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. Specialists holding this position are often called inspectors, supervisors, HR specialists, as well as fashionable and modern word"HR Manager".

Description of the profession

Director of personnel management, or HR manager, is a fairly new profession for our country. 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 and motivating them to do their jobs more effectively. The main task This employee is to ensure the efficient use of human resources in the company. 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, prepare personnel reserve and motivate company employees to perform more productive and high-quality work. He is also involved in creating non-material motivation for work. 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

Director's position personnel management 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 participates in the creation of plans for the social development of the 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. Must have human resource skills and personnel documents. This employee is also responsible for developing and maintaining the corporate style of the company.

General provisions

He must constantly improve himself, learn and put into practice domestic and foreign best practices 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.

ECSD 2018. Revision dated April 9, 2018 (including those with changes that entered into force on July 1, 2018)
To search for approved professional standards of the Ministry of Labor of the Russian Federation, use directory of professional standards

Deputy Director for Human Resources

Job responsibilities. Organizes management of the formation, use and development of the enterprise’s personnel based on the maximum realization of the labor potential of each employee. Leads the work on the formation personnel policy, determining its main directions in accordance with the enterprise development strategy and measures for its implementation. Takes part in the development of business plans for the enterprise in terms of ensuring its labor resources. Organizes research, development and implementation of a set of plans and programs for working with personnel in order to attract and retain workers in the enterprise with the required specialties and qualifications based on the application scientific methods forecasting and planning personnel requirements, taking into account ensuring a balanced development of production and social sphere, rational use personnel potential, taking into account the prospects for its development and expansion of independence in new economic conditions. Carries out work on the formation and preparation of a reserve of personnel for promotion to leadership positions based on a career planning policy, creating a system of continuous personnel training. Organizes and coordinates the development of a set of measures to improve work motivation workers of all categories based on the implementation of a flexible policy of material incentives, improving working conditions, increasing its content and prestige, rationalizing structures and staff, strengthening labor discipline. Determines the direction of management work social processes at the enterprise, creating a favorable socio-psychological climate in the team, stimulating and developing forms of employee participation in production management, creating social guarantees, conditions for approval healthy image life, increasing the meaningful use of workers’ free time in order to increase their labor productivity. Provides organization and coordination of research to create a regulatory and methodological framework for personnel management, study and generalize best practices in the field of standardization and labor organization, personnel assessment, professional selection and career guidance, implementation of methodological and regulatory developments in practice. Monitors compliance with labor legislation in working with personnel. Consults senior management, as well as department heads on all personnel-related issues. Provides periodic preparation and timely provision of analytical materials on social and personnel issues at the enterprise, drawing up personnel development forecasts, identifying emerging problems and preparing possible options their decisions. Ensures continuous improvement of enterprise personnel management processes based on the introduction of socio-economic and socio-psychological management methods, advanced technologies personnel work, creation and maintenance of a personnel data bank, standardization and unification of personnel documentation, use of tools computer technology, communications and connections. Provides methodological guidance and coordination of the activities of structural divisions of the enterprise that provide personnel management. Organizes the necessary accounting and reporting.

Must know: legislative and regulatory legal acts, teaching materials related to labor issues and social development, goals, development strategy and business plan of the enterprise, profile, specialization and features of the structure of the enterprise, methods of planning and forecasting personnel requirements, methods of analyzing quantitative and quality composition workers, a system of labor standards, labor and social standards, the procedure for concluding employment contracts, tariff agreements and regulation of labor disputes, labor legislation, economics, sociology and psychology of work, modern theories personnel management and motivation, forms and systems of remuneration, incentives, methods for assessing employees and the results of their work, Hi-tech personnel work, standards and unified forms personnel documentation, basics of production technology, economics and organization of production, computer technology, communications and communications, labor protection rules and regulations.

Qualification requirements. Higher professional education and work experience in the specialty in managerial and other positions in personnel management for at least 5 years.

Vacancies for the position of Deputy Director for Human Resources on the all-Russian vacancy database

Single qualification directory positions of managers, specialists and other employees (EKS), 2019
Qualification directory for positions of managers, specialists and other employees
Sections « Industry-wide qualification characteristics of positions of workers employed in enterprises, institutions and organizations" And " Qualification characteristics positions of workers employed in research institutions, design, technological, design and survey organizations ", approved by Resolution of the Ministry of Labor of the Russian Federation dated August 21, 1998 N 37
(edited on May 15, 2013)

Deputy Director for Human Resources

Job responsibilities. Organizes management of the formation, use and development of the enterprise’s personnel based on the maximum realization of the labor potential of each employee. Heads the work on the formation of personnel policy, determining its main directions in accordance with the enterprise development strategy and measures for its implementation. Takes part in the development of business plans for the enterprise in terms of providing it with labor resources. Organizes research, development and implementation of a set of plans and programs for working with personnel in order to attract and retain workers of the required specialties and qualifications at the enterprise based on the use of scientific methods of forecasting and planning the need for personnel, taking into account ensuring a balanced development of the production and social spheres, rational use of human resources, taking into account the prospects for its development and expansion of independence in the new economic conditions. Conducts work to form and prepare a reserve of personnel for promotion to leadership positions based on a career planning policy and the creation of a system of continuous personnel training. Organizes and coordinates the development of a set of measures to increase the labor motivation of employees of all categories based on the implementation of a flexible policy of material incentives, improving working conditions, increasing its content and prestige, rationalizing structures and staff, strengthening labor discipline. Determines the directions of work for managing social processes at the enterprise, creating a favorable socio-psychological climate in the team, stimulating and developing forms of employee participation in production management, creating social guarantees, conditions for promoting a healthy lifestyle, increasing the meaningful use of workers’ free time in order to improve their labor return. Provides organization and coordination of research to create a regulatory and methodological framework for personnel management, study and generalize best practices in the field of standardization and labor organization, personnel assessment, professional selection and career guidance, implementation of methodological and regulatory developments in practice. Monitors compliance with labor legislation in working with personnel. Consults senior management, as well as department heads on all personnel-related issues. Provides periodic preparation and timely provision of analytical materials on social and personnel issues at the enterprise, drawing up forecasts for personnel development, identifying emerging problems and preparing possible solutions to them. Ensures continuous improvement of enterprise personnel management processes based on the introduction of socio-economic and socio-psychological management methods, advanced HR technologies, creation and maintenance of a personnel data bank, standardization and unification of personnel documentation, the use of computer technology, communications and communications. Provides methodological guidance and coordination of the activities of structural divisions of the enterprise that provide personnel management. Organizes the necessary accounting and reporting.

Must know: legislative and regulatory legal acts, methodological materials relating to issues of labor and social development; goals, development strategy and business plan of the enterprise; profile, specialization and features of the enterprise structure; methodology for planning and forecasting personnel requirements; methods for analyzing the quantitative and qualitative composition of workers; a system of labor standards, labor and social standards; the procedure for concluding employment contracts, tariff agreements and regulating labor disputes; labor legislation; economics, sociology and psychology of work; modern theories of personnel management and motivation; forms and systems of remuneration and incentives; methods for assessing employees and the results of their work; advanced HR technologies; standards and unified forms of personnel documentation; basics of production technology; economics and organization of production; means of computer technology, communications and communications; rules and regulations of labor protection.

Qualification requirements. Higher professional education and work experience in the specialty in managerial and other positions in personnel management for at least 5 years.