Senior Human Resources Analyst (Employee Labor Relations) - Human Resources Services - SFPUC (1244)
Published: October 05, 2022
Contact:Queena Poon - QPoon@sfwater.org
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Job class: 1244-Senior Human Resources Analyst
Salary range: $122,642.00 - $148,980.00
Role type: Permanent Civil Service What does this mean?
Exam type: Position Based Test
Rule: Rule of 10 What does this mean?
List type: Combined Promotive and Entrance
10/5/2022: This Job Ad has been amended to extend the filing date and allow for additional applications. Applicants who have already applied will be included in the applicant pool and need not reapply.
This is a Position-Based Test Conducted in accordance with CSC Rule 111A.
Application Opening: September 23, 2022
Application Filing Deadline: October 6, 2022; amended to October 20, 2022
Analyst Name: Queena Poon
Annual Salary: $122,642 - $148,980
Recruitment ID: RTF0125405-01108295 (125406)
WHO ARE WE?
San Francisco Public Utilities Commission (SFPUC)
Headquartered in San Francisco, we have 2,300 employees operating across eight counties serving more than 2.7 million customers in the San Francisco Bay Area – 24 hours per day, 365 days per year.
Our Mission: To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a manner that values environmental and community interests and sustains the resources entrusted to our care.
Our Vision: We are an innovative utility leader, recognized for excellent results in service, safety, stewardship, and inclusiveness.
We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. To learn more about our organization, please visit our website at https://www.sfpuc.org/.
We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce which ensures that this vision becomes a reality.
To learn more about working at the SFPUC, visit our career site at https://www.sfpuc.org/about-us/careers-sfpuc
About Human Resource Services (HRS)
How do we deliver over 180 million gallons and 129,000 kilowatts of clean and reliable water and energy every day to our communities? Not just through our infrastructure, but through our people. At the SFPUC, HRS has a seat at the table and leads the agency's success by consistently driving a people-oriented focus through every level of the business.
With our current workforce aging and upwards of 50 percent anticipated vacancies within the next five years, our HRS team is growing and transforming to rise to the challenge. We are actively recruiting skilled workers across over 200 occupations with an emphasis on diversifying the workforce and focusing on engaging and retaining our workforce. We provide comprehensive HRS programs and initiatives across the tactical-operational-strategic spectrum to create a people-first culture.
In everything we do and strive to achieve, each HR team is guided by five strategic priorities:
Under direction, the 1244 Senior Human Resources Analyst at the Employee & Labor Relations Division of the SFPUC performs advanced journey level professional duties in areas of employee relations, general personnel administration, special projects, and performs other related duties as required.
Essential functions include:
• Provide advice, consultation and information to departmental managers, supervisors and employees regarding personnel policies and procedures;
• Interpret provisions of the Employee Relations Ordinance and various labor contracts;
• Plan, evaluate, develop and recommend changes and revisions to organizational policies and procedures as a result of new laws/regulations and best practices;
• Guide management through novel and complex situations involving the interpretation and application of HR concepts and laws and ensure that the SFPUC is enacting consistent, fair, and equitable practices in all personnel matters;
• Develop and evaluate recommendations to address potential risks and liabilities to the department;
• Review, analyze, and respond to grievances and represent the Department during expedited arbitrations; meet and confer/consult with employee organizations if needed; analyze requests for salary and wage adjustments; participate as a member of a bargaining team during labor contract negotiations; Investigate employee misconduct; prepare correspondence, reports, memos, as well as disciplinary documents and conduct disciplinary hearings;
• Manage special projects related to employee relations, supervisor best practice, data analytics, or other related issues;
• Make presentations to boards and commissions; • Gather, prepare, compile, review, and maintain important personnel information reports and records.
Class 1244 Senior Human Resources Analyst performs other related duties as required.
How can you succeed in this position?
The Employee Relations & EEO Programs Competency Model outlines the competencies that are needed for success in this position: In addition to technical expertise in human resources, employee and labor relations, and EEO programs, a successful individual in this position will demonstrate the following competencies:
Legal, Legislative, and Regulatory Navigation - Investigates, analyzes, and interprets relevant laws, legislations, and regulations. Maneuvers strategically within the existing requirements to meet business needs
Professional Writing - Communicates complex, technical information in various modes to multiple contexts and audiences in an audience-appropriate, organized, clear, and concise manner
Accountability - Acts with integrity, honesty, and fairness; inspires trust; clearly defines roles and responsibilities for self and others; holds self and others to their roles and responsibilities; complies with legal and ethical guidelines; acts as a responsible steward of the resources entrusted to the SFPUC
Consultation - Provides guidance and advice to stakeholders, leveraging professional and organizational expertise to recommend actions, deliver solutions, or address needs in a professional and courteous manner; establishes oneself as a respected expert and partner
Critical Evaluation - Approaches work in a systematic manner, using critical thinking, auditing, and knowledge management methods. Gathers and analyzes information from a variety of sources using valid and reliable research and investigative techniques
Negotiation - Effectively explores all positions and options to reach an agreeable outcome for all negotiating parties. Engages in a coordinated problem-solving effort with transparency and fairness. Proactively seeks a win-win solution that maximizes value and mitigates risks for the SFPUC and its stakeholders
Teamwork and Collaboration - Contributes to a vibrant and collaborative work environment with colleagues in their workgroup to achieve long-term goals; Fosters a cooperative atmosphere that values each team members’ unique contributions and welcomes new ideas from others to accomplish collective team goals
How to qualify
Education: Possession of a baccalaureate degree from an accredited college or university
Experience: 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 and human resources operations.
