Principal Human Resources Analyst - San Francisco Public Library (1246) - (152038)

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

IMPORTANT NOTICE, PLEASE READ IF YOU ARE INTERESTED IN APPLYING TO THIS JOB ANNOUNCEMENT

In addition to applying to this job announcement, please also complete the Minimum Qualification Supplemental Questionnaire (MQSQ), this must be submitted with your application: MQSQ Link (Click Here)

• Application Opening: Friday, November 08, 2024
• Application Deadline: Friday, November 15, 2024 by 5:00pm (Pacific Standard Time)
• Compensation Range: $147,316 to $192,738
• Recruitment ID: 152038 - RTF0152037-01125576

ABOUT US:

The San Francisco Public Library (SFPL) is dedicated to connecting our diverse communities to learning, opportunities and each other. The library system includes the architecturally significant Main Library, an anchor institution in the City’s Civic Center, 27 neighborhood branch libraries that serve all neighborhoods throughout the City, two administrative buildings and four bookmobiles. With a collection of more than 3.7 million items, and circulation exceeding 14 million each year, SFPL serves more than 4 million visitors annually. The library embraces its role as the most democratic of institutions, providing safe and welcoming facilities for all. Through a robust array of services and programs, the library places an emphasis on literacy and learning, digital inclusion, social justice, equity, and healthy communities. For more information about SFPL, please visit www.sfpl.org.

The San Francisco Public Library (SFPL) must build a culture, space, and workplace that is accessible and welcoming to all current and future employees, and to actively build an environment in which all people, regardless of background, identity, or ability, can be equal participants. In this way, our staff at all organizational levels can reflect the communities we serve. A safe, equitable public library is an actively anti-racist public library. Creating an inclusive public library means aligning with the lived realities of people of color. The San Francisco Public Library is committed to advancing racial equity for our workforce and community. SFPL will actively engage in anti-racist practice, programs, and collection development in carrying out the Library’s mission.

Under the direction of the Library Human Resources Director, the Principal Human Resources Analyst is responsible with overseeing and managing the Library’s Learning and Development Unit.

Essential functions of the position include, but are not limited to:

• Manages the Library's Training program, including conducting assessments of training needs; researching, recommending, and implementing training solutions; developing, designing, promoting, delivering, and facilitating training programs, and continuously improving employee learning and development programs.
• Utilizes learning management systems and processes; and develops and manages annual training plans and budgets, related purchase orders, and vendor agreements.
• Manages existing and develops and implements new employee development initiatives and programs including in areas of performance management, professional development, coaching and support, and workforce and succession planning.
• Plans, facilitates, and promotes employee engagement and employee recognition programs and initiatives, and manages related budgets, purchase orders, and vendor agreements.
• Recommends, develops, and implements continuous improvement processes that involve evaluating the effectiveness of human resources programs and integrating industry standards and innovation.
• Develops and administers people focused surveys and develops and implements related action plans.
• Develops metrics to and performance indicators to measure performance of Human Resources functions; analyzes functional performance; and recommends and implements improvements.
• When assigned, oversees and performs work under the Library's Racial Equity Action Plan in areas including hiring and recruitment, retention and promotion, diverse and equitable leadership, and mobility and professional development.
• Provides advice and recommendations to Library managers and supervisors regarding personnel-related matters; develops reports, evaluates, and makes recommendations to management and stakeholders on programs and initiatives that address learning and development needs, and other human resources needs.
• Supervises, directs, and provides coaching and training to professional and/or technical staff and completes annual performance plans and appraisals for direct reports.
• Develops and prepares correspondence, reports, and memoranda; gathers, prepares, compiles, reviews, analyzes, maintains, and tracks personnel-related information, records, and reports; represents the Human Resources Division at a Citywide level with other City departments, labor organizations and other stakeholders; appears in front of boards, commissions, legislative bodies, and outside agencies as needed.
• Serves as lead Library Human Resources liaison on various aspects of the implementation plan for the San Francisco Public Library’s strategic plan.
• Performs other job-related duties as assigned.

