Employment & Employee Services

The mission of the Employee Services Office within the Finance & Employee Services Department is to foster a supportive and thriving work environment for all employees, ensuring that the City of Bondurant attracts, retains, and develops a diverse and talented workforce. We are dedicated to contributing to the success and well-being of our community by providing accurate and timely human resources information, advice, and service to the Mayor, Council, Department Heads, employees, and potential employees. This includes assisting them in fulfilling the City’s mission, implementing effective HR policies, and promoting a healthy organizational culture. We strive to collaborate with elected officials, city staff, and citizens to support the long-term success and daily operations of the City of Bondurant.

Find more information on the Finance & Employee Services Dashboard.

Finance & Employee Services Department Organization Chart

Our Team

Our Employee Services Team includes:

Finance & Employee Services Director
Administrative Services Coordinator

Commitment to Professional Excellence

Our Finance & Employee Services Director is a proud member of the Society of Human Resource Management (SHRM). As a SHRM member, we are committed to upholding the highest standards of ethics and professionalism in all our employee services practices.

SHRM Code of Ethics

The SHRM Code of Ethics guides our actions and decisions, ensuring that we operate with integrity, fairness, and responsibility. Below are the core principles and guidelines we adhere to as part of our commitment to ethical human resource management.

Professional Responsibility

Core Principle:
As HR professionals, we are responsible for adding value to the organizations we serve and contributing to their ethical success. We accept professional responsibility for our individual decisions and actions, and we advocate for the HR profession by engaging in activities that enhance its credibility and value.

Intent:

To build respect, credibility, and strategic importance for the HR profession within our organizations, the business community, and the communities we serve.
To assist our organizations in achieving their objectives and goals.
To inform and educate current and future HR practitioners, our organizations, and the public about principles and practices that advance the profession.
To positively influence workplace and recruitment practices.
To encourage professional decision-making and responsibility.
To promote social responsibility within our organizations.

Guidelines:

Adhere to the highest standards of ethical and professional behavior.
Measure the effectiveness of HR in contributing to or achieving organizational goals.
Comply with all relevant laws and regulations.
Align our work with the values of the HR profession.
Strive for the highest levels of service, performance, and social responsibility.
Advocate for the fair and respectful treatment of all employees.
Participate openly and actively in forums for debate and decision-making within the organization.

Professional Development

Core Principle:
As HR professionals, we are committed to maintaining the highest standards of competence and continuously enhancing our skills and knowledge.

Intent:

To expand our understanding of human resource management and how our organizations function.
To deepen our knowledge of organizational operations (“the business of the business”).

Guidelines:

Pursue formal education and training opportunities.
Commit to ongoing learning, skills development, and the application of new knowledge in HR and organizational management.
Contribute to the growth of the HR profession by engaging in teaching, research, and knowledge-sharing activities.
Pursue professional certifications or other measures of competency and expertise.

Ethical Leadership

Core Principle:
HR professionals are expected to lead by example, upholding the highest standards of ethical conduct in their professional interactions.

Intent:

To set a positive example for others to follow.
To earn respect and credibility through ethical behavior.

Guidelines:

Act ethically in all professional interactions.
Challenge individual and group actions that may be unethical to ensure ethical decision-making and implementation.
Seek expert advice when faced with ethical dilemmas.
Mentor and support the development of others as ethical leaders in the HR profession and within the organization.

Fairness and Justice

Core Principle:
As HR professionals, we have a responsibility to promote and ensure fairness and justice for all employees within the organization.

Intent:

To create an environment that encourages all individuals and the organization to reach their full potential in a positive and productive manner.

Guidelines:

Respect the intrinsic worth and uniqueness of every individual.
Treat all employees with dignity, respect, and compassion, fostering a work environment free of harassment, intimidation, and discrimination.
Ensure that all employees have opportunities to develop new skills and competencies.
Promote inclusiveness and diversity within the organization.
Develop and advocate for policies and procedures that ensure fair and equitable treatment for all employees.
Support ethical and legal decisions made by the organization, regardless of personal interests.
Practice responsible management in every jurisdiction where the organization operates.

Conflicts of Interest

Core Principle:
As HR professionals, we must maintain a high level of trust with our stakeholders and avoid any activities that may create actual, apparent, or potential conflicts of interest.

Intent:

To avoid situations that could conflict with the SHRM Code of Ethical and Professional Standards or our responsibilities as HR professionals.

