Career Opportunity

HR Division Directors (0932 Manager IV) - Multiple Positions - Department of Public Health

Recruitment: RTF0128714-01138528

Published: May 12, 2023

Accepting applications until: May 30, 2025

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.

• Application Opening: Friday, May 12
• Application Deadline: Friday, May 26

The mission of the San Francisco Department of Public Health (SFDPH) is to protect and promote the health of all San Franciscans.

The San Francisco Health Network is the City and County of San Francisco’s (City) only complete system of care and has locations throughout the City, including Zuckerberg San Francisco General Hospital and Trauma Center, Laguna Honda Hospital and Rehabilitation Center, and over 15 primary care health centers.

Diversity, Equity, and Inclusion:
The Department of Public Health prioritizes equitable and inclusive access to quality healthcare for its community and values the diversity of its workforce. All employees are required to participate in the Department of Public Health's work to advance equity, inclusion, and diversity through:

• Commitment to providing exceptional care and services to all residents of the City and County of San Francisco service population, with heightened awareness of responsiveness to racially, ethnically, and culturally diverse members of the service population and the DPH workforce.
• Desire and commitment to lead and participate in anti-racism, racial justice, and equity work that improves quality of patient care and employee experiences; along with the commitment and fortitude to drive change in these areas.
• Desire to work with, relate to, serve, and support a diverse service population and workforce.
• Commitment to health equity with a specific lens and focus on race, ethnicity, gender, sex, sexuality, disability, and immigration status.

Role description

The San Francisco Department of Public Health Human Resources Division has director-level vacancies for classification 0932 managers in six areas:

• Recruitment, Assessment, Classification, and Compensation [Exams]
• Talent Acquisition [Hiring]
• Labor Relations
• The Office of Civil Rights [Equal Employment Opportunity, ADA, Leaves]
• The Office of Employee Experience, Compliance, and Policy
• Workplace Health and Safety, Data, and Process Improvement

Position Descriptions
The primary focus of the 0932 positions will be to lead with equity by providing efficient, transparent, fair, and consistent Human Resources services.

0932 Recruitment, Assessment, Classification, and Compensation (RACC)
The Recruitment, Assessment, Classification, and Compensation Director is responsible for developing and administering the organization's recruitment, assessment, and compensation programs. They serve as a departmental expert in the areas of recruitment, assessment, and classification to directors/hiring managers, union representatives and others involving matters related to staffing needs and concerns. This director also works closely with other HR staff to ensure that the organization's human resources practices are fair, equitable, and compliant with applicable laws and regulations.

0932 Talent Acquisition
The Talent Acquisition Director is responsible for developing and implementing an effective, data driven, talent acquisition strategy. They will work closely with hiring managers to ensure that DPH is hiring individuals who are deeply committed to our mission.

0932 Labor Relations
The Labor Relations Director will direct the labor relations program for a public health department with over 8,000 employees and 17 collective bargaining agreements (CBA). The Labor Relations Director will develop and foster constructive relationships with labor partners, lead a team who advise directors, managers, and supervisors on the interpretation of CBAs, disciplinary actions, grievances, current labor relations trends and issues. The Labor Relations Director will lead and participate in various joint labor/management committees.

0932 The Office of Civil Rights [Equal Employment Opportunity]
The Civil Rights Director is responsible for ensuring that all employees are treated fairly and equitably in accordance with federal and state laws and regulations. This position will be responsible for developing and implementing policies and procedures that promote diversity, equity, and inclusion within the department, while also ensuring compliance with civil rights laws. They will also be responsible for effectively managing mandatory and discretionary leave requests.

0932 The Office of Employee Experience
The Director for the Office of Employee Experience and Culture will be responsible for radically reinventing and implementing HR systems, processes, policies, and services that serve the end user and align all HR functions into a cohesive whole. They will imbed equity into decision-making, workflow, policies, and service. They will advocate for the needs and wants of staff and propel new innovative improvements to transform DPH into a premier place to work. They will lead organizational development changes related to workflow, service delivery, culture, and organizational structure.

