human resources manager Jobs in San Francisco

human resources manager

human resources and payroll administator Jobs in San Francisco

human resources and payroll administator

human resources assitant Jobs in San Francisco

human resources assitant

sr. director of human resources Jobs in San Francisco

sr. director of human resources

director of human resources

Levy

<div>Salary: $113,000 - $145,500
Other Forms of Compensation:
Pay Grade: 16 
Different perspectives make us better. We&rsquo;re committed to creating an equal opportunity and fair treatment environment, where learning and growing together is just part of our every day. An environment where you can be your authentic self. 
About Levy 
The disruptor in defining the sports and entertainment hospitality experience, Levy is recognized as the market leader and most critically acclaimed hospitality company in its industry. Twice named one of the 10 most innovative companies in sports by Fast Company magazine and one of the top three Best Employers for Diversity in America by Forbes, Levy&rsquo;s diverse portfolio includes award-winning restaurants; iconic sports and entertainment venues, zoos and cultural institutions, theaters, and convention centers; as well as the Super Bowl, Grammy Awards, US Open Tennis Tournament, Kentucky Derby, and NHL, MLB, NBA, NFL, and MLS All-Star Games.<div><div><div><h2 class="jobSectionHeader">
Job Summary</h2>
</div><div>
As a Human Resources Director, you will be responsible for overseeing the recruitment, training and engagement of the people who create unforgettable experiences for our guests. The ideal candidate will be an experienced and dynamic Human Resources professional. They will be both a subject matter expert and strategic Human Resources business partner &ndash; able to influence at all levels of the business. Detailed Responsibilities * Developing and implementing recruitment/staffing plans for the location in partnership with managers * Serve as the &lsquo;voice of the people&rsquo; in all senior leadership discussions * Ensuring all Levy and legal standards, such as I9 documents, are completed in a timely manner * Conducting regular audits to verify compliance with policies and procedures * Manages workforce planning to build capability and optimize performance * Develops, implements, and supports a retention strategy for a specific partner * Overseeing onboarding and orientation training for new team members * Leading efforts around employee engagement and retention at the location * Coaches team managers to understand business information and the key performance levers * Drives incremental improvements to performance using robust analysis and benchmarking * Developing and implementing recruitment/staffing plans for the location in partnership with managers * Overseeing the timely and accurate completion of all team member timesheets in our &lsquo;MyStaff&rsquo; system * Ensuring efficient and welcoming employee check-in experience * Partnering with the location leadership team to develop and deploy an employee engagement action plan * Overseeing employee investigation and progressive discipline procedures * Moves between strategic and operational thinking to execute strategy * Where applicable, acting as the primary point of contact for union representatives * Where applicable, educating and supporting managers in understanding and adhering to the location Collective Bargaining Agreement * Ensuring all team member information is accurate and up to date within the location HRIS system * Ensuring the timely processing of all unemployment claims * Plans the team&rsquo;s activity to deliver against medium-term objectives * Managing team member &lsquo;Speak Up&rsquo; and Grievance complaints * Ensuring timely completion of all mandatory/compliance-related training, e.g. Preventing Workplace Harassment * Working with location leadership to define management succession plan and development * Partnering with department leaders to optimize flexible labor scheduling * Works in partnership with the Compass Strategic Alliance Group to manage the contract retention * Contributes to sales activity for existing or new partners (e.g. supporting proposals, bids, presentations) * Supporting managers in completing employee investigations and corrective actions processes * Analyze performance data across multiple units to look for operational efficiencies * Evaluates/audits working practices to manage risks and drive compliance * Shapes and manages change and improvement programs * Attend manager meetings to support the overall management and governance of the location * Delivering ongoing training and development to the on-site management team * Partner with the location/partner HR team to develop joint strategies where appropriate * Other duties and responsibilities as assigned Skills and Experience * 5+ years in a Human Resources leadership role * Experience leading remote teams is preferred * Experience managing large scale projects * High level of computer literacy * Passion for hospitality, food, and retail * Excellent interpersonal and stakeholder management skills</div></div></div>
Curious about Life at Levy? Check it out: Levy Culture 
Levy is a member of Compass Group USA. Compass Group/Levy is an equal opportunity employer. At Compass/Levy, we are committed to treating all Applicants and Associates fairly based on their abilities, achievements, and experience without regard to race, national origin, sex, age, disability, veteran status, sexual orientation, gender identity, or any other classification protected by law. 
Qualified candidates must be able to perform the essential functions of this position satisfactorily with or without a reasonable accommodation. Disclaimer: this job post is not necessarily an exhaustive list of all essential responsibilities, skills, tasks, or requirements associated with this position. While this is intended to be an accurate reflection of the position posted, the Company reserves the right to modify or change the essential functions of the job based on business necessity. 
We will consider for employment all qualified applicants, including those with a criminal history (including relevant driving history), in a manner consistent with all applicable federal, state, and local laws, including the City of Los Angeles&rsquo; Fair Chance Initiative for Hiring Ordinance, the San Francisco Fair Chance Ordinance, and the New York Fair Chance Act. We encourage applicants with a criminal history (and driving history) to apply.
Applications are accepted on an ongoing basis.
At Levy, team = family. And we&rsquo;ll always take care of family, learn more about Levy benefits offered. 
<ul><li>
Medical</li><li>
Dental</li><li>
Vision</li><li>
Life Insurance/ AD</li><li>
Disability Insurance</li><li>
Retirement Plan</li><li>
Flexible Time Off Plan</li><li>
Paid Parental Leave</li><li>
Holiday Time Off (varies by site/state)</li><li>
Personal Leave</li><li>
Associate Shopping Program</li><li>
Health and Wellness Programs</li><li>
Discount Marketplace</li><li>
Identity Theft Protection</li><li>
Pet Insurance</li><li>
Commuter Benefits</li><li>
Employee Assistance Program</li><li>
Flexible Spending Accounts (FSAs)</li></ul>
Levy maintains a drug-free workplace.
Associates may also be eligible for paid and/or unpaid time off benefits in accordance with applicable federal, state, and local laws. For positions in Washington State, Maryland, or to be performed Remotely, click here for paid time off benefits information.
Req ID: 1464295
Levy Sector
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JEANNIFER G HAO
[[req_classification]]</div>

