Principal HR Analyst - Labor Relations Division - Dept. of Public Health (1246)
Published: November 18, 2023
Contact:Liezel Cruz - firstname.lastname@example.org
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Job class: 1246-Principal Human Resources Analyst
Salary range: $141,934.00 - $185,692.00
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
The Department of Public Health prioritizes equitable and inclusive access to quality healthcare for its community and values the importance of diversity in its workforce. All employees at the Department of Public Health work to advance equity, inclusion, and diversity with a specific lens and focus on race, ethnicity, gender, sex, sexuality, disability, and immigration status.
Application Opening – Friday, November 17, 2023
Application Deadline – the application filing will be open continuously at least through Tuesday, Dec 5, 2023 and will close any time thereafter.
Salary: $141,934 - $185,692 Annually
Appointment Type: Permanent Civil Service
Recruitment ID: PBT-1246-141406
San Francisco is the golden city that embraces diversity and ignites innovation. We are a team of about 7,500 compassionate public health professionals from the San Francisco Department of Public Health (SFDPH) who believe in the health and well-being for all that live, work, and play in this amazing city!
The Labor Relations Division of Human Resources is hiring a Principal Human Resources Analyst. This position is the first line supervisor for a team performing advanced-level professional and technical activities directly related to labor relations. The supervisor will be primarily responsible for daily operations, supervision, training, implementation of policies and procedures, and leading specialized labor relations projects.
Healthcare is in demand more than ever so elevate your human resources experience by joining the SFDPH HR Team!
1. Supervises, trains, and develops subordinate employees in performing professional human resources work in labor relations.
2. Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental compliance with provisions; and acts as a Skelly officer in employee disciplinary hearings.
3. Ensures that the labor team is adhering to uniform internal processes relating documenting discipline and grievances.
4. 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.
5. Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental compliance with provisions, and; acts as a Skelly officer in employee disciplinary hearings.
6. Confers with employees, department heads, labor representative and human resources analysts of other jurisdictions regarding the interpretation, application and enforcement of laws and regulations concerning employee and/or labor relations.
7. Appears before legislative bodies and committees to explain and interpret matters involving recruitment, examinations, classification and compensation or human resources operations.
8. 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.
9. Provides advice, consultation and information to departmental managers, supervisors and employees regarding discipline and related personnel rules, policies and procedures.
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, and human resources operations.
11. Performs other duties as assigned.
How to qualify
Required Education: 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; diversity, equity, and inclusion; and personnel training.
- SPECIAL CONDITION: 2 years of Labor relations experience
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 may be substituted for one (1) year of the required non-advanced journey / non-lead/supervisory experience.
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.
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.
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 classification.
Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
One-year fulltime employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40-hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine fulltime employment.
Important Note: Please make sure it is absolutely clear in your application exactly how you meet the minimum qualifications. Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. Please be aware that any misrepresentation of this information may disqualify you from this recruitment or future job opportunities. For more information, visit https://sfdhr.org/information-about-hiring-process#:~:text=Verification%20of%20Experience%20and/or%20Education
After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following.
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: https://sfdhr.org/exam-information
This is a standardized examination, and, therefore, test questions and answers are not available for public inspection or review.
3. Multiple-Choice, Technical Knowledge HR Exam (Labor and Employee Relations Emphasis) - 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 labor contract administration and labor relations functions, collective bargaining, mediation, arbitration, grievances, investigations of employee misconduct, due process, discipline, harassment, Skelly and Weingarten rights, FLSA, EEO and ADA laws, and basic computer use (e.g., Outlook, WORD, Excel, PowerPoint), etc.
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 “labor and employee relations” is the position’s primary focus. This means that, should you apply during this three-year time period for a 1246 and/or 0931 job opportunity for which “labor and employee relations” is the position’s primary focus, you will not be required to re-take this test component. If the selection process for this examination and it includes this test component, your score on this test component 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 HR 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 score to the other announcement or (b) re-take this test component. 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 HR 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 Multiple-Choice, Technical HR Knowledge with a Labor and Employee Relations Emphasis 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.
Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.
What else should I know?
The certification rule for the eligible list resulting from this examination will be the Rule of Ten Scores.
Eligible List/Score Report:
Once you pass the exam, you will be placed onto an eligible list and given a score and a rank. For more information, visit https://careers.sf.gov/knowledge/process/
The duration of the eligible list resulting from this examination process will be 6 months and may be extended with the approval of the Human Resources Director.
To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-andDepartment-FY-2021-22.pdf.
How to apply:
Applications for City and County of San Francisco jobs are only accepted through an online process. Visit careers.sf.gov and begin the application process.
Our e-mail communications may come from more than one department so please make sure your email is set to accept messages from all of us at this link.
Applicants may be contacted by email about this recruitment therefore, it is their responsibility to contact the Analyst if they update their email address.
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.
Terms of Announcement and Appeal Rights:
This is a Position Based Test (PBT) administered in accordance with Civil Service Rule 111A.
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.
DPH Health Critical Requirements and Information: Please review the following policies regarding DPH employment requirements that safeguard yourself and others.
Additional information regarding Employment with the City and County of San Francisco:
If you have any questions regarding this recruitment or application process, please contact the analyst, Liezel Cruz at email@example.com or 628-271-6710.
We may use text messaging to communicate with you on the phone number provided in your application. The first message will ask you to opt in to text messaging.
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.