Deputy Director, People and Culture

City of Indianapolis; Indianapolis (IN); On-site; USD 80,000 - 110,000; Full time

Job summary

The City of Indianapolis is seeking a Deputy Director of Human Resources to provide strategic leadership and oversee various HR functions. This role involves designing policies, enhancing employee experiences, and ensuring compliance with laws. The ideal candidate will have extensive leadership experience and a strong background in human resources. They will collaborate with various stakeholders to foster a service-driven culture and promote equity and engagement within the workforce.

Qualifications

• 10-15 years in a leadership role with supervisory experience.
• Knowledge of Federal, State, and County laws is a must.

Responsibilities

• Oversee recruitment, hiring, onboarding, and employee relations.
• Develop and execute operational policies for the City.
• Lead and supervise the employee relations team.

Skills

Leadership

Communication

Analytical Skills

Integrity

Education

Bachelor’s degree in Business

Master’s Degree in Business

Tools

PeopleSoft HCM

Microsoft Office

Budgetary Software

Job description

The position of Deputy Director of Human Resources People & Culture is responsible for strategic leadership in support of the people who are employed at the City of Indianapolis and Marion County. This position will design and implement strategies to support a service-driven culture throughout all agencies and divisions. The Deputy Director is a highly visible management position that assists the Director of Human Resources with the development and execution of operational policies for the City of Indianapolis and Marion County. The Deputy Director supervises the program managers and ensures the programmatic work is carried out in a manner consistent with the strategic plan. The Deputy Director serves as a secondary liaison to the Director of Human Resources. This position will oversee the teams responsible for the employee experience and life-cycle including recruitment, hiring, employee relations, onboarding, off-boarding, training, and development. Position reports to Director of Human Resources.

Agency Summary

The purpose and mission of the Human Resources Division is to provide the highest quality of service in the areas of Talent Acquisition, Employee Relations, Compensation & Benefits Administration, Performance Management, Record Retention, and Training & Development; by cultivating a productive, collaborative, and compliant work environment in order for our workforce to meet the needs of the residents 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.

• Works with the Director of Human Resources, and elected officials, agency/division leaders to develop internal administrative, financial, and personnel policies as appropriate
• Ensures the implementation of internal policies among the human resources staff
• Serves as liaison for internal policy issues involving human resources programs
• Ensures job responsibilities are clearly communicated and duties are delegated appropriately
• Inspires and models a culture of excellence by being an active leader and setting data-driven goals
• Structure and lead teams to deliver work over and above the expectations of the agencies and divisions
• Builds and maintains strong relationships with agencies and division leaders and union leadership
• Represents the City of Indianapolis and Marion County in industry-group conferences, professional associations, and other public venues
• Develop thought leadership around human resources topics and emerging practice areas
• Shares the knowledge learned by dissemination, reporting, and communications
• Communicates clear directives to direct reports individuals, agency, and division wide strategic initiatives, goals, timelines, and expectations on a continuous basis
• Generates creative or new solutions to processes or services by exploring new ideas and collaborating with others
• Must be able to identify bottlenecks in processes and find solutions that work for everyone involved
• Lead, develop and execute an aligned work culture strategy, process, and policies across the employee lifecycle including recruiting, hiring, onboarding, offboarding, development, performance management, and workforce planning
• Create and drive strategies and programs that improve equity, employee engagement, and organizational effectiveness
• Designs and drives strategic initiatives and goals, including measurements of success, for the talent acquisition team
• Works with Manager, Talent Acquisition to create and drive strategies to create a candidate pool with qualified diverse candidates
• Implements KPI’s for team effectiveness surrounding recruitment and reduction in time-to-fill positions
• Designs and drives strategic initiatives and goals with the human resources team-members to include classes and workshops
• Sets the goals and outcomes for measurements of success for the team and individuals
• Supervises the employee relations team in effective partnerships and support of agencies and divisions workforce policies
• Drives effective communication for organizational compliance with Federal, State, Local Laws, and Municipal Codes for the City of Indianapolis Marion County and the Collective Bargaining Agreements
• Leads, develops, and supervises direct reports through weekly meetings
• Sets the performance objectives, measuring and tracking of benchmarks, and KPI’s for the teams
• Helps set and guide the strategic direction of the division and is responsible for management and direction of short and long-term process documentation, process improvements and policy updates
• Partner with the Director of Human Resources on collecting, measuring, and reporting KPI’s for human resources to internal and external stakeholders annually
• Participates in union negotiations, interpreting contract language, and delivering human resources processes to effectively uphold the collective bargaining unit’s contract
• Create, participate, or delegate RFPs, RFBs, and RFQs as needed
• Incumbent’s decisions and actions are governed by city, state and federal laws and regulations
• The incumbent may make administrative decisions dealing with operations of the city and county
• Instructions may be general or detailed depending on the circumstances and when deadlines are to be met
• Maintain confidentiality of all information especially as it relates to internal investigations
• 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 Business, Organizational Development, Human Resources, or related field with ten (10) to (15) years in a leadership role with previous supervisory experience. Must be approachable at all times. Knowledge of PeopleSoft HCM required. Must be proficient in Microsoft office and budgetary software. Strong verbal and written and communication skills required. Must exercise high integrity, confidentiality, and judgment at all times. Must have the ability to analyze, coordinate, devise, and recommend solutions on initiatives that maybe out of the scope of human resources. Knowledge of all Federal, State, and County laws is a must. Experience working in local government is a plus. SHRM-SCP highly valued.

Preferred Job Requirements and Qualifications

Master’s Degree in Business, Organizational Development, or Human Resources, or related field with more than ten (10) years in a leadership role with supervisory responsibilities preferred. Bilingual preferred. PHR, SPHR, SHRM-CP, or SHRM-SCP required.