Location: San Francisco, CA
Company: San Francisco Water Power Sewer
The duration of the appointment shall not exceed 36 months. WHO ARE WE? San Francisco Public Utilities Commission (SFPUC) Headquartered in San Francisco, we have 2,300 employees operating across eight counties serving more than 2.7 million customers in the San Francisco Bay Area - 24 hours per day, 365 days per year.
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 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. To learn more about working at the SFPUC, visit our career site at www. sfpuc. org/about-us/careers-sfpuc The San Francisco Public Utilities Commission (SFPUC) is currently hiring for a People Business Partner for our People Science & Strategy (PSS) team. About the People Science & Strategy Team We are People
Science & Strategy (PSS), a team within Human Resource Services at the SFPUC.
We were founded in 2014 to address changing workforce needs and succession planning issues at the SFPUC. We strive to create a workplace with thriving, diverse, and engaged employees using innovative, behavioral science-based consulting to the SFPUC. Our goals: Implement a competency framework to align all talent management practices Establish an organization-wide workforce planning process to address workforce gaps across the SFPUC Increase employee engagement and build a culture of high-performance and inclusivity Expand our internal consulting in the areas of talent management, organizational effectiveness, and diversity, equity, and inclusion Provide business and talent insights to build a culture of data-based, and equitable decision making Role description Project: HUMAN RESOURCES BUSINESS STRATEGY PARTNER PROJECTThe People Business Partner will act as a liaison between PSS and SFPUC business units.
This role will closely partner with senior leadership and other key communities of interest to ensure the business units realize the maximum benets of SFPUC's strategic talent frameworks and achieve their vision for improving employee outcomes. The role will implement innovative talent management solutions, using behavioral science-backed research and best practices, specically in the areas of job analysis/competency modeling, employee engagement, strategic workforce planning, people analytics, and racial equity.
We are looking for individuals who: Are able to make the rubber meet the road and implement new talent frameworks with practicality Are highly organized, with great attention to detail, while always keeping the larger picture in mind Are familiar with applying research concepts and methodologies in business settings Think critically through their work and continuously strive to gain deeper understanding Are self-motivated and able to work both independently and collaboratively with communities of interest Areas of Focus: Strategic Workforce Planning: Ensure SFPUC business units have the talent it needs to meet their mission & goals now and into the future by applying methods from the rapidly growing eld/practice of Strategic Workforce Planning: developing a talent strategy aligned with long-term business strategy, anticipating and measuring capacity & capability gaps, and developing and monitoring action plans to close gaps proactively.
Competency Modeling: Create tailored integrations of SFPUC competencies into talent management programs to guide & measure performance & capabilities, improve experience, and reduce bias in decision-making throughout the employee lifecycle (recruitment & hiring, onboarding, probation, development, performance, and retention). People Analytics & Consulting: Provide premium people analytics expertise and consultation services to business units through access to pivotal SFPUC people data & systems, expertise in the scientic measurement of people data (e. g. employee engagement, equity/inclusion/belonging, performance), and expert interpretation of data and trends to provide evidence-based recommendations.
Essential duties and responsibilities will include, but are not limited to: Performing difcult and specialized professional and technical work in the areas of competency modeling, workforce planning, employee experience/engagement, workforce analytics, and other strategic talent management initiatives Overseeing integration, implementation, and continuous improvement of the SFPUC's competency framework Conducting investigations and surveys concerning the competencies, duties, responsibilities, and qualications of positions to develop competency models, revise/update job descriptions, and design valid performance management/appraisal systems and tools Overseeing and conducting research activities, including establishing new data collection methods and providing data analysis and recommendations, to support workforce analytics, competency modeling, engagement, diversity, equity, inclusion, & belonging, and special projects Facilitation of workforce planning tools and processes, working with business leaders, and leveraging change management strategies Driving the adoption of the Engagement and Lifecycle Survey program to ensure a positive employee experience and manager effectiveness Collaborating with other Human Resources partners to build foundational structures, systems, and tools to improve workforce analytics and ensure data-driven people decisions within business units Delivering effective and engaging presentations to executive and other diverse audiences May lead or supervise a small team of workforce planning staff performing professional and technical work in the areas of competency modeling, workforce planning, employee experience/engagement, workforce analytics, and other strategic talent management initiatives Developing, updating, and reporting out on project and Objectives and Key Results (OKR) progress to communities of interest (business unit and PSS team) Facilitating year-round PSS frameworks within business units alongside dened projects, such as Performance Management & Appraisal, Employee Recognition, and Employee Surveys & Action Planning, developing and maintaining people analytics dashboards, and monitoring workforce plans Class 1244 Senior Human Resources Analyst performs other related duties as required.
To accomplish this work, you will need to leverage multiple, changing technologies.
This may include: Visier (People Analytics), Quantum Workplace (Engagement Suite), Microsoft Ofce Suite, Share Point (including site development), Survey Monkey, Microsoft Forms, and other survey tools, and Adobe Illustrator. How to qualify Possession of a baccalaureate degree from an accredited college or university; AND Three (3) years of veriable professional human resources experience, similar to 1241 Human Resources Analyst, in one or more of the following areas of activity: recruitment and selection, classication and compensation, employee and/or labor relations, benets administration and human resources operations.
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. Applicants must meet the minimum qualication requirement by the nal ling date unless otherwise noted. Desirable Qualications: The stated desirable qualications may be used to identify job nalists at the end of the selection process when candidates are referred for hiring. Graduate degree in Industrial-Organizational Psychology, or other closely related eld (e.
g. Industrial Psychology, Organizational Behavior, Applied Social Psychology, Behavioral Psychology). Work experience and/or professional certications in the areas of: competency modeling, strategic workforce planning, employee experience/engagement, workforce surveys & analytics, strategic HR business partnership. 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. Education verification information on verifying foreign education credits or degree equivalency, can be found at sfdhr.
org/how-verify-education-requirements 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. What else should I know? Information About The Hiring Process Conviction History Employee Benefits Overview Equal Employment Opportunity Disaster Service Worker ADA Accommodation 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 careers. /City And County Of San Francisco1/ and begin the application process. Select the " " 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 updated. 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 , @sfdpw. org, @, @, @sfwater.
org, @sfdph. org, @asianart. org, @, @sfpl. org, @dcyf. org, @first5sf. org, @famsf. org, @ccsf. edu, @, and @). 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. Job Analyst Information: If you have any questions regarding this recruitment or application process, please contact the job analyst, Anna Owens, by email at City and County of San Francisco encourages women, minorities and persons with disabilities to apply.
Applicants will be considered regardless of their interaction, 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, interactionual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law. PDN-9ad3c84a-0cfe7-9f5561945d16
HR & Recruiting jobs involve roles related to the management of an organization’s human resources. This encompasses recruiting and hiring new staff, coordinating employee benefits, performance management, training, and ensuring compliance with labor laws. Key features of such jobs include strong interpersonal skills, the ability to handle confidential matters, a strategic approach to workforce planning, and staying abreast of changes in employment legislation. HR professionals shape company culture and are integral in fostering a productive and positive work environment.
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HR & Recruiting Jobs focus on attracting, hiring, and maintaining a workforce within an organization. These roles involve a multitude of tasks such as posting job openings, screening candidates, conducting interviews, managing employee relations, and ensuring compliance with labor laws. Key characteristics include strong communication skills, the ability to handle confidential information, and a knack for understanding both organizational needs and employee well-being. HR professionals not only optimize recruitment processes but also play a vital role in shaping company culture and fostering a productive work environment.
