City of Annapolis
Salary:
$80,512.00 - $128,975.00 Annually Location :
Annapolis Job Type:
Full-Time Job Number:
202500135 Department:
HUMAN RESOURCE ADMINISTRATION Opening Date:
08/15/2025 Closing Date:
9/9/2025 11:59 PM Eastern
Job Summary WE ARE EXCEEDING OUR RECRUITMENT GOALS AND WILL BE CLOSING THE ANNOUNCEMENT EFFECTIVE 9/9/2025 JOB SUMMARY
The HR Analyst III is a key member of the Human Resources team, responsible for providing senior level comprehensive HR support across various functions. This role involves both administrative and strategic responsibilities, ensuring the effective execution of HR policies, programs, and procedures. The HR Generalist Professional fosters a positive work environment, enhances employee engagement, and ensures compliance with all relevant labor laws and regulations.
Essential Job Functions (Note: The duties and responsibilities enumerated in this job description are for the purpose of determining a common set of minimum qualifications and salary level for all positions in this class. They are not intended to include all the job duties of all positions in the job classification. To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily, with or without, reasonable accommodation. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions herein described.)
Recruitment and Onboarding:
Coordinate and manage the full recruitment lifecycle, including creating and posting job descriptions, sourcing candidates, screening resumes, conducting interviews, and guiding salary negotiations.
Conduct exit interviews and provide feedback for continuous improvement.
Employee Relations:
Serve as a primary point of contact for employee inquiries and concerns, providing guidance on HR policies, procedures, and best practices.
Manage and resolve employee relations issues, including conducting investigations, mediating conflicts, and facilitating resolutions in compliance with company policies and legal requirements.
Promote a positive and inclusive workplace culture.
Compensation and Benefits Administration:
Assist in the administration of compensation programs, including payroll processing support, bonus/incentive pay, and maintaining accurate employee records related to pay changes.
Manage employee benefits programs (e.g., health, dental, vision, 401(k), vacation/sick time), including enrollment, changes, and ongoing communication.
Ensure compliance with labor laws and regulations related to compensation and benefits.
Performance Management:
Support the development and implementation of performance management systems, including goal setting, performance appraisals, and development plans.
Coach and advise managers on performance management best practices.
Identify training and development needs and assist in coordinating training programs.
HR Policy and Compliance:
Develop, implement, and communicate HR policies and procedures, ensuring alignment with organizational objectives and legal requirements.
Stay informed about changes in federal, state, and local employment laws and regulations (e.g., FMLA, ADA, EEO) and ensure ongoing compliance.
Maintain accurate and up-to-date employee records in the Human Resources Information System (HRIS) and other documentation.
Conduct internal audits to ensure adherence to company policies and regulatory requirements.
Training and Development:
Identify training needs within the organization and assist in the development and coordination of training initiatives.
Support career development and succession planning efforts.
HR Data and Reporting:
Utilize HRIS and other tools to maintain employee data, generate reports, and analyze HR metrics to inform decision-making.
Contribute to the development of HR objectives and systems, including metrics, queries, and ongoing reports.
Strategic Support:
Collaborate with managers and leadership to understand departmental goals and develop and implement HR strategies that support business objectives.
Champion diversity, equity, and inclusion initiatives.
Contribute to shaping the company's work culture and values.
Performs other job related duties as assigned. Qualifications Knowledge, Skills and Abilities:
Knowledge of and skill in applying City of Annapolis human resources regulations, as well as County, State and federal laws and regulations, as required to effectively evaluate and make recommendations concerning plans and proposals for employee/labor relations and related human resources projects and assignments.
Knowledge of management and organizational principles, practices, procedures and techniques of analysis and evaluation.
Knowledge of employee/labor relations human resources management theories, concepts and methods, and associated legal and regulatory principles, concepts, practices, negotiations.
Knowledge of Equal Employment Opportunity (EEO) and leave programs, such as the Family Medical Leave Act, Worker's Compensation, Americans with Disabilities Act, fitness for duty processing and similar employee and management programs.
Knowledge of the capabilities, operating characteristics, and advanced functions of a variety of office automation software, (e.g., database, spreadsheet, work processing, presentation, etc.).
Skill in written and oral communication sufficient to make and oversee presentations; prepare findings and recommendations; and develop and sustain positive business relationships.
Ability to interpret, communicate, administer, and recommend changes to human resources policy and procedures.
Ability to perform broad and complex research tasks in a variety of areas under short deadlines, with minimal supervision. Ability to plan, develop, and conduct management studies and reports of considerable scope and complexity.
