Employee and Labor Relations Manager (0931) SFO – (159239)

This is a Position-Based Test conducted in accordance with CSC Rule 111A. Learn more about the City’s hiring process here: https://careers.sf.gov/knowledge/process/

Specific information regarding this recruitment process is listed below:

• Application Opening: September 17, 2025
• Application Deadline: Apply immediately. Interested applicants are encouraged to apply as soon as possible as this announcement may close at any time after 5:00 PM (PST) on Tuesday, September 23, 2025.
• Compensation: $155,870 to $198,952
• Recruitment ID: PBT-0923-159239

San Francisco International Airport (SFO), an enterprise department of the City and County of San Francisco, has a workforce of approximately 1,900 City employees and is committed to being a diverse, equitable, and inclusive employer.

SFO is more than an airport—we are a dynamic organization where employees collaborate with a wide range of stakeholders to support global travel, economic development, and public service. We are recognized as a leader in environmental sustainability, equity, and forward-thinking infrastructure, and continue to be at the forefront of transforming the travel experience.

Our mission is to deliver an airport experience where people and our planet come first.

Our Vision, Mission, and Core Values shape our culture and operations as we continue to build a supportive, purpose-driven workplace where all employees can thrive.

Learn more about careers at SFO at flysfo.com, and follow us on Facebook, Instagram, YouTube, LinkedIn, Bluesky and Threads.

The Employee and Labor Relations Manager plays an integral role in ensuring fair and respectful treatment of employees, consistent with our core values. The Employee and Labor Relations Manager works proactively in managing, coordinating, and supervising staff performing employee and labor relations activities, including managing grievances and progressive discipline, investigating employee work environment issues, and managing the case management system. The Employee and Labor Relations Manager participates in arbitrations and collective bargaining activities and provides managers and supervisors with consultation in the administration and facilitation of disciplinary and grievance processes.

In addition, this role oversees performance management programs that connect individual employee performance with the Airport’s strategic goals. This includes guiding performance appraisal processes, advising supervisors and managers on best practices, and collaborating with Talent Development to design and deliver training that strengthens leadership capacity in effective performance management. The role also oversees people-related projects, including the people aspects of the Airport Integrated Operations Center (AIOC), ensuring alignment with organizational goals and employee experience priorities.

This position facilitates training on management and leadership topics, analyzes employee feedback across all levels regularly, and revises people-focused programs to generate more positive outcomes. The Employee and Labor Relations Manager partners with stakeholders and human resources teams to create and sustain positive employee relations and performance management practices. The programs you will contribute to are essential to our vision of a workplace where anyone can belong and our commitment to delivering an equitable and engaged employee experience.

This position reports to the Director of People, Performance & Development (PPD).

You are excited about this opportunity because you will:

Employee Relations Management

• Manage negotiations, grievance processes, investigations of employee complaints and concerns, disciplinary hearings and procedures, and performance management.
• Oversee performance appraisal programs tied to strategic goals, ensuring alignment across divisions and consistent application of practices.
• Represent the Airport at contract negotiations, Civil Service Commission (CSC) meetings, briefings, grievances, arbitration, etc.
• Interpret and ensure compliance with CSC Rules, City Charter, Collective Bargaining Agreements (CBAs), and other employment laws and regulations.
• Manage the implementation of various human resources programs.
• Advise managers and supervisors on employee/labor relations issues, CBA interpretation, disciplinary actions, grievances, employee coaching, counseling, performance management, employment laws, CSC rules, City Charter, City and County of San Francisco (CCSF) policies, Airport policies.
• Partner with Talent Development to design and facilitate training for supervisors and managers on effective performance management strategies and practices.
• Develop and facilitate positive and constructive relationships with employee/labor unions to advance the mission of the Airport.
• Partner with CCSF on employee/labor negotiations and the development and implementation of labor agreements that affect the Airport.
• Prepare effective written communications (i.e., investigative findings, grievance responses, letters, and memorandums.)
• Develop and implement employee/labor-related policies and practices.
• Lead people-focused projects, including the Airport Integrated Operations Center (AIOC), ensuring employee experience and workforce priorities are incorporated.
• Develop new strategies to streamline and address areas for improvement.
• Develop and provide training to managers on employee/labor issues and trends, including administration and facilitation of disciplinary and grievance processes and performance management.
• Create an employee experience tied to the Airport's core values and a great place to work culture.

People Responsibilities

• Plan, manage, monitor, evaluate, and supervise the Employee and Labor Relations team.
• Lead and develop employees into a highly effective team by setting clear performance objectives and goals, providing regular and honest feedback, and designing individualized development plans.
• Provide effective coaching to staff and provide a high level of customer service.
• Provide leadership and makes recommendations affecting PPD vision, initiatives, programs, services, and budget expenditures.
• Coordinate work activities to prevent delays in required actions and improve programs or services; assist in the identification, development, and implementation of Airport goals, objectives, policies, and priorities; assist in determining resource allocation and service levels according to established procedures.
• Advise and consult with managers; meet with appropriate staff to identify and resolve problems or conflicts; recommend final decisions regarding policy, operations, and administrative procedures.
• Participate in budget development by providing detailed justification and persuasive arguments for proposals or initiatives; monitor expenditures following the approved budget and provide executive management with an early warning and practical options to potential cost overruns.
• Plan, develop, implement, and direct major or complex projects or programs that span several sections or divisions; manage the research of complex, highly technical issues; analyze alternative solutions or approaches; and recommend the most effective course of action.
• Serve as liaison for the Airport with various other City and County staff and officials of outside agencies; explain and justify Airport or administrative procedures, policies, or programs; negotiate and resolve difficult and complex issues and problems.

