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

Application Opening:  Friday, July 1, 2022
Application Deadline: Interested applicants are encouraged to apply as soon as possible as this announcement may close at any time on Monday, July 18,2022 at 5:00 P.M.
Compensation Range:  $141,492 and $180,622 Yearly
Recruitment ID:  123895

San Francisco International Airport (SFO), an enterprise department of the City & County of San Francisco, has a workforce of approximately 1,700 City employees and strives to be a diverse, equitable, and inclusive employer.

SFO’s mission is to provide an exceptional airport in service to our communities and our core values are Safety and Security, Teamwork, Excellence, Care and Equity. Learn more about careers at SFO.

For more information about SFO, visit www.flysfo.com. Follow us on twitter and facebook.

The Employee and Labor Relations Manager plays an integral role in ensuring fair and respectful treatment of employees, consistent with our core values. The Employee and Labor Relations Manager works proactively in managing, coordinating, and supervising staff performing employee and labor relations activities, including managing grievances and progressive discipline, investigating employee work environment issues, and managing the case management system. The Employee and Labor Relations Manager participates in arbitrations and collective bargaining activities and provides managers and supervisors with consultation in the administration and facilitation of disciplinary and grievance processes. In addition, this role facilitates training on management and leadership topics, analyzes employee feedback across all levels regularly, and revises people programs to generate more positive outcomes.

This position partners with stakeholders and human resources teams to create and sustain positive employee relations programs and best practices. The programs you will contribute to are essential to our vision of a workplace where anyone can belong and our commitment to delivering an equitable and engaged work employee experience. 

This position reports to the Director of People, Performance & Development (PPD).

You are excited about this opportunity because you will:

Employee Relations Management (75%)

• Manage negotiations, grievance processes, investigations of employee complaints and concerns, disciplinary hearings and procedures, and performance management.
• Represent the Airport at contract negotiations, Civil Service Commission (CSC) meetings, briefings, grievances, arbitration, etc.
• Interpret and ensure compliance with CSC Rules, City Charter, Collective Bargaining Agreements (CBAs), and other employment laws and regulations.
• Manage the implementation of various human resources programs. 
• Advise managers and supervisors on employee/labor relations issues, CBA interpretation, disciplinary actions, grievances, employee coaching, counseling, performance management, employment laws, CSC rules, City Charter, City and County of San Francisco (CCSF) policies, Airport policies. 
• Develop and facilitate positive and constructive relationships with employee/labor unions to advance the mission of the Airport.
• Partner with CCSF on employee/labor negotiations and the development and implementation of labor agreements that affect the Airport.
• Prepare effective written communications (i.e., investigative findings, grievance responses, letters, and memorandums.)
• Develop and implement employee/labor-related policies and practices.
• Develop new strategies to streamline and address areas for improvement.
• Develop and provide training to managers on employee/labor issues and trends, including administration and facilitation of disciplinary and grievance processes and performance management.
• Create an employee experience tied to the Airport's core values and a great place to work culture.

People Responsibilities (25%)

• Plan, manage, monitor, evaluate, and supervise the Employee and Labor Relations team.
• Lead and develop employees into a highly effective team by setting clear performance objectives and goals, providing regular and honest feedback, and designing individualized development plans.
• Provide effective coaching to staff and provide a high level of customer service. 
• Provides leadership and makes recommendations affecting PPD vision, initiatives, programs, services, and budget expenditures.
• Coordinate work activities to prevent delays in required actions and improve programs or services; assist in the identification, development, and implementation of Airport goals, objectives, policies, and priorities; assist in determining resource allocation and service levels according to established procedures.
• Advise and consult with managers; meet with appropriate staff to identify and resolve problems or conflicts; recommend final decisions regarding policy, operations, and administrative procedures.
• Participate in budget development by providing detailed justification and persuasive arguments for proposals or initiatives; monitor expenditures following the approved budget, and provide executive management with an early warning and practical options to potential cost overruns.
• Plans, develops, implements, and directs major or complex projects or programs that span several sections or divisions; manages the research of complex, highly technical issues; analyzes alternative solutions or approaches; and recommends the most effective course of action.
• Serves as liaison for the Airport with various other City and County staff and officials of outside agencies; explains and justifies Airport or administrative procedures, policies, or programs; negotiates and resolves difficult and complex issues and problems.

May include additional duties as assigned.

Education:

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

Experience:

Five (5) years of professional human resources experience in employee /labor relations, employee disciplinary processes, classification and compensation, and human resources administration, of which three years must include experience supervising professional staff.

