Career Opportunity

People Science and Strategy Manager - Human Resources - SFPUC (0923) (140324)

Recruitment: RTF0140323-01110990

Published: October 19, 2023

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

About:

• Application Opening: 10/05/2023
• Application Filing Deadline: 11/20/2023
• Annual Salary: $134,524 to $171,678 Annually 
• Recruitment ID: RTF0140323-01110990 (140324)

The filing deadline for this posting has been extended to 11/20/2023. Those who have previously applied will not need to reapply.

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

WHO ARE WE?

PEOPLE SCIENCE & STRATEGY (PSS) TEAM

On the People Science & Strategy (PSS) team, we strive to use innovative, behavioral science-based consulting to create a workplace with thriving, diverse, and engaged employees. We are preparing the SFPUC to have the right workforce, with the right skills, who will continue to deliver our critical services into the future.

Our current major initiatives include:

• Employee Engagement – Expansion of the lifecycle survey program to increase employee engagement and build a culture of high-performance and inclusivity. 
• Racial Equity – The City & County passed a Racial Equity Ordinance and created the Office of Racial Equity in the past year. Each city department is developing Racial Equity Action Plans, and Phase 1 is heavily focused on equity in HR/employee practices. You can read more about it here. 
• People Analytics & Consulting – Implementation of new technologies and capability-building to provide business and talent insights and build a culture of data-based decision making. 
• Strategic Workforce Planning – Change management to establish our strategic workforce planning process across the SFPUC to identify, monitor, and address anticipated workforce gaps. 
• Competency Modeling – Continued development and implementation of the SFPUC competency framework to align all talent management practices, from hiring to performance management. 

San Francisco Public Utilities Commission (SFPUC)
Headquartered in San Francisco, we have 2,300 employees operating across eight counties serving more than 2.7 million customers in the San Francisco Bay Area – 24 hours per day, 365 days per year.

Our Mission: To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a manner that values environmental and community interests and sustains the resources entrusted to our care.

Our Vision: We are an innovative utility leader, recognized for excellent results in service, safety, stewardship, and inclusiveness.

We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. To learn more about our organization, please visit our website at https://www.sfpuc.org/.

We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce which ensures that this vision becomes a reality.

To learn more about working at the SFPUC, visit our career site at https://www.sfpuc.org/about-us/careers-sfpuc

Role description

As the People Science & Strategy Manager, you will:

Direct the strategy and activities of the People Science & Strategy (PSS) team, including development and implementation of a variety of critical workforce programs and initiatives in the areas of competency modeling, workforce planning, employee experience/engagement, workforce analytics, and other strategic talent management initiatives. The PSS Manager will partner with HRS leaders, the Human Resource Business Partner Manager, business leaders, and other workforce development professionals across the agency to align efforts to build a sustainable workforce that meet the SFPUC’s current and future needs.

We are looking for individuals who:

• Are experienced with behavioral research concepts/principles, workforce analytics, and data-driven decision-making
• Think strategically and adeptly build relationships and support to achieve organizational goals
• Cultivate a culture of innovation, inclusiveness, and high-performance

Area of Focus and Goals:

1. Implement a competency framework to align all talent management practices;
2. Establish an organization-wide workforce planning process to address workforce gaps across the SFPUC;
3. Increase employee engagement and build a culture of high-performance and inclusivity;
4. Expand our internal consulting in the areas of talent management, organizational effectiveness, and diversity, equity, and inclusion;
5. Provide business and talent insights to build a culture of data-based decision making.

Essential duties and responsibilities will include, but are not limited to:

