Project: HUMAN RESOURCES BUSINESS STRATEGY PARTNER PROJECT
The 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 benefits 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, specifically 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 field/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 scientific 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 difficult 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 qualifications 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 defined 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 Office Suite, SharePoint (including site development), Survey Monkey, Microsoft Forms, and other survey tools, and Adobe Illustrator.
