Career Opportunity

Talent Acquisition Program Manager - People, Performance & Development - SFO (1246) - (133763)

Recruitment: RTF0133762-01128079

Published: April 08, 2023

Accepting applications until: April 21, 2023

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

About:

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

San Francisco International Airport (SFO), an enterprise department of the City and County of San Francisco (CCSF), has approximately 1,700 CCSF employees and strives to be a diverse, equitable, and inclusive employer.  Our core values are Safety and Security, Teamwork, Excellence, Care, and Equity. Visit www.flysfo.com 

Specific information regarding this recruitment process are listed below:

• Application Opening: Friday, April 7, 2023
• Application Deadline: Friday, April 21, 2023
• Compensation Range: $138,476.00 – $181,168.00
• Recruitment ID: RTF0133762-01128079

Role description

The Talent Acquisition Program Manager

You will lead our Talent Acquisition team at San Francisco International Airport and support a thoughtful, inclusive, and effective applicant/candidate experience, and ensure we have a best-in-class workplace that exemplifies our core values. You will partner with SFO management and Human Resources liaisons to develop, execute, and optimize talent acquisition strategies and processes that support our business objectives and evolve, develop, retain, and grow our workforce.  As the Talent Acquisition Program Manager, you will be hands-on, and able to flex from strategic to tactical work while being a thoughtful leader that provides coaching, support, and development within the Talent Acquisition Team, and with key stakeholders throughout the organization.

This position reports to the Assistant Director of Talent Acquisition.

Talent Acquisition

• Partners/collaborates with SFO divisions to align and execute Talent Acquisition (TA) strategies in support of department business objectives and strategic goals. 
• Plans and organizes an aggressive recruitment program designed to meet the goals of the Department including SFO’s Racial Equity Action Plan (REAP); directs the examination program for the Department's recruitment process.
• Develops and implements hiring/recruitment data analytics to measure progress in achieving operational, DEIB, and process transparency goals.
• Leads in job classification projects/requests; coordinates the preparation of class specifications; and makes recommendations.
• Evaluates programs and activities in meeting operational needs and makes recommendations to increase efficiencies and client satisfaction. 
• Guides and/or performs special projects involving the planning, research, development, or implementation of technical phase of human resources administration.
• Prepares various memoranda, correspondence, and reports with recommendations. 
• Implements formal process improvement methods to increase both organizational and operational efficiencies.
• Serves as the expert technical advisor or coordinator on examination related appeals, protests, and complaints for all divisions. 
• Plans, evaluates, develops, and recommends changes and revisions to organizational policies and procedures in compliance with Civil Service Rules, Department of Human Resources policies and procedures, professional and ethical standards. 

Team Responsibilities

• Supervises a team of professional human resources staff responsible for department-wide recruitment, examinations, classification, and other talent acquisition operations; develops staff into a highly effective team by setting clear performance objectives and goals, providing regular and honest feedback, trainings and designing individualized development plans. 
• Serves as a role model and provides guidance to staff in prioritizing work with conflicting or competing deadlines through clear expectation setting and sound judgment of the situation.
• Coordinates work activities to prevent delays in required actions or to improve programs or services; assists in the identification, development, and implementation of Airport goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies. 
• Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives; monitors expenditures in accordance with the approved budget; and provides executive management with an early warning and practical options to potential cost overruns. 
• Appears before committees, legislative and governing bodies; and conducts presentations on recruitment, selection, classification, and other Human Resources related matters.
• Serves as liaison for the Airport with a variety of other City/County staff and officials of outside agencies; explains and justifies Airport or human resources procedures, policies, or programs; negotiates and resolves difficult and complex issues and problems.

What you’ll possess:

• Passion for culture. You understand the importance of a company’s culture and its power to drive its mission.
• Desire and commitment to lead and participate in anti-racism, racial justice, and equity work, along with the commitment and fortitude to drive growth in these areas.
• Experience with modern talent acquisition technologies and how to use them to drive inclusive and diverse talent to our organization.
• Experience supervising a team of 2 or more human resource professionals.
• Experience using Applicant Tracking Systems and PeopleSoft software.
• Ability to meet constantly changing deadlines; multitask and high-volume competing priorities/assignments simultaneously.
• Ability to see solutions where others see problems with a desire to continuously look for ways to make improvements and enhance the candidate experience.
• Strong attention to detail and sense of urgency to drive projects to completion with a commitment to consistently deliver excellent quality work.
• Advanced relationship management skills, including partnering and consulting with senior management and executives.

How to qualify

MINIMUM QUALIFICATIONS
These minimum qualifications establish the education, training, experience, special skills, and/or license(s) which are required for employment in the classification. 

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

AND

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, classification and compensation, employee and/or labor relations, benefits administration, human resources operations, diversity, equity, and inclusion, and personnel training.

Substitution:

Experience Substitution - 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.

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 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).

Verification: 
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 https://sfdhr.org/how-verify-education-requirements

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.

SELECTION PROCEDURES

Minimum Qualification Supplemental Questionnaire (MQSQ)
Candidates will be required to complete a MQSQ as part of the employment application at a later time. 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.

Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) - Weight: 100%
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.

Candidates must attain a minimum passing score on this test must be achieved in order to be placed/ranked on the Eligible List. 

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.

Scores attained on this component are "banked" for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources positions that are considered to be primarily “generalist” in scope. This means that, should you apply during this three-year time period for a 1246 and/or 0931 job opportunity for which “general operations” is considered to be the position’s primary focus, you will not be required to re-take this test component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of 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.

Transportation Security Administration (TSA) Security Clearance:  Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening. Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination. Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

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.

To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-and-Department-FY-2021-22.pdf.

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.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: 

• 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

HOW TO APPLY

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ and begin the application process.

• Select the “I’m Interested” button and follow instructions on the screen

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 Lilimae Santander at Lilimae.Santander@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.