0932 Manager IV - Deputy People Officer (SFPUC)

  • Full-time
  • Certification Rule: Rule of the List
  • Exam Type: Position Based Test
  • Job Code and Title: 0932-Manager IV
  • Fill Type: Permanent Civil Service
  • Eligible List Type: Combined Promotive and Entrance

Company Description

  • Application Opening: 10/03/2022
  • Application Filing Deadline: 10/14/2022
  • Annual Salary: $151,918 and $193,856
  • Recruitment ID: 126012 (RTF0126011-01148982)

San Francisco Public Utilities Commission (SFPUC)
Headquartered in San Francisco, we have 2,300 employees working in eight 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 https://www.sfpuc.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.

Job Description

The Ideal Candidate
The SFPUC is currently seeking an innovative, forward-thinking, and customer-focused Deputy People Officer. Under the direction of the Chief People Officer, the 0932 Manager IV - Deputy People Officer -  will work closely with the Human Resource Services (HRS) Management Team and provide day-to-day oversight of major service areas within HRS including 1) Talent Acquisition (Exams/Classification, Operations & Employment Life Cycle), and 2) People Strategy, Equity, & Analytics. The Deputy People Officer will lead and provide oversight in workforce planning/development, drive operational efficiencies, and support agency-wide business objectives by successfully delivering HR programs and services for a diverse and engaged workforce as well as budget management/development. The Deputy People Officer will focus on workforce priorities that are a key component of the SFPUC’s racial equity plan.

Essential Functions:
Under general direction of the Chief People Officer, the 0932 Manager IV - Deputy People Officer - will:

  • Serve as a primary human resource business partner for operational groups - responsible for monitoring organizational structure and staffing levels to accomplish company goals and objectives.
  • Direct and oversee two operational teams: 1) Talent Acquisition (Exams/Classification, Operations & Employment Life Cycle), and 2) People Strategy, Equity, & Analytics.
  • Drive action to optimize business performance in achieving HRS Priorities, while supporting professional development and a positive working environment.
  • Transform talent management to make it a source of value and competitive edge at SFPUC. Create a more dynamic and agile workplace that reflects the diverse communities we serve.
  • Use a data-driven approach to prioritize recruitment and retention strategies.
  • Coach, consult, and inspire the HRS Team to improve leadership capability, strategic insight, and workforce solutions.
  • Use HRIS solutions to modernize human resources data management and processes.
  • Adapt to nimble processes for talent acquisition - always looking for process-improvement opportunities.
  • Champion organizational culture and enforce team spirit and a collaborative work environment.
  • Develop and oversee performance management process, including goal setting and performance assessment, feedback, and training.
  • Partner with citywide agencies in developing a talent acquisition strategy for the SFPUC.
  • Promote and develop employee engagement; diversity, equity, and inclusion initiatives; team and leadership effectiveness; workforce development; and using analytics to drive organizational interventions and improvements.
  • Develop and implement appropriate change management plans.
  • Implement and monitor adherence to HR policies, procedures, and practices related to hiring.
  • Support SFPUC’s core values and ethics policies, inclusion and diversity initiatives, and racial equity plan.
  • Partner/collaborate with leadership team to align and execute HR strategies in support of business objectives.
  • Build coalitions and strategic partnerships at all levels of the organization.
  • Perform other related duties as required.

Qualifications

Minimum Qualifications:

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

Experience: Six (6) years of verifiable professional level experience in the following areas of: recruitment and selection, employment life cycle management, workforce planning, HR consulting, or HRIS/people analytics of which three (3) years must include supervising professionals.

Substitution:

  • Education Substitution:  Additional qualifying 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 year (2000 hours) of qualifying experience will be considered equivalent to 30 semester units/45 quarter units.  

  • Experience Substitution:  A Master's Degree in Human Resources, Public Administration, Business Administration, Industrial/Organizational Psychology, Management, Business Information Systems, Juris Doctor in Employment/Labor Law, or closely related field may substitute for one (1) year of professional non-supervisory experience.  (Note: the advanced degree cannot substitute for the 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 used to identify job finalists at the end of the selection process when candidates are referred for hiring:

  • Experience with or overseeing the use of workforce analytics to deliver data-driven recommendations that improve performance, retention, and the employee experience

  • Knowledge of and experience in human resources in a civil service, merit-based and unionized environment

Verification of Education and Experience:
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

Verification of 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 service, and signature of the employer. San Francisco City and County employees do not need to submit verification of their City employment, but must submit verification of outside experience. San Francisco City and County 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.

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.

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.

SELECTION PROCEDURE/EXAMINATION REQUIREMENTS: 

After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:

Minimum Qualifications Supplemental Questionnaire (MQSQ): Candidates will be required to submit an MQSQ at any point in the application, examination or departmental selection process.  This MQSQ 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 Preliminary Questions with their applicationIt is essential that applicants provide complete information in identifying their education, experience and training. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.  Any experience or education field that lists see resume will not be accepted.

Supplemental Questionnaire Evaluation (Weight: 100%): Candidates who meet the minimum qualifications will be sent a Supplemental Questionnaire via electronic mail after the closing of the filing period.  Applicants will be provided a deadline to return the completed Supplemental Questionnaire.  Candidates who do not respond by the established deadline will not be eligible to continue in the examination process and will not be added to the eligibility list resulting from this process.  The Supplemental Questionnaire Evaluation is designed to measure knowledge, skills, and/or abilities in job-related areas which may include, but not be limited to: technical knowledge; management ability; problem-solving and decision making ability; written communication ability. The supplemental questionnaire will be evaluated and scored. A passing score must be  achieved on the Supplemental Questionnaire Evaluation in order to be placed on the Eligible List Score Report.

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

Additional Information

CERTIFICATION RULE: The certification rule for the ranked eligible list resulting from this examination will be Rule of the List. 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 six (6) months and may be extended with the approval of the Human Resources Director.

To find Departments which use this classification, please see Position-Counts-by-Job-Codes-and-Department-FY-2021-22.pdf (sfdhr.org)

Terms of Announcement and Appeal Rights: 

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 https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ .

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.

Additional Information Regarding Employment with the City and County of San Francisco:

All your information will be kept confidential according to EEO guidelines.

Applications for City and County of San Francisco jobs are only accepted through an online process. Visit https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ and begin the application process.

  • Select the “I’m Interested” button and follow instructions on the screen

Applicants may be contacted by email about this recruitment 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, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.com).

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.

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst, Regina Tharayil, [email protected]

Carol Isen - Human Resources Director

CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be fully vaccinated against COVID-19 as a condition of employment. Someone is fully vaccinated when 14 days have passed since they received the final dose of a two-shot vaccine or a dose of a one-shot vaccine. Any new hire must present proof of full vaccination status to be appointed. Any new hire who will be routinely assigned or occasionally enter High-Risk Settings, must provide proof of having received a COVID-19 booster vaccine by March 1, 2022, or once eligible.

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.

Privacy Policy