Talent Acquisition Program Manager - People, Performance & Development - SFO (1246)

$130,910 - $159,120 yearly
  • San Francisco International Airport (SFO)
  • San Francisco International Airport (SFO), San Francisco, CA, USA
  • Jan 05, 2022
Full time Human Resources Transportation

Job Description

Company Description

San Francisco International Airport (SFO), an enterprise department of the City & County of San Francisco, has a workforce of approximately 1,700 City employees and strives to be a diverse, equitable, and inclusive employer.

SFO’s mission is to provide an exceptional airport in service to our communities and our core values are Safety and Security, Teamwork, Excellence, Care and Equity. Learn more about careers at SFO.

For more information about SFO, visit www.flysfo.com. Follow us on twitter and facebook.

Job Description

The Talent Acquisition Program Manager reports to the Assistant Director of Talent Acquisition and supervises a team of Senior and Talent Acquisition Business Partners. 

You are excited about this opportunity because you will:
Lead our Talent Acquisition team at San Francisco International Airport and support a thoughtful, inclusive, and effective applicant/candidate experience, and ensure we have a best-in-class workplace that exemplifies our core values. You will partner with SFO management and Human Resources liaisons to develop, execute, and optimize talent acquisition strategies and processes that support our business objectives and evolve, develop, retain, and grow our workforce.  As the Talent Acquisition Program Manager, you will be hands-on, and able to flex from strategic to tactical work while being a thoughtful leader that provides coaching, support, and development within the Talent Acquisition Team, and with key stakeholders throughout the organization. In this role, your focus areas will include the following: 

Role Responsibilities: 

Talent Acquisition

  • Partners/collaborates with SFO divisions to align and execute Talent Acquisition (TA) strategies in support of department business objectives and strategic goals. 
  • Plans and organizes an aggressive recruitment program designed to meet the goals of the Department including SFO’s Racial Equity Action Plan (REAP); directs the examination program for the Department's recruitment process.
  • Develops and implements hiring/recruitment data analytics to measure progress in achieving operational, DEIB, and process transparency goals.
  • Leads in job classification projects/requests; coordinates the preparation of class specifications; and makes recommendations.
  • Evaluates programs and activities in meeting operational needs and makes recommendations to increase efficiencies and client satisfaction.  
  • Guides and/or performs special projects involving the planning, research, development, or implementation of technical phase of human resources administration.
  • Prepares various memoranda, correspondence, and reports with recommendations. 
  • Implements formal process improvement methods to increase both organizational and operational efficiencies.
  • Serves as the expert technical advisor or coordinator on examination related appeals, protests, and complaints for all divisions. 
  • Plans, evaluates, develops, and recommends changes and revisions to organizational policies and procedures in compliance with Civil Service Rules, Department of Human Resources policies and procedures, professional and ethical standards. 

Team Responsibilities

  • Supervises a team of professional human resources staff responsible for department-wide recruitment, examinations, classification, and other talent acquisition operations; develops staff into a highly effective team by setting clear performance objectives and goals, providing regular and honest feedback, trainings and designing individualized development plans. 
  • Serves as a role model and provides guidance to staff in prioritizing work with conflicting or competing deadlines through clear expectation setting and sound judgment of the situation.
  • Coordinates work activities to prevent delays in required actions or to improve programs or services; assists in the identification, development, and implementation of Airport goals, objectives, policies, and priorities; assists in the determination of resource allocation and levels of service according to established policies. 
  • Participates in budget development by providing detailed justification and persuasive arguments for proposals or initiatives; monitors expenditures in accordance with the approved budget; and provides executive management with an early warning and practical options to potential cost overruns. 
  • Appears before committees, legislative and governing bodies; and conducts presentations on recruitment, selection, classification, and other Human Resources related matters.
  • Serves as liaison for the Airport with a variety of other City/County staff and officials of outside agencies; explains and justifies Airport or human resources procedures, policies, or programs; negotiates and resolves difficult and complex issues and problems.

Desired qualities you will bring: 

  • Passion for culture. You understand the importance of a company’s culture and its power to drive success.
  • Desire and commitment to lead and participate in anti-racism, racial justice, and equity work, along with the commitment and fortitude to push and drive change in these areas.
  • Experience with modern talent acquisition technologies and how to activate them to help drive inclusive and diverse talent to our organization.
  • Ability to see solutions where others see problems with a desire to continuously look for ways to make improvements and continuously enhance the candidate experience.
  • Strong attention to detail and sense of urgency to drive projects to completion with a commitment to consistently deliver excellent quality work.
  • Advanced relationship management skills, including partnering and consulting with senior management and executive roles for internal and external partners.




Possession of a baccalaureate degree from an accredited college or university; AND


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 and human resources operations 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 and human resources operations.


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.
  • Completion of a 12 month human resources trainee program equivalent to the City and County of San Francisco’s 1249 Human Resources Training Program may substitute 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 years of the required education on a year-for-year basis: recruitment and selection, classification and compensation, employee and/or labor relations, benefits administration and human resources operations (30 semester units/45 quarter units equal one year.)

