160 Admin-Clerical jobs

Duties Summary   Join the staff of the Bureau of Reclamation as a senior Human Resources Specialist. This position is located with the Bureau of Reclamation, Region 10 - California-Great Basin, Division of Human Resources, in Sacramento, CA. For more information on the Sacramento area visit:  http://www.saccounty.net/Pages/default.aspx Responsibilities   -Provides operating officials with advice and guidance on a variety of classification and staffing matters. Analyzes problem/conflict situations, and identifies and coordinates factors involving other HR functions. -Provides overall expert advice to HR staff on regulatory requirements concerning HR administration, including HR flexibilities, personnel security requirements, position management, reorganizations, pre-recruitment consultations, the Pathways Program, pay setting, financial disclosure filing, interview questions, etc. -Applies a thorough and comprehensive knowledge of classification, position management, recruitment and placement principles and concepts in interpreting and applying standards and regulations to ensure sound decisions are reached. -Processes individual and group position action requests. Actions include, but are not limited to requests to abolish, establish, and classify positions, and recruit, or place personnel in the full range of region-wide serviced organizations having a variety of professional, administrative, and technical positions, to include positions for which there is short supply of available qualified people in the labor market. -Develops crediting plans based on job analysis and input from supervisors to identify major job elements and employee characteristics or experience needed to rank qualified applicants. -Provides information services on employee benefits and entitlements, to include health and life insurance, annual/sick leave, within-grade increases, pay adjustments, and similar personnel administration matters. -Individually, or as a project team leader, performs special projects. Receives tasking document, analyzes requirements, and plans and accomplishes work. Reviews, edits, and consolidates input from others. Ensures complete staff work is accomplished and the final product is acceptable.   Travel Required Occasional travel - Travel required approximately 10-15% of the time Supervisory status No Promotion Potential 12 Qualifications Applicants must have one year of specialized experience as defined below: GS-12: One year of specialized experience equivalent in difficulty and complexity to at least the GS-11 level in the Federal service. Definition of Specialized Experience: To meet specialized experience your resume must describe experience that demonstrates the particular knowledge, skills, and abilities as follows: GS-12: Experience as an HR Specialist performing classification or recruitment and placement activities with independent responsibility for providing advice and guidance on a wide range of personnel actions and issues; using a variety of classification standards to render decisions on unique or complex work (multi-series/grades); using a full range of Federal hiring authorities to devise strategies and recruitment for hard-to-fill jobs; interpreting a wide range of personnel laws, rules, and regulations to seek solutions to difficult classification and recruitment problems; leading others in the development and provision of personnel products, training, programs, and initiatives relative to the duties of the position. These examples are not all inclusive. Natasha Glynn  

The Ideal Candidate The Deputy People Officer (DPO) is a highly visible and critical role for our Human Resource Services (HRS) team. You will be a key asset to the SFPUC and assist all levels of the organization on engagements that require a variety of skills at a leadership level. As the DPO, you: Thrive in a fast-paced and dynamic environment and can effectively address daily issues across the HR function, while simultaneously driving multiple projects to achieve a long-term strategy. Are a strategic thinker, results-oriented innovator, and comfortable leading various disciplines. You are not afraid to roll-up your sleeves, lead from the front, and get things done. Are a well-rounded and compassionate leader who is skilled at delivering feedback in ways that feel supportive to staff and ignites them to take action. Are a fantastic communicator, build rapport easily to influence and manage conflicting points of view and achieve positive results, and can bring both the head and heart to your everyday work. Who are We? About the San Francisco Public Utilities Commission (SFPUC) Headquartered in San Francisco, we have 2,300 employees working in seven counties with a combined annual operating budget of over $1 billion. Our Mission: To provide our customers with high quality, efficient, and reliable water, power, and wastewater services in a mannger that values environmental and community interests and sustains the resources entrusted to our care. We are an award-winning and industry-leading utilities organization committed to our customers, community interests, and the environment. To learn more about our organization, please visit our website at  www.sfwater.org . We are proud of our infrastructure and programs, but most importantly, we value our highly qualified and dedicated workforce who ensures that our mission is carried out every day. As you explore career opportunities with us, download