0922 Diversity Recruitment Manager

Recruitment #TEX-0922-903429



Appointment Type: 

This position is a temporary exempt excluded by the Charter from competitive civil service examination process.  The successful candidate will serve at the discretion of the appointing officer. This has an anticipated duration of up to three (3) years.


The City and County of San Francisco is the City’s largest employer with over 30,000 people.  The Department of Human Resources (DHR) ensures fair and equitable practices to hire, develop, support, and retain a highly qualified workforce. 

DHR plays a pivotal role in shaping the future workforce of the City, championing the City’s vision for diversity, fairness and equity and is looking for a Diversity Recruitment Manager.  This new leadership role will be responsible for developing and leading long-term strategy towards diversity, equity and inclusion across the City workforce.


Under direction, the Diversity Recruitment Manager will be a champion of the City’s vision to create and maintain a diverse, equitable and inclusive workforce.  This position will collaborate and facilitate City-wide initiatives between key stakeholders:  Mayoral and Department executive leadership, community organizations, talent pipelines and existing employees.  This role serves as a subject matter expert in recruitment strategies, continuous process improvements and outreach to internal and external audiences relating to diversity, equity and inclusion. 


· Designs, develops and implements innovative outreach programs using diversity, equity and inclusion best practices in support of the City’s recruitment goals, succession planning and leadership development;

· Develop comprehensive metrics and key performance indicators to track and report on effectiveness of strategies and programs; present findings to a wide range of internal and external stakeholders;

· Develops and provides training to HR Analysts, hiring managers and search committees on implicit bias and other strategies regarding diversity, equity and inclusion hiring;

· Act as a liaison between key stakeholders to ensure that diversity, equity and inclusion talent initiatives are being coordinated effectively. Research and propose diversity-related initiatives to enhance our current partnerships and engagements;

· Researches most recommended methods for full cycle recruitment programs, with a focus on diversity, equity and inclusion.  Creates comprehensive recruitment strategies including marketing plans, outreach, trainings and serves as a strategic partner and consultant to implement plans within City departments;

· Collaborate with City departments to create diversity, equity and inclusion plans for recruitment; works across institutional organization lines to increase contact and visibility to outreach networks and organizations. Leverage social platforms and online recruiting resources to support the creation of talent pipelines;

· Collaborates with schools, professional organizations and associations by facilitating the exchange of information and maintaining contact including identifying opportunities to attend Diversity and Inclusion events.  Support partnerships and activities through creative methodologies that result in brand awareness, talent generation and sustainable talent pipelines for City employment;

· Act as a subject matter expert with market leaders, hiring managers and internal partners concerning methods to source and recruiting diverse candidates, and in general, all candidates for City employment;

· Collaborate with Human Resources and Workforce Development staff to develop and implement programs towards career growth and satisfaction for existing employees.

· Provide leadership and supervision to Recruiters for specific programs and/or targeted recruitments


· Exceptional ability to navigate ambiguity and build collaborative, operational plans with key stakeholders across an organization

· Excellent communication and presentation skills, with the ability to influence and build trusting relationships

· Experience in analyzing and interpreting numerical data, and translating analyses into meaningful recommendations to inform decisions and influence change

· High emotional intelligence and exceptional leadership competencies

· Highly organized, analytical, persuasive, collaborative and responsive professional

· High degree of work ethic, professional transparency, interpersonal skills, and sound business acumen

· Working and updated knowledge of employment laws, policies and practices including equal employment opportunity, affirmative action, diversity equity and inclusion

·  Proven ability to work with all levels of management as a tactical and strategic partner, coach and advisor

·  Excellent consulting, collaboration, organizational, and change management skills

Minimum Qualifications


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


Three (3) years of professional-level experience in leading or managing a program around recruitment

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 may substitute for one (1) year of the required professional experience.

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


Desirable Qualifications:

· Two (2) years or more of supervisory experience.

·  Experience in the management and/or coordination of program goals, objectives and priorities

·  Well versed in best practices related to diversity and recruitment

·  Familiar with rules, laws and processes governing civil service hiring

·  Ability to manage large, high-profile projects involving many stakeholders

·  Analyzing and reporting on program operations and development

·  Dealing tactfully and effectively with personnel at all levels

·  Demonstrated success in developing partnerships with non-profits, colleges and universities, and professional affinity groups


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 recruitment analyst, Giano Bito, by telephone at 415-557-4824, or by email at giano.bito@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.


Supervisory Test Battery: (Pass/Fail)

Candidates will be invited to participate in 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

A passing score must be achieved on the Supervisory Test Battery in order to continue in the selection process.

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

Scores attained on the Supervisory Test Battery 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 take the Supervisory Test Battery. The Supervisory Test Battery 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 Supervisory Test Battery, 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 Supervisory Test Battery. 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 Supervisory Test Battery is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.

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 posting the correction on the Department of Human Resources website at www.jobaps.com/sf.


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


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.

Issued: May 8, 2019
Micki Callahan
Human Resources Director
Department of Human Resources
Recruitment ID Number: TEX-0922-903429


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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