Director of Human Resources

Starbird

<div>
 
 As
 
 Starbird Chicken&rsquo;s Senior Director of Human Resources
 
 , you will own the end-to-end people strategy that drives our culture, supports rapid growth, and positions us as an Employer of Choice. You&rsquo;ll lead a team of HR Business Partners and HR Operations professionals, delivering HR support across both our
 
 corporate office and restaurant locations.
 
 
 
 
 
 
 This role requires a deep understanding of
 
 California labor laws
 
 and best practices for managing a large, multi-location
 
 hourly workforce
 
 , along with proven expertise in supporting
 
 corporate employees in functional areas such as marketing, finance, IT, and operations.
 
 You will ensure compliance while building scalable, people-first solutions that enable both our restaurant teams and corporate staff to thrive.
 
 
 
 
 
 
 Key Responsibilities &amp; Embedded Competencies
 
 
 
 
 Strategic HR Partnering
 
 
 <ul>
 <li>
 Translate Starbird Chicken&rsquo;s business goals into agile HR strategies (hiring, onboarding, performance, retention) for both restaurant and corporate functions.
 </li>
 <li>
 Anticipate talent gaps and lead proactive workforce planning and succession programs.
 </li>
 <li>
 Partner with leadership to ensure HR programs meet the needs of all teams.
 </li>
 </ul>
 
 
 
 
 
 Culture &amp; Organizational Development
 
 
 <ul>
 <li>
 Champion company culture initiatives that resonate at all levels: hourly employees, restaurant managers, and corporate staff.
 </li>
 <li>
 Design and monitor
 
 programs that promote growth and development throughout the organization.
 
