Career Opportunity

Principal People Relations and Support Partner – Employee & Labor Relations – San Francisco Human Services Agency (1246) (139453)

Recruitment: RTF0139261-01077694

Published: September 08, 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.

• Application Opening – September 8, 2023
• Application Deadline – September 14, 2023
• Compensation: $141,934.00-$172,536.00 Yearly https://careers.sf.gov/classifications/?classCode=1246
• List ID: PBT-1246-139453; RTF0139261-01077694

Who We Are

At the San Francisco Human Services Agency (SFHSA), we believe in a San Francisco where everyone has the opportunity and support to achieve their full potential.  We are comprised of the Department of Benefits and Family Support, and the Department of Disability and Aging Services, and are united by our commitment to deliver essential services that support and protect people, families, and communities.

From financial, nutritional and employment support to child and adult protective services, health care coverage, affordable childcare, and in-home services for older adults and persons with disabilities, our team lends support for all in need.

Our Commitment to Racial Equity

As we work towards our vision of an inclusive San Francisco, we embrace our responsibility to root out systemic racism by creating services and a workforce which reflect the lived experiences and strengths of the people we serve. We are committed to fostering a work environment where our differences are celebrated and everyone has what they need to thrive--no matter their race, age, ability, gender, sexual orientation, ethnicity, or country of origin. Click here to learn more about what this commitment looks like in action.

Role description

The SFHSA Office of People and Labor Relations seeks a 1246 Principal People Relations and Support Partner to provide strategic planning for proactively managing employee relations issues and moving the organization toward realizing a more positive and supportive work environment, in alignment with the Agency’s Racial Equity Action Plan. This includes a focus on providing guidance for coaching and supportive performance and conduct management; supporting managers and supervisors in obtaining an advanced understanding of managerial duties and implicit bias; better understanding the complexities of Agency programs and needs of our stakeholders to generate creative solutions to workplace issues; and managing employee and labor relations data to identify trends and emerging trouble spots to address issues and create a more productive, fair, and equitable workplace for all employees. 

The incumbent reports directly to the Office of People and Labor Relations Manager and, with support of other analysts, would focus on collaborating with Agency leadership to shape a supportive, coaching-first workplace culture, partner with various Human Resources (HR) programs to further implement the recommendations in the SFHSA Supportive Supervision Toolkit, work with all staff to support their success in the workplace, and help create an environment in which employees are contributing to the Agency’s mission and feel heard throughout the process.

In May 2022, SFHSA implemented the Supportive Supervision Toolkit (Toolkit) as a practical guide filled with information and resources for managers and supervisors to better support Agency employees throughout the employment life cycle. The Toolkit is designed to encourage a supportive, collaborative, and fair workplace culture. It seeks to empower supervisors and managers to set clear, consistent, and fair performance standards for all employees, bring empathy and collaboration in their interactions with employees through comprehensive performance coaching and feedback, and support employees throughout their employment life cycle.

The Agency’s supervisors and managers need high levels of support to achieve the workplace culture envisioned by the Toolkit and supported by the Agency’s Racial Equity Action Plan, through training, one-on-one coaching, empowerment, and ongoing recommendations for improvement.

Therefore, the Principal People Relations and Support Partner will be tasked with overseeing the successful implementation of the Toolkit and recommending ongoing shifts in managerial practices that positively impact the workplace culture.

ESSENTIAL DUTIES AND FUNCTIONS

According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned to this job code/class and are not intended to be an inclusive list.

1. Supervises subordinate employees in performing professional human resources work in the area of employee relations.
2. Performs highly specialized human resources work and thereby serves as a subject matter resource.
3. 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.
4. Meets with employees, department heads, and personnel of other jurisdictions regarding the interpretation and application of laws and regulations concerning employee and labor relations.
5. Interprets and applies Memorandum of Understanding (MOUs), Civil Service Commission Rules, and Department of Human Resources procedures to ensure consistent application of provisions.
6. Prepares as-needed human resources reports for budget, labor negotiations, and other entities as required.
7. Trains staff on best coaching and performance management practices.
8. Develops training materials in relation to employee support and management.
9. Uses City systems such as PeopleSoft to perform human resource transactions.

How to qualify

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

AND

2. 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; 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.

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.

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 Program may substitute for one (1) year of the required non-advanced journey / non-lead/supervisory experience.

**Applicants must meet the Minimum Qualification requirement by the final filing date unless otherwise noted.**

Note: Applicants who meet the minimum qualifications are not guaranteed to advance through all of the steps in the selection process.

VERIFICATION OF EXPERIENCE AND/OR EDUCATION:

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:

***Applicants who meet the minimum qualifications will be invited to take the following exam:

• Multiple Choice, Technical Knowledge Exam (Generalist/Operations) - September 28, 2023; this will be an online exam

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, preemployment, 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.

Score Banking:  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.

A passing score on the Multiple-Choice, Technical Knowledge (Generalist/Operations) Exam must be achieved in order to continue in the selection process.

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

Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

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.

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 six (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-2022-23.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.

If you have any questions regarding this recruitment or application process, please contact the exam analyst, Miguel Campos-Salas, by telephone at (415) 557-5185 or by email at miguel.campos@sfgov.org. 

All of 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.