Education Substitution - Additional qualifying work experience as a professional human resources 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 Program 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 Administration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience.
One (1) year of labor relations experience
The above minimum qualifications reflect special conditions associated with the position(s) to be filled. They may differ from the standard minimum qualifications associated with this class code.
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring:
Possession of a Juris Doctorate (J.D.) or a Master’s Degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology or other related field.
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
Applicants may be required to submit verification of qualifying education and experience at any point in the application, examination and/or departmental selection process. 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. For more information on verification, please visit the following link: http://www.sfdhr.org/index.aspx?page=20#verification
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.
One year of full-time employment is equivalent to 2000 hours. (2000 hours of qualifying work experience is based on a 40 hours work week.) Any overtime hours that you work above forty (40) hours per week are not included in the calculation to determine full-time employment.
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.
Only candidates who demonstrate via the application that they meet the minimum qualifications will advance in the selection process.
Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):
Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application at a later time. 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.
Written Core Examination (Weight: 70%)
This is a standardized written multiple-choice examination. In accordance with Civil Service Rule 111.11.4, inspection privileges do not apply to the questions and answers in this examination. This multiple-choice exam will be administered either on a computer or in a paper format. The type of format will depend on the size of the qualified applicant pool. Qualified candidates will be notified of the type of exam format in their exam appointment notification. Candidates who meet the minimum qualifications will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include, but not be limited to; Ability to analyze, evaluate and interpret data and information, including the ability to exercise good judgment when evaluating data and information Ability to read, comprehend, interpret and/or apply written information, rules, procedures, regulations, etc. Basic knowledge of, and the ability to apply policies, rules, and laws relating to recruitment and hiring processes, Civil Rights Act Title VII, EEO laws, and ADA Basic knowledge of, and the ability to apply principles, techniques, procedures and practices relating to job analyses, position classification, valid selection procedures and research, including the ability to perform mathematical calculations associated with these activities.
A passing score must be achieved on the Core Test. This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review. Your score 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 re-take this test. If the selection process for the future announcement is held within one year of the date of this examination and it includes the core exam 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 test. 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 core test is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Employee Relations Subtest (Weight: 30%)
- Knowledge of, and ability to apply, principles and practices used in grievances and dispute resolution.
- Knowledge of, and ability to apply, the Fair Labor Standards Act (FLSA).
- Knowledge of, and ability to apply, relevant court cases.
- Ability to evaluate proposed solutions, exercise good judgment, and persuade others to obtain support.
This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review.
Your score 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 re-take this test. If the selection process for the future announcement is held within one year of the date of this examination and it includes the core exam 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 test. 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 core test is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
Candidates will be placed on the eligible list in rank order according to their final score. Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.
Note: A passing score must be achieved on all examination components in order to be placed on the Eligible List Score Report. The hiring department may administer additional position-specific procedures to make final hiring decisions.
What else should I know?
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 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 other Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Count-by-Job-Codes.pdf
Certification: The certification rule for the eligible list resulting from this examination will be Rule of 10 Scores. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
Terms of Announcement and Appeal Rights:
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. [Note: The correction of clerical errors in an announcement may be posted on the Department of Human Resources website at https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/.]
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.
Additional Information Regarding Employment with the City and County of San Francisco:
All your information will be kept confidential according to EEO guidelines.
Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst, Queena Poon at firstname.lastname@example.org.
PUC | QP | PBT-1244-125406 | (415) 766-8206
CONDITION OF EMPLOYMENT: All City and County of San Francisco employees are required to be fully vaccinated against COVID-19 as a condition of employment. Someone is fully vaccinated when 14 days have passed since they received the final dose of a two-shot vaccine or a dose of a one-shot vaccine. Any new hire must present proof of full vaccination status to be appointed. Any new hire who will be routinely assigned or occasionally enter High-Risk Settings, must provide proof of having received a COVID-19 booster vaccine by March 1, 2022, or once eligible.
The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.