 </li>
 <li>
 
 Drive engagement, recognition, and inclusion programs that connect field and office employees to a unified Starbird culture.
 
 </li>
 <li>
 Guide leaders through organizational change with tailored communication strategies that ensure alignment across all functions.
 </li>
 </ul>
 
 
 
 
 
 Talent Acquisition &amp; Onboarding Excellence
 
 
 <ul>
 <li>
 Develop scalable, inclusive recruiting strategies for both hourly restaurant roles and corporate positions.
 </li>
 <li>
 Train managers in California-compliant hiring practices, reducing exposure to risk.
 </li>
 <li>
 Track recruitment KPIs (time-to-fill, quality of hire, diversity metrics) and adjust strategies based on results.
 </li>
 </ul>
 
 
 
 
 
 Employee Relations &amp; Legal Compliance
 
 
 <ul>
 <li>
 Lead investigations and resolve employee issues with fairness and timeliness, escalating to Legal when necessary.
 </li>
 <li>
 Maintain
 
 knowledge of California employment law
 
 (wage and hour compliance, overtime, meal and rest breaks, predictive scheduling, paid sick leave, leaves of absence, harassment prevention, workers&rsquo; compensation).
 </li>
 <li>
 Develop and update policies, employee handbooks, and training programs to reflect new legislation.
 </li>
 <li>
 Educate leaders and managers on compliance and best practices to mitigate risk.
 </li>
 </ul>
 
 
 
 
 
 Learning, Development &amp; Succession
 
 
 <ul>
 <li>
 Oversee training programs for hourly team members, supervisors, and restaurant managers, ensuring compliance with CA-mandated training (harassment, safety, food handling).
 </li>
 <li>
 Implement leadership development and succession planning to strengthen the management pipeline.
 </li>
 <li>
 Track engagement data and implement interventions to address morale, burnout, and retention.
 </li>
 </ul>
 
 
 
 
 
 HR Operations &amp; Analytics
 
 
 <ul>
 <li>
 Oversee design, communication, and administration of Starbird&rsquo;s compensation, benefits, recognition, and rewards programs for both hourly and salaried employees.
 </li>
 <li>
 Ensure pay practices comply with wage and hour laws, including minimum wage, overtime, and meal/rest period regulations.
 </li>
 <li>
 Partner with Finance on annual compensation planning, merit increases, and bonus programs.
 </li>
 <li>
 Evaluate and manage benefits offerings (health, dental, vision, and retirement) to ensure competitiveness and cost-effectiveness.
 </li>
 <li>
 Lead compliance with ACA, ERISA, COBRA, and state-specific benefit requirements (example: CA Paid Sick Leave, CalSavers).
 </li>
 <li>
 Develop recognition and reward programs that engage team members and reinforce Starbird&rsquo;s culture and values.
 </li>
 </ul>
 
 
 
 
 
 HR Operations &amp; Analytics
 
 
 <ul>
 <li>
 Oversee HRIS and payroll system accuracy, ensuring compliance with reporting.
 </li>
 <li>
 Use data to analyze turnover trends, predict staffing needs, and optimize scheduling strategies for an hourly workforce.
 </li>
 <li>
 Provide actionable insights and dashboards for executives to guide business decisions.
 </li>
 </ul>
 
 
 
 
 
 Functional Skills &amp; Expertise
 
 
 <ul>
 <li>
 
 California Employment Law:
 
 Ability to navigate wage/hour, predictive scheduling, leave laws, and meal/rest requirements confidently.
 </li>
 <li>
 
 Analytical Acumen:
 
 Use HR data and KPIs to drive operational excellence.
 </li>
 <li>
 
 Planning &amp; Prioritization:
 
 Identify and execute on high-impact initiatives aligned to business goals.
 </li>
 <li>
 
 Financial &amp; Business Savvy:
 
