Salary : $83,012.00 Annually
Location : City County Building, IN
Job Type: Full Time
Job Number: 09313
Department: Office of Public Health and Safety
Opening Date: 08/26/2025
Closing Date: 9/25/ :59 PM Eastern
Position Summary The Administrator of Housing and Eviction will fulfill one of the core missions of the Office of Public Health and Safety by developing the office's policy relating to citizens facing housing instability and homelessness. The Administrator will be responsible for creating and managing strategies to address immediate needs regarding homelessness and implement eviction avoidance measures and reports to the OPHS Deputy Director of Public Health. This role will serve as one of the City's liaisons with the Indianapolis Continuum of Care structure, fostering collaboration and coordination among other governmental and non-governmental organizations that serve the homeless and prevent evictions. The Administrator will work closely with the Department of Metropolitan Development's Principal Program Manager - Homelessness Policy and the Mayor's Senior Policy Advisor as well as the Indianapolis Continuum of Care implementing the Indianapolis Community's Plan to End Homelessness. The City of Indianapolis prioritizes and celebrates diversity, equity, and inclusion in all its forms. This position values diversity in perspectives and experiences among colleagues and the residents of this city whom they serve.
Position Responsibilities - Manage the Division of Homelessness and Eviction Prevention, two full-time employees, multiple contractors, and part-time employees.
- Serve as liaison to the City-County Council, elected officials and community groups regarding OPHS homeless programs and issues related to evictions.
- Serve as liaison to residential and business community regarding matters of unsheltered homelessness.
- Identify and pursue new funding sources, including local and federal grants as well as philanthropic partners.
- Develop policy for the Mayor's Office on homelessness, eviction avoidance, and other related issues in coordination with the Department of Metropolitan Development (DMD).
- Manage the City's pilot homeless jobs program and the city contracts for the provision of services to homeless residents.
- Coordinate and implement the city's response for unsheltered weather contingency operations.
- Oversee development of and operations of the city's future Housing Hub and Low-barrier Shelter.
- Manage the city's unsheltered camp decommissioning strategies.
- Manage the City-County Council's camping ordinance, safe charitable distribution sites, and oversee development and operations of the city's future Housing Hub.
- Manage the City's Tenant Advocacy Project (TAP).
- Track local, state, and federal policy changes that may affect homelessness and evictions and enhance/develop new local policy and programs.
- Coordinate with the OPHS communications team on marketing and media relations related to homelessness and eviction.
- Work alongside OPHS administration on HR related items, including but not limited to, hiring, performance reviews and compensation.
- Assist the OPHS administration and finance team in developing budget and spend plan for programs.
- Perform other duties as assigned by the OPHS Director and Assistant Director of Social Determinants of Health.
- 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.
Qualifications Bachelor's degree in public health, social work, public administration, or related field with and at least (5) five years of social policy work experience required. Extensive knowledge of the social drivers of health and the causes that lead to eviction and homelessness is required. Ability to coordinate multiple projects and stakeholders to meet deadlines is required. Advanced communication skills, including public speaking skills, are required. Experience developing budgets, managing contracts, and project development/implementation required.
Preferred Job Requirements and Qualifications Master's degree in public health, social work, public administration, or related field with (3) years of social policy work experience preferred. Familiarity with the Indianapolis Continuum of Care (CoC) and key community leaders in homelessness and eviction response, is preferred. Previous experience working in local, state, or federal government. Demonstrated community engagement and coalition building experience preferred.
All rates are bi-weekly.
2025 Rate Sheet - To view our rate sheet, please copy and paste this link into your web browser: Insurance Employee Only (rates per $1,000 per month):
Basic: Employer Paid
Optional Life Insurance Employee Only (rates per $1,000 per month)
Additional:
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
IMPORTANT PERF UPDATE:
*For more information on eligibility options, refer to Proposal 21-288
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
