The purpose and mission of the City of Indianapolis Marion County is to provide the highest quality of service in every area within the agencies and divisions; by cultivating a productive, collaborative, and compliant work environment in order for our workforce to meet the needs of the citizens of Indianapolis and Marion County.

Position is responsible for effectively leading, developing and managing the recruitment strategy and operations of talent acquisition for the relevant City-County agencies and departments. The Incumbent values and has experience designing, and leading diversity, equity and inclusion initiatives and goals to help lead and guide City-County agencies and departments with recruiting and retaining diverse talent. Responsible for creating diversity, equity and inclusion metrics and reports to track the progress of meeting goals. Responsible for team leadership and oversight to develop and coordinate recruitment and hiring goals/metrics, objectives, policies, and procedures. The incumbent is responsible for understanding and ensuring compliance with state, federal and local employment laws. This position impacts the effectiveness of all hiring for City departments and County agencies and must comply in a timely manner so as not to disrupt City/County operations. Position reports to Deputy Director, People & Culture.

All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran, or disability status. We value diversity in perspectives and experiences among colleagues and the residents of this city of whom we serve.

• Develop and design overarching diversity, equity, and inclusion recruitment strategy for City-County enterprise
• Lead, oversee and supervise members of the recruiting team
• Assist departments and agencies in identifying opportunities to improve targeted recruitment for a diverse workforce within their department/agency
• Cultivate and develop external relationships to develop talent pipeline
• Responsible for development and administration of innovative recruiting and applicant sourcing strategies that are competitive with the marketplace
• Responsible for the design and management of the application, referral, and hiring system for the City-County; including collaboration with internal/external departments to review, revise and update job descriptions
• Consults on a regular basis with department and agency leaders to ensure employment needs are being met and to gauge the effectiveness of the talent acquisition process
• Establishes metrics, including dashboards and unit goals, to measure performance and identify opportunities in talent acquisition
• Provide regular reports to agency and division leaders on a monthly basis
• Develops and conducts training programs for hiring managers to enhance their interviewing and hiring skills while ensuring compliance with applicable laws
• Develops, coaches, and mentors’ direct reports
• Defines performance standards and goals for direct reports including skill development where lacking

• Develop a sustainable talent acquisition and hiring plans and strategies
• Design, plan and execute employer branding activities as it relates to hiring
• Encourage employees to be brand ambassadors for the City of Indianapolis Marion County
• Use NEO-gov recruitment marketing tools
• Source and find candidates qualified for open positions
• Perform analysis of hiring needs and provide employee hiring forecast
• Design, plan and execute selection processes (conduct interviews and screening calls, etc.)
• Reviews employment applications and background check reports
• Find bottlenecks in the recruiting process
• Perform candidate and employee satisfaction evaluations and workshops
• Plan procedures for improving the candidate experience
• Suggest measures for improving employee retention
• Use sourcing methods for hard-to-fill roles
• Attend career and college fairs, and similar events
• Determine recruiting KPIs and create and present KPI reports
• Maintains the confidentiality of all information

• This list of duties and responsibilities is not intended to be all-inclusive and may be expanded to include other duties or responsibilities that management may deem necessary from time to time

Bachelor’s Degree in organizational development, Human Resources, or related field with two (2) to three (3) years leading diversity, equity, and inclusion related strategic initiatives and three (3) to five (5) years in recruitment. Strong relationship, communication, organizational, analytical and project planning skills required. Along with excellent verbal and written skills and strong customer service skills, with the ability to promote teamwork, and build effective relationships.

Preferred Job Requirements and Qualifications

Master’s Degree in organizational development, Human Resources, or related field with one (1) to two (2) years leading diversity, equity, and inclusion related strategic initiatives and leading a team in recruitment. Previous knowledge or experience working for a government entity. Bilingual preferred,

All rates are bi-weekly.