 Understand P&amp;L implications of workforce planning, scheduling, and benefits.
 </li>
 <li>
 
 Communication &amp; Influence:
 
 Effectively build consensus and coach leaders across all levels.
 </li>
 <li>
 
 Process Improvement:
 
 Design scalable HR processes for a fast-growth, multi-unit restaurant environment.
 </li>
 <li>
 
 Talent Development:
 
 Inspire, coach, and mentor HR team members and operational leaders.
 </li>
 </ul>
 
 
 
 
 
 Qualifications
 
 
 <ul>
 <li>
 Bachelor&rsquo;s degree in Human Resources, Business Administration, or related field; Master&rsquo;s preferred.
 </li>
 <li>
 7+ years of progressive HR leadership experience, including managing HRBPs and HR Operations in multi-unit, hourly workforce settings.
 </li>
 <li>
 
 California-specific HR expertise is required
 
 ; experience in restaurant, retail, or hospitality is strongly preferred.
 </li>
 <li>
 Advanced knowledge of HRIS platforms, payroll systems, and compliance reporting.
 </li>
 <li>
 Professional certification (PHR, SPHR, SHRM-CP/SCP) preferred.
 </li>
 <li>
 Demonstrated success in balancing strategic leadership with hands-on execution.
 </li>
 </ul>
 
 
 
 
 Starbird Chicken provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.
 
</div>

Sr. Director of Human Resources

City and County of San Francisco

<div>Company Description 
This is a Position-Based Test conducted in accordance with CSC Rule 111A. Learn more about the City&rsquo;s hiring process here: https://careers.sf.gov/knowledge/process/ 
Specific information regarding this recruitment process is listed below:<ul><li>
Application Opening: September 17, 2025</li><li>
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.</li><li>
Compensation: $155,870 to $198,952</li><li>
Recruitment ID: PBT-0923-159239</li></ul>
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&mdash;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. 
Job Description 
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&rsquo;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 &amp; Development (PPD). 
You are excited about this opportunity because you will:
Employee Relations Management<ul><li>
Manage negotiations, grievance processes, investigations of employee complaints and concerns, disciplinary hearings and procedures, and performance management.</li><li>
Oversee performance appraisal programs tied to strategic goals, ensuring alignment across divisions and consistent application of practices.</li><li>
Represent the Airport at contract negotiations, Civil Service Commission (CSC) meetings, briefings, grievances, arbitration, etc.</li><li>
Interpret and ensure compliance with CSC Rules, City Charter, Collective Bargaining Agreements (CBAs), and other employment laws and regulations.</li><li>
Manage the implementation of various human resources programs.</li><li>
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.</li><li>
Partner with Talent Development to design and facilitate training for supervisors and managers on effective performance management strategies and practices.</li><li>
Develop and facilitate positive and constructive relationships with employee/labor unions to advance the mission of the Airport.</li><li>
Partner with CCSF on employee/labor negotiations and the development and implementation of labor agreements that affect the Airport.</li><li>
Prepare effective written communications (i.e., investigative findings, grievance responses, letters, and memorandums.)</li><li>
Develop and implement employee/labor-related policies and practices.</li><li>
Lead people-focused projects, including the Airport Integrated Operations Center (AIOC), ensuring employee experience and workforce priorities are incorporated.</li><li>
Develop new strategies to streamline and address areas for improvement.</li><li>
Develop and provide training to managers on employee/labor issues and trends, including administration and facilitation of disciplinary and grievance processes and performance management.</li><li>
Create an employee experience tied to the Airport's core values and a great place to work culture.</li></ul> 
People Responsibilities<ul><li>
Plan, manage, monitor, evaluate, and supervise the Employee and Labor Relations team.</li><li>
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.</li><li>
Provide effective coaching to staff and provide a high level of customer service.</li><li>
Provide leadership and makes recommendations affecting PPD vision, initiatives, programs, services, and budget expenditures.</li><li>
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.</li><li>
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.</li><li>
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.</li><li>
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.</li><li>
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.</li></ul> 

