1244 Senior Human Resources Analyst

Employee & Labor Relations Analyst - Maintenance Division Pier 50

Recruitment #PBT-1244-097750

Introduction

 

 

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

 

 

The Port of San Francisco is an enterprise agency of the City and County of San Francisco and is governed by a Commission of five members appointed by the Mayor. The Port Commission is responsible for overseeing a broad range of waterfront commercial, maritime, and public access facilities that are held in public trust for the people of California. The Port’s jurisdiction covers approximately 7.5 miles of waterfront land from Pier 98, near Hunter’s Point in the southern part of San Francisco, to Fisherman’s Wharf in the northern part of the City.

The Port’s diverse business portfolio includes over 550 ground, commercial, retail, office, industrial and maritime industrial leases including cargo shipping, ship repair, excursion boats, ferry boats, fishing and fish processing/distribution, tourism, filming, harbor services, and cruise-shipping. With some of the most modern and flexible shipping-terminal facilities on the West Coast, as well as naturally deep water, the Port can handle just about any type of cargo, including containers, break-bulk, neo-bulk, automobiles, and project cargoes.

The Port of San Francisco has many internationally recognized landmarks such as Fisherman’s Wharf, Pier 39, the Exploratorium, the Ferry Building and Oracle Park, home of the San Francisco Giants baseball team. With its unique and historic properties, the Port is home to a variety of tenants and uses. The Port Commission over the last five decades has led a remarkable transformation of the Port; maintaining its industrial maritime heritage while developing new uses, including commercial and public activities, that have helped San Francisco remain one of the most visited and popular cities on the globe. 

 

 

Job Description
The Senior Employee & Labor Relations Analyst provides high level professional and analytic support to the Port Human Resources Manager and the Deputy Director of Port Maintenance and is the lead analyst to perform a wide variety of duties related to employee and labor relations, such as providing professional guidance, advice, and training on employee and labor relations matters; drafting disciplinary documents, assisting supervisors with employee coaching, performance management, and performance improvement; conducting fact-finding investigations of potential policy violations; conducting investigations of whistleblower complaints; writing defensible investigatory reports; recommending discipline and assisting in the implementation of such actions; verifying time lines; addressing complex and sensitive employee matters; and, serving in a facilitation role for labor relations with one or more collective bargaining units, including day-to-day contract management, grievance response and resolution, conflict resolution and conflict of interest determinations.

 

This position is responsible for representing the Port in collective bargaining, at both the departmental and citywide level; assisting the Port Human Resources Manager by communicating interpretation of collective bargaining agreements and personnel policies for Port Maintenance Staff and advising managers and supervisors in the Port Maintenance Division regarding generally understood expectations of appropriate treatment of employees.

This position functions as a management advocate representing departments in formal hearings/arbitrations; provides appropriate notice to unions regarding changes in terms and conditions of employment; meets with unions to discuss related issues; researches and develops a variety of Labor Relations documents and reports including proposals, settlement agreements, side letters, statistical reports and related documentation.

This position also coordinates the processing of human resources transactions which include requests to fill vacant positions, leaves of absence and ADA accommodation; position management, performance management, onboarding and layoff processes; and prepares written materials including letters, reports, memoranda, and forms.

The Senior Employee & Labor Relations Analyst will also assist in fostering leadership success and team building by coaching and providing support to staff which may include designing a training plan focused on developing staff at all levels; conducting training needs assessments, recommending training solutions, providing content for new training programs, and facilitating or coordinating the facilitation of training and team building exercises.

The Ideal Candidate collaborates and builds consensus by maintaining and cultivating successful working relationships, exercises good judgment and makes sound decisions when working with employees within a sensitive and political environment. This candidate inspires trust by operating with consistency, strong integrity, honesty and fair-mindedness. The ideal candidate also has the following attributes:

• Collaborative team player with exceptional interpersonal, verbal, written communication and facilitation skills.
• Great communicator and listener.
• Able to remain calm under pressure and appropriately deal with conflict.
• Strong critical and strategic thinker with sound judgment, innovative and practical problem-solving skills.
• Well-organized with the ability to prioritize tasks and manage a variety of complex projects while planning a course of action that effectively and efficiently assists the organization in fulfilling its goals and objectives.

