Career Opportunity

0931 HUMAN RESOURCES MANAGER III - Department of Building Inspection

Recruitment: RTF0121856-01115566

Published: February 17, 2023

Accepting applications until: March 07, 2023

Apply using SmartRecruiters, the City and County of San Francisco's application portal.

About:

Department:  Building Inspection
Job class: 0931-Manager III
Starting salary range: $141.492.00 - $180,622.00 (Range A)
Role Type: Permanent Civil Service
Hours: Full-time
Exam type:  Position Based Test
Rule:  Rule of the List
List type:  Combined Promotive and Entrance

Position Description

Under general administrative direction of the Deputy Director of Administrative Services, this position manages, plans, monitors, evaluates, and supervises the operation of the Department of Building Inspection’s Human Resources and Payroll division including: recruitment and selection, examinations, classification, leaves/ADA/Workers Compensation programs, health and safety programs, labor relations, progressive 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 serves as representative of the division or department in meetings involving human resources systems, policies, or procedures.

Role description

Important and Essential Duties Include:

• Plans, manages, monitors, evaluates, and supervises the operation of Department-wide human resources operations such as: 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 Departmental policies, procedures, legislation, regulatory, and judicial mandates requiring extensive knowledge of labor and employment laws and applicability.
• Oversee 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 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.
• Manages analytics forecasting and reporting including the development and production of monthly employment, recruitment and hiring, vacancy and leaves, overtime and temporary staffing trend analysis reports; annual compliance reports; directs and gathering and analysis of information and reports necessary to document and evaluate processes.  Partners with divisions to provide and discuss monthly staffing reports, identify and project staffing changes and needs, and develop and implement timely staffing solutions to assure continuity of operations.
• 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, 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 Department 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.

How to qualify

Minimum Qualifications:

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 (3) 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 advance degree cannot substitute for the required supervisory experience).

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

What else should I know?

HOW TO APPLY

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit https://careers.sf.gov/ and begin the application process. 

• Select the “Apply Now" button and follow instructions on the screen 

SELECTION PROCEDURES:

After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying)

Candidates will be sent a minimum qualification supplemental questionnaire (MQSQ) to complete and submit. This MQSQ is designed to obtain specific information regarding a candidate's experience in relation to the Minimum Qualifications for this position. It is essential that candidates provide complete information in identifying their education, experience, and training. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

Supplemental Questionnaire Evaluation: (Weight: 100%)

Candidates will be sent a Supplemental Questionnaire that must be completed by the set date. Candidates will be evaluated on their relative knowledge, skill and ability levels in job-related areas. A passing score must be achieved on the Supplemental Questionnaire to be placed/ranked on the Eligible List. 

Applicants meeting the minimum qualifications are not guaranteed to advance through all of the steps in the selection process. The department may administer additional selection procedures upon certification in order to make a final hiring decision.

Candidates’ scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.

Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list 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 visit https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-and-Department-FY-2021-22.pdf. Search that document by title or job code to see which departments use the classification.

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 six months, and may be extended with the approval of the Human Resources Director.

Certification

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 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 careers.sf.gov.

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:

• Information About the Hiring Process
• Conviction History
• Employee Benefits Overview
• Equal Employment Opportunity
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Seniority Credit in Promotional Exams
• Right to Work
• Copies of Application Documents
• Diversity Statement

Applicants may be contacted by email about this recruitment 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, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.com).

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.

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst, Kat Leblanc at Katsuina.leblanc@sfgov.org

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.