HR Manager Job Responsibilities Description

How to formulate the responsibilities and requirements of corresponding departments will always test a company's ability to regulate its employees. The following are the job responsibilities of each department of the company that I have brought to you. You are welcome to read and refer to it. Let’s take a look!

Personnel Manager Job Responsibilities Description (1)

Position Name : Human Resources Director

Department: Human Resources Department

Direct superior: Human Resources Manager

Direct subordinate: Human Resources Assistant

1. Position Overview :

Timely formulate and implement personnel management according to the company's needs, and provide personnel support to various departments.

2. Position relations

Internal relations: various departments

External relations: Social Security Center, Provident Fund Management Center, Storage Office, labor service related institutions

3. Main Responsibilities

1. Cooperate with superiors to improve the formulation of basic personnel processes and review the implementation of various personnel systems.

2. Responsible for the specific organization of performance appraisal, continuously improve the performance management system, and supervise the performance appraisal process of each department.

3. Review of employees’ various social security payments; supervision and verification of attendance; supervision and verification of file management.

4. Integrate with the company’s salary management system and be responsible for the preparation of salary schedules.

5. Build a communication platform between employees and the company, strengthen care for employees’ lives and work, and conduct corresponding interviews with employees from time to time.

6. Provide professional consultation and seek help to solve the problems, difficulties and work progress encountered in daily personnel work.

7. Be familiar with the city’s labor regulations; provide personnel consultation to employees; be familiar with the company’s rules and regulations.

8. Complete tasks assigned by superiors within the specified time limit, and provide periodic feedback during the process.

IV. Qualifications

Quality requirements

1. Aged 25-35 years old, college degree or above, and more than three years of experience in human resources management positions.

2. Understand the modern enterprise human resources management model and practical experience accumulation, have an in-depth understanding of the employee relations, performance, and salary modules of human resource management, and be familiar with relevant national policies, laws and regulations.

3. Have strong planning and implementation capabilities; strong self-discipline; affinity and team leadership skills, strong sense of responsibility and professionalism.

4. Have good interpersonal skills, organization and coordination skills, communication skills and the ability to solve complex problems.

5. Have professional skills such as proficiency in using relevant office software and good official document writing skills.

6. Understand the company's business operation procedures and related industrial policies, and have certain knowledge of financial management and corporate operations.

5. Position authority

The right to make suggestions on the basic personnel system, the right to supervise the implementation of the personnel system, the right to revise the employee handbook, etc.

6. Key Indicators

1. Accuracy of various personnel reports

2. Timely completion of revisions to employee handbooks

3. Timely improvement of various personnel processes according to company needs< /p>

4. Employee Satisfaction

Personnel Supervisor Job Responsibilities Statement (2)

1. Basic Information

Position Name: Personnel Administration Department Supervisor

Department: Personnel Administration Department

Direct superior: Personnel Administration Manager

Position level:

Salary standard:

Number of employees: 1

2. Position purpose (position value)

Assist in formulating, organizing and implementing the company's human resources strategy, building and developing various human resource systems, Develop human resources to the maximum extent and provide human resources support to achieve the company's strategic goals of business development. Plan, guide, and coordinate the company's administrative service support and other tasks, and organize and manage subordinates to complete their duties.

3. Work content

1. Participate in the formulation of human resources strategic planning and provide suggestions and information support for major personnel decisions;

2. Organize formulation and implementation , Supervise the company's personnel management system;

3. Prepare corresponding job descriptions, and make corresponding changes according to the company's position adjustment needs to ensure that the job descriptions are consistent with the actual situation;

4. According to the department's personnel needs, propose an internal personnel deployment plan (including internal transfers of personnel in and out), and implement it after approval by superior leaders to promote the optimal allocation of personnel;

5. Develop recruitment plans and recruitment procedures , conduct preliminary interviews and screenings, and coordinate among various departments;

6. According to the company’s requirements for performance management, formulate evaluation policies, organize and implement performance management, and evaluate the performance of each department Supervise and control the process, solve problems that arise in a timely manner, ensure that the performance evaluation system can be implemented, and continuously improve the performance management system;

7. Organize employee pre-job training, handle training and training procedures, and conduct various Statistical analysis and review of human resources data;

8. Formulate salary and promotion policies, organize salary increase reviews and promotion reviews, and formulate company welfare policies;

9. Do various tasks well Establish a grade personnel development system and do a good job in daily management of personnel development;

10. Collect management deficiencies in the human resources department, report them and propose solutions; deploy, supervise, and review each module of the human resources department Work;

11. Guide and assist employees in career planning;

12. Human resources planning and monthly manpower status analysis reports, and approve the company’s annual personnel demand plan, Staffing plans for each department;

13. Actively maintain a good corporate culture, complete other tasks assigned by superiors, and play an active leading role;

14. Organize and formulate the work of the administrative department Development plans, plans and budgets;

15. Organize and formulate administrative rules and regulations and supervise and inspect the implementation of the system;

16. Organize and coordinate company annual meetings and employee activities , market activities and various meetings, responsible for external relations and handling various certificates and licenses required by the company;