 

 

Minimum Qualifications

These minimum qualifications establish the education, training, experience, special skills and/or license(s) which are required for employment in the classification. Please note, additional qualifications (i.e., special conditions) may apply to a particular position and will be stated on the exam/job announcement. 


Education:
Possession of a baccalaureate degree from an accredited college or university; AND

Experience:
Three (3) years of verifiable professional human resources experience, similar to 1241 Human Resources Analyst, 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; AND

Special Condition:
One (1) year of verifiable professional personnel experience in Labor Relations.

Professional experience in Employee/Labor Relations may include but not be limited to conducting investigations of employee misconduct and complaints; drafting investigative reports; advising managers and supervisors on disciplinary actions; meeting and conferring with employee organizations; participating in labor contract negotiations; and/or reviewing and responding to grievances; AND

 

License and Certification:
Possession of a valid California driver’s license (to be presented at time of employment). Applicants selected for employment must be insurable and maintain insurability under the department’s automobile liability insurance policy.

 

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.


The above minimum qualifications reflect a special condition associated with the position(s) to be filled. They may differ from the standard minimum qualifications associated with this classification. 

 

Note:
•   One (1) year is equivalent to 2,000 hours worked. 2,000 hours of qualifying experience is based on a 40 hour work week.

•   Qualifying experience can be gained concurrently.


Applicants must meet the minimum qualifications and special condition by the final filing date unless otherwise noted.


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-education-requirements

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.

 

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 PBT-1244-097750
  •  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.
Please contact Suzette Love at (415) 274-0569, or by email at
Suzette.Love@sfport.com if you have any questions regarding this recruitment or application process.

 

 

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. 



Written Core Examination (Weight 50%):
Candidates who meet the minimum qualifications will be invited to participate in a written, multiple-choice examination, designed to measure their relative knowledge, skills and abilities in job-related areas. The “core” multiple-choice examination component may include, but not be limited to:

• Ability to analyze, evaluate and interpret data and information, including the ability to exercise good judgment when evaluating data and information
• Ability to read, comprehend, interpret and/or apply written information, rules, procedures, regulations, etc.
• Basic knowledge of, and the ability to apply policies, rules, and laws relating to recruitment and hiring processes, Civil Rights Act Title VII, EEO laws, and ADA
• Basic knowledge of, and the ability to apply principles, techniques, procedures and practices relating to job analyses, position classification, valid selection procedures and research, including the ability to perform mathematical calculations associated with these activities


 

Employee Relations Subtest (Weight 50%):
Knowledge of, and ability to apply, principles and practices used in grievances and dispute resolution.
• Knowledge of, and ability to apply, the Fair Labor Standards Act (FLSA).
• Knowledge of, and ability to apply, relevant court cases.
• Ability to evaluate proposed solutions, exercise good judgment, and persuade others to obtain support.


This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review.

 

 

Your score 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 re-take this test. If the selection process for the future announcement is held within one year of the date of this examination and it includes the core exam 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 test. 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 core test is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

 

 

Candidates must achieve a passing score on both the Written Core Examination and Employee Relations Subtest in order to move forward in the selection process.

 

 

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
12 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 which use this classification, please see

https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246  


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

 

 

 

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.

Conclusion

 

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.


Requests:
Applicants with disabilities who meet the minimum eligibility requirements for this job announcement can find information on requesting a reasonable ADA Accommodation at:
http://sfdhr.org/information-about-hiring-process#applicantswithdisabilities  


Information regarding requests for Veterans Preference can be found at: http://sfdhr.org/information-about-hiring-process#veteranspreference  


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

Exam Type: Combined Promotive & Entrance

Issued: July 26, 2019
Micki Callahan, Director
Department of Human Resources
Recruitment #097750
Port/SL (415) 274-0569

Benefits

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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