Employee job description

Employee job description model, every employee should describe his job, so that others can better understand your work and it is more conducive to the development of the work. The following is some information about employee job descriptions that I have compiled for you. Let's have a look!

Employee Job Description 1 Job Description Job Title: Recruiter Level: Level 5 Job Number: Line Supervisor: Human Resource Manager

Linear Dependency: None

Mission: according to the company's goals, provide qualified employees for the organization at an appropriate time, ensure the supply of qualified personnel needed by the company, and help support the realization of the organization's goals.

Internal contact: personnel in various positions of the Human Resources Department.

Purpose or function: report work, understand intention and communicate information.

External contact: the purpose or function of the talent market, universities, headhunting companies, recruitment media and enterprises in the industry to expand the recruitment channels of the company and obtain information about talents in the market.

Job responsibilities: Prepare recruitment institutionalized documents and report them to the HR manager for review. Prepare annual and quarterly recruitment budgets and submit them to HR manager for review. Make recruitment plan and organize recruitment implementation.

Responsible for the collection of application materials and the primary selection of candidates.

Organize all units to have a second interview.

Responsible for organizing the establishment of recruitment question bank for each position.

Design and production of recruitment publicity scheme and recruitment publicity materials. Responsible for campus recruitment publicity speech. Establish a reserve talent pool.

Recruitment channel management:

On the premise of ensuring quality, develop more colleges and universities.

Analyze the comprehensive quality performance of employees provided by colleges and universities, and establish a grading library of partners.

Establish temporary employment cooperation with labor service companies.

Expand the recruitment channels for middle-level cadres and key positions.

Maintain continuous communication with all recruitment channels.

Evaluation of recruitment effect: accounting recruitment cost and analyzing recruitment cycle.

Assist and cooperate: assist in the development of human resource management projects and complete the work temporarily assigned by the manager of human resources department.

Qualifications: education and major, bachelor degree, over 24 years old, more than 2 years of social service.

Work experience: more than 2 years of recruitment experience in large and medium-sized enterprises, experience in recruitment implementation and recruitment channel expansion.

English requirements: certain listening, speaking, reading and writing skills.

Calculator requirements: Skilled use of commonly used software.

Key performance areas:

recruitment channel

Recruitment publicity

Recruit front-line staff

Recruitment cost

Recruitment question bank

Reserve talent pool

Replaceable column

Human resources related positions

Employee Job Description 2 Job Title: Manager of Human Resources Department

Direct superior: general manager

Subordinate status:

Job nature: responsible for the overall management of labor and personnel in this department.

Management authority: entrusted by the general manager, exercise the power to guide, direct, supervise and manage the company's labor and personnel work, and undertake the obligation to implement the company's various rules and regulations and work instructions.

Management responsibilities: fully responsible for the work in charge.

Main responsibilities:

1, responsible for presiding over the overall work of the department, and organizing and urging the personnel of the department to fully complete all tasks within the scope of responsibilities of the department;

2. Implement the post responsibility system and work standards of the department, keep close contact with marketing, planning, finance and other departments, and strengthen coordination among departments;

3. Responsible for organizing the implementation of the labor law and relevant labor laws and regulations of local governments;

4. Responsible for organizing the formulation, revision, supplement, implementation, assessment and appraisal of the company's personnel, labor statistics, labor discipline and other related management systems;

5. Be responsible for organizing the formulation of work standards for employees in all departments of the company;

6. Be responsible for the rational distribution of posts. Organize the formulation of labor quota, do a good job in staffing all departments of the company, and timely organize the control, analysis, revision and supplement of labor quantity according to actual needs to ensure the rationality and accuracy of labor quota and prevent labor waste;

7, responsible for the preparation of annual, quarterly and monthly labor balance plan and salary plan. Do a good job in the basic management of labor deployment, strictly implement the post transfer system, and do a good job in the rational flow and arrangement of labor;

8. Organize the establishment and improvement of accounting standards for personnel and labor statistics. Regularly compile statistical reports on labor and personnel, and timely select and write statistical analysis reports on labor utilization and labor remuneration;

9. Responsible for the company's labor discipline management. Strict attendance system, regular inspection of labor discipline;

10, responsible for organizing basic management work such as recruitment, employment, contract signing, filing, dismissal, attendance, leave, transfer, assessment, examination and recommendation;

1 1, responsible for reviewing the salary standards of each post. Do a good job in the basic work of labor wage statistics, and be responsible for the verification and audit of daily wages and overtime wages;

12, responsible for organizing the drafting, revision, supplement, approval and implementation of the company's labor protection articles quota;

13, cooperate with labor safety education, participate in the investigation and handling of industrial accidents, and put forward handling opinions;

14, organizing training and education management. Cooperate with various departments to organize professional technical training and education;

15, have the right to propose subordinates to the competent leader and evaluate their work;

16. Complete other tasks assigned by company leaders on time.

Job requirements:

1, bachelor degree or above, with knowledge of labor and personnel management; Strong organizational and management skills;

2, familiar with the national labor and personnel management laws, regulations, articles of association, principles and policies;

3. Study hard, be aggressive, unite with subordinates, strictly manage and pay attention to working methods;

4. Be good at doing serious and meticulous ideological work.

Attend the meeting:

1. Attend the company's annual summary meeting, planning balance coordination meeting and related important meetings;

2. Participate in quarterly and monthly general manager's office meetings, economic activity analysis meetings, assessment meetings, etc.

3. Attend temporary emergency meetings and relevant special meetings attended by the general manager.

4, to participate in the personnel work meeting held by the department.