• Manages staff performing professional and technical work in the areas of competency modeling, workforce planning, employee experience/engagement, workforce analytics, and other strategic talent management initiatives;
• Coordinates the development of new workforce planning tools and processes, working with the Human Resource Business Partner (HRBP) Manager and the leadership team to pilot and implement across the organization;
• Develops and monitors project and change management plans for long-term, strategic initiatives;
• Develops the team’s internal consultation competency to align processes to research, best practices, and a competency-based framework;
• Collaborates with internal partners to build foundational structures, systems, and tools to establish a workforce analytics function, and ensure data-driven decisions within HRS and at the SFPUC;
• Builds cross-functional relationships across the SFPUC and with other City departments to ensure success of projects;
• Directs the strategy for continuous improvement of the SFPUC’s competency framework;
• Establishes an engagement program at SFPUC to ensure a positive employee experience, building out the program to include areas such as diversity and inclusion, manager effectiveness, etc.;
• Drives the successful research and development of new talent management tools, guides, resources, and technologies;
• Provide research and best-practice based consultation to SFPUC Executive Team to address complex, long-term talent management/workforce planning/organizational development needs, leveraging the competency framework when appropriate;
• Oversees research activities, including guiding staff in establishing new data collection methods and providing data analysis and recommendations, to support workforce analytics, competency modeling, engagement, and special projects;
• Establishes performance measures for all programs and initiatives to continually assess progress and effectiveness, as well as to adjust program direction;
• Oversees and delivers effective and engaging presentations to executive and other diverse audiences;
• Directs the allocation of resources to achieve timely outcomes and measurable goals within budget;
• Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives.

The 0923 People Science and Strategy Manager will perform other related duties as assigned.

How to qualify

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

Experience:
Three (3) years of verifiable professional experience in the areas of competency modeling, workforce planning, employee experience/engagement, and/or workforce analytics.

Substitution:
A.  Education Substitution: Additional qualifying experience may substitute for the degree requirement on a year-for-year basis for up to two (2) years, (30 semester/45 quarter units equals one year).

B.   Experience Substitution: Possession of a 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.

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.

Desirable Qualifications: 

Education: Possession of a master’s degree in Industrial-Organizational Psychology, or closely related field.

Experience: One (1) year of supervisory experience.

The stated desirable qualifications may be considered at the end of the selection process when candidates are referred for hiring.

Verification:

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. Education verification information on 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. Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

Resumes will not be accepted in lieu of a completed City and County of San Francisco application.

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): Candidates will be required to complete a MQSQ as part of the employment application. 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.

Behavioral Consistency Questionnaire (BCQ) (Weight: 100%)
Candidates will be prompted to complete a BCQ as part of the recruitment process. The BCQ is designed to measure applicant’s relative knowledge, skills and abilities in job-related areas, identified as critical for successful performance. The purpose of the BCQ is to evaluate the experience, knowledge, skills and abilities that candidates possess in job-related areas, which have been identified as critical for this position and include, but are not limited to: Knowledge of: current applied organizational and behavioral sciences theories, best practices, and ethical obligations related to human behavior research; theory and research in human behavior, criterion development, and measurement pertaining to employment testing and selection, performance management, and employee development (performance assessment); structured approach and people-oriented strategies used to drive the adoption and usage of new solutions to fully realize organizational benefits and project objectives (change management); business concepts, terms, and tools used to make informed financial and operational decisions (business acumen); relationships, histories, and networks among employees and their impact upon organization, building consensus, and accomplishing goals (political savvy); Ability to build open, honest, and respectful relationships through effective communication and collaboration techniques (relationship management); build and develop a highly-skilled workforce based on organizational goals, budget considerations, and staffing needs (performance management); formulate objectives and priorities, implement plans, and allocate resources to achieve the long-term goals of an organization (strategic planning); take ownership of problems and make timely, responsible, transparent, and clear decisions (decision making and problem solving); approach work in a systematic manner, using critical thinking, auditing, and knowledge management methods.

All responses to the BCQ are subject to verification and must be consistent with the information provided in your application.

Passing Score: Candidates must obtain a passing score on the Behavioral Consistency Questionnaire in order to be placed on the score report for positions in this job class.

Candidates will be placed on the eligible list in rank order according to their final score. Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.

The department may administer additional position-specific selection procedures to make final hiring decisions. Candidates scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director.

CERTIFICATION RULE: The certification rule for the ranked eligible list resulting from this examination will be Rule of The List (ROL) Scores. The department may administer additional position-specific selection procedures to make final hiring decisions.

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.

Upon approval of the Human Resource Director (see Civil Service Rule 111A.26.5), the eligible list/score report resulting from this announcement may be used by other departments that also use this classification or a similar classification.

To find other Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246

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.

What else should I know?

• 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 Linda Muir at LMuir@sfwater.org.

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.