Our Executive Management Team

Our Organizational Structure

Our Divisions

The Department of Human Resources provides services through the following divisions:

ADMINISTRATION, FINANCE, BUDGET AND INFORMATION SERVICES provide internal administrative support to ensure efficient department operations.

CLASSIFICATION and COMPENSATION (CLASS and COMP) classifies the City’s positions and manages Memoranda of Understanding (MOUs) and the Municipal Code related to compensation. In addition, Class and Comp supports the civil service system through management of classification actions and appeals, labor negotiations through performance of salary surveys, costing, and contract administration, and payroll through establishment and maintenance of rates of pay, premiums and lump sum payments.

DIVERSITY, EQUITY AND INCLUSION ensures the City workplace and employment-related decisions are free of bias, harassment, and discrimination. We also partner with other City departments and lead citywide efforts to create more equitable, inclusive workplaces where all City employees feel valued, respected, and engaged at work.

EMPLOYEE RELATIONS (ERD) negotiates and administers the provisions of collective bargaining agreements between the City and labor organizations representing City employees. ERD staff advises department personnel representatives in interpreting contract provisions, manages and reviews grievances related to contract interpretation and disciplinary action, determines bargaining unit assignments of City classifications, and conducts meet and confer sessions within the scope of representation.

EMPLOYMENT SERVICES division includes Client Services Consulting, Public Safety Exams and SHR.

• CLIENT SERVICES CONSULTING (CS-HR) provides human resources (HR) solutions to all City departments on employment, personnel and disciplinary matters, as well as Civil Service Commission (CSC) rule application through direct and indirect services. CS-HR partners with direct service department managers to respond to HR issues, recruit and select candidates, manage eMerge PeopleSoft changes, onboard new employees, manage leaves of absence, and resolve disciplinary matters. CS-HR also reviews and approves department requests for position authorization.


• PUBLIC SAFETY EXAM TEAM (PST) develops and administers complex, state-of-the-art, legally defensible selection processes for the sworn ranks of the San Francisco Fire Department, San Francisco Police Department, and San Francisco Sheriff’s Department. This begins with comprehensive, detail-oriented job analyses through eligible list posting for 23 ranks across the three departments. It also works collaboratively with nationally-renowned psychometric consultants who may be hired to assist in the development and administration of these examinations.


• SELECTION AND HIRING RESOURCES (SHR) is responsible for two core functions at the Department of Human Resources that are governed by Civil Service Commission Rules: (1) Miscellaneous Examinations and (2) Operations. Miscellaneous Examinations conducts comprehensive job analyses in order to create valid, job-related selection processes for citywide positions and provides training and consultation to City departments regarding best practices for creating their own selection processes and utilizing applicant and examination systems. Operations administers list adoptions, citywide referrals, appointment processing, the Employment Information Center and the Conviction History Program, which includes supporting the public, applicants and departments during the hiring process, while ensuring practices are unbiased and merit-based. The SHR Team provides valuable, direct support to candidates throughout the hiring process from application to appointment.

EQUAL EMPLOYMENT OPPORTUNITY (EEO) AND LEAVE PROGRAMS provides direct services and consultation to all City departments, including investigating and resolving discrimination issues, harassment prevention and other staff training, reasonable accommodation for individuals with disabilities, and establishing citywide leave management policies and protocols. EEO also prepares workforce composition reports.

HR HIRING MODERNIZATION is a collaborative effort to improve hiring. The collaboration will ensure changes to the way we hire result in fair, effective and modern processes for applicants, hiring managers, human resources professionals, and others. This project is merit-based, user-centered, data-driven and ongoing.

WORKERS’ COMPENSATION (WCD) administers workers’ compensation benefits and all other benefits related to work injuries and illnesses, in compliance with state and local laws and regulations, and coordinates citywide safety and prevention efforts.

WORKFORCE DEVELOPMENT (WD) is committed to the professional and personal development of the City’s workforce. WD, in collaboration with other educational partners, develops and integrates an extensive curriculum of workshops designed to enhance individual or group capabilities. WD also provides data on the City’s workforce, performance management services, recruitment services, and citywide fellowship and apprenticeship program coordination.

For more information, call (415) 557-4800 or 311; or visit www.sfdhr.org.