1246 Principal Human Resources Analyst

Talent Acquisition Manager

Recruitment #PBT-1246-108728

Introduction



This is a Position-Based Test conducted in accordance with CSC Rule 111A.

Who are we?
San Francisco Public Utilities Commission (SFPUC)
Headquartered in San Francisco, we have 2,300 employees working in seven counties with a combined annual operating budget of over $900 million.

Our Mission: To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a manner that values environmental and community interests and sustains the resources entrusted to our care.

Our Vision: We are an innovative utility leader, recognized for excellent results in service, safety, stewardship, and inclusiveness.

We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. To learn more about our organization, please visit our website at www.sfwater.org

We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce which ensures that this vision becomes a reality. As you explore career opportunities with us, download our career guide and learn about what you can expect during the hiring process. 

WORK LOCATION: There is currently one (1) available position. The position is with our Human Resource Services-Talent Acquisition, located at 525 Golden Gate Avenue, San Francisco CA.  This position may require the employee to temporarily telecommute on a full-time basis until further notice is given to return to the office.

About Human Resource Services (HRS)
How do we deliver over 180 million gallons and 129,000 kilowatts of clean and reliable water and energy every day to our communities? Not just through our infrastructure, but through our people. At the SFPUC, HRS has a seat at the table and leads the agency's success by consistently driving a people-oriented focus through every level of the business.

With our current workforce aging and upwards of 50 percent anticipated vacancies within the next five years, our HRS team is growing and transforming to rise to the challenge. We are actively recruiting skilled workers across over 200 occupations with an emphasis on diversifying the workforce and focusing on engaging and retaining our workforce. We provide comprehensive HRS programs and initiatives across the tactical-operational-strategic spectrum to create a people-first culture.

In everything we do and strive to achieve, each HR team is guided by five strategic priorities:


POSITION DESCRIPTION
Under general direction of the Deputy People Officer, the Talent Acquisition Manager performs difficult and complex professional and technical personnel work in talent acquisition through a team of professional staff responsible for agency-wide recruitment, examinations, classification, human resources operations functions; and performs other related duties as required.

EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES
According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned to this job code/class and are not intended to be an inclusive list.

  • Partners/collaborates with SFPUC enterprises and bureaus to align and execute Talent Acquisition (TA) strategies in support of agency business objectives and strategic goals.
  • Supervises a team of professional human resources staff responsible for agency-wide recruitment, examinations, classification, and other talent acquisition operations.
  • Develops staff in accordance with Agency’s competency model.
  • Plans and organizes an aggressive program of recruitment designed to meet the goals of the Agency; directs the examination program for the Agency’s recruitment process.
  • Ensures recruiting activities identify, assess and engage a diverse pool of potential qualified candidates consistent with the Agency’s value of diversity, equity and inclusion.
  • Develops and implements hiring/recruitment data analytics to measure progress in achieving operational, DEIB, and process transparency goals. 
  • Evaluates programs and activities in meeting operational needs and makes recommendations to increase efficiencies and client satisfaction.  
  • Implements formal process improvement methods to increase both organizational and operational efficiencies.
  • Plans, evaluates, develops and recommends changes and revisions to organizational policies and procedures in compliance with Civil Service Rules, Department of Human Resources policies and procedures, professional and ethical standards.
  • Serves as a role model and provides guidance to staff in prioritizing work with conflicting or competing deadlines through clear expectation setting and sound judgment of the situation.
  • Guides and/or performs special projects involving the planning, research, development or implementation of technical phase of human resources administration.
  • Prepares various memoranda, correspondence, and reports with recommendations. 
  • Appears before committees, legislative and governing bodies; and conducts presentations on recruitment, selection, classification and other HR related matters.
  • Performs other related duties and responsibilities as required.
COMPETENCIES 
The Talent Acquisition Competency Model outlines the competencies that are needed for success in this position:
Equal Employment Opportunity:  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.

Minimum Qualifications

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

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
Experience Substitution - Possession of a Juris Doctorate (J.D.) or a Master’s degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may be substituted for one (1) year of the required non-advanced journey/non-lead/supervisory experience.

