0931 Manager of Human Resources
|Date Opened||6/25/2019 12:00:00 PM|
|Filing Deadline||8/3/2019 5:00:00 PM|
|Salary||$59.71 - $76.23/hour; $10,350.00 - $13,212.00/month; $124,202.00 - $158,548.00/year|
|Job Type||Permanent PBT|
*Announcement amended due to a change in selection procedures. Re-opened for informational purposes only*
Under general administrative direction of the Deputy Director of Administrative Services, the Manager of Human Resources for the Department of Building Inspection (DBI) manages, plans, monitors, evaluates, and supervises the operation of Human Resources and Payroll division.
This includes recruitment and selection, examinations, classification, leaves/ADA/Workers Compensation programs, labor relations, progressive discipline, interprets and administers Collective Bargaining Agreements, responds EEO complaints, grievances, and appeals; manages payroll administration; advises and consults with section managers to resolve problems or conflicts; implements program planning, and defines organizational structure, staffing requirements, resource allocation and identification of future resource needs.
The Manager of Human Resources and Payroll will interface with all managerial levels of city/county government and serve as representative of the division or department in meetings involving human resources systems, policies or procedures.
Examples of important and essential duties include:
· Plans, manages, monitors, evaluates, and supervises the operation of Department-wide human resources operations; payroll services; leaves, workers compensation, and return to work functions; staff development, training, and continuous talent management functions (including succession planning; recruitment and sourcing, screening, evaluating and testing; interviewing, and employment processing; employee performance management and review/appraisal functions, and onboarding and separation processes), bargaining and labor contract negotiation, interpretation, and administration; investigations, employee grievances, and affirmative action functions; employee recognition and engagement programs and processes; and internal investigations, employee discipline and performance improvement processes.
· Develops, implements and maintains processes and practices to assure compliance with City, state, federal, and Department policies, procedures, legislation, regulatory and judicial mandates requiring extensive knowledge of labor and employment laws and applicability. Oversees administrative monitoring practices and controls to facilitate smooth and effective operations across the Department; coordinates work activities of one division with other divisions within the department to prevent delays in required actions or to improve programs or services; assists in the identification, development and implementation of departmental goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies.
· Directs the analysis of division resources to achieve timely outcomes and measurable goals within budget; adjusts plans and programs to meet emerging or new programs, while continuing to address major departmental priorities. Coordinates the work of the various subdivisions; advises and consults with section managers; meets with appropriate staff to identify and resolve problems or conflicts; makes or recommends final decisions regarding policy, operations, and administrative procedures.
· Develops and manages position and salary and benefit budgets; maintains reconciliation of positions and budgeting across human resources and financial systems; manages human resources and payroll systems accuracy and reconciliation (i.e. leaves balances, time reporting and time capture, etc.) with City budget system depiction of positions.
· Manages and oversees the effectiveness and efficiency of the division's service delivery system, organizational structure and staffing levels; records management and documentation processes and automation/modernization initiatives; human resources, payroll and financial systems; and other internal procedures and practices and operations; identifies and recommends alternative approaches or improvements; implements revisions, adjustments and changes.
· May serve as liaison for the Department with a variety of other City/County staff, policy-making officials, and officials of outside agencies; explains and justifies Departmental or administrative procedures, policies, or programs; negotiates and resolves difficult and complex issues and problems.
· May plan, develop, implement or direct major or complex projects or programs which span a number of the department's established sections or divisions; directs the research of complex, highly technical issues; analyzes alternative solutions or approaches; recommends most effective course of action.
· Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives. Oversees and administers division budget; directs and monitors expenditures in accordance with the approved budget; directs the preparation and maintenance of a wide variety of statistical, fiscal, and operational reports and studies; and provides executive management with an early warning and practical options to potential cost overruns.
The Minimum Qualification guidelines for management classifications can be referenced here. Please note, additional qualifications (i.e., desirable qualifications) may apply to a particular position and will be stated on the exam/job announcement.
1. Possession of a baccalaureate degree from an accredited college or university; AND
2. Five (5) years of professional human resources experience in one or more of the following areas of activity: recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration and human resources operations of which three years must have been in a supervisory role, supervising professional staff involved in the more difficult and complex matters associated with recruitment and selection, employee and/or labor relations, classification and compensation, benefits administration and human resources operations.
Education Substitution: Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years. One (1) year is equivalent to thirty (30) semester units/forty-five (45) quarter units.
Experience Substitution: Possession of a Juris Doctorate (J.D.) or Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience (note, the advanced degree cannot substitute for the required supervisory experience).
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
· Experience in public sector labor relations, including labor negotiations, overseeing and performing investigation functions, and grievance arbitrations;
· Demonstrated and successful experience formulating and implementing effective solutions of complex issues and problems, including oversight of complex audits, analysis, and investigations; and
· Public sector experience managing recruitment and selection functions.
Verification: Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http://sfdhr.org/how-verify-education-requirements.
