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Career Opportunity

Principal Human Resources Consultant - Client Services Consulting - Department of Human Resources (1246)

Recruitment: RTF0133493-01097698

Published: May 26, 2023


Anastasia Britt -

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

Department: Human Resources
Job class: 1246-Principal Human Resources Analyst
Salary range: $138,476.00 - $181,168.00
Role type: Permanent Civil Service What does this mean?
Hours: Full-time
Exam type: Position Based Test
Rule: Rule of 10 What does this mean?
List type: Combined Promotive and Entrance


This job ad was amended on 5/26/23 to include score banking requirements.

This is a Position-Based Test conducted in accordance with CSC Rule 111A.

Specific information regarding this recruitment process are listed below:

  • Application Opening: Friday, May 12, 2023
  • Application Deadline: Monday, May 29, 2023 
  • Compensation: $138,476 - $168,324 Annually
  • Eligible List duration resulting from this examination process will be six (6) months.
  • Certification Rule for the eligible list resulting from this examination will be rule of ten (10)
  • Exam Type: Combined, Promotive and Entrance
  • Recruitment ID: RTF0133493-01097698

The DHR’s mission is to recruit, engage, and develop the City's workforce to meet the expectations and service needs of San Franciscans. DHR administers the City's civil service system, ensures payment of workers' compensation benefits to injured employees, negotiates and administers labor agreements with the City's labor unions, ensures equal employment opportunities for employees and applicants, and trains, develops and manages the City workforce.

Role description

On the Client Services Consulting team, the Principal Human Resources Consultant provides expert advice, consultation, and information to City departmental HR divisions on complex areas of recruitment and examinations, classification and compensation, employee and/or labor relations, benefits administration, and human resources operations. 

The Principal Human Resources Consultant supervises a unit of Senior Human Resources Analysts, who serve as the department personnel officers for departments. Duties include providing guidance, instruction, direction and leadership to the Client Services team for the purpose of achieving priorities and managing resources.

The Principal Human Resources Consultant leads or co-leads special projects in support of DHR policies and goals. 

Examples of Important and Essential Duties

  • Provide supervision and direction, performance management, and coaching to professional staff.
  • Consult with and advise department HR staff and others on the interpretation and application of the employment provisions of the Charter, Administrative Code and Civil Service Rules.
  • Consult with and advise department HR staff on DHR City-wide policies and procedures, department policies and procedures, recruitment and selection activities, ADA reasonable accommodation and leave management programs for assigned indirect departments.
  • Review department requests for position approvals, fitness for duty examinations, additional employment, Civil Service staff reports and similar matters.
  • Prepare correspondence, reports, and memos; and make presentations to boards and commissions.
  • Provide guidance on existing policies, methods and procedures relating to personnel administrative matters.
  • Develop and manage Client Services projects within prescribed timelines.
  • Regular outreach to department staff on issues including updates and advice on current and proposed laws and regulations applicable to department’s mission, goals and core functions.
  • Other duties as assigned.

How to qualify

Minimum Qualifications:

Education: Possession of a baccalaureate degree from an accredited college or university.

Experience: 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; diversity, equity, and inclusion; and personnel training.


  • 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.

Verification of Education and Experience:

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at

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. 

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. 

Resumes will not be accepted in lieu of a completed City and County of San Francisco application.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

What else should I know?

Selection Procedures:

1. Minimum Qualification Supplemental Questionnaire - Weight: Qualifying

Candidates who meet minimum qualifications are required to complete a Minimum Qualification Supplemental Questionnaire that will be sent as a link via email. 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. Candidates must complete this questionnaire to move forward in the selection process.

2. Supervisory Test Battery - Weight: 50%

Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit:

This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.

3. Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) - Weight: 50%

Candidates deemed eligible and admitted to the selection process will be administered a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and/or practices related to job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, pre-employment, probationary periods, employee leave, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, WORD, Excel, PowerPoint) and the ability to interpret data in tables, graphs and charts.

The above multiple-choice test component is a standardized exam and, therefore, test questions and test answers are not available for public inspection or review.

Score Banking: Scores attained on the supervisory test battery (STB) and the multiple-choice technical knowledge exam components are "banked" for three years, starting from the date of the examination, and are applicable to the STB and both the 1246 and 0931 Human Resources’ positions where “generalist/operations” is the job’s emphasis. This means that, should you apply during this three-year time period for other classes requiring the STB or a 1246 and/or 0931 HR job opportunity for which “generalist/operations” is the position’s primary focus, you will not be required to re-take the test components. If the selection process for other classes requiring the STB or a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes these test components, your score on the test components automatically will be applied to that announcement. [Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments). However, after one year, you have the option to either (a) apply your test scores to the other announcement or (b) re-take the test components. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 or other class using the STB job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.]

A passing score on the Supervisory Test Battery and Generalist/Operations Exam must be achieved in order to be placed/ranked on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score.

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.  

To find Departments which use this classification, please see

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. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at

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

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 analyst, Ana Britt at

Your information will be kept confidential according to EEO guidelines.

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.