our  career guide  and learn about what you can expect during the hiring process. About Human Resource Services (HRS) How do we deliver over 180 million gallons and 129,000 kilowatts of clean and reliable water and energy every day to our communities? Not just through our infrastructure, but through our people. At the SFPUC, HRS has a seat at the table and leads the agency's success by consistently driving a people-oriented focus through every level of the business. With our current workforce aging and upwards of 50 percent anticipated vacancies within the next five years, our HRS team is growing and transforming to rise to the challenge. We are actively recruiting skilled workers across over 200 occupations with an emphasis on diversifying the workforce and focusing on engaging and retaining our workforce. We provide comprehensive HRS programs and initiatives across the tactical-operational-strategic spectrum to create a people-first culture. Position Description Under general direction of the Chief People Officer, the Deputy People Officer - 0932 Manager IV - will: Promote and develop employee engagement, inclusion and diversity initiatives, team and leadership effectiveness, workforce development, and using analytics to drive organizational interventions and improvements. Drive action to optimize business performance in achieving HRS Priorities, while supporting professional development and a positive working environment. Build coalitions and strategic partnerships at all levels of the organization. Coach, consult, and inspire the HRS Leadership Team to improve leadership capability, strategic insight, and workforce solutions. Manage the processes and procedures for all HRS day-to-day responsibilities; initiating change projects and harnessing staff as appropriate. Direct and oversee four operational teams: hiring operations, examination/classification, employment  lifecycle, and payroll. Essential Functions of the Position: Partner/collaborate with SFPUC's Executive Team to align and execute HR strategies in support of agency business objectives and strategic goals. Develop and implement strategic short-term and long-range plans and projects to address organizational priorities; evaluate effectiveness of HR programs in meeting goals and objectives. Coach and counsel staff on complex HR issues; facilitate problem-solving complex HR situations at all levels. Foster a spirit of teamwork and unity among staff that allows for: differences of ideas, appreciation for diversity and inclusivity as well as cohesiveness, support and working effectively together to enable each employee to succeed, and promoting people as SFPUC's most-valued asset. Empower employees to take responsibility for their jobs and performance goals and ensure effective recruitment assessment development are embedded and valued in all managers and supervisors. Model professional management conduct; maintain appropriate confidentiality of sensitive information; comply with and support City policies and procedures, labor laws and Memoranda of Understanding provisions. Oversee Talent Acquisition, including recruitment, exams/classification, hiring operations, hiring analytics; Employment Life Cycle including onboarding, records management and offboarding; Payroll; establish and oversee a distinct workforce development function; as well as play a key and lead role in Employee & Labor Relations; EEO Programs & FEHA Programs; Learning & Development; Health & Safety; Enterprise Workforce Planning; Workforce Analytics; and Budget/Contracts. Establish targeted recruiting and workforce development efforts for under-represented groups including strategic planning, partnership management, tactical implementation, and effective program evaluation. Oversee and maintain relevant HR metrics to monitor and evaluate organizational objectives and process improvement initiatives. Identify opportunities to improve HR procedures and streamline workflow; establish HR processes that are efficient, compliant, follow best practices, and are customer-focused. Lead special projects and other assignments that require strategic understanding of operational and mission-based goals to enhance candidate experience and client focus including implementing appropriate change management plans. Appear before committees, legislative and governing bodies; and conduct presentations involving all HR-related matters, such as interpreting and explaining Civil Service Rules, laws and regulations concerning recruitment, examinations, classification and compensation, employee relations, and human resource operations. If you are interested in a job like this, we are looking for people that have the following: Possession of a baccalaureate degree from an accredited college or university; AND Six (6) years of Human Resources experience in the following areas: recruitment and selection, employment life cycle management, workforce planning, HR consulting or HRIS/people analytics of which three (3) years must include supervising professionals. Substitution: A Master's Degree in Human Resources, Public Administration, Business Administration, Industrial/Organizational Psychology, Management, Labor Relations, Business Information Systems, or Juris Doctor, or a closely related field may substitute for one (1) year of non-supervisory experience.  