Exempt to Permanent - Principal Human Resources Analyst (1246) - Citywide - (163001)

Company Description

THIS IS A CITYWIDE RECRUITMENT FOR CURRENT CITY EMPLOYEES ONLY

This is an Exempt to Permanent recruitment in accordance with Class-Based Test (CBT) Civil Service Rules. This recruitment is restricted to current exempt employees of the City and County of San Francisco, San Francisco Unified School District, or San Francisco City College, working within the 1246 Principal Human Resources Analyst classification.

ABOUT THE CITY AND COUNTY OF SAN FRANCISCO:

San Francisco is a vibrant and dynamic city, on the forefront of economic growth & innovation, urban development, arts & entertainment, as well as social issues & change. This rich tapestry of culture and ideas is sustained by our City's commitment to heighten the quality of life for the diverse population of San Franciscans and residents of the greater Bay Area. Our employees play an important role not only in making our City what it is today, but also in shaping the future of San Francisco.

• Application Opening: January 2, 2026
• Application Deadline: This job will close on or after January 9, 2026.
• Salary Range: $154,830 to $202,540  Click Here for more compensation information.
• Recruitment ID: ETP-1246-163001

Job Description

• Supervises subordinate employees in performing professional human resources work in the areas of recruitment; examinations; employee relations; classification and compensation; human resources operations; diversity, equity, and inclusion; and personnel training.
• Coordinates recruitment activities for assigned classifications, including announcement preparation and determining sources for recruiting; confers with personnel at different operating levels to determine minimum qualifications, means of recruitment and areas to be covered; reviews recruitment matters with consultants and specialists in connection with important phases of positions to be covered in specific examinations; personally reviews those applications requiring a high degree of judgment regarding acceptance or rejection.
• Performs job analyses of individual positions and classes; determines, develops and approves examination subject matter; assigns relative weights to various parts of the examination; reviews test items for construction and accuracy; establishes passing points; organizes material for final review and makes revisions, as deemed necessary; investigate and respond to complaints, protests and appeals regarding examination matters.
• Supervises and participates in classification studies and projects and the processing of departmental classification requests; coordinates the preparation of class specifications; makes recommendations regarding establishing, consolidating or abolishing classes; investigates problems, complaints and appeals regarding allocations and status determinations.5
• Evaluates requests for leave and ADA accommodation; administers requests to fill position, employee transfers, post-referral, hiring, appoint, onboarding and layoff processes; interviews and examines candidates; administers employee discipline.
• Negotiates resolutions to grievances; investigates complaints of serious employee misconduct and complaints; enforces MOUs to ensure consistent departmental compliance with pro-visions, and; acts as a Skelly officer in employee disciplinary hearings.
• Performs highly specialized human resources work and thereby serves as a resource to assist coworkers; as assigned, supervises and participates in conducting salary and wage surveys including the collection, compilation, analysis and evaluation of data; conducts special studies and investigations pertaining to fringe benefits, working conditions and other similar matters.
• Appears before legislative bodies and committees to explain and interpret matters involving recruitment; examinations; classification and compensation; human resources operations; diversity, equity, and inclusion; or personnel training.
• Performs special projects involving the planning, research, development or implementation of a technical phase of human resources administration; prepares various memoranda, correspondence, records and reports with recommendations when appropriate.
• Meets with employees, department heads, labor representatives and personnel of other jurisdictions regarding the interpretation and application of laws and regulations concerning recruitment; examinations; classification and compensation; employee relations; human resources operations; diversity, equity, and inclusion; and personnel training.
• Implements diversity, equity and inclusion efforts by developing employee resources and training; leading diversity recruitment ef