Qualifications 
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&#8208;supervisory experience. 
Desirable Qualifications:
The stated desirable qualifications may be considered at the end of the selection process when candidates are referred for hiring.<ul><li>
Passion for culture. You understand the importance of a company&rsquo;s culture and its power to drive success.</li><li>
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.</li><li>
Experience thriving in a continually evolving and fast-paced environment.</li><li>
Employee-centric approach with high emotional intelligence and ability to think strategically but implement iteratively.</li></ul><ul><li>
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.</li><li>
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.</li><li>
Experience in public sector employee/labor relations, including labor negotiations; managing and performing investigations; and developing employee and labor management partnerships.</li><li>
Experience in providing a high level of customer service to internal and external stakeholders, direct reports, and colleagues.</li><li>
Demonstrated experience in high-quality judgment, sound decision-making capability, and the ability to handle confidential and sensitive information with care.</li><li>
Demonstrated experience as an effective relationship builder who develops and establishes positive and mutually productive relationships with people from diverse backgrounds.</li><li>
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.</li></ul> 
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&rsquo;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&rsquo; 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. 
Additional Information 
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 &lsquo;abuse of discretion&rsquo; or &lsquo;no rational basis&rsquo; 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:<ul><li>
Information About the Hiring Process</li><li>
Conviction History</li><li>
Employee Benefits Overview</li><li>
Equal Employment Opportunity</li><li>
Disaster Service Worker</li><li>
ADA Accommodation</li><li>
Veterans Preference</li><li>
Seniority Credit in Promotional Exams</li><li>
Right to Work</li><li>
Copies of Application Documents</li><li>
Diversity Statement</li></ul> 
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.<ul><li>Select the &ldquo;I&rsquo;m Interested&rdquo; button and follow instructions on the screen</li></ul>
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.<div></div>
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.</div>

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

Unifi

<div>
 
 Unifi is the Nation's largest Aviation Services Provider, servicing over 180 locations and growing. We work directly with some of the world's largest and best airlines, servicing 400+ flights daily across the globe. As a valued member of the Unifi family, you will be working with an incredibly diverse, welcoming, and inclusive workforce, with limitless opportunities worldwide!
 
 
 The HR Manager effectively builds relationships, and serves as the liaison between leadership, employees, shared services, and human resources departments to design, execute, communicate, and monitor human resources initiatives and programs across business lines.
 
 
 
 
 
 ESSENTIAL FUNCTIONS/TASKS:
 
 <ul>
 <li>
 Provides guidance and counseling to Unifi leadership in the areas of employee relations, performance management, coaching and counseling, learning and development, talent management, and succession planning.
 </li>
 <li>
 Builds strong partnerships between Human Resources and the business to foster a positive and fulfilling work environment.
 </li>
 <li>
 Maintains the strictest confidentiality in all work aspects and ensures continuing data integrity.
 </li>
 <li>
 Recommends employee relations practices necessary to establish a positive employer-employee relationship and promotes a high level of employee morale and motivation.
 </li>
 <li>
 Partners with leadership to design and execute strategies related to staffing, onboarding, talent development, and employee retention.
 </li>
 <li>
 Maintains in-depth knowledge of Federal and State Laws, and company policies and procedures which assists with reducing legal risks and ensuring regulatory compliance.
 </li>
 <li>
 Conducts investigations, documents findings, and makes recommendations for appropriate action.
 </li>
 <li>
 Proactively communicates with internal and external customers.
 </li>
 <li>
 Utilizes Human Resources metrics and business data to make informed business decisions.
 </li>
 <li>
 Responds to employee questions and resolves issues in a professional and timely manner.
 </li>
 <li>
 Coordinates with managers regarding requests for leaves of absence and administrative policies and procedures.
 </li>
 <li>
 Updates and maintains employee information in the HRIS system in a timely manner for assigned locations.
 </li>
 <li>
 Processes hourly personnel status change (address, pay, position, status, terminations, etc.) for assigned stations in a timely manner.
 </li>
 <li>
 Partners with Training Department to develop, schedule, and deliver leadership training.
 </li>
 <li>
 Other duties as assigned.
 </li>
 </ul>
 