Additional experience as described above may be substituted for the required degree on a year-for-year basis (up to a maximum of two (2) years). Applicants must meet the minimum qualification requirement by the final filing date unless otherwise noted. All work experience, education, training and other information substantiating how you meet the minimum qualifications must be included in the “Education” and “Training and Employment Record” sections of the City and County of San Francisco online application by the filing deadline. A resume does NOT substitute for this section of the City application and will not be considered in determining whether you meet the minimum qualifications. Desirable Qualifications The stated desirable qualifications may be used to identify job finalists at the end of the selection process when candidates are referred for hiring: Experience with or overseeing the use of workforce analytics to deliver data-driven recommendations that improve performance, retention and the employee experience Knowledge of and experience in human resources in a civil service, merit-based and unionized environment Natasha Glynn

THE OPPORTUNITY OCERS is seeking a Sr. Manager, Operations Support Services. This is a newly created position, that requires a strategic thinker and leader with knowledge of public administration, architectural planning, engineering principles, construction techniques, and specific practical knowledge related to the job responsibilities described herein. The incumbent will manage the planning, design, and construction of OCERS' new headquarters, as well as develop a plan for the future use of OCERS' existing property. The Sr. Manager, Operations Support Services reports directly to the Assistant CEO of Internal Operations and will be expected to uphold the highest standards of accountability, professionalism, customer service, and excellence. Under general direction, the Sr. Manager, Operations Support Services will provide support to the Assistant CEO of Internal Operations by planning, organizing, and managing the Operations Support Services Department. The incumbent is responsible for managing professional and administrative team members and will maximize the overall functions of the team which include building maintenance, capital improvement projects, contracts management, Board member elections, and operational risk management. Essential Duties and Responsibilities: Oversee and manage the performance of professional and administrative team members, including establishing performance requirements and professional development targets; Assist in developing options for the best use of OCERS' existing properties and implement strategies as approved by OCERS' Board of Retirement; Oversee the planning, design, and construction of a government/public facility that will be OCERS' future headquarters; Coordinate with consultants, contractors, OCERS' Finance Department, and project managers in the design, development, and delivery of OCERS' headquarter project; Plan, direct, monitor, and review work plans and project progress; lead weekly meetings with OCERS' Headquarter Project team to ensure project objectives are achieved; Review architectural plans and coordinate with consultants to ensure agency requirements and design concepts are incorporated into the building plans; Interpret and apply federal, state and local laws and regulations regarding structural adequacy, appropriate life safety, fire emergency exit configuration, and environmental considerations; Evaluate and assess, the physical security of OCERS facilities, recommend and implement strategies when appropriate; Oversee building management and repairs of OCERS' facilities; coordinate projects, maintenance, building security, procurement, and contract management, business continuity/disaster recovery planning, and operational risk management; Analyze equipment and material needs and prepare recommendations to prudently enhance operations; Manage contract agreements and effectively represent OCERS in dealings and negotiations with consultants, contractors, and other agencies; Prepare annual budget for the Operations Support Services Department, and coordinate with the property manager to prepare and maintain a rolling five (5) year maintenance repair plan; operate within established funding; Recommend and evaluate policies and procedures for the administration of the Operations Support Services Department; Identify and analyze operational and functional problems; design and implement solutions; Promote a strong commitment to safety awareness and compliance; Oversee OCERS' Board of Retirement election process; Make presentations to the Board of Retirement and executive leadership as requested; Consistently demonstrating respect, and thoughtfulness, with regards to others. Minimum Qualifications Education and Experience Graduation from an accredited university or college with a Bachelor's Degree in Architecture, Engineering, Construction or a closely related field. AND Seven (7) years of experience in building, planning, civil, and commercial building construction or construction management, including a minimum of three (3) years managing or supervising staff. Special Notes, Licenses or Requirements: A valid California Class C driver's license or the ability to arrange necessary and timely transportation for field travel. May be required to use a personal vehicle. Successful candidates must be able to pass a thorough background investigation, including a Live Scan fingerprint screening. Highly Desirable: Possession of a valid Professional Engineer