City and County of San Francisco

Pursuant to charter authority and in accordance with policies, rules and procedures of the Civil Service Commission governing the merit system, exercises complete responsibility for the administration of a merit system and human resources program for the City and County of San Francisco, including recruitment and selection, classification and compensation, certification and referral, EEO complaint investigations, workforce development, human resources information systems, employee/labor relations, workers' compensation, occupational health and safety programs, departmental budget development and implementation, human resources management, employee engagement, diversity, equity, and inclusion initiatives, and other related programs.

By authority of Charter Section 10.103, this appointive position, nominated by the Civil Service Commission and confirmed by the Board of Supervisors, reports to the Mayor and is responsible for administering the City's personnel merit system and human resource program. This class is distinguished from departmental directors by its responsibility for establishing city-wide human resources policies and procedures, enforcing civil service policies and rules, local, state and federal legislation and other applicable laws and regulation. It is further distinguished from other personnel directors by its responsibility for managing the staff of the Human Resources Department and administering the city's personnel program through Departmental Personnel Officers.

This position directly supervises departmental division managers.

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.

1. Plans, coordinates, directs and evaluates the overall activities of the Human Resources Department; initiates the development and implementation of programs which involves all facets of personnel activities; promotes effective and efficient management through personnel programs; directs the preparation of reports and reviews staff findings and recommendations for program improvements; conducts needs assessment and monitors human resource programs; consults with department managers on matters of interpretation of policy, procedures, charter provisions, Memoranda of Understanding, ordinances and Civil Service Commission rules.
2. Formulates and administers official policies and procedures for the operation of a merit system and management of a human resources program; recommends changes to existing civil service rules and regulations; addresses various groups on matters related to merit system problems and issues; presents annual status reports to the Mayor's Office and to the Board of Supervisors; directs the formulation and administration of the departments' budget and expenditure transactions, including fiscal analyses and cost projections; identifies operational problems and formulates appropriate solutions. 
3. Directs the maintenance of personnel records, personnel transactions, applications, examinations, eligibility certifications, appointments, promotions, transfers, resignations, terminations and layoffs; directs, through subordinate managers, in-service training programs for employee and management development and employee work performance and evaluation. 
4. Ensures that department heads are provided with expert guidance and technical assistance in administering programs in areas of recruitment, selection, classification, compensation, EEO compliance, training, information systems and general human resource management; conducts or delegates labor negotiations and employee/management conflict resolution. 
5. Administers, through subordinate managers, workers' compensation benefits and occupational health and safety programs. 
6. Represents the department at meetings before the Civil Service Commission, Board of Supervisors, legislative bodies or special committees; maintains effective working relationships with members of community groups, agencies, labor organizations, staff and the media.

Knowledge of: principles, practices and concepts of public personnel administration; considerable knowledge of principles and techniques of organizational development and management, including governmental operations, budget and fiscal administration, civil service rules and regulations, city charter provisions, ordinances, local, state and federal laws; knowledge of policy development and implementation.

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:
Any combination equivalent to experience and training that would provide the required knowledge, skills, and abilities would be qualifying. A typical way to obtain the knowledge, skills and abilities would be:

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.