 
 
 
 QUALIFICATIONS/SKILLS/ABILITIES:
 
 <ul>
 <li>
 Bachelor&rsquo;s Degree preferred or equivalent work experience.
 </li>
 <li>
 Four (4) to (6) years of Human Resources experience preferred.
 </li>
 <li>
 PHR/SHRM-CP certification preferred.
 </li>
 <li>
 Knowledge of HR Laws and regulations such as Wage and Hour, Title VII, OFCCP, EEO/AAP, FMLA, ADA, Worker&rsquo;s compensation, I-9, E-Verify, and DGS policies and procedures.
 </li>
 <li>
 Excellent computer skills with proficiency in word, excel, and HRIS systems.
 </li>
 <li>
 Strong oral and written communication skills.
 </li>
 <li>
 Ability to understand the business and industry, which will assist with developing, executing, and sustaining strategies.
 </li>
 <li>
 Ability to understand the Company Culture and act as a change agent to evolve the organization through Human Resources initiatives and systems.
 </li>
 </ul>
 
 
</div>

Human Resources Manager

Recology

<div><div>Labor &amp; People Relations Coordinator
<div><div>Target Salary $30.40 - $38.00 based on experience and geographic location
</div><div>State California
</div><div>Department Human Resources
</div></div></div>
<div><div><div><div>City:
</div><div>San Francisco</div>
</div><div><div>Location:
</div><div>1074 - Recology Service Center - San Francisco office</div>
</div><div><div>Subsidiary Name:
</div><div>Recology Service Center</div>
</div></div></div><div><h1 class="jobSectionHeader">Role</h1>
Under limited supervision, provides administrative and coordination support for labor and people relations activities to help ensure fair, consistent, and compliant practices. Assists in carrying out processes that contribute to a positive and respectful workplace culture.<h1 class="jobSectionHeader">
Essential Responsibilities</h1><ul><li>
Assists in the coordination of employee relations matters, including intake, documentation, and follow-up on investigations, disciplinary actions, and conflict resolution.</li><li>
Supports fact-finding efforts by scheduling interviews, preparing documentation, and maintaining confidentiality throughout the process.</li><li>
Maintains organized and accurate records of employee relations cases in accordance with internal protocols and legal requirements.</li><li>
Tracks and compiles data on employee relations trends and issues; assists in preparing reports and identifying areas for improvement.</li><li>
Provides administrative support for labor relations activities, including scheduling meetings, preparing materials for negotiations, and tracking grievances.</li><li>
Collaborates with internal stakeholders such as Legal, Compliance, and People Partners to ensure consistent and compliant practices.</li><li>
Supports the performance management process by helping document performance concerns and coordinating follow-up actions.</li><li>
Stays informed of changes in labor laws and HR best practices; assists in updating internal documentation and policies as needed.</li><li>
Other duties as assigned.</li></ul><h1 class="jobSectionHeader">
Qualifications</h1><ul><li>
2+ years related management experience in human resources preferred.</li><li>
Possession of a high school diploma or GED.</li><li>
Bachelor's degree preferred.</li><li>
Technical and professional principles, practices, laws, applications and programs in position related area including expert knowledge of a human resources theory and practice. Knowledge of JD Edwards, or other HRIS systems.</li><li>
Experience in union environments, including labor negotiations and grievance handling.</li><li>
Demonstrated ability to conduct and lead complex employee investigations with objectivity, discretion, and professionalism.</li><li>
Experience in fostering strong relationships through effective communication and emotional intelligence.</li><li>
Demonstrated agility in adapting to changing priorities and solving complex problems with creativity and efficiency.</li></ul><h1 class="jobSectionHeader">
Recology Offers</h1><ul><li>
An ecologically innovative company that finds and mentors people committed to protecting the environment and sustaining our communities.</li><li>
The largest employee-owned resource recovery company in the industry with terrific benefits to help you prosper.</li><li>
A creative and caring culture that values community, diversity, altruism, accountability, collaboration, and learning by doing.</li><li>
An inspired company mission driven to use and return resources to their best and highest use through the practice of the 4R&#65533;s: Reduce, Re-use, Recycle, and Recologize.</li><li>
Distinct professional challenges to connect with, care for, and grow community that sees a world without waste.</li></ul><h1 class="jobSectionHeader">
Recology Benefits May Include</h1><ul><li>
Paid time off and paid holidays.</li><li>
Health and wellness benefits including medical, dental, and vision.</li><li>
Retirement plans (Employee Stock Ownership Plan, 401(k) with match).</li><li>
Annual wellness incentives.</li><li>
Employee Assistance Program (EAP).</li><li>
Educational assistance.</li><li>
Commuting benefits.</li><li>
Employee referral program.</li></ul><h1 class="jobSectionHeader">
Supplemental Information</h1>
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job; and pursuant to applicable law, we will consider for employment qualified applicants with criminal records. It is important that you provide accurate information on the job application, inaccurate information may cause delays in the processing of your application and/or may disqualify you as a candidate.
Recology is an equal opportunity employer committed to supporting an inclusive work environment where employees are valued, heard, and provided development opportunities. Qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, citizenship, disability, protected veteran status, or any other basis that is prohibited by law.
This description is not intended and should not be construed to be an exhaustive list of all responsibilities, skills, effort, work conditions, and benefits associated with the job.</div></div>

