Director Of Labor And Employee Relations (0932 Manager IV) - DPH - 167473

DPH is seeking an impact-driven strategist and negotiator with deep labor relations expertise to lead Labor & Employee Relations across the Department.
Reporting to the Chief Human Resources Officer (CHRO), the Director develops labor strategy, represents DPH’s operational and workforce interests in Citywide collective bargaining, leads significant negotiations and meet-and-confer processes, guides labor-management relations and collective bargaining agreement administration, and drives consistent, high-performing Labor & Employee Relations across DPH.
This is an opportunity to make a significant impact in one of the nation’s largest and most complex public health systems. The mandate is to establish the systems, standards, and organizational capability needed to address complex workforce issues consistently, strengthen labor relations, and deliver measurable results.
DPH’s labor environment encompasses 11+ bargaining units, more than 20 labor-management committees, over 100 unique classifications, and a workforce spanning hospitals, clinics, behavioral health, population health, and administrative operations. The Director must be equally comfortable at the bargaining table, working with executives, navigating consequential workforce matters, and developing the people and systems necessary to support an organization of this scale.
Working closely with the CHRO, DPH executives and operational leaders, labor partners, and DHR, the Director will anticipate significant workforce issues and develop practical, durable approaches that support employees, strengthen operations, and advance DPH’s mission.
Key Responsibilities:
Drive labor strategy and major negotiations. Set department-wide labor priorities and approaches; lead significant negotiations and meet-and-confer processes; and represent DPH’s operational and workforce interests in Citywide collective bargaining and other major labor matters.
Deliver high-performing Labor & Employee Relations. Direct collective bargaining agreement administration and Employee Relations, including grievances, discipline, investigations, performance, conduct, and escalated matters, with a focus on consistency, responsiveness, and results.
Advance department-wide workforce priorities. Support the CHRO in advancing department-wide workforce priorities and guide executive and operational leaders through consequential labor matters and decisions with significant workforce implications.
Strengthen labor partnerships. Develop credible, productive relationships with labor partners and bring labor, HR, and operations together to resolve difficult issues, address shared challenges, and achieve durable outcomes.
Transform information into organizational performance. Use data, trends, and insights from labor and employee relations matters to anticipate emerging issues, set priorities, improve practices, measure performance, and drive better results across DPH.
Develop a high-performing team. Lead through the Managers of Labor Relations and Employee Relations; develop managers, supervisors, and professional staff; align resources with priorities; and set high expectations for expertise, judgment, responsiveness, and accountability.
Education: Baccalaureate degree from an accredited college or university, AND
Experience: Five (5) years of professional human resources experience, of which at least three (3) years must include professional experience in labor relations, including collective bargaining, meet-and-confer processes, grievance administration, labor-management relations, and interpretation and administration of collective bargaining agreements; and three (3) years must include experience supervising professional staff. The required labor relations and supervisory experience may overlap.
Education Substitution: Additional qualifying professional human resources experience may substitute for the required education on a year-for-year basis for up to two (2) years.
Experience Substitution: Possession of a Juris Doctorate (J.D.) or master’s degree may substitute for one (1) year of the required professional experience. The advanced degree may not substitute for the required labor relations or supervisory experience.
Applicants must meet the minimum qualification requirements by the final filing date unless otherwise noted.
One-year full-time employment is equivalent to 2,000 hours (2,000 hours of qualifying work experience is based on a 40-hour work week).
DESIRABLE QUALIFICATIONS: The stated desirable qualifications may be considered at the end of the selection process when candidates are referred for hiring.
Verification of Education and Experience:
Every application is reviewed to ensure that you meet the minimum qualifications as listed in the job ad. Review SF Careers Employment Applications for considerations taken when reviewing applications.
Applicants may be required to submit verification of qualifying education and experience at any point during the recruitment and selection process. If education or experience verification is required, information on how to verify education and experience requirements, including verifying foreign education credits or degree equivalency, can be found at https://careers.sf.gov/knowledge/experience-education/.
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.

Employment type
Full-time

Work arrangement
No