Human Resources Director - Administration Division - SF Municipal Transportation Agency (9183)

City and County of San Francisco•San Francisco, CA

17h•Onsite

About The Position

The Human Resources Director provides overall direction and leadership for the Human Resources Department. Under the general direction of Administration Division leadership, the Human Resources Director oversees Talent Acquisition, HR Analytics and Reporting, Labor and Employee Relations, Workforce Development, Employee Wellness, Workers’ Compensation, Leave Management, and Compliance, and leads the execution of agency-wide HR compliance policies, goals, and objectives. The Human Resources Director is a strategic leader and operational manager who aligns human resources programs with organizational objectives, ensures regulatory compliance, oversees core HR functions, and fosters a productive and positive workplace culture. This role requires strong leadership, HR expertise, and sound business judgment to support the workforce and advance the agency’s success.

Requirements

Possession of a bachelor's degree from an accredited college or university; AND Ten (10) years of full-time professional verifiable experience in Human Resources of which four (4) years of this experience was in a supervisory or management capacity supervising professional-level staff.
Additional years of the required experience in professional-level human resources may be substituted for the required education in Minimum Qualifications on a year-for-year basis.
One year (2000 hours) of qualifying experience will be considered equivalent to thirty (30) semester units/forty-five (45) quarter units.
One-year of 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 forty (40) hours per week are not included in the calculation to determine full-time experience.

Nice To Haves

HR experience working at a transit agency.
HR experience and knowledge of the civil service system as it relates to hiring.
Experience in HR data reporting, analysis and utilization.
Labor Relations experience.
Communicates clearly and concisely, both orally and in writing.
Excels at building effective working relationships.
Experience in long-term planning and the ability to prioritize competing needs under potential resource and delivery timeline constraints.
Fosters team cohesion and promote accountability.
Ability to work effectively with diverse staff and diverse demographics.
Breadth of knowledge across core HR domains.
SHRM - Certified Professional (CP) or SHRM - Senior Certified Professional (SCP).

Responsibilities

Oversee recruitment for exempt and civil service positions, including onboarding, classification, and examination.
Provide labor relations support and guidance for more than 18 labor unions; oversees employee relations and compensation.
Leads contract labor negotiations and manages PERB charges, meet-and-confers, and litigation support.
Provide HR analytics and reporting to the executive team and directors.
Oversee workforce development, Employee Assistance Program (EAP) services, and employee wellness programs.
Ensure compliance with DOT medical certification requirements, FTA/DOT drug and alcohol program regulations and OSHA Hearing Conservation Program (HCP).
Oversee the Risk Management program including workers’ compensation, leave management, and administration of applicable federal and state benefits.
Provide leadership and support to five senior HR leaders who collectively manage approximately 90 HR employees.
Develop and execute human resources strategies that support the organization’s overall business objectives.
Align and empower the HR team to execute with excellence against strategic priorities.
Collaborate with senior leadership and the executive team.
Act as a mediator in conflicts, addresses grievances, and promotes a respectful, inclusive, and safe work environment.
Foster a positive organizational culture by promoting employee engagement, productivity, and professional growth.
Analyze organizational trends, HR metrics, and reports to inform strategic decisions.
Recommend and implement improvements to HR processes and programs.