0932 Manager IV - Assistant Director of Human Resources

Recruitment #PBT-0932-903194


The filing deadline has been updated from a continuous submission deadline to
9:00am on Wednesday, February 20, 2019.

 Interested candidates MUST apply immediately
as this announcement will close at 9:00am, Wednesday, February 20, 2019.


Amended on January 29th and February 1st to reflect changes in the Minimum Qualifications.


This is a Position Based Test conducted in accordance with Civil Service Commission Rule 111A.


San Francisco International Airport

SFO is a world-class, award-winning airport that served more than 57 million guests in fiscal year 2017/18. SFO offers non-stop flights to 50 international cities on 44 international carriers. The Bay Area's largest airport also connects non-stop with 85 U.S. cities on 12 domestic airlines. The Airport, an enterprise department of the City & County of San Francisco, accounts for $8.4 billion in business activity and supported nearly 43,000 direct jobs.


SFO’s mission is to provide an exceptional airport in service to our communities and is committed to redefining air travel. SFO is renovating Terminal 1: The Harvey B. Milk Terminal, the largest capital project in the Airport’s $7.3 billion Ascent Program. For more information, visit www.flysfo.com. You can also watch a video about careers at SFO.


Position Description

SFO is looking to appoint, by April 2019, an Assistant Director of Human Resources to administer its human resource functions which includes recruitment, hiring/exams, payroll and processing, and labor relations. This individual will manage a team of approximately 30 employees, and will report to the Airport’s Director of People, Performance & Development (0953 Deputy Director III), providing assistance in the overall planning, organization, and direction of the Airport’s Human Resources Office while exemplifying SFO's mission and core values.


SFO’s Mission & Core Values

Mission Statement

We provide an exceptional airport in service to our communities

Core Values

Safety and security is our first priority

We are one team

We treat everyone with respect

We communicate fully and help one another

We strive to be the best

We are innovative

We are open to new ideas

We are committed to SFO being a great place to work for all employees

We are each responsible for the Airport’s success

We take pride in SFO and in our accomplishments 


Major duties of this position include:

  • Merit System Services Management – management of activities related to recruitment, examination, assessment, classification, selection and appointment of job applicants and/or employees in accordance with Civil Service Commission rules.
  • Payroll Management – management of activities related to the operation of a complex and large computerized payroll and personnel system.  This includes processing payroll for approximately 1,800 employees in accordance with pertinent laws, ordinances, regulations, policies, MOUs, and contract provisions and procedures, as well as maintaining accurate records and files.
  • Personnel Operations Management – management of activities related to employee transactions, such as appointments, leaves, and separations, as well as onboarding employees, overseeing administration of employee performance appraisals and securing position request-to-fill approvals.  Responsibilities will also include the assessment, development, implementation and monitoring of personnel policies and compliance activities.
  • Labor Relations Management – management of activities related to the interpreting and administering of Collective Bargaining Agreements, the handling of grievances according to the provisions of these agreements, the administration of progressive discipline, and participation in arbitrations, collective bargaining activities and investigations of employee work environment issues. 

Minimum Qualifications

1. Possession of a Bachelor’s Degree from an accredited college or university AND

2. Eight (8) years of professional human resources experience performing duties that include significant assignments in one or more areas of recruitment and selection; classification and compensation; employee and labor relations; and/or human resources operations. Qualifying experience must include four (4) years supervising human resources professionals in these areas.


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.


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


Desirable Qualifications:
The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred to hiring.

  • Experience within a governmental agency managing professional-level Human Resources staff engaged in recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration, and human resources operations;
  • Excellent oral communication and written skills, including presentations to senior management and/or governing bodies, and facilitation of large intradepartmental meetings;
  • Experience at planning and presenting at an executive or senior management level including interfacing with all managerial levels;
  • Demonstrated and successful experience formulating and implementing effective solutions to complex issues and problems, including oversight of complex HR audits, analyses and investigations;
  • Outstanding analytical, strategic thinking to lead and implement data-driven human resources strategy, and translate it into achievable goals;
  • Working knowledge of applicable local, state and federal laws and regulations which include San Francisco City Charter, Administrative codes, Civil Service Rules, Annual Salary Ordinance and Collective Bargaining Agreements affecting department operations.

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

Verification of qualifying experience, when requested, must be documented on the employer's business letterhead and must include the name of the applicant, job title(s), dates of employment, description of job duties performed, and signature of the employer or the employer’s authorized representative. 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. 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. Verification may be waived if impossible to obtain. The applicant must submit a signed statement explaining why verification cannot be obtained. Waiver requests will be considered on a case-by-case basis. Failure to provide the required verification, or request for waiver when requested may result in rejection of application.

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. Make sure your application and any attachments to the application submitted at the time of filing are complete and accurate and include details on all experience, education, training and other information that qualifies you for this recruitment. Failure to submit a complete and accurate application at the time of filing may result in your ineligibility for this recruitment or inability to receive full credit for scoring purposes. Any new information concerning work experience, education, training and other information that is submitted after the filing deadline may not be used for scoring or considered to determine whether you meet the minimum qualifications.

How To Apply

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit www.jobaps.com/sf to register an account (if you have not already done so) and begin the application process.

  • Select the desired job announcement
  • Select “Apply” and read and acknowledge the information
  • Select either “I am a New User” if you have not previously registered, or “I have Registered Previously”
  • Follow instructions on the screen

Computers are available for the public (from 8:00 a.m. to 5:00 p.m. Monday through Friday) to file online applications in the lobby of the Dept. of Human Resources at 1 South Van Ness Avenue, 4th Floor, San Francisco.