Minimum Qualifications

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

AND

2. Experience: Five (5) years of professional-level human resources experience in employee /labor relations, employee disciplinary processes, classification and compensation, and human resources administration, of which three (3) years must include experience supervising professional staff.

Education Substitution: Additional qualifying work experience may be substituted for up to two (2) years of the required education on a year for year basis (30 semester/45 quarter units equals one year).

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/Industrial-Organizational Psychology may substitute for one (1) year of the non‐supervisory experience.

Desirable Qualifications:

The stated desirable qualifications may be considered at the end of the selection process when candidates are referred for hiring.

• Passion for culture. You understand the importance of a company’s culture and its power to drive success.
• Desire and commitment to lead and participate in anti-racism, racial justice, and equity work, along with the dedication and fortitude to push and drive change in these areas.
• Experience thriving in a continually evolving and fast-paced environment.
• Employee-centric approach with high emotional intelligence and ability to think strategically but implement iteratively.

• Proven track record of managing complex initiatives by developing, establishing, and implementing program objectives and action plans with appropriate milestones and timelines to meet program/organizational goals.
• Advanced relationship management skills and strong written and oral communication skills demonstrated in presentations to a variety of audiences, contract negotiations, and responses to union information requests and union grievances.
• Experience in public sector employee/labor relations, including labor negotiations; managing and performing investigations; and developing employee and labor management partnerships.
• Experience in providing a high level of customer service to internal and external stakeholders, direct reports, and colleagues.
• Demonstrated experience in high-quality judgment, sound decision-making capability, and the ability to handle confidential and sensitive information with care.
• Demonstrated experience as an effective relationship builder who develops and establishes positive and mutually productive relationships with people from diverse backgrounds.
• Demonstrated experience as a resilient leader and capable decision-maker who identifies and understands issues, problems, and opportunities while adjusting effectively in changing priorities, work processes, responsibilities, and environment.

Verification

Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education verification is required, information on how to verify education requirements, including verifying foreign education credits or degree equivalency, can be found at https://sfdhr.org/how-verify-education-requirements.

Every application is reviewed to ensure that you meet the minimum qualifications as listed in the job ad. Please review our articles on Employment Application and Minimum Qualifications and Verification of Experience and/or Education for considerations taken when reviewing applications.

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.

SELECTION PROCEDURES

After application submission, candidates deemed qualified must complete all subsequent steps to advance in this selection process, which includes the following:

Supplemental Questionnaire: (Weight: 100%)

Candidates who meet the minimum qualifications will be sent a Supplemental Questionnaire. The Supplemental Questionnaire is designed to measure the knowledge, skills and abilities required for this position. All candidates’ responses to the Supplemental Questionnaire are subject to verification. All relevant experience, education and/or training must be included in the responses in order to be reviewed in the rating process.

A passing score on the Supplemental Questionnaire must be achieved in order to be placed/ranked on the eligible list. Candidates will be placed on the eligible list in rank order according to their final score.

NOTE: Applicants who meet the minimum qualifications are not guaranteed advancement through all of the steps in the selection procedure.

Transportation Security Administration (TSA) Security Clearance: Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening. Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination. Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

Eligible List/Score Report: A confidential eligible list of applicant names that have passed the civil service examination process will be created, and used for certification purposes only. An examination score report will be established, so applicants can view the ranks, final scores and number of eligible candidates. Applicant information, including names of applicants on the eligible list, shall not be made public unless required by law. However, an eligible list shall be made available for public inspection, upon request, once the eligible list is exhausted or expired and referrals resolved. The eligible list/score report resulting from this civil service examination process is subject to change after adoption (e.g., as a result of appeals), as directed by the Human Resources Director or the Civil Service Commission.

The duration of the eligible list resulting from this examination process will be six (6) months and may be extended with the approval of the Human Resources Director.

To find Departments which use this classification, please see https://sfdhr.org/sites/default/files/documents/Forms-Documents/Position-Counts-by-Job-Codes-and-Department-FY-2021-22.pdf .

Certification: The certification rule for the eligible list resulting from this examination will be Rule of the List. The hiring department may administer additional position-specific selection procedures prior to making final hiring decisions.

Terms of Announcement and Appeal Rights:

Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations. Clerical errors may be corrected by the posting the correction on the Department of Human Resources website at https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ .

The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule. Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.

Additional Information Regarding Employment with the City and County of San Francisco:

• Information About the Hiring Process
• Conviction History
• Employee Benefits Overview
• Equal Employment Opportunity
• Disaster Service Worker
• ADA Accommodation
• Veterans Preference
• Seniority Credit in Promotional Exams
• 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 https://careers.smartrecruiters.com/CityAndCountyOfSanFrancisco1/ and begin the application process.

• Select the “I’m Interested” 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 kept up-to-date. 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 addresses (@sfgov.org, @sfdpw.org, @sfport.com, @flysfo.com, @sfwater.org, @sfdph.org, @asianart.org, @sfmta.com, @sfpl.org, @dcyf.org, @first5sf.org, @famsf.org, @ccsf.edu, @smartalerts.info, and @smartrecruiters.com).

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.

If you have any questions regarding this recruitment or application process, please contact recruitment analyst Ivy Yeung at ivy.yeung@flysfo.com.

The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, 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, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.