Job Description

DHR is seeking an experienced manager to serve as our Diversity, Equity, Inclusion and Belonging (DEIB) Manager, leading citywide efforts to develop and scale strategies to strengthen workplace culture and improve employee experience, in collaboration with City department partners. The DEIB Manager will be an integral member of DHR’s Workforce Development Division, supporting efforts to promote equity in employment access, job success, and career advancement for all City employees. The DEIB Manager will build and lead a small team of staff who will develop and implement organizational development efforts to improve employee experience, retention rate, and advancement of employees of color and other underrepresented populations within the City workforce. The DEIB Manager will partner closely with the Workforce Development Director and other Workforce Development managers to integrate and deepen diversity, equity, and inclusion strategies within the division’s various workforce development workstreams including:  diversity recruitment, career pathway programs, employee onboarding and training, career development services, and supervisory training and leadership development. The DEIB Manager will be actively involved in DHR’s Racial Equity Workgroup, supporting efforts to advance racial equity learning within the department; implement action items within DHR’s Racial Equity Action Plan; and foster a positive workplace culture in which all employees feel a strong sense of belonging.

In collaboration with City department partners and other stakeholders, the DEIB Manager will be responsible for an evolving and comprehensive set of responsibilities, including, but not limited to, the following:

• Identify and collaboratively implement best practices to increase employee support, engagement, performance, retention, and advancement- with special focus on improving the workplace experiences of the City’s BIPOC (Black, Indigenous, People of Color) employees and other underrepresented employee groups (e.g., employees with disabilities).
• Engage in a productive community of practice with other Racial Equity Leaders in the City; collaborate on efforts to bring needed change to the City to improve the workplace experiences of all City employees, and to strengthen a citywide culture of belonging and inclusion.
• Manage citywide employee engagement survey project, including development, implementation, analysis and presentation of results. Utilize survey data to inform strategy development and action planning for citywide improvements in workplace culture and employee experience.
• Establish appropriate metrics to measure impact and progress of DHR’s DEIB work. Develop data collection tools and strategies. Lead data analysis efforts, and regularly provide data reports/presentations to stakeholders.
• Collaborate with Learning and Development colleagues on development of equity-focused trainings for all levels of the workforce, and strategies to strengthen skill sets of City managers to lead in an equitable manner
• Provide executive coaching to leaders, as needed, on equitable leadership.
• Partner with the Human Rights Commission and other City departments on the Dream Keeper Initiative and other initiatives to improve and increase recruitment, retention, and advancement of diverse community members in the City workforce; pilot strategies and scale promising practices citywide to benefit BIPOC employees across our system.
• Provide guidance to staff and colleagues in responding to and problem-solving employee concerns in a culturally competent, empathetic, and holistic manner. Identify patterns in employee complaints that signal needed systemic changes; recommend and implement systemic changes in collaboration with other DHR leaders.
• Improve cross department communication and coordination to leverage appropriate resources and programs to address employee concerns regarding workplace culture, including: the Peer Mediation Program, Learning & Organizational Development resources, executive coaching, Employee Assistance Program, Equal Employment Opportunity, Employee Labor Relations, and/or other appropriate intervention strategies.
• Assess current state of affinity groups and employee resource groups within the City, and identify opportunities to launch and strengthen employee support groups.
• Partner with DHR's Policy and Communications division on efforts to implement and report on progress of DHR's Racial Equity Action Plan (REAP); identify opportunities to deepen DHR'S racial equity efforts.
• Together with other DHR leaders, participate in labor-management committees focused on diversity, equity, and inclusion matters of concern to the City’s labor partners
• Identify and collaboratively implement strategies to support the sustainability and well-being of staff engaged in the difficult work of racial equity and systemic change; model healthy strategies to manage stress and engage in this work without burnout, with healthy limits necessary for self-sustainability and well-being.

