0931 Human Resources Manager

Recruitment #PBT-0931-103993


0931 Departmental Personnel Officer
Controller's Office

The Controller serves as the chief accounting officer and auditor for the City and County of San Francisco. The Controller's Office is responsible for governance and conduct of key aspects of the City's financial operations, including operating the City's financial systems and procedures, maintaining the City's internal control environment, processing payroll for City employees, managing the City's bonds and debt portfolio, and processing and monitoring the City's budget. The department produces regular reports and audits on the City's financial and economic condition and the operations and performance of City government.

We are seeking an experienced Human Resources Professional to effectively oversee all Human Resources activity in our department of approximately 300 employees.  We’re looking for someone who will advocate our Mission to ensure the City’s financial integrity and promote efficient, effective and accountable government; someone who will practice and promote our Core Values of Teamwork, Trust, Respect, Equal Opportunity, Communication and Excellent Service.

Job Description:
Under general administrative direction of the 0953 Director of Finance and Administration, the Human Resources Manager provides oversight of all human resources related activities. Working closely with the executive leadership team, the Human Resources Manager serves as a business partner and plays a key role in assessing business performance to develop HR solutions that facilitate successful business strategies, foster leadership success, and drive the employee and customer experience.

The Human Resources Manager plans, monitors, evaluates, and supervises the operation of the Controller’s Office’s Human Resources Section; coordinates payroll and other Human Resource functions; advises and consults with Senior and Executive Management and resolves problems or conflicts; makes or recommends final decisions regarding policy, operations, and administrative procedures. The Human Resources Manager implements and monitors adherence to HR policies, procedures and practices; drives operational efficiencies and supports business objectives by successfully delivering Human Resources programs and services. The Manager is responsible for the overall planning, development and implementation of employment, recruitment and selection programs, unit operations, and other special projects dedicated to meeting the needs of the Controller’s Office.

Example of duties:

Human Resources Unit

  • Manages the daily activities related to the operations of Human Resources.
  • Provides supervision, direction, coaching, and performance evaluation of assigned staff.
  • Monitors and evaluates the effectiveness and efficiency of the unit’s service delivery system, organizational structure, staffing levels, systems, and other internal operations; identifies and recommends alternative approaches or improvements; implements revisions, adjustments and changes.
  • Manages and leads all People functions in the Planning Section in the Controller’s Office Departmental Operations Center.
  • Develops and maintains innovative tools to increase effectiveness and efficiency.
  • Oversees and administers unit’s budget; directs and monitors expenditures in accordance with the approved budget; directs the preparation and maintenance of a wide variety of statistical, fiscal, and operational reports and studies.
  • Develops and implements policies and procedures in compliance with relevant CCSF and Control's Office policies, federal, state and local legislation.

Controller's Office

  • Facilitates department compliance with American's with Disabilities Act (ADA), Family Medical Leave Act (FMLA), Worker's Compensation, and other laws, regulations, and local ordinances.
  • Provides consultation, guidance, and direction to Department managers regarding Civil Service Rules, Citywide policies, and compliance with Departmental policies.
  • Provides executive leadership with data, analysis, recommendations and advice regarding employment trends, practices, and characteristics of Department workforce.
  • Directs the allocation of resources to achieve timely outcomes and measurable goals within budget; adjusts plans and programs to meet emerging or new needs, while continuing to address major departmental priorities.
  • Participates in Department strategic plan initiatives and performance measurements, inclusive of a hiring plan and identification of human resource priorities.
  • Participates in departmental budget development, providing detailed justification and persuasive arguments for proposals or initiatives.
  • Oversees the development and delivery of training compliance with city and Departmental policies and procedures related to human resource requirements.
  • Develops initiatives to increase, measure, and maintain both employee and customer satisfaction; champions the organizational culture by helping staff build individual competencies, improving teamwork & communication, securing the support of senior management for new initiatives, and fostering an environment of continuous improvement. This includes administration of the biennial Climate Survey.


    • Serves as the Department liaison, representing the department in Human Resources areas; negotiates and resolves difficult and complex issues; serves on a variety of Committees and Boards.
    • Manages recruitment and HR-related functions of the 1649 Accountant Intern Program and Citywide Accounting Series development and examinations.

    Compensation and Benefits:
    The normal annual salry range is $125,450 - $160,134. Appointment above the maximum of the normal range may be considered based on certain criteria. A special approval process is necessary for appointment above the normal salary range. For additional information about the City's benefits package, please visit: https://sfdhr.org/MEA-Miscellaneous-Benefit-Summary 

    Minimum Qualifications

    1. Possession of a baccalaureate degree from an accredited college or university; AND


    2. Five (5) 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 three years must have been in a supervisory role, supervising 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.


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


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


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

    • Experience utilizing the principles and methods used in modern human resource administration, particularly those applicable to public agencies
    • Ability to work effectively and collaboratively with all levels of management and staff and foster an inclusive, healthy environment
    • Experience analyzing, creating and interpreting HR data to produce recommendations
    • Experience with PeopleSoft HCM comparable to SF People & Pay:  Learning Management Systems comparable to SF Learning applications/tools, and/or like Enterprise Resource Planning tools.
    • Ability to promote change and manage many levels of detail in implementation
    • Excellent oral communication and written skills, including presentations to management and/or governing bodies, and facilitation of large intradepartmental meetings

    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, Louis Voccia, by telephone at 415-554-7552, or by email at Louis.voccia@sfgov.org.

    Selection Plan

    1. Minimum Qualification Supplemental Questionnaire (Weight: Qualifying)

    2. Management Test Battery (Weight 55%)

    3. Technical Knowledge HR Exam (Weight 45%)

    Selection Procedures

    Applications will be screened for relevant qualifying experience. Additional screening mechanisms may be implemented in order to determine candidates’ qualifications. Only those applicants who most closely meet the needs of the Agency will be invited to participate in the selection process. Applicants meeting the minimum qualifications are not guaranteed advancement to the interview.

    1. 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.


    2. Management Test Battery (Weight: 55%)

    Qualified candidates 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 reviewexamination 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.


    3.Technical Knowledge HR Exam – Generalist/Operations Emphasis (Weight 45%):

    Qualifying candidates 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 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. A passing score must be achieved on the Technical Knowledge HR Exam in order to continue in the selection process.  


    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 where “Generalist/Operations” is the job’s emphasis. Note, this is a separate exam from the Technical Knowledge HR Exam with an emphasis on “Recruitment and Examinations” and/or “Labor Relations’. This means that, should you apply during this three-year time period for a 1246 and/or 0931 HR job opportunity for which “Generalist/Operations” is 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 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 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. 


    Certification Rule

    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.


    Eligible List/Score Report

    A confidential eligible list with names of candidates who have passed the civil service examination process will be created and used for certification purposes only. An examination score report will be established so interested parties can view the ranks, final scores, and number of eligible candidates. Applicant information, including names of candidates 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 that 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 six 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 that use this classification, please click here click here. Search that document by title or job code to see which departments use the classification. Qualified applicants with disabilities requiring reasonable accommodation in the selection process must contact the Agency by phone at (415) 554-6000 or, if hearing impaired at (415) 554-6015 (TTY).





    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.


    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.

    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.

    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: 


    Exam Type:  P
    Issued:  02/xx/2020
    Micki  Callahan
    Human Resources Director
    Department of Human Resources
    Recruitment ID Number: 103993


    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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