2023 Rate Sheet - To view our rate sheet, please copy and paste this link into your web browser: https://media.graphassets.com/fXBSN1Q7SQu0d2T9mmrA

Life Insurance Employee Only (rates per $1,000 per month):

Basic: Employer Paid

Optional Life Insurance Employee Only (rates per $1,000 per month)

Additional:

<25-29 $0.053

30-34 $0.075

35-39 $0.090

40-44 $0.120

45-49 $0.203

50-54 $0.330

55-59 $0.545

60-64 $0.723

65-69 $1.208

70 + $1.867

IMPORTANT PERF UPDATE:

• For more information on eligibility options, refer to Proposal 21-288 https://bit.ly/3exq8yR

1. All employees hired/rehired after 1/1/2022 have a choice to select the PERF Hybrid plan (3% + Pension) or the INPRS My Choice: Retirement Savings plan (3% + 1% Contribution). The Hybrid plan consists of two components:

Annuity Savings Account (ASA) -This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. You're always vested in your ASA portion - it's always yours.

Pension - The pension portion of the retirement benefit is funded by contributions made by the employer over the course of the employee's career and separate from the annuity savings account. Employees enrolled in the PERF Hybrid plan are eligible for retirement benefits at age sixty-five (65) if they have ten (10) or more years of creditable service. After June 30, 1995, employees may retire at age sixty (60) with at least fifteen (15) years of credible service or if the member's age in years plus the years of credible service equals at least 85 and the member is at least fifty-five (55) years of age. With fifteen (15) or more years of creditable service, the employee may retire as early as age fifty (50) with a reduced pension.

2. Employees hired/rehired by the City and County between 1/1/2017 and 12/31/2021 will be automatically enrolled in the PERF My Choice: Retirement Savings plan. This plan is an annuity savings account (ASA) only plan and does not have a pension component. Any service that an employee has in the My Choice: Retirement Savings Plan will not count toward the service time requirements for pension eligibility in the Hybrid Plan.

With the PERF My Choice: Retirement Savings Plan, the ASA is split up into two parts:

Part one - This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. You're always vested in your ASA portion - it's always yours.

Part two - This consists of an additional variable rate contribution paid by the City toward your ASA. This variable rate contribution is currently 1% of your gross wages. Vesting in the value of the variable rate employer contribution will vary by length of participation. You are:

• 20 percent vested after 1 full year of participation
• 40 percent vested after 2 full years of participation
• 60 percent vested after 3 full years of participation
• 80 percent vested after 4 full years of participation
• 100 percent vested after 5 full years of participation

3. All employees hired/rehired prior to 1/1/2017 are grandfathered into PERF Hybrid plan. The Hybrid plan consists of two components:

Annuity Savings Account (ASA) -This consists of the mandatory employee contribution of three (3%) percent of compensation (made for the employee by the City), plus interest credits or earnings. You're always vested in your ASA portion - it's always yours.

Pension - The pension portion of the retirement benefit is funded by contributions made by the employer over the course of the employee's career and separate from the annuity savings account. Employees enrolled in the PERF Hybrid plan are eligible for retirement benefits at age sixty-five (65) if they have ten (10) or more years of creditable service. After June 30, 1995, employees may retire at age sixty (60) with at least fifteen (15) years of credible service or if the member's age in years plus the years of credible service equals at least 85 and the member is at least fifty-five (55) years of age. With fifteen (15) or more years of creditable service, the employee may retire as early as age fifty (50) with a reduced pension.

4. City Employees hired/rehired between 1/1/2017 and 12/31/21 that are members of the City AFSCME labor union can choose to enroll in either the PERF My Choice: Retirement Savings plan or the PERF Hybrid plan. Both plans are described above. Employees have 60 days to choose which option they want, and by state law this cannot be changed. If no choice is made, the employee will then be automatically added to the PERF My Choice: Retirement Savings plan.

The Indiana General Assembly has enacted a provision that allows public employees to make voluntary contributions in addition to the mandatory three percent (3%) contributions. Employees may contribute up to an additional ten- percent (10%) of their compensation per pay period to the annuity savings account. This means that the maximum level of contributions to the annuity savings account under this new provision is thirteen percent (13%) of an employee's compensation per pay period.

Employees who separate from the city within their first ten (10) years of employment need to contact INPRS - PERF regarding their ASA account.

Questions relating to PERF may be directed to INPRS - PERF at:

Indiana Public Retirement System

Public Employees' Retirement Fund

One North Capitol, Suite 001

Indianapolis, Indiana 46204

(888) 236-3544