Qualifications

EDUCATION: Possession of a baccalaureate degree from an accredited college or university

EXPERIENCE:

• Five (5) years of professional human resources experience with an emphasis on diversity, equity, and inclusion; OR
• Five (5) years of professional experience leading workplace diversity, equity, and inclusion programs; OR
• An equivalent combination of training and experience.
• Three (3) of the five years of experience must have involved supervising professional staff.

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, or other related degree may substitute for one (1) year of the required professional experience (note, the advanced degree cannot substitute for the required supervisory experience).

DESIRED QUALIFICATIONS: The ideal candidate will possess the following skills, experiences, and insights from professional and lived experiences:

• Collaborative and effective leader, demonstrated experience managing and coaching diverse staff members to grow and thrive
• Experience developing and leading culture change initiatives at scale using data-centered approach with demonstrated success
• Utilizes a collaborative approach to organizational development, including working with formal and informal leaders to move change forward in a positive, productive manner
• Experience navigating large, bureaucratic organizations; recognizes challenges that can emerge with employee experience and workplace culture in such large, complex organizations; experience leading or supporting efforts to improve workplace culture
• Deep understanding of the challenges faced by BIPOC employees within organizations dominated by white normative culture; experience supporting employees of color to thrive within such contexts
• Experience and demonstrated success in improving outcomes for diverse and underrepresented populations
• Experience coaching leaders to recognize their own biases and strengthen equitable leadership practices to improve the workplace experiences of all their employees
• Able to identify patterns of concern that signal when systemic changes are needed; experience working in collaboration with other leaders to implement changes in organizational policies and practices to counter systemic inequities
• Demonstrates cultural competence and cultural humility; thoughtfully considers the multiple perspectives of all parties with deep empathy
• Skilled in conflict mediation and restorative practices
• Excellent written and oral communication skills
• Utilizes a data-driven approach to develop strategy, measure progress, and engage in continuous program improvement

VERIFICATION OF EDUCATION AND EXPERIENCE: Applicants may be required to submit verification of qualifying education and experience at any point in the application and/or departmental selection process. Written verification of qualifying experience must verify that the applicant meets the minimum qualifications stated on the announcement. Written verification must be submitted on employer’s official letterhead, specifying name of employee, dates of employment, types of employment (part-time/full-time), job title(s), description of duties performed, and the verification must be signed by the employer. City employees will receive credit for the duties of the class to which they are appointed. Credit for experience obtained outside of the employee’s class will be allowed only if recorded in accordance with the provisions of the Civil Service Commission Rules. Experience claimed in self-employment must be supported by documents verifying income, earnings, business license and experience comparable to the minimum qualifications of the position. Copies of income tax papers or other documents listing occupations and total earnings must be submitted. 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.

SELECTION PROCESS: Application materials including the cover letter and the updated resume will be reviewed for relevant qualifying experience. Only those applicants who most closely meet the requirements for this position will be invited to participate in the selection process. Applicants meeting the minimum qualifications are not guaranteed an invitation to the next phase of the selection process.

Additional Information

COMPENSATION: the annual compensation for this classification is $141,492 - $180,622

BENEFITS: The City and County of San Francisco offers a comprehensive benefit program for its Managers. For complete details, please visit:https://sfdhr.org/MEA-Miscellaneous-Benefit-Summary

APPOINTMENT TYPE: Permanent-Exempt (PEX). Pursuant to the City & County of San Francisco Charter, Section 10.104.18. Any person occupying a position under exempt appointment shall not be subject to civil service selection, appointment, and removal procedures. Exempt employees shall serve at the pleasure of the appointing officer.

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
• Right to Work
• Copies of Application Documents
• Diversity Statement

HOW TO APPLY:

To be considered, please submit a SmartRecruiters application and attach to your application:

• A cover letter with your interest and how your background is suitable for the role.
• An updated resume

DEADLINE FOR APPLICATIONS WILL BE SUNDAY, OCTOBER 16, 2022.

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.

For questions or inquiries, please contact: Gary Chen, Senior Human Resources Analyst at gary.w.chen@sfgov.org

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.