1244-Senior Human Resources Analyst
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Senior Human Resources Analyst
|Title||Senior Human Resources Analyst|
|Overtime eligibility||Exempt (Z)|
|Labor agreement||Prof & Tech Eng, Local 21|
Current compensation plan
Effective: Jul 01, 2022
See Historic and future compensation information for this class
|Step:||Step 1||Step 2||Step 3||Step 4||Step 5|
CITY AND COUNTY OF SAN FRANCISCO
DEPARTMENT OF HUMAN RESOURCES
Job Title: SENIOR HUMAN RESOURCES ANALYST
Job Code: 1244
Under direction, performs difficult and responsible professional and technical human re-sources work in the areas of recruitment; examinations; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; or personnel training; may lead or supervise human resources analysts and/or clerical/technical staff.
Class 1244 Senior Human Resources Analyst is distinguished from class 1241 Human Re-sources Analyst in that the prior: (1) leads or supervises a small team of professional staff involved in recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; or personnel training; or (2) performs difficult and specialized human resources work and thereby serving as a resource for special problems.
May supervise the work of subordinate analysts or technical/ clerical 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. Serves as a team leader or assistant team leader in the performance of professional human resources activities in the areas of recruitment and selection; employee and/or labor relations; classification and compensation; benefits administration; human resources operations; diversi-ty, equity, and inclusion; and personnel training.
2. Performs recruitment activities, including announcement preparation, sources for recruiting.
3. Prepares examination announcements/advertisements; determines applicant eligibility based on minimum qualifications/special conditions.
4. Performs job analysis, constructs examinations; obtains input on exam development from subject matter experts; oversees test administration and scoring; and determines relative weights to various parts of the examination; responds to exam-related protests; documents test validity; and generates eligible lists.
5. Conducts investigations and surveys concerning the duties, responsibilities and qualifications of positions in the classified service; makes field and desk audits of work performed; recommends and prepares class specifications for new classifications or revises existing class specifications.
6. 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.
7. Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental compliance with pro-visions, and acts as a Skelly officer in employee disciplinary hearings.
8. Participates in the collection and evaluation of salary and wage data.
9. Performs special projects involving the planning, research, development or implementation of a technical phase of human resources administration; prepares various memoranda, correspondence, records and reports with recommendations when appropriate.
10. Confers with employees, department heads, labor representatives and human resources analysts of other jurisdictions regarding the interpretation and application of laws and regulations concerning recruitment, examinations, classification and compensation, employee and/or labor relations, and human resources operations.
11. 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 se-lection process; directs and participates in the processing of appointments; and receives, re-views and processes personal services contracts.
12. 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.
13. 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: the principles and practices of modern human resources personnel and public administration and management organization, especially as they apply to the efficient conduct of recruiting, examining, position classification and compensation systems; applicable City Charter provisions, relative ordinances, Civil Service Rules and Regulations; principles and practices of performance, leave and position management and operation and organization of the various City departments and agencies; 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: make accurate and sound analyses and evaluations of personnel problems; deal courteously, tactfully and effectively with department heads, employees and others; 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; supervise subordinates in performing recruiting, examining, classification or salary administration work; learn to operate a networked personal computer using word processing programs, spreadsheets, human resource 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 and prepare clear, concise, accurate and cogent reports.
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.
Three (3) years of verifiable professional human resources experience, similar to 1241 Human Resources Analyst, in one or more of the following areas of activity: recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; hu-man resources operations; diversity, equity, and inclusion; and personnel training.
License and Certification:
Education Substitution - Additional qualifying work experience as a professional human re-sources analyst may be substituted for up to two years of the required education on a year-for-year basis (30 semester/ 45 quarter units equals one year).
Experience Substitution - Completion of a 12 month human resources trainee program equivalent to the City and County of San Francisco’s 1249 Human Resources Training Pro-gram may substitute for one (1) year of required professional experience.
Experience Substitution - Possession of a Juris Doctorate (J.D.) or Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Ad-ministration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience.
09/14/10; 07/10/15 ; 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|
|Jul 01, 2022 (W)||$58.9625||$61.9000||$65.0000||$68.2750||$71.6250|
|Jan 08, 2022 (V)||$53.3500||$56.0125||$58.8125||$61.7750||$64.8125|
|Jul 01, 2021 (U)||$53.0875||$55.7375||$58.5250||$61.4625||$64.4875|
|Dec 26, 2020 (T)||$51.0375||$53.5875||$56.2625||$59.0875||$62.0000|
|Jul 01, 2020 (S)||$49.5500||$52.0250||$54.6250||$57.3625||$60.2000|
Historic compensation data is provided in hourly pay.
Sources: San Francisco Open Data Portal: Classification descriptions table, Compensation plan table