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

Company Description   The Department of Public Health prioritizes equitable and inclusive access to quality healthcare for its community and values the importance of diversity in its workforce. All employees at the Department of Public Health work to advance equity, inclusion, and diversity with a specific lens and focus on race, ethnicity, gender, sex, sexuality, disability, and immigration status.   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: Tuesday , September 22, 2026    Application Deadline: Application filing will close on or after Sunday, October 4, 2026 Salary:   $173,264 to $221,052 Annually (Range A) Appointment Type:   Permanent Civil Service   Recruitment ID:   PBT-0932-167473 Work Arrangement: Onsite Becoming a City employee means being a part of a team that cares about making a difference. Your work will shape both the present and future of San Francisco. When you work for the City, you’re choosing a job with purpose.  The San Francisco Department of Public Health (DPH) operates one of the most complex and integrated public health systems in the nation, with approximately $3.6 billion in annual funding, nearly 9,000 employees, two hospitals, more than 45 primary and specialty care clinics, and extensive behavioral health, population health, emergency preparedness, managed care, and community-based services. Our workforce makes this possible. In a city with a deep labor tradition, strong labor partnerships are essential to supporting our employees and advancing DPH’s mission to deliver high-quality healthcare and public health services. Fulfilling this mission requires employees working across our hospitals, clinics, programs, and offices to deliver services and support the communities we serve. Individuals interested in joining DPH should expect to work in person across these settings. 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 Substitutio