazines. The HR director must develop comprehensively, otherwise he simply will not be able to fulfill the responsibilities assigned to him by management.

Employee knowledge

When starting a job, an employee must have certain knowledge, including a clear understanding of all legal and legislative acts related to personnel management issues. He must know labor legislation, understand the goals and development strategy of the company. The employee is expected to know how to forecast and plan the company's hiring needs.

The employee must know analysis methods personnel on qualitative and quantitative grounds. He must study the system of labor standards, social norms, organization and management methods. In addition, the company’s HR director must have knowledge in the field of economics, sociology and psychology, understand modern theory and be able to apply personnel management techniques in practice.

Other knowledge

The HR director must understand the system and form of remuneration and know the employee incentive system. The specialist is expected to be able to develop and conclude labor contracts, engage in the regulation and resolution of labor disputes, evaluate the results labor activity subordinates. The employee is also required to have knowledge of standards and unified types of personnel documents. He must understand conflict management, industrial pedagogy, and be able to apply methods to prevent conflicts between employees. Such an employee is obliged to monitor the human resources market and the field educational services, understand how the professional development of company employees is carried out.

Conclusion

Working as an HR specialist is quite prestigious and well paid. But at the same time, increased responsibility is required from the employee; he is assigned many functions. And, despite the fact that the work schedule of such a specialist is standardized, overtime occurs very often, since there are a lot of tasks on him. Only a truly experienced professional will be able to perform the duties assigned to this position.

Analytical work, activities to improve the professional level of employees, and maintaining a friendly climate in the team are important. Full time job with people, resolving disputes and trying to resolve all conflicts affects the level of stress, so only a stress-resistant professional can handle this work. Since this is a leadership position, getting it is not so easy. In addition to higher education, the employee is required to constantly monitor developments in the field of human resource management.

He must constantly improve himself, learn and put into practice domestic and foreign innovate experience and, of course, analyze the situation in the company and monitor the quantitative and qualitative distribution of the company’s employees. The specialist is also required to have certain personal qualities such as responsibility, communication skills, and the ability to prove oneself as a leader. But such employees are highly valued in the company, because the quality, efficiency and success of the entire enterprise depend on them. Only a self-confident professional, capable of analytical thinking and a responsible approach to the tasks assigned to him, will be able to cope with this work.

HR Director is one of the key figures in the company. The level of efficiency of the entire company largely depends on how this specialist builds his strategy for working with personnel. We present to you sample job description for HR director.

Job description HR Director

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

1. General Provisions

1.1. The HR Director belongs to the category of managers.
1.2. The HR Director is appointed to the position and dismissed by order of the General Director.
1.3. The HR Director reports directly to to CEO.
1.4. During the absence of the HR Director, his rights and duties are performed by a person appointed to in the prescribed manner.
1.5. A person with a higher professional education and at least three years of experience in organizing human resources management is appointed to the position of HR Director.
1.6. The HR director must know:
- labor legislation of the Russian Federation;
- legislation and regulations on the work performed;
- modern concepts personnel management;
- mission and development strategy of the company, its goals and objectives;
- company structure, staffing, personnel requirements;
- basics of production technology;
- enterprise management structure;
- the latest trends and technologies in the field of personnel selection and adaptation;
- forms of remuneration, principles for developing personnel motivation systems;
- modern principles and technologies for building a compensation system in an organization;
- modern principles for constructing compensation packages;
- methods of employee assessment and certification;
- forms and methods of training and advanced training and development of personnel;
- methods of planning and rotation of personnel, formation and development of personnel reserve;
- features of document flow in the organization and the basics of personnel records management;
- the procedure for developing local regulations;
- the procedure for reporting on the movement of personnel;
- methods of information processing using modern technical means;
- basics market economy, entrepreneurship and business management;
- basics of production organization;
- basics of management and marketing;
- fundamentals of psychology and sociology of labor;
- ethics of business communication;
- rules and regulations of labor protection, safety and fire safety, industrial hygiene and sanitation.
1.7. The HR Director is guided in his activities by:
- legislative acts of the Russian Federation;
- The company’s charter, internal labor regulations, and other regulations of the company;
- orders and instructions from management;
- this job description.

