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Career Opportunity

Human Resources Operations Manager (0923) - Port of San Francisco (138830)

Recruitment: RTF0137423-01109712

Published: August 29, 2023

Accepting applications until: September 06, 2023

Contact:

Sadia Afandi - sadia.afandi@sfport.com

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

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Department: Port
Job class: 0923-Manager II
Starting salary range: $139,594.00 - $178,178.00 (Range A)
Role type: Permanent Civil Service What does this mean?
Hours: Full-time
Exam type: Position Based Test
Rule: Rule of the List What does this mean?
List type: Combined Promotive and Entrance
 

About:

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

Specific information regarding this recruitment process is listed below:

The Port of San Francisco is an enterprise agency of the City and County of San Francisco and is governed by a Commission of five members appointed by the Mayor. The Port Commission is responsible for overseeing a broad range of waterfront commercial, maritime, and public access facilities that are held in public trust for the people of California. The Port’s jurisdiction covers approximately 7.5 miles of waterfront land from Pier 98, near Hunter’s Point in the southern part of San Francisco, to Fisherman’s Wharf in the northern part of the City.

The Port’s diverse business portfolio includes over 550 ground, commercial, retail, office, industrial and maritime industrial leases including cargo shipping, layberthing, excursion boats, ferry boats, fishing and fish processing/distribution, tourism, filming, harbor services, and cruise operations. With some of the most flexible cargo handling facilities on the West Coast, as well as naturally deep water, the Port can handle various types of cargo such as, dry-bulk, neo-bulk, roll-on/roll-off, and project cargoes.

The Port of San Francisco has many internationally recognized landmarks such as Fisherman’s Wharf, Pier 39, the Exploratorium, the Ferry Building and Oracle Park, home of the San Francisco Giants baseball team. With its unique and historic properties, the Port is home to a variety of tenants and uses. The Port Commission over the last five decades has led a remarkable transformation of the Port; maintaining its industrial maritime heritage while developing new uses, including commercial and public activities, that have helped San Francisco remain one of the most visited and popular cities on the globe.

For more information about the Port of San Francisco, visit SFPort.com. Follow us on Twitter and Facebook.      

Role description

Under general direction of the Human Resources Director, the Human Resources Operations Manager manages, plans, monitors, evaluates, and supervises the Human Resources Operations unit including: leaves/ADA/Workers Compensation programs, health and safety programs, labor relations; advises and consults with section managers to resolve problems or conflicts.

The Human Resources Operations Manager will interface with all managerial levels of city/county government and serves as representative of Human Resources or department in meetings involving human resources systems, policies, or procedures. 

The essential functions of this position include: 

  • Plans, manages, monitors, evaluates, and supervises the Human Resources Operations team to include: leaves, workers compensation, and return to work functions; staff development, training, employee performance management and review/appraisal functions, 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. 
  • Oversees administrative monitoring practices and controls to facilitate smooth and effective operations across the Department. 
  • 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 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. 
  • Reviews requests for supervisory pay, acting assignment, MEA salary adjustments, CIP premiums and across the board increases.  
  • Reviews requests to fill positions and manages position control. 
  • Interprets, explains, and enforces Port and City policies. 
  • Communicates with employees, employee representatives, division heads, other agencies, and personnel at various levels to furnish and obtain information. 
  • Analyzes data and prepares various personnel data reports. 
  • 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 several 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. 
  • Acts as Human Resources Director in their absence. 

How to qualify

Education 

Possession of a bachelor’s degree from an accredited college or university; AND 

Experience 

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.

Please Note: at least one (1) year of the experience mentioned above must include 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.

Substitution 

Education Substitution: Additional qualifying full time work experience (2,000 hours equal one year) as described above may substitute up to two (2) years of the required education. One (1) year of work experience equals to 30 semester units or 45 quarter units. 

Experience Substitution: Possession of a Juris Doctorate (J.D.) or Master’s degree in Personnel Administration, Human Resources Management, Business Administration or Public Administration may substitute for one (1) year of the required professional experience (note, the advance degree cannot substitute for the required supervisory experience). 

The Ideal Candidate for this position has: 

  • Experience supervising subordinates/staff. 
  • Experience working on process improvements and developing standard operating procedures. 
  • Experience working with high-level managers. 
  • Good problem-solving skills and can independently make decisions. 
  • Experience analyzing data and preparing and delivering presentations related to the data. 
  • Strong written communication skills; experience writing inspection service responses and writing standard operating procedures. 

Verification

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. More information can be found at: https://sfdhr.org/information-about-hiring-process#verification. 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.

What else should I know?

Compensation: The normal annual salary range is $134,524 and $171,678. Appointment above the maximum of the normal range may be considered based on documented and substantiated recruitment and retention issues or exceptional skills. A special approval process is necessary for appointment above the normal salary range. Further compensation information about this class is available in the compensation manual.

Benefits: The City and County of San Francisco offers a comprehensive benefit program for its managers. For complete details, please visit: https://sfdhr.org/MEA-Miscellaneous-Benefit-Summary

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 (MQSQ): (Weight: Qualifying)

This MQSQ is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications (MQ) for this position. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

Supplemental Questionnaire Evaluation: (Weight: 100%)

Qualified candidates will be sent a Supplemental Questionnaire after the closing of this filing period. Applicants will be given a deadline to return the Supplemental Questionnaire. The Supplemental Questionnaire is designed to measure knowledge, skills, and/or abilities in job-related areas which have been identified as critical for positions in class 0923 Human Resources Operations Manager, Port of San Francisco.

Failure to complete these steps by the established deadlines will result in disqualification. All applicants’ responses to the Supplemental Questionnaire are subject to verification.

A passing score on the Supplemental Questionnaire Evaluation 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 twelve (12) months and may be extended with the approval of the Human Resources Director. 

Certification Rule: 

The certification rule for the eligible list resulting from this examination will be Rule of the List. 

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 https://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. 

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 

Exam Analyst Information:  If you have any questions regarding this recruitment or application process, please contact the exam analyst, Sadia Afandi at sadia.afandi@sfport.com. 

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. 

Additional Information Regarding Employment with the City and County of San Francisco:

All your information will be kept confidential according to EEO guidelines.

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.