17. Drafting and filing company-related documents; managing the company’s important qualification certificates;

18. Collect and organize the company’s internal information, and timely organize and compile the company’s major events;

19. Organize guest reception and related outreach work;

20. Coordinate the company’s internal administrative personnel

21. Make suggestions on cost control methods;

22. Complete various tasks assigned by superiors.

4. Key performance indicators< /p>

Task pointer 1: Control the monthly staff turnover rate within 5%;

Task pointer 2: Control department expenses within the budget;

Task pointer 3 : Complete the company’s personnel recruitment needs

Task pointer 4: 100% complete the company’s annual training plan;

Task pointer 5: Improve the company’s relevant rules and regulations

5. Working relationship:

Internal working relationship

1. Reporting

Regularly submit work plans and work summaries to direct superiors.

Submit company recruitment and training status analysis reports to direct superiors from time to time. Report company salary and performance appraisal analysis reports to direct superiors from time to time.

Make oral work reports to direct superiors from time to time.

Report major situations and influential events to your immediate superiors in a timely manner. Report existing problems in department work to direct superiors in a timely manner.

2. Supervision

Timely point out problems and corrective measures in the work of subordinates.

Regularly review the submitted written work reports on recruitment, salary, assessment, training, etc., and provide relevant work guidance.

3. Coordination

Communicate with the Finance Department on expense budget and other matters.

Coordinate and communicate with relevant departments from time to time on recruitment, training, assessment and other human resource management related matters.

External working relationships

Maintain contact with companies that provide recruitment services.

Consult from time to time with social security management agencies on employee social insurance and other related issues.

Communicate with the public security department on public security management issues from time to time to obtain information.

Maintain contact with external training institutions and coordinate employee training matters.

6. Qualifications

Educational background: College degree or above in human resources, administration/economic management or related majors;

Training experience: Trained in modern human resources Professional training in management technology, strategic management, corporate relations, labor regulations, financial accounting knowledge and management ability development;

Experience: More than five years of human resources/administrative management related work experience.

Competency requirements:

1. Have sufficient understanding and practical experience accumulation of modern enterprise human resources management models, and have a strong understanding of human resources strategic planning, talent discovery and introduction, and salary design He has rich practical experience in performance appraisal, job training, welfare benefits, company system construction, organizational and personnel adjustment, employee career design, etc.

2. Have proficient handling skills in human resources management affairs and be familiar with the personnel work process.

3. Be familiar with relevant national, regional and enterprise guidelines and policies on contract management, salary system, employment management, insurance benefits and training.

4. Proficient in using office software and related personnel management software.

5. Proficient in writing, speaking and reading skills in Chinese and English;

6. Excellent outreach and public relations skills, with the ability to resolve emergencies;

< p>　7. Strong analytical and problem-solving abilities, clear thinking, and careful consideration of problems;

8. Proficient in using office software;

Attitude:

1. Sensitive to changes in people and organizations, with strong communication, coordination and promotion capabilities.

2. High degree of professionalism and high passion for work, able to accept high-intensity work, and have a positive and optimistic work attitude.

3. Be good at interacting with people of all types of personalities and treat them fairly.

4. Be objective, rigorous and responsible, practical and dedicated;

5. Have strong interpersonal communication, coordination, organizational skills and a high degree of team spirit, with a strong sense of responsibility; < /p>

VII. Work affairs

Workplace: Office environment: Comfortable Hazards: No danger, no occupational disease hazard

Direct subordinates: Personnel administrative clerk, administration Team leader

Indirect subordinates: cooks, cleaners, drivers, electricians

Promotion direction: HR administrative manager

Change positions: HR administrative assistant

Human Resources Manager Position Responsibilities Statement (3)

1. Daily affairs of the department

(1) Drafting of the company’s human resources rules and regulations.

(2) Statistics and analysis of company employee dynamic data.

(3) Issuance of various certification documents for company employees.

(4) Provision of company-related human resources information.

(5) Formulation of annual, monthly and weekly plans for the department.

(6) Preparation of annual and monthly financial budgets for the department.

(7) Supervision and training of the daily work of employees in this department.

(8) Assist the administrative department to complete various matters regarding the company’s internal environment construction.

(9) Various matters temporarily assigned by superior leaders.

2. Recruitment and employment

(1) Investigation and analysis of the company’s personnel needs, acceptance and review of personnel demand plans for each department.

(2) Drafting of recruitment plan.

(3) Recruitment channel evaluation and selection.

(4) Writing and media release of recruitment advertisements.

(5) Preparation of recruitment forms.

(6) Applicant reception and preliminary examination.

(7) Processing of application letters.

(8) Organizing interviews and written tests.

(9) Planning and establishment of recruitment written test question bank.

(10) Organize candidate testing.

(11) Issue interview, re-examination, and registration notices.

(12) Collection, classification, statistics, analysis, and archiving of application materials

(13) Reception and guidance for new employees.

(14) Onboarding procedures for new employees.

(15) Tracking service and assessment of new employees’ probation.