2. Job responsibilities of the HR director

The HR Director performs the following job responsibilities:

2.1. Organizes management of the formation, use and development of personnel.
2.2. In accordance with the company's development strategy, he leads the work on the formation of personnel policy, determining its main directions and measures for its implementation.
2.3. Forms the foundations of corporate culture and manages its development.
2.4. Takes part in the commercial activities of the company in terms of ensuring its labor resources necessary professions, specialties and qualifications.
2.5. Studies the labor market conditions.
2.6. Forecasts and plans the company's personnel needs.
2.7. Together with the heads of structural divisions, he participates in decision-making on issues of hiring, transfer, promotion, demotion, imposition of administrative penalties, and dismissal of employees.
2.8. Organizes work on personnel search, interaction with public and private structures for personnel selection.
2.9. Conducts interviews with the most promising candidates for vacant positions.
2.10. Carries out work on the formation and preparation of a personnel reserve for promotion to leadership positions, organizes professional certification of company employees and managers.
2.11. Forms a system for collecting information about the main social processes occurring in the team, controls the socio-psychological atmosphere in the team, and analyzes the business, functional, moral and psychological qualities of employees.
2.12. Provides preparation and provision of analytical materials to company management on social and personnel issues, makes forecasts for personnel development, promptly identifies emerging problems and prepares possible solutions for them.
2.13. Studies the movement of personnel, identifies the causes of personnel turnover, and develops, together with the heads of departments (services), measures to eliminate them.
2.14. Participates in the development of long-term and current plans for working with personnel. 2.15. Conducts management work social processes in the company, creating a favorable socio-psychological climate in the team, takes part in resolving labor disputes and conflicts. 2.16. Organizes work on social and professional adaptation new employees. 2.17. Takes measures to increase employee motivation, improve working conditions, increase productivity, makes proposals for rationalizing the remuneration system and financial incentives. 2.18. Organizes staff training, coordinates work to improve the qualifications of employees and develop their business careers. 2.19. Carries out work to rationalize the organizational structure and staff of the company, develop regulations on departments and job descriptions of personnel. 2.20. Monitors the state of labor discipline of employees of the company and its branches, compliance by employees with internal labor regulations, conducts necessary work to strengthen labor discipline. 2.21. Monitors compliance with labor legislation in working with personnel, strengthens the relationship between employees and the company, and makes personnel decisions on current problems and issues. 2.22. Consults company management, as well as department heads on all personnel-related issues. 2.23. Consults company employees on issues labor law and norms social protection. 2.24. Develops and formalizes procedures for the daily activities of personnel, develops the Personnel Regulations, prepares and submits for approval individual and collective employment contracts according to requirements government agencies, norms and rules adopted by the company. 2.25. Organizes the necessary personnel records and personnel records management in the company in accordance with the requirements of laws and state standards. 2.26. Together with the accounting department, prepares the documents necessary to obtain social benefits, to assign pensions, benefits and payments to employees and their families, and submits them to the social security authorities.

3. Rights of the HR director

The HR Director has the right:

3.1. Act on behalf of the company, represent the company’s interests in relations with other organizations and government bodies on issues of formation, use and development of the company’s personnel.
3.2. Independently conduct correspondence with external organizations on issues within his competence and not requiring the decision of senior management.
3.3. Participate in the preparation of draft orders, instructions, and other documents related to the formation, use and development of company personnel.
3.4. Request and receive the necessary information from the heads of the company’s structural divisions, demand from the relevant officials to provide in the prescribed manner documents, applications and other information necessary for the uninterrupted and efficient work personnel services.
3.5. Provide instructions to the heads of the company's structural divisions on issues related to personnel management.
3.6. Within your competence, sign and endorse documents.
3.7. Make proposals to the general director of the company regarding the involvement of material and disciplinary liability officials and personnel, violators of labor discipline.

4. Responsibility of the HR Director

The HR Director is responsible for:

4.1. Improper execution or non-fulfillment of your job responsibilities provided for by this job description - within the limits established by the current labor legislation of the Russian Federation.
4.2. Offenses committed in the course of their activities - within the limits established by the current administrative, criminal and civil legislation of the Russian Federation.
4.3. Causing material damage enterprise - within the limits established by the current labor and civil legislation of the Russian Federation.