license issued by the State of California Board for Professional Engineers, Land Surveyors, and Geologist (PELSG) or a valid Architect license issued by the California Architects Board. Highly Desirable: Possession of a valid Construction Management Certification. Please click here for details on this classification. THE IDEAL CANDIDATE Leadership and Teamwork Results-oriented, problem solver with political acumen; well-rounded professional that can comfortably change focus as the needs of the department fluctuate over time; capable of presenting complex issues and policies to OCERS' Board of Retirement. Strong ability to foster and promote the development of workplace culture based on collaboration, mutual respect, professionalism, and responsibility. Exhibit excellent judgment, the ability to take the initiative, and a strong commitment to maintaining a high level of ethical and confidentiality standards. Relationship Building/Effective Communication Exceptional relationship-building skills; provide superior customer service when responding to inquiries and/or complaints, and use diplomacy when dealing with challenging situations and/or people. Effectively demonstrate interpersonal, analytical, and verbal presentation skills with an ability to establish and maintain trusting, professional, and collaborative working relationships with internal and external stakeholders, including members of the Board of Retirement, OCERS team members, service providers, vendors, project managers, and consultants. Project Management Effectively coordinate with consultants and project managers the preparation of specific scopes of work, including architects, general contractor floor plans, section and enlarged details, and schedules; Successfully manage projects, including the tracking of the project's scope, schedule and budget and report on the progress of the project to a variety of audiences. Knowledge/Skills/Abilities The following lists the knowledge, skills, and abilities necessary to perform the essential duties of the position. Knowledge of: Theory, principles, and practices of government planning, engineering design, construction management, contract administration, and project/program management that relate to a public facility, infrastructure, and economic development; Current environmental laws, procedures, and techniques and general appreciation and sensitivity for environmental concepts within the context of building construction and land development; City, State, and Federal building, electrical, plumbing, mechanical, fire, zoning, property maintenance, and public nuisance codes; Principles and practices of commercial building electrical, plumbing, and mechanical installation, repair, and techniques; Principles and practices of project management applicable to managing engineering design and construction projects to meet completion deadlines within an approved budget; State contractors' licensing rules and regulations; Public contracting principles, including proposal preparation, contract negotiation, and procurement policies; Computer applications and hardware related to the performance of the essential functions of the job. Skills/Ability to: Establish and maintain effective, professional working relationships with retirement system members, Board of Retirement, participating employers, OCERS' team members, public officials, contractors, vendors, and the public; Read, review, and comprehend architectural, civil, mechanical, electrical, plumbing and/or life safety construction plans, blueprints, schematics, and other complex drawings; Interpret contract plans and specifications and resolve potential construction concerns; Formulate, analyze, and effectively communicate processes and development plans to the Board of Retirement, OCERS' team members, and the public; Understand and interpret laws, regulations, policies, and ordinances; Perform the mathematical calculations required by the job; Calculate and prepare statistical data and reports for the Board of Retirement; Compile, organize, prepare, and maintain an assortment of records, reports, and information; Plan, organize, and prioritize daily assignments and work activities; Analyze situations accurately and adopt an effective course of action by applying conflict resolution strategies and practices; Communicate clearly and concisely, both orally and in writing with a variety of individuals representing diverse cultures and backgrounds; Maintain a professional demeanor in volatile situations that require a high degree of sensitivity, tact, and diplomacy; Exercise appropriate judgment in answering questions and releasing information; Demonstrate strict confidentiality, professionalism, integrity, and compliance with applicable laws and regulations at all times; Effectively use computer systems, software applications, and modern business equipment to perform a variety of work tasks. Physical, Mental and Environmental Conditions The following is a description of the physical and mental abilities that are customarily required to perform the essential job functions of this position. Physical and Mental Demands Speak and hear well enough to communicate in English clearly and understandably in person, over the telephone, and in small groups; Manual dexterity sufficient to use hands, arms, and shoulders repetitively to operate a telephone, keyboard, write, and use a calculator; Mental stamina to interact professionally with members of the Board of