(16) Work arrangement and deployment of new employees.

3. Training and development

(1) Investigation and analysis of employees’ vocational training needs.

(2) Drafting of employee vocational training plans.

(3) Compilation of employee vocational training materials.

(4) Recruitment of staff vocational training teachers.

(5) Selection of employee vocational training locations.

(6) Evaluation of the effectiveness of employee vocational training.

(7) Preparation of teaching aids and training equipment.

(8) Attendance of those receiving vocational training.

(9) Planning and implementation of interactive activities during the training process.

(10) Establishment and implementation of internal training teacher selection and incentive mechanism.

IV. Performance Management and Incentives

(1) Carry out human resources attendance and count employee attendance.

(2) Prepare daily and monthly employee attendance reports.

(3) Approval of one-day leave for employees of this department.

(4) Collect, organize and analyze employee assessment data.

(5) Drafting of employee performance appraisal system.

(6) Assist department heads to complete the design of employee appraisal forms.

(7) Fill out and evaluate the employee evaluation form of this department.

(8) Guidance and supervision of performance appraisal of various departments

(9) Establishment and management of employee appraisal files.

(10) Handling employee promotion and salary increase examinations.

(11) Announcement of employee assessment results.

(12) Handling and announcement of employee rewards and punishments.

(13) Survey and analysis of employee needs and satisfaction.

(14) Explanation and explanation of employee incentive policies.

5. Management of human resources files

(1) Arrangement, classification and management of employee personnel files.

(2) Production of human resources dynamics and expense data.

(3) Fill out and keep daily personnel reports, monthly reports, etc.

(4) Collection and archiving of enterprise-related personnel decisions.

VI. Labor relations management

(1) Propaganda and interpretation of labor regulations.

(2) Signing of labor contract.

(3) Transfer and handling of social insurance and personnel file relationships

(4) Employee home visits.

(5) Preliminary handling of general labor disputes.

(6) Collection of evidence in labor disputes.

(7) Response to labor mediation, arbitration, and litigation.

Personnel Manager Job Responsibilities Statement (4)

1. Responsible for the overall management of the department.

(1) Formulate the department’s annual work plan and phased work plan, and supervise their implementation.

(2) According to the work plan, be responsible for the division of work tasks within the department and reasonably arrange personnel.

(3) Responsible for the training, guidance, assessment and supervision of employees under the department, and participate in the recruitment and selection of employees in key positions in the department.

(4) Responsible for coordinating the relationship between this department and other departments.

2. Organize and formulate the company's employment system, daily personnel management system, salary system, personnel file management system, performance management system, training system and other rules and regulations, implementation details and human resources work processes, and organize their implementation, Supervise, coordinate and inspect implementation.

3. According to the company's overall development strategic plan, organize the formulation of organizational structure, job responsibility design and staffing plan, and propose reasonable improvement plans for the company's organizational structure design and personnel deployment.

4. Coordinate and monitor the recruitment work and select suitable personnel.

5. Organize the company's salary and benefit management work, supervise the preparation of the company's annual salary and benefit plan and salary and benefit adjustment plan, and review the monthly salary and benefit distribution statistics.

6. Organize the performance management of company employees and review the performance appraisal results.

7. Coordinate and supervise the formulation of training plans for the company’s employees, and review and supervise the training courses arranged according to the company’s development needs.

8. Supervise the signing of labor contracts, organize the acceptance of labor disputes and employee complaints, and work with relevant departments to properly resolve them. Supervise the development of various personnel affairs, including attendance, filing and storage of various personnel files, employment and dismissal, entry and resignation procedures, etc.

9. Complete other related tasks assigned by superiors.

Personnel Manager Job Responsibilities Statement (5)

(1) The Human Resources Manager is responsible for the company’s human resources work under the leadership of the Minister and drafts preliminary opinions on the management of human resources work.

(2) Responsible for equipping all types of talents according to employment standards, making full use of their talents, rationally allocating employees to the most appropriate positions, and doing a good job in talent discovery and introduction.

(3) Responsible for saving employees’ personnel files, and doing statistics, analysis, prediction, adjustment, inquiry and talent pool establishment of various human resource situations.

(4) Responsible for specific recruitment, labor contract signing or renewal, and application and approval procedures for job appointment, deployment, dismissal, and retirement.

(5) Be specifically responsible for the management of household transfers, job title evaluations, housing allocation plan calculations, etc. and handle their application and approval procedures.

(6) Responsible for implementing labor safety protection and participating in the investigation, aftermath and compensation of labor safety and work-related injuries in the company.

(7) Responsible for the specific work of selecting and comparing advanced units and individuals at the end of the year and awarding honorary titles.

(8) Complete other tasks temporarily assigned by the Minister of Personnel Department.

Related articles:

1. Job Responsibilities of Administrative Personnel Director

2. Job Responsibilities of Director of Human Resources Department

3. Job Responsibilities of Administrative Specialist of Human Resources Department Description

4. Job Responsibilities Description of the Deputy General Manager of Human Resources Department

5. Job Responsibilities Description of the Deputy General Manager