Verification of qualifying experience, when requested, must be documented on the employer's business letterhead and must include the name of the applicant, job title(s), dates of employment, description of job duties performed, and signature of the employer or the employer’s authorized representative. Experience claimed in self-employment will only be accepted if supported by documents verifying income, earnings, business license and experience comparable to minimum qualifications above. Copies of income tax papers or other documents listing occupation and total earnings must be submitted. Employees of the City and County of San Francisco may submit performance evaluations showing duties performed to verify qualifying City experience. City employees will receive credit for the duties of the class to which appointed. Credit for experience obtained outside of the employee's class will be allowed only if recorded in accordance with the provisions of Civil Service Commission Rules. Verification may be waived if impossible to obtain. The applicant must submit a signed statement explaining why verification cannot be obtained. Waiver requests will be considered on a case-by-case basis. Failure to provide the required verification, or request for waiver when requested may result in rejection of application.
Note: Falsifying one’s education, training, or work experience or attempted deception on the application may result in disqualification for this and future job opportunities with the City and County of San Francisco. Make sure your application and any attachments to the application submitted at the time of filing are complete and accurate and include details on all experience, education, training and other information that qualifies you for this recruitment. Failure to submit a complete and accurate application at the time of filing may result in your ineligibility for this recruitment or inability to receive full credit for scoring purposes. Any new information concerning work experience, education, training and other information that is submitted after the filing deadline may not be used for scoring or considered to determine whether you meet the minimum qualifications.
How To Apply
Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.
- Select the desired job announcement
- Select “Apply” and read and acknowledge the information
- Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
- Follow instructions on the screen
Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.
Applicants may be contacted by email about this announcement and, therefore, it is their responsibility to ensure that their registered email address is accurate and kept up-to-date. Also, applicants must ensure that email from CCSF is not blocked on their computer by a spam filter. To prevent blocking, applicants should set up their email to accept CCSF mail from the following addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org).
Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they file. Applicants should retain this confirmation email for their records. Failure to receive this email means that the online application was not submitted or received.
All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included on your application by the filing deadline. Information submitted after the filing deadline will not be considered in determining whether you meet the minimum qualifications.
Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.
If you have any questions regarding this recruitment or application process, please contact the exam analyst, Katsuina Leblanc, by telephone at 415-557-4850, or by email at firstname.lastname@example.org.
Minimum Qualification Supplemental Questionnaire (Weight: Qualifying): Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.
Management Test Battery (Weight: 55%): Qualified candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication; Conflict Management and Process Improvement. For more information about this Management Test (and a suggested reading list) please visit: https://sfdhr.org/management-test-battery-information. A passing score must be achieved on the Management Test Battery to continue in the selection process.
A passing score must be achieved on the Management Test Battery in order to continue in the selection process.
This is a standardized examination and, therefore, test questions and answers are not available for public inspection or review.
Scores attained on the Management Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Management Test Battery. The Management Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Management Test Battery, your score will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Management Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Management Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Technical Knowledge HR Exam – Generalist/Operations Emphasis (Weight 45%):
Qualifying candidates will be administered a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and/or practices related to job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, pre-employment and probationary periods, employee leave, pre-employment, probationary periods, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, WORD, Excel, PowerPoint) and the ability to interpret data in tables, graphs and charts.
Scores attained on this component are 'banked' for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions where “Generalist/Operations” is the job’s emphasis. Note, this is a separate exam from the Technical Knowledge HR Exam with an emphasis on “Recruitment and Examinations” and/or “Labor Relations’. This means that, should you apply during this three-year time period for a 1246 and/or 0931 HR job opportunity for which “Generalist/Operations” is the position’s primary focus, you will not be required to re-take this test component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes this test component, your score on this test component automatically will be applied to that announcement. [Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments)]. However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take this test component. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
As a selected candidate for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a selected candidate. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:
- Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
- Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.
Having a conviction history does not automatically preclude you from a job with the City.
If you are a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.
Disaster Service Workers
Eligible List/Score Report:
A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.
The duration of the eligible list resulting from this examination process will be of six (6) months, and may be extended with the approval of the Human Resources Director.
Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list/score report resulting from this announcement may be used by other departments that also use this classification or a similar classification. To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246. Search that document by title or job code to see which departments use the classification.
The certification rule for the eligible list resulting from this examination will be Rule of the List. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at:
Information regarding requests for Veterans Preference can be found at:
Information regarding seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit
General Information concerning City and County of San Francisco Employment Policies and Procedures:
Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.
Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.
Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.
Terms of Announcement:
Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at www.jobaps.com/sf.
The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.
Exam Type: CPE
Issued: June 25, 2019.
Human Resources Director
Department of Human Resources
Recruitment ID Number: 097802
All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.
Click on a link below to apply for this position:
|Fill out the Supplemental Questionnaire and Application NOW using the Internet.|
|View and print the Supplemental Questionnaire.||This recruitment requires completion of a supplemental questionnaire. You may view and print the supplemental questionnaire here.|