Please note that incumbents in this classification may be required to perform duties as listed in the class specification, which can be found on DHR’s website: https://careers.sf.gov/classifications/

Minimum Qualifications:

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

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; human resources operations; diversity, equity, and inclusion; and personnel training 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; human resources operations; diversity, equity, and inclusion; and personnel training.

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; human resources operations; diversity, equity, and inclusion; and personnel training. (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.

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.

• Master’s Degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology, or a related field
• Experience developing, implementing, or managing human resources programs with an emphasis on employee development, training, employee engagement, and/or employee recognition
• Ability to manage and facilitate stakeholder groups

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 How to Verify Education Requirements | Department of Human Resources

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.

Resumes will not be accepted in lieu of a completed City and County of San Francisco application.

Applications completed improperly may be cause for ineligibility, disqualification or may lead to lower scores.

Selection Procedures

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

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying): Candidates will be required to complete a Minimum Qualification Supplemental Questionnaire (MQSQ) as part of the employment application. This MQSQ is designed to obtain specific information regarding an applicant's education and experience in relation to the Minimum Qualifications for this position. The MQSQ will be used to evaluate if the applicant possesses the required minimum qualifications.

Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) - 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 job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, preemployment, probationary periods, employee leave, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, WORD, Excel, PowerPoint) and the ability to interpret data in tables, graphs and charts.

A passing score must be achieved on the Written Multiple-Choice Technical HR Knowledge Exam in order to continue in the selection process. The above test component is considered standardized and therefore, test questions and answers are not available for public inspection or review. 

Score Banking: Scores attained on the multiple-choice technical knowledge exam 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 that are considered to be primarily “generalist” in scope. This means that, should you apply during this three-year time period to 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 exam 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 will automatically 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 the 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.

Supplemental Questionnaire – Weight 50% 

Applicants who achieve a passing score on the Technical Knowledge HR Exam will be sent a Supplemental Questionnaire (SQ) is designed to measure the knowledge, skills, and abilities which may include but not be limited to: Knowledge of principles, techniques, and methods used in the management and administration of learning programs and learning management systems;  Ability to plan and coordinate professional development opportunities, coaching and support; Supervising skills to assign, supervise and review the work of subordinates.

Candidates will be required to respond to the supplemental questionnaire in the time frame indicated and must submit the completed questionnaire as directed in order to have it evaluated. Responses cannot be changed once submitted. Candidates will be evaluated based on their supplemental questionnaire responses. Candidates must achieve a passing score on the supplemental questionnaire in order to continue in the selection process. 

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 of six (6) months and may be extended with the approval of the Human Resources Director.

Certification: The certification rule for the eligible list resulting from this examination will be Rule of Ten. Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

To find Departments which use this classification, please see Position-Counts-by-Job-Codes-and-Department

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.  [Note: The correction of clerical errors in an announcement may be posted on the Department of Human Resources website at https://careers.sf.gov/.

The terms of this announcement may be appealed under Civil Service Rule 110.4.  Such appeals must be submitted in writing to the Department of Human Resources, 1 S Van Ness Avenue, 4th Floor, San Francisco, CA 94103-5413 by close of business on the 5th business day following the issuance date of this examination announcement.  Information concerning other Civil Service Commission Rules involving announcements, applications and examination policies, including applicant appeal rights, can be found on the Civil Service Commission website at https://sf.gov/departments/civil-service-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
• Seniority Credit in Promotional Exams
• Veterans Preference
• Right to Work
• Copies of Application Documents
• Diversity Statement

HOW TO APPLY

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

• Select the “Apply Now” 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.

Human Resources Analyst Information: If you have any questions regarding this recruitment or application process, please send your inquires to Christian Molina, Senior Human Resources Analyst at [email protected] and Carrie Cho, Human Resources Analyst at [email protected].

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.