Substitution:

Education Substitution:

Additional qualifying work experience 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:

• Possession of a Juris Doctorate (J.D.) or Master's degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration, or Industrial-Organizational Psychology may substitute for one (1) year of the non‐supervisory experience.
• 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.

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

One year full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40 hour work week). Any overtime hours that you work above 40 hours per week are not included in the calculation to determine full-time employment.

Desirable Qualifications:

• Passion for culture. You understand the importance of a company’s culture and its power to drive success.
• Desire and commitment to lead and participate in anti-racism, racial justice, and equity work, along with the dedication and fortitude to push and drive change in these areas.
• Experience thriving in a continually evolving and fast-paced environment.
• Employee-centric approach with high emotional intelligence and ability to think strategically but implement iteratively.
• Proven track record of managing complex initiatives by developing, establishing, and implementing program objectives and action plans with appropriate milestones and timelines to meet program/organizational goals.
• Advanced relationship management skills and strong written and oral communication skills demonstrated in presentations to a variety of audiences, contract negotiations, and responses to union information requests and union grievances.
• Experience in public sector employee/labor relations, including labor negotiations; managing and performing investigations; and developing employee and labor management partnerships. 
• Experience in providing a high level of customer service to internal and external stakeholders, direct reports, and colleagues.
• Demonstrated experience in high-quality judgment, sound decision-making capability, and the ability to handle confidential and sensitive information with care.
• Demonstrated experience as an effective relationship builder who develops and establishes positive and mutually productive relationships with people from diverse backgrounds.
• Demonstrated experience as a resilient leader and capable decision-maker who identifies and understands issues, problems, and opportunities while adjusting effectively in changing priorities, work processes, responsibilities, and environment.

Verification: Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. For more information on how to verify your experience or education please click here.

Note: Experience claimed in self-employment will only be considered if supported by evidence of earning and duties comparable to this position. Copies of income tax papers listing occupation and total earnings will be required to document self-employment.

Selection Procedures:

Minimum Qualification Supplemental Questionnaire (MQSQ) (Weight: Qualifying)
Candidates will be sent a Supplemental Questionnaire to complete prior to being placed on the eligible list. Failure to complete the questionnaire may result in disqualification from the selection process.

Technical Knowledge HR Exam – (Labor and Employee Relations Emphasis) (Weight: 50%)
Candidates deemed eligible and admitted to the selection process 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/or practices related to labor contract administration and labor relations functions, collective bargaining, mediation, arbitration, grievances, investigations of employee misconduct, due process, discipline, harassment, Skelly and Weingarten rights, FLSA, EEO and ADA laws, and basic computer use (e.g., Outlook, WORD, Excel, PowerPoint), etc.

Supplemental Questionnaire (Weight: 50%)

Candidates will be sent a Supplemental Questionnaire via electronic mail after the closing of this filing period. The Supplemental Questionnaire Evaluation is designed to measure knowledge, skills and/or abilities in job-related areas. A Supplemental Questionnaire will be emailed after the closing of this filing period. Applicants will be given a deadline to return the Supplemental Questionnaire. Those who do not respond by the established deadline will not be eligible to continue in the examination process and will not be added to eligibility list resulting from this process. 

Notes: Scores attained on the Technical Knowledge HR Exam (Labor and Employee Relations Emphasis) are 'banked' for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions considered to be primarily “Labor and Employee Relations” in scope. Therefore, your test score may be applied to other 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 any of these components, your score(s) for the corresponding test component(s) will be automatically applied to that announcement. However, after one year, you have the option to either (a) apply your test score(s) to the other announcement or (b) re-take the test component(s). 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 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 both 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. 

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. 

The certification rule for the eligible list resulting from this examination will be Rule of The List.

To find Departments which use this classification, please see 
https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-and-Department-FY-2021-22.pdf. 

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.sf.gov/ . 

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. 

Transportation Security Administration (TSA) Security Clearance

Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening.  Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination.  Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

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

• Information About The Hiring Process 
• Conviction History 
• Employee Benefits Overview  
• Equal Employment Opportunity  
• Disaster Service Worker 
• ADA Accommodation 
• Veterans Preference 
• Seniority Credit in Promotional Exams
• Right to Work 
• Copies of Application Documents

HOW TO APPLY

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.

If you have any questions regarding this recruitment or application process, please contact the exam analyst at: [email protected]. 

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

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.