In a recent government meeting, the Chief Human Resources Officer presented a comprehensive overview of the initiatives undertaken by the HR divisions in response to workplace culture and retention challenges. The report highlighted significant strides made since the establishment of the Talent Acquisition Center of Excellence, which focuses on recruitment, hiring, and promotions.

Among the notable achievements, the City of Minneapolis has been recognized as an age-friendly, LGBTQ+ friendly, and woman-friendly employer within the past year. The HR department has implemented a targeted recruitment strategy, particularly for public safety roles, by separating sworn from non-sworn hiring processes. A recruitment campaign launched in the spring has successfully increased applications for 911 and Minneapolis Police Department (MPD) positions, with a second phase currently in progress.

To foster community engagement, HR hosted information sessions offering resume reviews, interview preparation, and professional headshots. These initiatives aim to build positive relationships with local residents, encouraging them to consider employment with the city in the future.

In line with new legal requirements, HR has updated hiring practices to ensure fairness and compliance. This includes mandatory unconscious bias training for hiring managers and interview panels, as well as prohibiting inquiries about pay history. A new hiring policy mandates that all interviews include questions related to equity and inclusion.

Additionally, a consistent onboarding program has been established for new employees, providing them with essential information about city policies and opportunities to connect with peers and leadership. The HR division has also expanded Employee Resource Groups (ERGs) from seven to eight, introducing a new group focused on immigration and refugee issues.

A significant development within HR is the establishment of the Human Resources Investigative Unit (HRIU) as an independent division. This unit aims to enhance the quality and consistency of workplace investigations, with investigators required to maintain professional certifications. The HRIU has implemented a centralized case management system and a formal complaint triage team to streamline the handling of complaints.

These initiatives reflect the city's commitment to improving workplace culture and retention, ensuring a diverse and inclusive environment for all employees.