Labor & People Relations Coordinator

PrismHR

<div>
 
 
 🌟 We're Hiring: Human Resources Manager | Full-Time
 
 
 
 📍
 
 Location: San Francisco
 
 
 
 💼
 
 Industry: Property Management
 
 
 
 💰
 
 Compensation: Competitive, based on experience
 
 
 
 Are you a strategic HR leader who thrives on building strong teams, fostering inclusive cultures, and driving organizational excellence? Join us and help shape a workplace where people feel valued, supported, and empowered to grow.
 
 
 We&rsquo;re looking for a
 
 Human Resources Manager
 
 to lead our people operations across recruitment, employee relations, performance management, DEI, and community engagement.
 
 
 🔑 Key Responsibilities
 
 
 
 Recruitment &amp; Staffing
 
 
 <ul>
 <li>
 Lead full-cycle hiring: job postings, interviews, offers, onboarding/offboarding
 </li>
 <li>
 Collaborate with managers to forecast staffing needs
 </li>
 <li>
 Maintain job descriptions and org charts
 </li>
 </ul>
 
 
 Employee Relations
 
 
 <ul>
 <li>
 Conduct monthly site visits to support engagement
 </li>
 <li>
 Resolve employee concerns and lead investigations
 </li>
 <li>
 Manage workers&rsquo; comp claims and retention strategies
 </li>
 </ul>
 
 
 Performance &amp; Development
 
 
 <ul>
 <li>
 Oversee performance reviews and improvement plans
 </li>
 <li>
 Track KPIs and support employee growth initiatives
 </li>
 </ul>
 
 
 Compensation &amp; Benefits
 
 
 <ul>
 <li>
 Administer payroll and benefits programs
 </li>
 <li>
 Recommend competitive compensation structures
 </li>
 </ul>
 
 
 Compliance &amp; Policy
 
 
 <ul>
 <li>
 Ensure legal compliance across employment practices
 </li>
 <li>
 Maintain HR policies and manage audits/reporting
 </li>
 </ul>
 
 
 HR Systems &amp; Reporting
 
 
 <ul>
 <li>
 Maintain HRIS and SharePoint records
 </li>
 <li>
 Generate reports on turnover, absenteeism, and more
 </li>
 </ul>
 
