Human Resources – Town of Cicero

Report on the Functions and Strategic Alignment of the Town of Cicero Department of Human Resources

Departmental Mandate and Leadership

The Department of Human Resources, under the direction of Sarah Kusper, is tasked with the comprehensive management of the employment lifecycle for all positions within the Town of Cicero. The department’s primary mandate is to oversee recruitment, hiring, and staffing processes.

• Director: Sarah Kusper
• Phone: 708-656-3600 ext. 441
• Email: sajelic@thetownofcicero.com

Alignment with Sustainable Development Goals (SDGs)

The operations of the Human Resources Department are intrinsically linked to the advancement of several key United Nations Sustainable Development Goals (SDGs). The department’s policies and initiatives actively contribute to creating a sustainable, equitable, and prosperous community.

SDG 8: Decent Work and Economic Growth

The department directly promotes sustained, inclusive, and sustainable economic growth, and full and productive employment for the community through:

• Systematic management of recruitment for public service employment, creating stable job opportunities.
• Facilitation of access to local employment by publicizing opportunities from area businesses on the Community Jobs Board, thereby supporting the local economy.

SDG 10: Reduced Inequalities & SDG 5: Gender Equality

A core function of the department is to reduce inequality within and among communities by ensuring equitable access to employment. This is achieved by:

• Guaranteeing that all hiring processes are conducted with fairness and transparency, providing equal opportunity for all candidates.
• Committing to the development of a diverse municipal workforce that is reflective of the community it serves, thereby promoting social inclusion.

SDG 16: Peace, Justice and Strong Institutions

The department reinforces the development of effective, accountable, and inclusive institutions at the local level through:

• Strict adherence to all applicable employment laws and established Town policies in every aspect of its operations.
• Ensuring that the municipality’s staffing practices are ethical and transparent, which builds public trust and strengthens institutional integrity.

SDG 11: Sustainable Cities and Communities

By fostering a robust local workforce, the department contributes to making the Town of Cicero more inclusive, safe, and resilient. Key contributions include:

• Strengthening the community by connecting residents with meaningful careers in public service.
• Supporting the local economic fabric by providing a centralized point for both public and private sector job opportunities.

Core Services and Operational Responsibilities

The department executes its mandate through several key functions:

1. Municipal Recruitment and Staffing: Managing the end-to-end process for all employment opportunities within the Town of Cicero, from posting vacancies to onboarding new hires.
2. Compliance and Fairness: Ensuring all human resource activities are conducted in strict accordance with employment law and municipal policy to guarantee fair and transparent outcomes.
3. Community Employment Outreach: Maintaining the Community Jobs Board, located outside the Human Resources Office, to share employment opportunities from local businesses with the public.
4. Stakeholder Support: Providing assistance to internal departments to identify and secure qualified candidates, while also serving as a resource for individuals seeking employment in the Cicero area.

1. Which SDGs are addressed or connected to the issues highlighted in the article?

The article, which describes the functions of the Town of Cicero’s Department of Human Resources, connects to several Sustainable Development Goals (SDGs) centered on employment, equality, and institutional integrity.

• SDG 8: Decent Work and Economic Growth

  This is the most prominent SDG in the article. The department’s core mission is “managing the recruitment, hiring, and staffing of all employment opportunities” and supporting job seekers. By facilitating employment within the town government and sharing opportunities from local businesses via the “Community Jobs Board,” the department directly contributes to promoting sustained, inclusive, and sustainable economic growth, full and productive employment, and decent work for all.

• SDG 10: Reduced Inequalities

  The article highlights a commitment to fairness and diversity. The statement that the department “ensures that all hiring processes are conducted fairly, transparently” and is “committed to building a strong workforce that reflects the diverse talents and dedication of our community” directly addresses the goal of reducing inequalities by promoting equal opportunity in employment.

• SDG 16: Peace, Justice and Strong Institutions

  As a department within a local government (the Town of Cicero), its operations are relevant to building effective and accountable institutions. The text emphasizes that the department operates “in accordance with employment laws and Town policies,” which is a key aspect of developing transparent and accountable institutions at the local level.

2. What specific targets under those SDGs can be identified based on the article’s content?

Based on the department’s described activities, the following specific targets can be identified:

1. Target 8.5: Achieve full and productive employment and decent work for all.

   The article’s entire focus is on facilitating employment. The department’s work in “managing the recruitment, hiring, and staffing” and providing “support to job seekers” directly aligns with the goal of achieving productive employment for the community members of Cicero.

2. Target 10.2: Empower and promote the social, economic and political inclusion of all.

   The commitment to building a “workforce that reflects the diverse talents and dedication of our community” is a direct effort towards the economic inclusion of all members of the community, irrespective of their background. Ensuring hiring is “conducted fairly” is the mechanism for achieving this inclusion.

3. Target 16.6: Develop effective, accountable and transparent institutions at all levels.

   The Human Resources department is presented as a component of an effective local institution. Its responsibility to ensure that hiring is “conducted fairly, transparently, and in accordance with employment laws and Town policies” is a direct implementation of this target, fostering accountability and transparency in public administration.

3. Are there any indicators mentioned or implied in the article that can be used to measure progress towards the identified targets?

The article implies several indicators that could be used to measure progress, even if it does not provide specific data.

• Indicators for Target 8.5:

  • Number of filled employment opportunities: Progress can be measured by tracking the number of people successfully hired for “all employment opportunities within the Town of Cicero.”
  • Number of external job postings shared: The “Community Jobs Board” is a specific initiative. The number of “employment opportunities from local businesses” posted on this board serves as an indicator of the department’s effort to promote broader community employment.

• Indicators for Target 10.2:

  • Workforce diversity metrics: Progress towards a “workforce that reflects the diverse talents… of our community” can be measured by comparing the demographic composition of the town’s employees with the demographics of the Cicero community.
  • Existence of fair hiring policies: The article states the department “ensures” fair processes. The formal existence and implementation of these policies and procedures are an indicator of commitment to this target.

• Indicators for Target 16.6:

  • Compliance with employment laws and policies: The article explicitly mentions this as a responsibility. Audits or reviews confirming that all hiring practices are “in accordance with employment laws and Town policies” would be a key indicator of institutional accountability.
  • Accessibility of information for job seekers: The presence and accessibility of the “Community Jobs Board” located “outside the Human Resources Office” is a tangible indicator of institutional transparency and public service.

4. Table of SDGs, Targets, and Indicators

Source: thetownofcicero.com