Retirement, participating employers, peers, and retirement system members; Vision sufficient to read fine print and a computer monitor; Independent body mobility, agility, and stamina to stand, walk, stoop, bend, and twist, in order to access a standard office environment; Ability to sit for prolonged periods-of-time; Subject to standing for extended periods-of-time, walking over rough or uneven surfaces, bending, reaching, kneeling, and climbing ladders and stairs, crawling, and occasional lifting of objects up to 50 pounds. Environmental Conditions The primary workplace is in an office environment, working with standard office equipment; Peripheral office equipment generates a quiet to moderate noise level; Operates in an environment that includes elected officials, non-elected officials, government agencies, community interest groups, and the general public in the development and coordination of OCERS affairs; Out of area travel may be required to attend professional conferences and meetings; Occasional exposure to inclement weather and varying temperatures, subject to driving a vehicle to conduct work; Subject to working at heights and below ground, exposure to dust, pollen, noise, balancing on high or narrow places, working in excavations, and general hazards associated with construction sites; Subject to exposure to dirt, weeds, potentially hazardous materials, rodents, and insects. Compensation and Benefits Compensation will be determined based on the experience level, credentials, and personal characteristics of the candidate. Successful candidates will be eligible to participate in OCERS' employee benefits package. The competitive benefits package includes retirement and deferred compensation programs; health, dental, life, and disability insurance; professional organization memberships and tuition reimbursement up to $10,000 maximum annually; a taxable optional benefits plan; and accrued paid annual leave. Relocation expenses will be negotiated on an individual basis. RECRUITMENT PROCEDURE OCERS Human Resources Department will screen all applications and supplemental responses to identify qualified candidates. Applications submitted without a completed supplemental information form will be disqualified from further consideration. After screening, the more qualified candidates will be referred to the next step in the recruitment process and notified of all further procedures applicable to their application status. Application Appraisal Panel (AAP): (Refer/Non-Refer) Application materials will be rated by a panel of job knowledge experts for those qualifications most needed to perform the duties of the job. The more qualified candidates will be referred to the next step. All notifications regarding this recruitment will be sent via e mail. Qualifications Appraisal Panel (QAP): (Weighted 100%) Candidates will be interviewed and rated by a panel of job knowledge experts. Each candidate's rating will be based on responses to a series of structured questions designed to elicit the candidate's qualifications for the job. Based on OCERS' needs and the number of applications received, the selection procedures listed above may be modified and all affected candidates will be notified.   Jessica Fowlkes

The Opportunity:  For those who have previously had documented earnings of at least $75,000 a year and demonstrated management/leadership experience in a different industry, you may be eligible for consideration into New York Life San Diego’s Fast Track to Leadership program. If qualified, New York Life sets shorter parameters on time spent producing as an agent before qualifying to become a full Partner with our firm. From there, New York Life offers a comprehensive Management Career Path that will be fully described and documented during our interview process. (The Partner role is briefly described below). Description of Activities and Responsibilities:  As a licensed agent, you will be responsible for scheduling appointments, meeting with clients, analyzing clients’ information, making product recommendations and providing ongoing service. Agents work in the personal and business markets. They can help clients meet their insurance, estate, retirement and benefit needs through the insurance and financial products they offer. However, in the Fast Track program, we also introduce elements of the Management Orientation Program into your training in year 1 in preparation for assuming the Partner role, once all program requirements are met. Requirements:  This program require documented earnings of at least $75,000 a year and demonstrated management/leadership experience in a different industry We have a preference for individuals who are bi- or tri-lingual, as well as those with a 4-year college degree (not necessarily in business, marketing or insurance). Our top-tier Fast Track candidates may also have their MBA, but this is not required. Training:  At New York Life, we take your training seriously. We offer state of the art marketing support and extensive ongoing training through NYLIC University. Not only will you be trained through our NYLIC University program, but also through local Managers and full-time Trainers who are extremely proficient in teaching the knowledge and skills needed to get off to a fast start. In addition to Agent training, the Fast Track candidate also participates in our robust Management Orientation Program in preparation for assuming the Partner role. Kevin Rogers VSC-San Diego