Chief Digital Officer
City of Indianapolis
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Job summary
City of Indianapolis is seeking a Chief Digital Officer to set and execute the City-County’s enterprise digital strategy, aligning technology, digital experience, workforce capability, and enterprise applications to deliver modern, equitable and secure services to residents and businesses.
The CDO will lead digital strategy, enterprise architecture, and portfolio governance, drive modernization, ensure privacy and security compliance, and partner with city agencies to deliver measurable
Qualifications
- Bachelor’s degree in computer science, Information Systems, or a related field or equivalent work experience.
- Eight years of IT experience including architecture design and deployment, change management, and lifecycle management, with three years in leadership roles.
- Excellent communication and interpersonal skills for non-technical explanations.
- Experience working with senior management and diverse stakeholders.
Responsibilities
- Develop, refine, and execute the City-County Digital Strategy aligned to IT and Cybersecurity Strategies.
- Direct technical standards, processes, and governance across ISA.
- Provide executive direction of enterprise applications strategy, operations, and lifecycle management.
- Direct City-County digital experience strategy and ensure improvements align to modernization goals.
- Lead digital workforce readiness and capability development programs.
Skills
Education
Job description
The Chief Digital Officer (CDO) is responsible for setting and executing the City-County’s enterprise digital strategy and ensuring that technology systems, digital experience, workforce capability, and enterprise applications work in harmony to deliver modern, equitable, accessible, and secure services to residents, businesses, visitors, and internal users.
The Chief Digital Officer (CDO) is responsible for setting and executing the City-County’s enterprise digital strategy and ensuring that technology systems, digital experience, workforce capability, and enterprise applications work in harmony to deliver modern, equitable, accessible, and secure services to residents, businesses, visitors, and internal users.
This executive leadership role ensures tight integration between constituent digital experience, enterprise application capabilities, and enterprise architecture, guaranteeing that strategic priorities translate into measurable improvements in service delivery, technical efficiency, and public satisfaction.
Serving as the primary champion for technology, this role establishes and upholds digital standards, guiding portfolio investment decisions, and drives modernization through defined decision rights and a mature policy lifecycle.
The purpose and mission of the Information Services Agency provides information technology services to the city and county. It helps each of the city and county agencies and departments achieve their mission through technology solutions. Information Services Agency aligns its objectives with the business of city and county partners to provide accessible and reliable services to local citizens, businesses, and visitors. The agency is able to do this by cultivating a productive, collaborative, and compliant work environment in order for our workforce to meet the needs of the constituents of Indianapolis and Marion County.
Equal Employment Opportunity
The City of Indianapolis Marion County is an equal opportunity employer. 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, refine, and execute the City-County Digital Strategy aligned to IT and Cybersecurity Strategies.
- Continuously assess market trends, emerging technologies, and modernization opportunities.
- Build public digital experience plans and roadmap for multi-year modernization.
- Champion innovation, enterprise-wide digital transformation, and change adoption
- Identify and remove barriers to keep the technical needs and direction of the City-County on track.
- Guide development of enterprise architecture governance structures.
- Direct technical standards, processes, and procedures used across ISA.
- Ensure compliance with privacy, security, and governance requirements.
- Provide executive direction and oversight of enterprise applications strategy, operations, and lifecycle management.
- Ensure appropriate architecture and integration across enterprise systems
- Govern prioritization, resource allocation, and vendor/MSP performance.
- Oversee delivery of application projects, compliance, service levels, and modernization outcomes.
- Lead decision-making processes and work closely with ISA staff in determining, developing, and managing the City-County technology portfolio.
- Serve as technical advisor to IT and business leaders, guiding solution design.
- Direct City-County digital experience strategy and ensure constituent-facing improvements align to modernization goals.
- Oversee service quality measurement, cross-agency experience insights, and customer satisfaction benchmarks.
- Guide change management support for agency adoption of new systems, digital tools, workflows, and service processes.
- Foster culture continuous improvement in processes, systems, and tools to better service the enterprise.
- Provide executive direction for enterprise technology training programs, including ERP, productivity tools, and custom applications.
- Integrate workforce readiness into digital strategy execution and application deployment plans.
- Ensure enterprise-wide training content quality, program scalability, and platform management.
- Champion digital literacy, adoption, and continuous technical learning across agencies.
- Collaborate with HR and agency leadership to establish standards and coordinated learning models.
- Collaborates with the Office of the CIO, Operations, Cybersecurity Services (including the SOC), Administration & Finance, and agency executive teams
- Coordinates with managed service providers and vendors to deliver portfolio outcomes.
- Provides executive leadership and guidance to the direct reports (Application Services Manager, Enterprise Experience Manager, Technology Training Manager), and their associated teams to drive coordinated digital transformation efforts across agencies.
- Builds strong relationships across a diverse stakeholder landscape, including department and agency leadership, key vendors and service partners, and members of the IT Board.
- Ensures performance management, coaching, mentoring, and professional development across all direct and indirect reports.
- Oversee the contract strategy, vendor management frameworks, and MSP performance dashboards at a strategic level.
- Partnership with OFM on technology procurement and contracts to ensure compliance
Bachelor’s degree in computer science, Information Systems, or a related field or equivalent work experience. Minimum of eight (8) years of IT work experience, including architecture design and deployment, change management, and/or systems lifecycle management, with three (3) years of leadership experience in managing enterprise technology solutions. Must possess excellent communication and interpersonal skills with the ability to describe and present complex technical concepts in a non-technical fashion. A passion and ability to build and grow an organization to achieve the company’s goals of providing an exceptional customer experience. Experience dealing with various levels of internal/external management including operations and executive management. Exceptional customer service skills and abilities, professional and tactful negotiator. Superior organizational, time and project management skills in managing conflicting priorities. Focused, goal oriented and can work independently with minimal direction. Management and leadership of customer service, project management and technical teams.
Master’s degree. Senior level certifications such as ITIL, Prosci Certification, and/or PMP certification is preferred. Demonstrated leadership in public-sector digital accessibility and data governance.
Essential functions are regularly performed in an office setting without exposure to adverse environmental conditions. Primary work location is the City-County Building, with potential for This position is eligible for partial hybrid work. After-hours incident support and escalation is expected.
- Sitting at a desk the majority of the day
- Some lifting, carrying, pushing and/or pulling of objects and materials of light weight (5-10) pounds
- Tasks may involve extended periods of time at keyboard or workstation
- Tasks require the ability to perceive and hear sounds and see visual cues or signals
- Tasks require the ability to communicate orally
All rates are bi-weekly.
2026 Rate Sheet - To view our rate sheet, please copy and paste this link into your web browser: https://acrobat.adobe.com/id/urn:aaid:sc:VA6C2:67382b58-4d1a-4519-89d7-8453f91e19a1
Life Insurance Employee Only (rates per $1,000 per month):
Basic: Employer Paid
Optional Life Insurance Employee Only (rates per $1,000 per month)
- 25-29 $0.058
- 30-34 $0.083
- 35-39 $0.099
- 40-44 $0.132
- 45-49 $0.223
- 50-54 $0.363
- 55-59 $0.600
- 60-64 $0.795
- 65-69 $1.329
- 70 + $2.054
- For more information on eligibility options, refer to Proposal 21-288 https://bit.ly/3exq8yR
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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:
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 the 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
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 the 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.
- 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
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