People Science & Strategy Manager - Human Resource Services - SFPUC (0923)
Job Description
About People Science & Strategy
We are People Science & Strategy, a team within Human Resource Services at the SFPUC. We were founded in 2014 to address changing workforce needs and succession planning issues at the SFPUC. We strive to create a workplace with thriving, diverse, and engaged employees using innovative, behavioral science-based consulting to the SFPUC.
Our goals:
Implement a competency framework to align all talent management practices
Establish an organization-wide workforce planning process to address workforce gaps across the SFPUC
Increase employee engagement and build a culture of high-performance and inclusivity
Expand our internal consulting in the areas of talent management, organizational effectiveness, and diversity, equity, and inclusion
Provide business and talent insights to build a culture of data-based decision making
POSITION DESCRIPTION
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
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, 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.
Specific duties will include:
• Plans, assigns, and evaluates 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
• Builds, develops, and retains high-performing and motivated staff to carry out the team's strategic goals and initiatives
• Coordinates the development of new workforce planning tools and processes, working with business leaders to pilot and implement across the organization
• Develops and monitors project and change management plans for long-term, strategic initiatives
• Directs the team to serve as internal consultants to HRS to improve and 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 implementation and 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 implementation of new talent management 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
• Directs the development of new communication strategies to promote transparency of project work and talent management practices
• 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
Qualifications
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 QUALIFICATIONS REQUIREMENTS 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: Two (2) years of supervisory experience.
VERIFICATION: Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process.
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.
If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at http:/ sfdhr.org/index.aspx?page=456
Verification of required work experience typically must be on the employer’s letterhead, and must include the applicant’s name, job title, description of job duties, dates of employment, hours per week, and signature of the employer, supervisor, or appropriate representative. Employees of the City and County of San Francisco may submit performance evaluations showing duties performed to verify qualifying City experience. City employees will receive credit for the duties of the class to which appointed. Credit for experience obtained outside of the employee's class will be allowed only if recorded in accordance with the provisions of Civil Service Commission Rules. CCSF employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1/111A.11.2.
Experience claimed in self-employment will only be accepted if supported by documents verifying income, earnings, business license and experience comparable to minimum qualifications above. Copies of income tax papers or other documents listing occupation and total earnings must be submitted.
Verification of required valid licensure/certification typically must be a photocopy of the license/certificate including the name of the issuing agency as well as the name of the license/certificate holder, license/certificate number, and expiration date.
Additional Information
This is a Position Based Test conducted 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 and, if so, an amended note will be posted on this official job announcement.
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.
In line with the Official Public Health Order to slow the spread of COVID-19, “shelter-in-place” has been issued for all San Francisco residents that is expected to be in effect until further notice. As a result, Department of Human Resources (DHR)’s office (located at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103) is currently closed to the general public. If you have any questions, please feel free to email the Human Resources Analyst listed on this announcement.
SPECIFIC INFORMATION REGARDING THIS EXAMINATION PROCESS ARE LISTED BELOW.
APPLICATION OPENING - DECEMBER 7, 2021 APPLICATION DEADLINE - ORIGINALLY WAS DECEMBER 21, 2021, REOPENED ON MARCH 3, 2022. REOPENED AGAIN 10/21/2022.
EXAMINATION PLAN FOR THIS RECRUITMENT CONSISTS OF THE SUPERVISOR TEST BATTERY EXAM WEIGHTED AT 50% AND A SUPPLEMENTAL QUESTIONNAIRE EXAM WEIGHTED AT 50% OF THE CANDIDATES EXAM SCORE. ELIGIBLE LIST DURATION RESULTING FROM THIS EXAMINATION PROCESS WILL BE SIX (6) MONTHS. CERTIFICATION RULE FOR THE ELIGIBLE LIST RESULTING FROM THIS EXAMINATION WILL BE RULE OF THE LIST. EXAM TYPE: COMBINED, PROMOTIVE AND ENTRANCE
EXAM ANALYST INFORMATION: If you have any questions regarding this recruitment or application process, please contact the exam analyst, Anna Owens at aowens@sfpuc.org.
Recruitment ID: PBT-0923-117296
ADDITIONAL INFORMATION REGARDING EMPLOYMENT WITH THE CITY AND COUNTY OF SAN FRANCISCO:
All your information will be kept confidential according to EEO guidelines.
Carol Isen - Human Resources Director
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.