Additional Information

Specific information regarding this recruitment process is listed below:

  • Application Opening - Wednesday, January 5, 2022 
  • Application Deadline - Continuous until adequate recruitment
  • Compensation Range: $130,910 - $159,120
  • Eligible List Duration: Six (6) months.
  • Certification Rule:  Rule of Ten (10) Scores.
  • Exam Type: Combined, Promotive and Entrance
  • Appointment Type: Permanent Civil Service
  • Recruitment ID: PBT-1246-117262

Selection Procedure:

Minimum Qualification Supplemental Questionnaire (Weight: Qualifying) 

Candidates will be sent a Supplemental Questionnaire as part of the employment application. This Minimum Qualification Supplemental Questionnaire is designed to obtain specific information regarding an applicant's experience in relation to the Minimum Qualifications for this position. Applicants must also complete the official application. It is essential that applicants provide complete information in identifying their education, experience and training. The Minimum Qualification Supplemental Questionnaire will be used to evaluate if the applicant possesses the required minimum qualifications.

Supervisory Test Battery (Weight: 55%) 

Candidates deemed qualified and admitted to the examination process will be administered 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: http://www.sfdhr.org/index.aspx?page=325

Candidates must attain a passing score on this test component in order to move forward in the selection process.

This is a standardized examination, and, therefore, test questions and test answers are not available for public inspection or review.

Technical Knowledge HR Exam (Recruitment and Examinations Emphasis) (Weight 45%)

Qualified candidates 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 processes related to job analyses, test administration, test development, recruitment, harassment, EEO and ADA laws. It is also designed to measure analytical and quantitative ability, basic statistics, ability to interpret data in tables, graphs and charts, and basic computer use (e.g., Outlook, WORD, Excel, PowerPoint). 

Candidates must attain a passing score on this test component in order to move forward in the selection process.

This is a standardized examination and, therefore, test questions and test answers are not available for public inspection or review. 

Candidates must attain a minimum passing score on the Supervisory Test Battery and the Written Multiple-Choice Technical Knowledge HR Exam (Recruitment and Examinations Emphasis) in order to move forward in the selection process.  The above test components are standardized exams and, therefore, test questions and test answers are not available for public inspection or review. Scores attained on this component are "banked" for three years, starting from the date of the examination, and are applicable to both the 1246 and 0931 Human Resources’ positions where “recruitment and examinations” is the job’s emphasis. This means that, should you apply during this three-year time period for a 1246 and/or 0931 HR job opportunity for which “recruitment and examinations” is the position’s primary focus, you will not be required to re-take this test component. If the selection process for a future 1246 or 0931 HR job announcement is held within one year of the date of this examination and it includes this test component, your score on this test component automatically will be applied to that announcement. [Please note that separate passing points for this test component will be applied with respect to the 1246 and 0931 selection processes (i.e., a higher passing point is applied with respect to 0931 HR recruitments). However, after one year, you have the option to either (a) apply your test score to the other announcement or (b) re-take this test component. Re-testing is permitted no sooner than one year from the date of the examination and only in association with your eligibility for another 1246 or 0931 job announcement for which this test component is used. Please note that, should you re-test, your re-test score would become your official score since it is the most recent.]

A passing score must be achieved on the exam components listed above in order to be placed on the eligible list score report.  Candidates will be placed on the eligible list in rank order according to their final score. Candidate scores on this examination may also be applied to other announcements involving other job titles, when directed by the Human Resources Director. 

The department may administer additional position-specific selection procedures to make final hiring decisions. 

Qualified candidates will be notified of the exact date, time and location of the examination.

Transportation Security Administration (TSA) Security Clearance: Candidates for employment with the San Francisco Airport Commission are required to undergo a criminal history record check, including FBI fingerprints, and Security Threat Assessment in order to determine eligibility for security clearance and may be required to undergo drug/alcohol screening. Per Civil Service Commission Rule Section 110.9.1, every applicant for an examination must possess and maintain the qualifications required by law and by the examination announcement for the examination. Failure to obtain and maintain security clearance may be basis for termination from employment with the Airport Commission.

Terms of Announcement:
This is a Position Based Test conducted in accordance with Civil Service Rule 111A. Applicants must be guided solely by the provisions of this announcement, including requirements, time periods and other particulars, except when superseded by federal, state or local laws, rules or regulations.  Clerical errors may be corrected and, if so, an amended note will be posted on this official job announcement.

The terms of this announcement may be appealed under Civil Service Rule 111A.35.1. The standard for the review of such appeals is ‘abuse of discretion’ or ‘no rational basis’ for establishing the position description, the minimum qualifications and/or the certification rule.  Appeals must include a written statement of the item(s) being contested and the specific reason(s) why the cited item(s) constitute(s) abuse of discretion by the Human Resources Director. Appeals must be submitted directly to the Executive Officer of the Civil Service Commission within five business days of the announcement issuance date.

Additional Information Regarding Employment with the City and County of San Francisco: 

Exam Analyst Information: If you have any questions regarding this recruitment or application process, please contact the exam analyst at: Erin.Zadlo@flysfo.com

All your information will be kept confidential according to EEO guidelines.


CONDITION OF EMPLOYMENT:  All City and County of San Francisco employees are required to be vaccinated against COVID-19 as a condition of employment.  For details on how it is applicable to your employment, please click here.

The City and County of San Francisco encourages women, minorities and persons with disabilities to apply. Applicants will be considered regardless of their sex, race, age, religion, color, national origin, ancestry, physical disability, mental disability, medical condition (associated with cancer, a history of cancer, or genetic characteristics), HIV/AIDS status, genetic information, marital status, sexual orientation, gender, gender identity, gender expression, military and veteran status, or other protected category under the law.

When applying, please note that you saw the job posted on the NOVAworks Job Board. If you need help with your resumé, please see a NOVAworks Career Advisor.