Principal Human Resources Analyst (1246) Generalist - Department of Public Health
Job Description
COMPENSATION RANGE: $62.94-$76.50 Hourly / $10,909.00-$13,260.00 Monthly / $130,910.00-$159,120.00 Yearly
Supervises subordinate employees in performing professional human resources work in the areas of recruitment, examinations, employee relations, classification and compensation, and human resources operations.
Coordinates recruitment activities for assigned classifications, including announcement preparation and determining sources for recruiting; confers with personnel at different operating levels to determine minimum qualifications, means of recruitment and areas to be covered; reviews recruitment matters with consultants and specialists in connection with important phases of positions to be covered in specific examinations; personally reviews those applications requiring a high degree of judgment regarding acceptance or rejection.
Performs job analyses of individual positions and classes; determines, develops and approves examination subject matter; assigns relative weights to various parts of the examination; reviews test items for construction and accuracy; establishes passing points; organizes material for final review and makes revisions, as deemed necessary; investigate and respond to complaints, protests and appeals regarding examination matters.
Supervises and participates in classification studies and projects and the processing of departmental classification requests; coordinates the preparation of class specifications; makes recommendations regarding establishing, consolidating or abolishing classes; investigates problems, complaints and appeals regarding allocations and status determinations.
Evaluates requests for leave and ADA accommodation; administers requests to fill position, employee transfers, post-referral, hiring, appoint, onboarding and layoff processes; interviews and examines candidates; administers employee discipline.
Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental compliance with provisions, and; acts as a Skelly officer in employee disciplinary hearings.
Performs highly specialized human resources work and thereby serves as a resource to assist coworkers; as assigned, supervises and participates in conducting salary and wage surveys including the collection, compilation, analysis and evaluation of data; conducts special studies and investigations pertaining to fringe benefits, working conditions and other similar matters.
Appears before legislative bodies and committees to explain and interpret matters involving recruitment, examinations, classification and compensation or human resources operations.
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.
Meets with employees, department heads, labor representatives and personnel of other jurisdictions regarding the interpretation and application of laws and regulations concerning recruitment, examinations, classification and compensation, employee relations, and human resources operations.
Performs other duties as assigned.
Qualifications
MINIMUM QUALIFICATIONS: Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted.
EDUCATION: Possession of a baccalaureate degree from an accredited college or university.
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 and human resources operations 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 and human resources operations.
SUBSTITUTION:
Education Substitution - Additional qualifying work experience as a professional human resources analyst may be substituted for up to two years of the required education on a year-for-year basis (30 semester/ 45 quarter units equals 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 required professional experience.
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.
One year of full-time employment is equivalent to 2,000 hours of work experience (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours a week are not included in the calculation to determine full-time employment.
IMPORTANT NOTE: Please make sure it is absolutely clear in your application exactly how you meet the minimum qualifications listed above. Applications that do not appear to meet the minimum qualifications will not move forward in the recruitment process.
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-educationrequirements
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.
SELECTION PROCEDURES:
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.
SUPERVISORY TEST BATTERY - WEIGHT: 50%
Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit: http://www.sfdhr.org/index.aspx?page=325
A passing score must be achieved on the Supervisory Test Battery 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.
Scores attained on the Supervisory Test Battery will be valid and 'banked' for three years, starting from the date of the examination. This means that, during this three-year time period, you will not be required to take the Supervisory Test Battery. The Supervisory Test Battery may be used for many other classes; therefore your test score may be applied to one or more of these classes if you choose to apply to future recruitments. If the selection process for the future announcement is held within one year of the date of this examination and it includes the Supervisory Test Battery, your score will be automatically applied to that announcement, However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take the Supervisory Test Battery. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another announcement for which the Supervisory Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.
MULTIPLE-CHOICE, TECHNICAL KNOWLEDGE EXAM (GENERALIST/OPERATIONS) - WEIGHT: 50%
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 component in order to move forward in the selection process.
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.
Additional Information
APPLICATION OPENING: 12/28/2021
APPLICATION DEADLINE: 01/21/2022
TERMS OF ANNOUNCEMENT: The terms of this announcement may be appealed under Civil Service Rule 111A.35.1 and Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.
MEDICAL EXAMINATION/DRUG TESTING: Prior to appointment, at the Department's expense, applicants may be required to take a tuberculosis (TB) screening test, a medical examination and/or drug test.
NOTE ON ICARE: Willingness to uphold/abide by ZSFG’s ICARE (I-Introduce, C-Connect, A-Ask, R-Respond, E-Exit) philosophy for employee and patient interactions
Additional Information Regarding Employment with the City and County of San Francisco:
If you have any questions regarding this recruitment or application process, please contact Scott DeWolfe by email at scott.dewolfe@sfdph.org. Please respond to the application confirmation email if you already applied.
All your information will be kept confidential according to EEO guidelines.
A COVID-19 Vaccine Booster is required for all San Francisco Department of Public Health employees as a Condition of Employment effective February 1, 2022.
CONDITION OF EMPLOYMENT: All City and County of San Francisco employees are required to be vaccinated against COVID-19 as a condition of employment. For details on how it is applicable to your employment, please click here.
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.