Guidelines:

Adhere to published policies on conflicts of interest within the organization.
Refrain from using your position for personal, material, or financial gain, or the appearance of such.
Avoid giving or receiving preferential treatment in HR processes.
Prioritize transparency by disclosing conflicts of interest when they arise to the relevant stakeholders.

Use of Information

Core Principle:
HR professionals are committed to protecting the rights of individuals, especially in the acquisition and dissemination of information, while ensuring truthful communications and facilitating informed decision-making.

Intent:

To build trust by promoting the open exchange of information while safeguarding against inappropriate or inaccurate use of information.

Guidelines:

Acquire and disseminate information ethically and responsibly.
Ensure that only appropriate and accurate information is used in employment decisions.
Verify the accuracy and source of information before using it in HR-related decisions.
Maintain accurate and up-to-date HR records.
Protect restricted or confidential information.
Ensure the accuracy and completeness of all communications regarding HR policies and practices.
Ensure the accuracy and completeness of all information used in HR-related training.

By adhering to these principles, the Employee Services Department of the City of Bondurant is dedicated to maintaining the highest standards of ethical and professional conduct, contributing to the overall success of the organization and the well-being of our community.

Employment Opportunities

Opportunities are endless! Bondurant is an excellent place to live, work, and play away from the bustle of the big city. With our short drive time to more populated areas and quiet, home-town lifestyle, you can get "on the move" with Bondurant and experience the best of both worlds!

Please see our equal opportunity disclosure below.

Boards and Commissions

To volunteer, access the application for City Board or Commission service by clicking the provided link. Additionally, submit a professional resume and cover letter along with your application.

Application

The Bondurant Board of Adjustment has a vacancy and is seeking applicants. This is an unpaid position. Specific details of the responsibilities of this role can be found in Chapter 27 of the Bondurant Code of Ordinance. The Board of Adjustment consists of five members appointed by the City Council. The vacancy is to fulfill the remainder of a five-year term that expires on 12/31/2026 (unless renewed). There is minimal commitment, as this board meets as needed. This position is a great role to acquaint oneself with municipal government. Please email your resume, letter of interest, and application to planning@cityofbondurant.com. Application deadline January 31, 2024.

The primary duties of the Board of Adjustment include reviewing variances from the terms of the City's Zoning Ordinance, reviewing conditional use permits, and conducting hearings on appeals of administrative interpretations pertaining to the City's Zoning Ordinance. Meets the second Tuesday of each month, at 5 p.m. at City Hall. They only meet if requested. Before attending always check the agenda, if there is no agenda established then a meeting will not be hosted.

The City Tree Board has a vacancy and is seeking applicants. This is an unpaid position. Specific details of the responsibilities of this role can be found in Chapter 28 of the Bondurant Code of Ordinance. The City Tree Board consists of five members, three of whom shall be citizens and residents of the City and can include two of whom reside within the Bondurant-Farrar School district boundaries, to be appointed by the City Council. The vacancy is to fulfill the remainder of a four-year term that expires on 12/31/2025 (unless renewed). This position is a great role for an outdoor enthusiast. Please email your resume, letter of interest, and application to parks@cityofbondurant.com. Application deadline February 19th.

Employee Services

Contact:

Jené Jess, Title VI & ADA Coordinator
(515) 967-2418
200 2nd St NE, Bondurant, IA 50035

EEO Statement:

The City of Bondurant provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

ADA Statement:

Pursuant to the Americans with Disabilities Act (ADA) Amendments Act of 2008 (ADAAA), Titles I and II of the ADA of 1990, and Sections 503 and 504 of the Rehabilitation Act of 1973, The City of Bondurant has a commitment to making its services and facilities accessible to all segments of our community.

Title VI Statement:

The City of Bondurant endeavors to ensure that no person shall, on the grounds of race, color, national origin, gender, age or disability, as provided by the Title VI of the Civil Rights Act of 1964, 42 U.S.C. § 2000d, and the Civil Rights Restoration Act of 1987, Pub. L. No. 100-259, 102 Stat. 28, be excluded from participation in, be denied the benefits of or be otherwise subjected to discrimination under any program or activity receiving federal financial assistance. The City of Bondurant further assures every effort will be made to ensure nondiscrimination in all of its programs and activities, regardless of whether those programs and activities are federally funded.

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