Education Substitution - Verifiable professional human resources work experience in one or more of the following areas may substitute for up to two years of the required education on a year-for-year basis: recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration and human resources operations (30 semester units/45 quarter units equal 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 the required non-advanced journey/non-lead/supervisory experience.

Special Condition:  Twelve (12) months of verifiable business process improvement methodology experience.

The above minimum qualifications reflect special conditions associated with the position to be filled. They may differ from the standard minimum qualifications associated with this classification.

Desirable Qualifications:  The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring.
  • Experience conducting job analysis and developing and administering examinations. 
  • Experience supervising a team of professional staff responsible for recruitment, selection and classification functions.

Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted. All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included in the “Education” and “Training and Employment Record” sections of the City and County of San Francisco online application by the filing deadline. A resume does NOT substitute for this section of the City application and will not be considered in determining whether you meet the minimum qualifications.

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 http://sfdhr.org/index.aspx?page=456.

Verification of required work experience typically must be on the employer’s letterhead, and must include the applicant’s name, job title, description of job duties, dates of employment, hours per week, and signature of the employer, supervisor, or appropriate representative.  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. CCSF employees will not receive credit for experience obtained outside of their classification unless recorded in accordance with the provisions of the Civil Service Rule 110.9.1/111A.11.2.

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.

Verification of required valid licensure/certification typically must be a photocopy of the license/certificate including the name of the issuing agency as well as the name of the license/certificate holder, license/certificate number, and expiration date.

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.

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 (PBT-1246-108728)
  • 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
In line with the Official Public Health Order to slow the spread of COVID-19, “shelter-in-place” has been issued for all San Francisco residents that is expected to be in effect until further notice.  As a result, Department of Human Resources (DHR)’s office (located at 1 South Van Ness Avenue, 4th Floor, San Francisco, CA 94103) is currently closed to the general public. If you have any questions, please feel free to email the Human Resources Analyst listed on this announcement. 

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 your 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. Applicants will receive a confirmation email that their online application has been received in response to every announcement for which they apply.  Applicants  should retain the confirmation email for their records.  Failure to receive the 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, Regina Tharayil, by telephone at 415-554-1682, or by email at rtharayil@sfwater.org.
Qualified candidates will be notified of the exact date, time and location of the examination.

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.

Supervisory Test Battery (Weight: 55%) 
Candidates deemed qualified and admitted to the examination process will be administered 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
Candidates must attain a passing score on this test component in order to move forward in the selection process.

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

Technical Knowledge HR Exam (Recruitment and Examinations Emphasis) (Weight 45%)
Qualified 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 processes related to job analyses, test administration, test development, recruitment, harassment, EEO and ADA laws. It is also designed to measure analytical and quantitative ability, basic statistics, ability to interpret data in tables, graphs and charts, and basic computer use (e.g., Outlook, WORD, Excel, PowerPoint). 
Candidates must attain a passing score on this test component in order to move forward in the selection process.

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

Candidates must attain a minimum passing score on the Supervisory Test Battery and the Written Multiple-Choice Technical Knowledge HR Exam (Recruitment and Examinations Emphasis) in order to move forward in the selection process.  The above test components are standardized exams 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 where “recruitment and examinations” is the job’s emphasis. This means that, should you apply during this three-year time period for a 1246 and/or 0931 HR job opportunity for which “recruitment and examinations” 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.]

A passing score must be achieved on the exam components listed above in order to be placed on the eligible list score report.  Candidates will be placed on the eligible list in rank order according to their final score. Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director. 

The department may administer additional position-specific selection procedures to make final hiring decisions. 

Qualified candidates will be notified of the exact date, time and location of the examination.

Certification Rule: 
The certification rule for the ranked eligible list resulting from this examination will be Rule of 5 Scores.
The department may administer additional position-specific selection procedures to make final hiring decisions. 

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 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 other Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/ASO-Level-Chart.pdf?documentID=21246.

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 yo