Ability to develop and implement a human resources program for many employees engaged in an extensive diversity of work.
Demonstrated ability to utilize Microsoft Office Suite or similar as well as Human Resources Information Systems. Minimum Qualifications: Bachelor's Degree from an accredited university college, with a major in Business or Public Administration, Human Resources, Labor Relations, or a related field; and three (3) years of experience in the human resources, employee relations or related experience to meet the required knowledge, skills and abilities. Special Qualifications: None Preferred Qualifications:
Certification through the Public Sector HR Association (PSHRA-CP or PSHRA-SCP), certification or through the Society of Human Resources Management (SHRM-PHR or SHRM-SPHR) or Certified Employee Benefit Specialist (CEBS) is desirable.
Employment Conditions Physical/Mental Demands: The work is sedentary. Work may require walking and standing in conjunction with travel to meetings and conferences away from the worksite. The work does not require any special physical effort. Work Environment: Work is performed in a dynamic environment that requires the need to be sensitive to change and responsive to changing goals, priorities, and needs. Summary of Benefits for Civil Service Work Hours: Minimum 35 hour work week, depending upon department operations. Holidays: 12 paid holidays per calendar year. Personal Leave: 3 personal days per calendar year (cannot be carried over). Sick Leave: 15 days sick leave per calendar year, with unlimited accumulation. Final sick leave balance is eligible for additional service credit towards retirement once eligibility requirements have been met. Annual Leave: Annual leave accumulates per calendar year as noted below (may carry over to the next calendar year 5 days of annual leave per year of service up to a maximum of 30 days). Years of Service Days of Annual Leave 1 through 2 15 days 2 through 9 18 days 10 through 19 20 days Longevity Leave: Longevity leave is in addition to the annual leave noted above. It cannot be paid out or carried over and must be used before your next anniversary: Years of Service Days 20 through 24 1 day 25 through 29 2 days 30 or more 3 days Health Insurance Plans (75% City Paid and 25% Employee Paid, unless otherwise noted): Medical and Prescription Drug (HDHP, EPO, Core, Plus) Dental (Core and Plus) Vision (Core and Plus) Flexible Spending Accounts (Medical and Dependent Care) Health Savings Account (HSA) (HDHP only) Short-Term Disability (100% City paid) Long-Term Disability (100% Employee paid) Core Life and AD&D Insurance for Employee (100% City paid) Optional Life Insurance for Employee, Spouse and Dependents (100% Employee paid) Legal Benefit (100% Employee paid) Employee Assistance Program (EAP) - up to 3 confidential visits with a counselor for the employee, spouse, and their dependents VEBA/RMSA: A Retiree Medical Savings Account (RMSA) is an individual investment account held in Trust to help employees save for Retiree Health Care costs (can be used after retirement or separation of employment with the City). Employee Assistance Program (EAP) - up to 3 confidential visits with a counselor for the employee, spouse, and their dependents Retirement Plans: 457(b) Deferred Compensation Plans with MissionSquare, Nationwide Retirement Solutions or Voya Financial Maryland State Retirement System (Civil Service): 7% employee contribution Full vesting rights after 10 years of service credit Full Service Retirement - Rule of 90 (sum of Age and Eligibility Service must equal 90 or Age 65 with 10 Years Eligibility Service
Employee Rewards & Recognition program Eligible to join the State Employees Credit Union (SECU) Please Note: This document is intended to be a brief summary only. Please refer to the individual plan documents, Collective Bargaining Agreements, and the Rules and Regulations of the Personnel System for additional details specific to your benefits. REVISED 2023-08-24 01
1. Do you have a Bachelor's Degree from an accredited university or college with a major in Business or Public Administration, Human Resources, Labor Relations, or a related field?
I have a Bachelor's degree in a relevant field I have a Master's degree in a relevant field
02
2. Do you have at least three (3) years of experience in human resources, employee relations, or a related field?
I have 3 or more years of relevant experience I have 5 or more years of relevant experience
03
3. Are you certified through the International Public Sector Human Resources Association (PSHRA-CP or PSHRA-SCP) or the Society of Human Resources Management (PHR or SPHR)?
