1246-Prin Human Resources Analyst
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Prin 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|
Additional notes: Please note, the last three steps in this salary range represent extended ranges that require department approval based upon recruitment/retention, special skills, limited duration or exemplary performance.
CITY AND COUNTY OF SAN FRANCISCO
DEPARTMENT OF HUMAN RESOURCES
JOB CODE TITLE: PRINCIPAL HUMAN RESOURCES ANALYST
JOB CODE: 1246
Under general direction, performs complex and specialized human resources work and there-by serves as a resource for important technical problems in one or more of the following are-as: recruitment and examinations; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training.
Class 1246 Principal Human Resources Analyst is distinguished from class 1244 Senior Hu-man Resources Analyst in that the prior supervises a unit or small division of professional staff involved in the more difficult matters associated with recruitment; examinations; employee and/or labor relations; classification and compensation; benefits administration; human re-sources operations; diversity, equity, and inclusion; and personnel training while the latter leads or supervises a small team of professional staff. A 1246 Principal Human Resources Analyst serving as a Department Personnel Officer (DPO) for a small department is not required to supervise other professional staff if he/she is the only human resources professional in his/her department.
Positions in this class supervise professional, technical and clerical staff in the assigned work unit/division.
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. Supervises subordinate employees in performing professional human resources work in the areas of recruitment; examinations; employee relations; classification and compensation; hu-man resources operations; diversity, equity, and inclusion; and personnel training.
2. Coordinates recruitment activities for assigned classifications, including announcement preparation and determining sources for recruiting; confers with personnel at different operating levels to determine minimum qualifications, means of recruitment and areas to be covered; reviews recruitment matters with consultants and specialists in connection with important phases of positions to be covered in specific examinations; personally reviews those applications requiring a high degree of judgment regarding acceptance or rejection.
3. Performs job analyses of individual positions and classes; determines, develops and approves examination subject matter; assigns relative weights to various parts of the examination; reviews test items for construction and accuracy; establishes passing points; organizes material for final review and makes revisions, as deemed necessary; investigate and respond to complaints, protests and appeals regarding examination matters.
4. Supervises and participates in classification studies and projects and the processing of departmental classification requests; coordinates the preparation of class specifications; makes recommendations regarding establishing, consolidating or abolishing classes; investigates problems, complaints and appeals regarding allocations and status determinations.5
5. 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.
6. 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.
7. Performs highly specialized human resources work and thereby serves as a resource to assist coworkers; as assigned, supervises and participates in conducting salary and wage surveys including the collection, compilation, analysis and evaluation of data; conducts special studies and investigations pertaining to fringe benefits, working conditions and other similar matters.
8. Appears before legislative bodies and committees to explain and interpret matters involving recruitment; examinations; classification and compensation; human resources operations; diversity, equity, and inclusion; or personnel training.
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. Meets with employees, department heads, labor representatives and personnel of other jurisdictions regarding the interpretation and application of laws and regulations concerning recruitment; examinations; classification and compensation; employee relations; human resources operations; diversity, equity, and inclusion; and personnel training.
11. Implements 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.
12. Trains and consults with City employees including human resources professionals on supervision and leadership; conducts and develops team building workshops and career development programs; consults with managers on training and organizational development projects.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of: principles, techniques and methods used in the development and maintenance of position classification systems and/or compensation plans; principles and techniques of ex-amination and test construction and sources of specific information in various occupational fields; 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: Make careful and correct analyses and evaluations of recruiting, examining, classification and compensation problems; deal courteously, effectively and tactfully with department heads, supervisors, employees and their representatives; prepare and review complete, accurate and logical reports and recommendations; 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, spreadsheets, human re-sources 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; assign, supervise and review the work of subordinates in performing classification and/or salary administration 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.
Five 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; human resources operations; diversity, equity, and inclusion; and personnel training of which one year must have been as (1) an advanced journey level classification, similar to 1244 Senior Human Resources Analyst, that performs difficult and specialized human resources work and thereby serves as a resource for special problems , or (2) lead or supervised a small team of 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; human resources operations; diversi-ty, equity, and inclusion; and personnel training.
License and Certification:
Experience Substitution - Possession of a Juris Doctorate (J.D.) or a Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Ad-ministration or Clinical/School/Industrial-Organizational Psychology may be substituted for one (1) year of the required non-advanced journey / non-lead/supervisory experience.
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. (30 semester units/45 quarter units equal 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 the required non-advanced journey / non-lead/supervisory experience.
08/08/06; 02/15/17; 3/24/202314
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|
|Jul 01, 2023 (X)||$68.2375||$71.6500||$75.2375||$79.0000||$82.9500||$85.0250||$87.0875||$89.2750|
|Jul 01, 2022 (W)||$66.5750||$69.9000||$73.4000||$77.0750||$80.9250||$82.9500||$84.9625||$87.1000|
|Jan 08, 2022 (V)||$63.2500||$66.4125||$69.7375||$73.2250||$76.8875||$78.8125||$80.7250||$82.7500|
|Jul 01, 2021 (U)||$62.9375||$66.0875||$69.3875||$72.8625||$76.5000||$78.4250||$80.3250||$82.3375|
|Dec 26, 2020 (T)||$60.5125||$63.5375||$66.7125||$70.0500||$73.5500||$75.4000||$77.2250||$79.1625|
|Jul 01, 2020 (S)||$58.7500||$61.6875||$64.7750||$68.0125||$71.4125||$73.2000||$74.9750||$76.8625|
Historic compensation data is provided in hourly pay.
Sources: San Francisco Open Data Portal: Compensation plan table