Applicants may be contacted by email about this announcement 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).

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.

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.

If you have any questions regarding this recruitment or application process, please contact the exam analyst, Amber Lytle by telephone at 415-557-4880 or by email at amber.lytle@sfgov.org.

Selection Procedures

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying):
Candidates will be prompted to complete a Supplemental Questionnaire as part of the online employment application. 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. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.

Management Test Battery (Weight for Ranking Purposes: 100%):
Qualified c
andidates will be invited to participate in the Management Test Battery (MTB), a computer-based, multiple-choice 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 and Process Improvement. A passing score must be achieved on the Management Test Battery in order to continue in the selection process. For more information about this Management Test (and a suggested reading list) please visit: https://sfdhr.org/management-test-battery-information. Note:
This is a standardized examination and, therefore, test questions and answers are not available for public inspection or review.

Scores attained on the MTB remain 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 MTB. The MTB 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 MTB, 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 MTB. 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 MTB is used. Please note that, should you re-test, your re-test score will become your official score since it is the most recent.

Technical Knowledge HR Exam - General/Operations Emphasis (Pass/Fail Only):
Qualified candidates that successfully achieve a passing score on the MTB will be invited to participate in the Technical Knowledge HR Exam (General/Operations Emphasis). Candidates will be required to pass this multiple-choice/true-false examination in order to move forward in the selection process.  However, their scores will not be used for ranking purposes. The examination, aka HR Supervisor/Manager (Generalist) Examination, is designed to assess technical knowledge, ability and skill areas associated with various Generalist HR Supervisor/Manager positions including those at the 1246 and 0931 levels. These areas 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 and probationary periods, employee leave, pre-employment, probationary periods, 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.

Applicants who have taken the HR Supervisor/Manager (Generalist) Examination within the last year (e.g., in association with 1246 Supervisor and/or 0931 Manager job announcements) will not be required to re-take this test component as their scores will be automatically applied. However, as a senior management title, it is likely that the passing point to be established for this 0932 announcement will be set higher than that established for either the 1246 and 0931 recruitments.  Therefore, a passing score attained previously on this examination in association with prior 1246 and/or 0931 job announcements is not a guarantee of moving forward in the selection process for this particular recruitment. Further, in accordance with the re-test policy previously established for this HR Supervisor/Manager (Generalist) Examination, applicants who have yet to take this test, as well as those who have taken it more than one year ago and who wish to retest, will have their test results on this HR Supervisor/Manager (Generalist) Examination "banked" for three years, starting from the date of the upcoming test administration. After one year, those individuals will have the option to apply their upcoming test score or re-take the test whenever they apply to an HR Supervisor/Manager (Generalist) announcement for which this test is used. Please note that, upon re-test, the re-test score (i.e., not the prior or higher score) becomes one’s official score.

Note 1: A minimum passing score must be attained on each of the above-described tests in order to pass the overall, civil service examination process and be included on a confidential eligible list and be considered for possible certification.

Note 2: Following certification from the eligible list, the department may administer additional position-specific selection procedures to make final hiring decisions.

Note 3: The content of the above-described examinations (e.g., questions, answers, stimulus material) will not be made available for public inspection or review given that these are standardized examinations and subject to re-use.

Transportation Security Administration (TSA) Security Clearance
Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening. Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination. Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

Conviction History

As a selected candidate for a job, you will be fingerprinted, and your fingerprints will be sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history (if any) will be used to determine whether the nature of your conviction (or arrest, in limited circumstances) conflicts with the specific duties and responsibilities of the job for which you are a selected candidate. If a conflict exists, you will be asked to present any evidence of rehabilitation that may mitigate the conflict, except when federal or state regulations bar employment in specific circumstances, such as:

  • Candidates for positions with the Unified School District and the Community College District may be disqualified from consideration should their conviction history not meet the standards established under the California Education Code.
  • Candidates for positions with the Recreation and Park Department may be disqualified from consideration should their conviction history not meet the standards established under California Public Resources Code 5164.

Having a conviction history does not automatically preclude you from a job with the City.

If you are a selected candidate, the hiring department will contact you to schedule a fingerprinting appointment.

Disaster Service Workers

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.


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.

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 Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246. Search that document by title or job code to see which departments use the classification.

The certification rule for the eligible list resulting from this examination will be Rule of the List. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at: 

Information regarding requests for Veterans Preference can be found at: 

Information regarding seniority credit can be found at: http://www.sfdhr.org/index.aspx?page=20#senioritycredit

General Information concerning City and County of San Francisco Employment Policies and Procedures:
Important Employment Information for the City and County of San Francisco can be obtained at http://sfdhr.org/information-about-hiring-process or hard copy at 1 South Van Ness Avenue, 4th Floor.

Copies of Application Documents:
Applicants should keep copies of all documents submitted, as these will not be returned.

Right to Work:
All persons entering the City and County of San Francisco workforce are required to provide verification of authorization to work in the United States.

Terms of Announcement:
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 www.jobaps.com/sf.

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.

Exam Type:  CPE
Issued: January 25, 2019; Amended January 29, 2019, February 1, 2019 & February 19, 2019
Micki  Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: 903194


All employees hired on or after January 10, 2009 will be required (pursuant to San Francisco Charter Section A8.432) to contribute 2% of pre-tax compensation to fund retiree healthcare. In addition, most employees are required to make a member contribution towards retirement, ranging from 7.5%-13.25% of compensation. For more information on these provisions, please contact the personnel office of the hiring agency.

For more information about benefits, please click here.


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