I have my PSHRA-CP or my SHRM-PHR certification I have my PSHRA-SCP or SHRM-SPHR certification I have my CEBS certification I do not have any related HR certification
04
Please identify the areas of Human Resources in which you have professional experience
HR Policy and Legal Compliance Recruitment and Retention Employee Relations Labor Relations Training and Development HRIS Tools and Reporting Compensation and Benefits Performance Management Strategic Planning and EEO
Required Question
$80,512.00 - $128,975.00 Annually Location :
Annapolis Job Type:
Full-Time Job Number:
202500135 Department:
HUMAN RESOURCE ADMINISTRATION Opening Date:
08/15/2025 Closing Date:
9/9/2025 11:59 PM Eastern
Job Summary WE ARE EXCEEDING OUR RECRUITMENT GOALS AND WILL BE CLOSING THE ANNOUNCEMENT EFFECTIVE 9/9/2025 JOB SUMMARY
The HR Analyst III is a key member of the Human Resources team, responsible for providing senior level comprehensive HR support across various functions. This role involves both administrative and strategic responsibilities, ensuring the effective execution of HR policies, programs, and procedures. The HR Generalist Professional fosters a positive work environment, enhances employee engagement, and ensures compliance with all relevant labor laws and regulations.
Essential Job Functions (Note: The duties and responsibilities enumerated in this job description are for the purpose of determining a common set of minimum qualifications and salary level for all positions in this class. They are not intended to include all the job duties of all positions in the job classification. To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily, with or without, reasonable accommodation. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions herein described.)
Recruitment and Onboarding:
Coordinate and manage the full recruitment lifecycle, including creating and posting job descriptions, sourcing candidates, screening resumes, conducting interviews, and guiding salary negotiations.
Conduct exit interviews and provide feedback for continuous improvement.
Employee Relations:
Serve as a primary point of contact for employee inquiries and concerns, providing guidance on HR policies, procedures, and best practices.
Manage and resolve employee relations issues, including conducting investigations, mediating conflicts, and facilitating resolutions in compliance with company policies and legal requirements.
Promote a positive and inclusive workplace culture.
Compensation and Benefits Administration:
Assist in the administration of compensation programs, including payroll processing support, bonus/incentive pay, and maintaining accurate employee records related to pay changes.
Manage employee benefits programs (e.g., health, dental, vision, 401(k), vacation/sick time), including enrollment, changes, and ongoing communication.
Ensure compliance with labor laws and regulations related to compensation and benefits.
Performance Management:
Support the development and implementation of performance management systems, including goal setting, performance appraisals, and development plans.
Coach and advise managers on performance management best practices.
Identify training and development needs and assist in coordinating training programs.
HR Policy and Compliance:
Develop, implement, and communicate HR policies and procedures, ensuring alignment with organizational objectives and legal requirements.
Stay informed about changes in federal, state, and local employment laws and regulations (e.g., FMLA, ADA, EEO) and ensure ongoing compliance.
Maintain accurate and up-to-date employee records in the Human Resources Information System (HRIS) and other documentation.
Conduct internal audits to ensure adherence to company policies and regulatory requirements.
Training and Development:
Identify training needs within the organization and assist in the development and coordination of training initiatives.
Support career development and succession planning efforts.
HR Data and Reporting:
Utilize HRIS and other tools to maintain employee data, generate reports, and analyze HR metrics to inform decision-making.
Contribute to the development of HR objectives and systems, including metrics, queries, and ongoing reports.
Strategic Support:
Collaborate with managers and leadership to understand departmental goals and develop and implement HR strategies that support business objectives.
Champion diversity, equity, and inclusion initiatives.
Contribute to shaping the company's work culture and values.
Performs other job related duties as assigned. Qualifications Knowledge, Skills and Abilities:
Knowledge of and skill in applying City of Annapolis human resources regulations, as well as County, State and federal laws and regulations, as required to effectively evaluate and make recommendations concerning plans and proposals for employee/labor relations and related human resources projects and assignments.
Knowledge of management and organizational principles, practices, procedures and techniques of analysis and evaluation.
Knowledge of employee/labor relations human resources management theories, concepts and methods, and associated legal and regulatory principles, concepts, practices, negotiations.
Knowledge of Equal Employment Opportunity (EEO) and leave programs, such as the Family Medical Leave Act, Worker's Compensation, Americans with Disabilities Act, fitness for duty processing and similar employee and management programs.
Knowledge of the capabilities, operating characteristics, and advanced functions of a variety of office automation software, (e.g., database, spreadsheet, work processing, presentation, etc.).
Skill in written and oral communication sufficient to make and oversee presentations; prepare findings and recommendations; and develop and sustain positive business relationships.
Ability to interpret, communicate, administer, and recommend changes to human resources policy and procedures.
Ability to perform broad and complex research tasks in a variety of areas under short deadlines, with minimal supervision. Ability to plan, develop, and conduct management studies and reports of considerable scope and complexity.