 
 Diversity, Equity &amp; Inclusion
 
 
 <ul>
 <li>
 Design and implement DEI strategies and training
 </li>
 <li>
 Monitor DEI metrics and advise leadership
 </li>
 </ul>
 
 
 Community Engagement
 
 
 <ul>
 <li>
 Lead outreach programs and volunteer initiatives
 </li>
 <li>
 Partner with nonprofits and organize company-wide events
 </li>
 </ul>
 
 🎯 What We&rsquo;re Looking For
 
 <ul>
 <li>
 Proven experience in HR leadership roles
 </li>
 <li>
 Strong knowledge of employment law and HR best practices
 </li>
 <li>
 Passion for building inclusive, high-performing teams
 </li>
 <li>
 Excellent communication, problem-solving, and organizational skills
 </li>
 </ul>
 
 Ready to make a meaningful impact? Apply now or message us directly to learn more. Let&rsquo;s build something great&mdash;together.
 
</div>

Health Link Home Health Agency

Human Resources Assistant Health Link Home Health &ndash; San Francisco Description: Health Link Home Health and Hospice, a leading home health agency serving the greater San Francisco Bay Area across multiple medical specialties and patient treatments, is currently seeking a self-driven Human Resources Coordinator to join our dynamic team. With over 20 years of providing high-quality care to our patients, we are looking for an individual who shares our passion for improving healthcare outcomes and patient experience. The ideal candidate will be a highly motivated, detail-oriented team player who thrives in a fast-paced, collaborative environment. This position is based at our San Francisco office, where you will work closely with our clinical and office staff to support our mission of delivering compassionate and effective home health and hospice services. This is an immediate opening, and we are looking for someone who can jump in and make an impact right away. Candidates must be willing to work on-site in our San Francisco office. We value individuals who excel at prioritizing, multitasking, organizing, and adapting to new challenges with enthusiasm and professionalism. Exceptional communication skills and a positive, approachable demeanor are key to success in this role. As a Human Resources Coordinator, your responsibilities will include a variety of administrative tasks, assisting with recruitment processes, managing employee records, and supporting employee relations and benefits administration. Why Work With Us: Forward-thinking, inclusive, and transparent company culture Collaborative environment within our clinical and office staff in San Francisco Competitive compensation, including medical, dental, and vision coverage, 401(k) with matching, and more Opportunities for professional growth and development in a dynamic healthcare setting Key Responsibilities: Assist with recruitment efforts, including posting job ads, screening resumes, and scheduling interviews. Maintain and update employee records, ensuring accuracy and confidentiality. Coordinate the onboarding and offboarding processes for new hires and departing employees. Support employee benefits administration, including health insurance, retirement plans, and leave management. Process payroll and resolve any payroll-related issues. Help organize and facilitate training and development programs for employees. Address employee inquiries and provide guidance on HR policies and procedures. Ensure compliance with labor laws and company policies. Assist in the performance management process, including tracking evaluations and preparing related documentation. Participate in HR projects and initiatives designed to improve workplace culture and efficiency. Prepare and distribute HR-related reports and documentation. Manage and update HR databases and systems. Why You'll Be Successful: Detail-oriented with a strong commitment to accuracy Excellent verbal, written, and interpersonal communication skills Strong computer skills and proficiency in HR software Highly organized with excellent time management skills Ability to work independently with minimal direction and thrive in a collaborative environment Positive, approachable demeanor and a passion for contributing to a supportive work culture Work Location: San Francisco Office (on-site) Job Type: Full-time Benefits: Health insurance 401(k) with matching Vision insurance Life insurance Competitive pay If you are looking to make a difference in the lives of others and join a supportive, forward-thinking company, we encourage you to apply today!

Human Resources Assitant

Explore 352+ Director of human resources in San Francisco this September. Find roles across top companies and apply now to boost your career.

352 director of human resources jobs IN San Francisco

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