1244 Senior Human Resources Analyst - Office of the Clerk of the Board - Board of Supervisors

1244 Senior Human Resources Analyst - Office of the Clerk of the Board - Board of Supervisors

The essential functions of the Senior Human Resources Analyst in the Office of the Clerk of the Board include providing advice, consultation and information to departmental managers, supervisors and employees regarding organizational structures, appropriate staffing patterns, discipline, classification, compensation, budgetary issues and related personnel rules, policies and procedures; preparing employee payrolls, including processing department payroll; preparing and maintaining employee payroll records; maintaining employee personnel records; conducting disciplinary hearings; responding to discrimination complaints; monitoring appropriate use of FMLA; determining ADA reasonable accommodations; reviewing workers' compensation claims; preparing correspondence, reports, and memos; making presentations to boards and commissions; meeting and conferring/consulting with employee organizations; responding to requests for salary and wage adjustments; participating as a member of a bargaining team during labor contract negotiations; may include supervision and/or training of professional and technical staff; and other related duties as required.

The essential functions of this position include:

• Consults with and advises management, supervisory personnel, employees and their representatives and others on the interpretation and application of the employment provisions of the Charter, Administrative Code, Civil Service Rules, Payroll & Personnel Services Division (PPSD) policies and procedures, DHR City-wide policies and procedures, and internal departmental policies and procedures.
• Manages and coordinates all departmental recruitment and selection activities; prepares referral notices; tracks and responds to all DHR referrals; drafts and issues job opportunity announcements; devises, reviews, and approves all departmental selection processes and instruments; reviews final selection process to ensure compliance with City-wide policies and practices.
• Manages and coordinates, or assists in the management and coordination of, the development and review of departmental personnel policies and procedures.
• Functions as the departmental Workers' Compensation Coordinator; receives, reviews and processes all reports of workplace injury and illness for employees; advises management, supervisors, and employees on the procedures for reporting and treating workplace injuries or illnesses; consults with Workers' Compensation management and adjusters on the status of claims; responds to requests from the Workers' Compensation Division and third-party administrator for temporary workplace accommodations; assists in coordinating ergonomic evaluations and reconfiguration of work areas; maintains the department's OSHA Log and Summary of Occupational Injuries and Illnesses.
• Consults with and advises department management on all performance and behavior-related personnel issues; reviews all documentation related to disciplinary actions or pre-discipline activity; conducts Skelly meetings as necessary; drafts written recommendations for disciplinary action for review and approval by the Appointing Officer; upon approval by the Appointing Officer, imposes suspensions or termination as necessary.
• Functions as the departmental EEO coordinator; receives and investigates all EEO complaints; meets with managers, and employees, and their union or legal representatives, in order to resolve the complaint; responds to requests for information from DHR-EEO, the State DFEH, and the Federal EEOC; briefs the Clerk of the Board on all internal EEO complaints and issues; represents DHR in other forums of inquiry, including the Human Rights Commission (HRC) and the Mayor's Office.
• Manages and supervises the appointment, onboarding, and separation of all employees; prepares offers of employment including salary and benefit information, where requested; prepares requests for appointment above the entrance rate where appropriate; prepares and issues layoff and displacement notices; may sign appointment and separation documents on behalf of the Appointing Officer.
• Processes and tracks employee leaves and interprets and clearly explains to employees and supervisors leave procedures, guidelines, and protections such as Family and Medical Leave Act, California Family Rights Act, Paid Parental Leave, and other applicable laws and regulations.
• Consults with and advises department management, and consults with City Attorney and union representatives, on all grievance activity related to internal personnel issues; investigates grievances in order to advise department management and the Appointing Officer; meets with management, employees and their representatives as required by the formal grievance process; responds in writing to level two grievances on behalf of the Appointing Officer; represents the Appointing Officer at level three grievance procedures.
• Manages and maintains the department position control document which tracks position budget information, requisition information, and appointment, leave and vice information.
• Manages and maintains human resources and payroll policies and procedures.
• Responsible for the protection of confidentiality procedures and protocol regarding Human Resources records and data.
• Issues job requisitions; monitors the requisition approval process; responds to questions from the Mayor's and Controller's Offices and DHR staff; notifies department management of requisition status; reviews all requests for special conditions on requisitions to ensure appropriateness and consistency of use, both within the department and City-wide.
• Functions as the departmental ADA coordinator; receives, reviews, and responds to all requests for accommodation under the ADA; consults with DHR-EEO staff on the availability of appropriate accommodations.
• As required, participates in the departmental budget planning process regarding staffing; completes the ASO reconciliation, and ensures that appropriate documentation is provided for all newly budgeted positions.
• Consults with and advises departmental management on staffing and position classification; reviews requests for new positions for appropriateness of job class allocation; assists departmental management in drafting and reviewing job classification or job description documentation; submits classification documentation to DHR for formal classification review and approval.
• Downloads reports and queries from PeopleSoft.
• Performs and directs the performance of departmental payroll functions including timesheet entry, reporting, checking, validation, preparing and submitting payroll forms to Controller's Office, and tracking leave balances; and assists the Deputy Director of Administration and Finance with supervising the Department's Payroll Unit.
• Assists with responses to audits and information requests from management, other City Departments, and members of the public.
• Assists with tracking and filing of reports for the public including Form 700.
• Maintains the Department's Human Resources record management retention and file maintenance on paper and electronically.
• Manages and tracks employee training to ensure completion of training requirements.
• Assists the Deputy Director of Administration and Finance with the mentoring of interns and on special projects.
• Perform other related duties as required.

Qualifications

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

Experience: Three (3) years of verifiable professional human resources experience, similar to 1241 Human Resources Analyst, 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.

Substitution: Education Substitution - Additional qualifying work experience as a professional human resources analyst 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 - 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 required professional experience.

Experience Substitution - Possession of a Juris Doctorate (J.D.) or master's degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may substitute for one (1) year of the required professional experience.

Desirable Qualifications: The stated desirable qualifications may be used to identify candidates advancing to the interview process and/or to identify job finalist(s) at the end of the selection process when referred for hiring.

• Strong written interpersonal, written, and verbal communication skills.
• Intermediate to advanced level of proficiency with Microsoft Office products including Word, Excel, Powerpoint, and Visio.
• Experience with payroll functions including timesheet entry, reporting, validation, preparing and submitting payroll forms to Controller's Office and tracking leave balances.
• Project management and time management skills with an ability to complete tasks independently and as part of a team.
• Proficiency with the City's People & Pay Human Resources System.

Knowledge of: the principles and practices of modern human resources personnel and public administration and management organization, especially as they apply to the efficient conduct of recruiting, examining, position classification and compensation systems; applicable City Charter provisions, relative ordinances, Civil Service Rules and Regulations; principles and practices of performance, leave and position management and operation and organization of the various City departments and agencies; principles and practices of equity, diversity, inclusion, and belonging in the workplace; principles and techniques of adult learning and organizational development.

Ability or Skill to: make accurate and sound analyses and evaluations of personnel problems