Ability to develop and implement a human resources program for many employees engaged in an extensive diversity of work.
Demonstrated ability to utilize Microsoft Office Suite or similar as well as Human Resources Information Systems. Minimum Qualifications: Bachelor's Degree from an accredited university college, with a major in Business or Public Administration, Human Resources, Labor Relations, or a related field; and three (3) years of experience in the human resources, employee relations or related experience to meet the required knowledge, skills and abilities. Special Qualifications: None Preferred Qualifications:
Certification through the Public Sector HR Association (PSHRA-CP or PSHRA-SCP), certification or through the Society of Human Resources Management (SHRM-PHR or SHRM-SPHR) or Certified Employee Benefit Specialist (CEBS) is desirable.
Employment Conditions Physical/Mental Demands: The work is sedentary. Work may require walking and standing in conjunction with travel to meetings and conferences away from the worksite. The work does not require any special physical effort. Work Environment: Work is performed in a dynamic environment that requires the need to be sensitive to change and responsive to changing goals, priorities, and needs. Summary of Benefits for Civil Service Work Hours: Minimum 35 hour work week, depending upon department operations. Holidays: 12 paid holidays per calendar year. Personal Leave: 3 personal days per calendar year (cannot be carried over). Sick Leave: 15 days sick leave per calendar year, with unlimited accumulation. Final sick leave balance is eligible for additional service credit towards retirement once eligibility requirements have been met. Annual Leave: Annual leave accumulates per calendar year as noted below (may carry over to the next calendar year 5 days of annual leave per year of service up to a maximum of 30 days). Years of Service Days of Annual Leave 1 through 2 15 days 2 through 9 18 days 10 through 19 20 days Longevity Leave: Longevity leave is in addition to the annual leave noted above. It cannot be paid out or carried over and must be used before your next anniversary: Years of Service Days 20 through 24 1 day 25 through 29 2 days 30 or more 3 days Health Insurance Plans (75% City Paid and 25% Employee Paid, unless otherwise noted): Medical and Prescription Drug (HDHP, EPO, Core, Plus) Dental (Core and Plus) Vision (Core and Plus) Flexible Spending Accounts (Medical and Dependent Care) Health Savings Account (HSA) (HDHP only) Short-Term Disability (100% City paid) Long-Term Disability (100% Employee paid) Core Life and AD&D Insurance for Employee (100% City paid) Optional Life Insurance for Employee, Spouse and Dependents (100% Employee paid) Legal Benefit (100% Employee paid) Employee Assistance Program (EAP) - up to 3 confidential visits with a counselor for the employee, spouse, and their dependents VEBA/RMSA: A Retiree Medical Savings Account (RMSA) is an individual investment account held in Trust to help employees save for Retiree Health Care costs (can be used after retirement or separation of employment with the City). Employee Assistance Program (EAP) - up to 3 confidential visits with a counselor for the employee, spouse, and their dependents Retirement Plans: 457(b) Deferred Compensation Plans with MissionSquare, Nationwide Retirement Solutions or Voya Financial Maryland State Retirement System (Civil Service): 7% employee contribution Full vesting rights after 10 years of service credit Full Service Retirement - Rule of 90 (sum of Age and Eligibility Service must equal 90 or Age 65 with 10 Years Eligibility Service
Employee Rewards & Recognition program Eligible to join the State Employees Credit Union (SECU) Please Note: This document is intended to be a brief summary only. Please refer to the individual plan documents, Collective Bargaining Agreements, and the Rules and Regulations of the Personnel System for additional details specific to your benefits. REVISED 2023-08-24 01
1. Do you have a Bachelor's Degree from an accredited university or college with a major in Business or Public Administration, Human Resources, Labor Relations, or a related field?
I have a Bachelor's degree in a relevant field I have a Master's degree in a relevant field
02
2. Do you have at least three (3) years of experience in human resources, employee relations, or a related field?
I have 3 or more years of relevant experience I have 5 or more years of relevant experience
03
3. Are you certified through the International Public Sector Human Resources Association (PSHRA-CP or PSHRA-SCP) or the Society of Human Resources Management (PHR or SPHR)?
I have my PSHRA-CP or my SHRM-PHR certification I have my PSHRA-SCP or SHRM-SPHR certification I have my CEBS certification I do not have any related HR certification
04
Please identify the areas of Human Resources in which you have professional experience
HR Policy and Legal Compliance Recruitment and Retention Employee Relations Labor Relations Training and Development HRIS Tools and Reporting Compensation and Benefits Performance Management Strategic Planning and EEO
Required Question