1241-Human Resources Analyst
Know the class code?
Search by keyword:
Human Resources Analyst
Current compensation plan
Effective: Jul 01, 2023
See Historic and future compensation information for this class
|Step:||Step 1||Step 2||Step 3||Step 4||Step 5||Step 6||Step 7||Step 8||Step 9|
CITY AND COUNTY OF SAN FRANCISCO
DEPARTMENT OF HUMAN RESOURCES
Job Title: HUMAN RESOURCES ANALYST
Job Code: 1241
Under general supervision, performs professional level human resources work in one or more of the following areas of activity: recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training.
This class is distinguished from class 1244 Senior Human Resources Analyst which is the advanced journey level in this series and is assigned more difficult and complex work, may lead projects, and may supervise a small group of analysts and/or clerical/technical personnel. This class is distinguished from the 1249 Human Resources Analyst by the structured training program requirements and the transitioning nature of the trainee class.
This class does not supervise other professional employees, but may coordinate the work of clerical/technical personnel.
EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES
According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned to this job code/class and are not intended to be an inclusive list.
1. Administers and maintains the classification plan; designs and implements recruitment and selection plans; prepares class specifications in compliance with relevant laws and guidelines and insures consistency within class series and job families; and reviews requests to fill positions to ensure compliance with the classification plan.
2. Collects and analyzes data to determine important/essential duties and position allocation criteria; and interviews employees and supervisors to elicit and/or clarify job information and organizational relationships.
3. Conducts classification and salary surveys; collects, compiles and analyzes classification and wage data; interprets and administers provisions of memoranda of understanding; implements pay provisions of arbitration awards, mediated and grievance settlements; and reviews, analyzes, and processes requests for special pay premiums in accordance with provisions of multiple memoranda of understanding.
4. Participates in the collective bargaining process by conducting research; preparing comparability analyses and various reports in support of negotiation and arbitration.
5. Produces lists of eligibles for City employment: conducts job analyses, organizes recruitment activities, reviews employment applications, develops and administers selection devices, analyzes results, recommends passing scores, and creates eligible lists.
6. Provides information to departmental representatives, labor organizations, managers, employees, applicants, other agencies and the general public; interprets and explains human resources rules and policies; investigates allegations/complaints of unfair employment practices; and represents employing department on human resources matters before boards and commissions and in meetings with other departments.
7. Responds to appeals or protests of human resources decisions and/or procedures; and prepares and submits reports to the Civil Service Commission and may present the case before the appellate body, hearing officers or arbitrators.
8. Prepares written materials including letters, reports, memoranda, and forms with the aid of a computer.
9. Assists in the development, maintenance and administration of a departmental human resources program including hiring, training, performance management, leave management, position management, compensation; prepares reports, analyzes data and provides consultation and information to managers regarding human resources issues.1
10. Evaluates requests for leave and ADA accommodation; administers requests to fill position, employee transfers, post-referral, hiring, appoint, onboarding and layoff processes; interviews and examines candidates; administers employee discipline.
11. Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental compliance with provisions, and; acts as a Skelly officer in employee disciplinary hearings.
12. Coordinates processing of human resources transactions; reviews requests to fill positions; directs and reviews the preparation of requests to fill positions; tracks the certification and selection process; directs and participates in the processing of appointments; and receives, reviews and processes personal services contracts.
13. Implement diversity, equity and inclusion efforts by developing employee resources and training; leading diversity recruitment efforts; coaching management; mediating workplace conflict; and creating and monitoring DEI benchmarks.
14. Train and consult with City employees including human resource professionals on supervision and leadership; conduct team building workshops and career development programs; consult with managers on training and organizational development projects.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of: principles and practices of position classification including class concepts and levels, allocation factors, career ladders and class specifications; principles and practices of recruitment and selection including job analysis methodologies and test construction and validation; principles and practices of compensation including job evaluation systems and survey methods; and descriptive statistics including measures of central tendency and variability; principles and practices of performance, leave and position management; principles and practices of equity, diversity, inclusion, and belonging in the workplace; principles and techniques of adult learning and organizational development.
Ability or Skill to: apply the principles, techniques and methods used in classification, recruitment and selection, and compensation; make accurate analyses and evaluations of human resources matters; comprehend and interpret federal, state and local laws, ordinances, regulations and guidelines such as City Charter provisions, Civil Service Commission Rules and employee organization agreements; learn to operate a networked personal computer using word processing programs, spreadsheet, human resources information systems and database software; exercise good judgment, flexibility, creativity and sensitivity in response to changing situations and needs; communicate clearly, concisely and in a well-organized, and an effective manner, both orally and in writing; and establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work
These minimum qualifications establish the education, training, experience, special skills and/or license(s) which are required for employment in the classification. Please note, additional qualifications (i.e., special conditions) may apply to a particular position and will be stated on the exam/job announcement.
Possession of a baccalaureate degree from an accredited college or university.
License and Certification:
Education Substitution - Verifiable professional human resources work experience in one or more of the following areas may substitute for up to two years of the required education on a year-for-year basis: recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training. (One year of experience will be considered equivalent to 30 semester or 45 quarter units of college coursework.)
03/30/06; 09/26/08; 09/14/10; 02/15/17; 3/24/2023
REASON FOR AMENDMENT:
To accurately reflect the current tasks, knowledge, skills & abilities, and minimum qualifications.
COMMN SFMTA SFCCD SFUSD
Disaster service work
All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.
Historic and future compensation
|Effective (Sched)||Step 1||Step 2||Step 3||Step 4||Step 5||Step 6||Step 7||Step 8||Step 9|
|Jul 01, 2023 (X)||$42.7500||$44.8250||$47.0625||$49.3250||$51.7375||$54.3625||$57.0875||$59.9625||$62.9375|
|Jul 01, 2022 (W)||$41.7125||$43.7375||$45.9125||$48.1250||$50.4750||$53.0375||$55.7000||$58.5000||$61.4000|
|Jan 08, 2022 (V)||$37.7500||$39.5750||$41.5500||$43.5500||$45.6750||$47.9875||$50.4000||$52.9375||$55.5625|
|Jul 01, 2021 (U)||$37.5625||$39.3750||$41.3375||$43.3375||$45.4500||$47.7500||$50.1500||$52.6750||$55.2875|
|Dec 26, 2020 (T)||$36.1125||$37.8500||$39.7375||$41.6625||$43.7000||$45.9000||$48.2125||$50.6375||$53.1500|
|Jul 01, 2020 (S)||$35.0625||$36.7500||$38.5750||$40.4500||$42.4250||$44.5625||$46.8125||$49.1625||$51.6000|
Historic compensation data is provided in hourly pay.
Sources: San Francisco Open Data Portal: Compensation plan table