0932 Occupation Health and Safety, Data, and Process Improvement
The Health and Safety and Data and Process Improvement Director is responsible for leading the organization's health and safety, data, and process improvement programs. They work closely with divisions to ensure that DPH is providing a safe, secure, and compliant workplace. They will also lead the team that collects, analyzes, and reports on human resources data to improve decision-making, identify trends, and track the effectiveness of HR programs.

The ongoing 0932 responsibilities will include:

• Lead highly effective teams that collect, analyze, and report on human resources data.
• Work with a variety of stakeholders to identify and address HR data needs.
• Develop and implement data analytics solutions to improve decision-making, identify trends, and track the effectiveness of HR programs.
• Maintain a strong understanding of human resources principles and practices.
• Identify, implement, and administer strategies to improve productivity and operational efficiency within the team.
• Assist in identifying improvements in all areas of the hiring process to reduce “time-to-hire” and eliminate hiring barriers.
• Participate in the establishment of strategic short-term and long-range planning within DPH and with other City departments.
• Direct programs to hire diverse, highly talented workforce based on merit and EEO principles in conformance with applicable Federal, State, and Local laws and regulations.
• Lead change management efforts and help facilitate forums to discuss important and emerging HR matters or changes.
• Performs or coordinates special projects involving the planning, research, development, and implementation of a technical phase of human resources administration.
• Provide expert advice, technical guidance, policy direction, and training to address and resolve problems, issues, and concerns.
• Hire, supervise, monitor, coach, counsel, train, and evaluate staff in the successful and efficient performance of complex and specialized work in human resources.
• Meets with employees, department leaders, labor representatives, and key stakeholders regarding the interpretation and application of laws, guidelines, policies, and regulations such as the City Charter, Administrative code, and Civil Service rules concerning recruitment, examinations, and human resources operations.
• Prepare and present persuasive and accurate reports to legislative bodies and committees such as the Civil Service Commission, Board of Supervisors, etc.
• Facilitate the resolution of grievances and disputes.
• Advise management on labor relations issues, including employee relations, disciplinary actions, and contract interpretation.

How to qualify

MINIMUM QUALIFICATIONS
Every application is reviewed to ensure that you meet the minimum qualifications as listed in the job ad. Please review our articles on Employment Application and Minimum Qualifications and Verification of Experience and/or Education for considerations taken when reviewing applications. 

Education: 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 or labor relations, human resources operations, civil rights, learning and organizational development, or health and safety 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 or labor relations, classification and compensation, human resources operations, civil rights, learning and organizational development, or health and safety.

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 advanced degree cannot substitute for the required supervisory experience).

Desirable Qualifications:

• Strong leadership and management skills.
• Excellent analytical, communication, interpersonal, and negotiation skills.
• Excellent problem-solving and conflict resolution skills.
• Experience developing and implementing strategies to attract and retain mission driven public health candidates and staff.
• Ability to work effectively in a fast-paced large public health environment.
• Strong organizational skills with the ability to manage multiple priorities with consistent attention to detail, to set priorities, and to meet deadlines.
• Able to effectively communicate complex findings concisely.
• Strong understanding of HR data.
• Experience leading teams that collect, analyze, and report on human resources and health equity data.
• Ability to lead and work collaboratively with diverse groups of people.
• Able to work with a variety of stakeholders to identify and address HR data needs.
• Strong understanding of public health industry trends, and talent and workforce needs.
• Experience developing and implementing data analytics solutions to identify trends, improve decision-making, and track the effectiveness of HR programs.
• Experience with collective bargaining.
• Proficiency in Microsoft Office and HRIS systems.
• A master's degree in a related field such as industrial organizational psychology, labor relations or a J.D.

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

Minimum Qualifications Supplemental Questionnaire (MQSQ): (Weight: Qualifying)
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.

Supplemental Questionnaire Evaluation: (Weight: 100%)
Qualified candidates will be prompted to complete 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 0932.

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 must be achieved to be placed/ranked on the Eligible List. Candidates will be placed on the eligible list in rank order according to their final score.

Candidates from the eligible list will be invited to interview for specific positions with consideration of at least score/rank and experience cited in application materials that most closely matches the responsibilities of the position.

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

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.

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 will receive a confirmation email from notification@careers.sf.gov 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.

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.