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/

• Application Opening: Friday, September 11, 2026

• Application Deadline: Application filing will close on or after Friday, September 25, 2026

• Salary: $157,924 - $191,932 Annually

• Appointment Type: Permanent Civil Service

• Work Arrangement: Onsite

The San Francisco Department of Public Health operates one of the nation's most complex and integrated public health systems. DPH is seeking an experienced HR Leaves and Workers' Compensation Supervisor to drive operational excellence and deliver responsive, employee-centered service across these complex programs. The position will lead program operations, strengthen customer service, improve coordination, and ensure the consistent administration of applicable laws, policies, and employee protections.

This role offers an opportunity to make a meaningful department-wide impact by improving how employees and managers experience HR services when navigating leave, workplace injuries, and return to work. The HR Leaves and Workers' Compensation Supervisor leads a team of HR professionals and serves as a consultant, advisor, and subject-matter expert.

Key Responsibilities:

• Essential duties include:

• Driving operational excellence across the Leaves Management and Workers' Compensation Program.

• Establishing program priorities, service standards, procedures, and effective workload practices.

• Improving the customer experience through clear communication, responsive service, and consistent guidance for employees and managers.

• Advising employees, managers, executives, and HR partners on leave and workers' compensation laws, policies, and procedures.

• Providing guidance on complex matters involving employee leave, workplace injuries, disability accommodation, temporary modified duty, and return to work.

• Developing and delivering training that strengthens understanding, consistency, and effective program administration.

• Leading continuous-improvement initiatives that enhance timeliness, accessibility, compliance, and service quality.

• Using data, performance measures, and operational insights to identify trends, manage risks, and improve program outcomes.

• Reviewing complex workers' compensation cases and coordinating early intervention, temporary modified duty, accommodation consideration, and return-to-work planning.

• Building effective partnerships with the Department of Human Resources, the City's workers' compensation administrator, occupational safety and health staff, and other departmental partners.

• Preparing reports and briefings for executive leadership and representing DPH before regulatory bodies or in external proceedings.

• Supervising, coaching, and developing program staff while fostering an inclusive, collaborative, accountable, and customer-focused team culture.

• The HR Leaves and Workers' Compensation Supervisor may perform other duties as assigned or required, including duties listed in the applicable class specification.

Qualifications

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

Experience: Five years of professional human resources experience in one or more of the following areas of activity: recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training of which one year must have been as (1) an advanced journey level classification, similar to 1244 Senior Human Resources Analyst, that performs difficult and specialized human resources work and thereby serves as a resource for special problems , or (2) lead or supervised a small team of professional staff involved in the more difficult and complex matters associated with recruitment and selection; employee and/or labor relations; classification and compensation; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training.

Substitution:

• Experience Substitution - Possession of a Juris Doctorate (J.D.) or a Master's degree in Personnel Administration, Human Resources Management, Business Administration, Public Administration or Clinical/School/Industrial-Organizational Psychology may be substituted for one (1) year of the required non-advanced journey / non-lead/supervisory experience.
• Education Substitution - Verifiable professional human resources work experience in one or more of the following areas may substitute for up to two (2) years of the required education on a year-for-year basis: recruitment and selection; classification and compensation; employee and/or labor relations; benefits administration; human resources operations; diversity, equity, and inclusion; and personnel training. (30 semester units/45 quarter units equal one year.)
• Experience Substitution - Completion of a 12 month human resources trainee program equivalent to the City and County of San Francisco's 1249 Human Resources Training Pro-gram may substitute for one (1) year of the required non-advanced journey / non-lead/supervisory experience.

Applicants must meet the minimum qualification requirement 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:

• Is an operational leader committed to service excellence and meaningful impact.

• Leads with an employee-centered and customer-focused approach.

• Brings strong knowledge of leave and workers' compensation programs.

• Exercises sound judgment in complex, confidential, and sensitive matters.

• Communicates clearly and builds trust with employees, managers, executives, and external partners.

• Uses data and performance insights to improve services and outcomes.

• Builds strong cross-functional partnerships and drives coordinated action.

• Balances strategic thinking with operational detail, accountability, and follow-through.

• Leads change, develops staff, and creates a culture of continuous improvement.

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.

Additional Information

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

1. Supervisory Test Battery (STB) - Weight: 50%
Candidates will be invited to participate in a computer-based examination designed to measure competencies in job-related areas which may include but not be limited to: Problem Solving; Leadership; Decision Making; Interpersonal skill; Human Resources Management; Team Building; Communication & Conflict Management. For more information about this Supervisory Test (and a suggested reading list) please visit: Supervisory Test Battery / SF.gov

2. Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) - Weight: 50%
Candidates deemed eligible and admitted to the selection process will be administered a written multiple-choice test designed to measure knowledge, skills and/or abilities in job-related areas. These include but are not limited to: principles, concepts, procedures and/or practices related to job classification, job specifications, minimum qualifications, job analysis, recruitment, test construction and administration, discipline, grievances, investigations, employee performance evaluations, pre-employment, probationary periods, employee leave, harassment, and EEO and ADA laws, as well as analysis, quantitative ability, basic computer use (e.g., Outlook, WORD, Excel, PowerPoint) and the ability to interpret data in tables, graphs and charts.

The above multiple-choice test components are standardized exam and, therefore, test questions and test answers are not available for public inspection or review.

Score Banking: Your scores from the supervisory test battery (STB) and the Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) (HR Exam) will be 'banked' for three years from the test date. Your STB and HR Exam scores will be used for one year on any job you apply to and qualify for that uses the same assessment. After one year, and before three years, if you apply to and qualify for any job using the same assessment, you may choose to (a) apply your banked test score or (b) re-test. If you retest, your most recent score becomes your official score.

*A passing score on the Supervisory Test Battery and the Multiple-Choice, Technical Knowledge Exam (Generalist/Operations) 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.

Additional selection processes may be conducted by the hiring department prior to making final hiring decisions.

Certification
The certification rule for the eligible list resulting from this examination will be the Rule of 10 Scores.

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 of 6 months and may be extended with the approval of the Human Resources Director.

The eligible list resulting from this recruitment may be utilized to fill future and current vacancies in this class at other locations within the DPH for the duration of the eligible list.

To find Departments which use this classification, please see the city's Position Counts by Job Codes and Departments.