Salary: $69,671.00 - $111,609.00 Annually
Location : Annapolis
Job Type: Full-Time
Job Number:
Department: Finance Administration
Opening Date: 08/03/2026
Closing Date: 8/17/2026 11:59 PM Eastern

Job Summary
The City of Annapolis is seeking a detail-oriented, reliable, and analytical financial professional to serve as Payroll Administrator (classified as Accountant II). Reporting directly to the Finance Payroll Manager, this position plays a critical supporting role in ensuring the accurate, compliant, and timely bi-weekly payroll processing for more than 700 municipal employees.

The Payroll Administrator assists with timesheet verification, HRIS data maintenance, leave/overtime reporting, union contract applications, and employee payroll inquiries. Additionally, this position serves as crucial backup coverage for the Payroll Manager during peak operational cycles or absences. The ideal candidate combines strong numerical accuracy with modern payroll system knowledge and a desire to excel in a dynamic municipal finance setting.

Essential Job Functions

• Bi-Weekly Payroll Operations: Assists the Payroll Manager in executing end-to-end bi-weekly payroll processing for 700+ City employees while meeting strict processing deadlines.
• Timekeeping & Audit Verification: Reviews and verifies employee timesheets for accuracy, proper supervisory approvals, and correct coding of leave hours and overtime.
• HRIS Data Management: Enters and updates personnel payroll records within the Human Resources Information System (HRIS), including new hires, employee separations, pay rate adjustments, deduction changes, and direct deposit setups.
• Union & Contract Compliance: Ensures accurate application of shift differentials, overtime rules, and specific collective bargaining union contract provisions under the guidance of the Payroll Manager.
• Payroll Adjustments: Calculates and processes payroll adjustments, manual checks, retroactive pay calculations, and data corrections.
• Employee Service & Support: Responds to employee payroll inquiries and resolves discrepancies in a timely, discreet, and professional manner.
• Operational Continuity: Provides full backup coverage for the Finance Payroll Manager during absences or high-volume reporting periods.

Qualifications

• Payroll & Tax Knowledge: Functional knowledge of general payroll administration, payroll tax withholdings, and modern timekeeping practices.

• Software Proficiency: Advanced skill in Microsoft Excel (e.g., spreadsheet formatting, basic formulas, data reconciliation) and general office productivity software.
• Accuracy & Attention to Detail: High numerical acuity with exceptional precision in data entry and calculations.
• Confidentiality & Discretion: Demonstrated capability to safeguard sensitive employee information, personnel records, and payroll data in compliance with privacy standards.
• Time Management: Strong organizational skills with the ability to prioritize tasks and meet rigid recurring deadlines.
• Communication: Effective oral and written communication skills required to interact collaboratively with municipal employees, supervisors, and department leaders.

Minimum Qualifications:

• Education: Possession of an Associate degree in Accounting, Finance, Business Administration, or a closely related field from an accredited institution; OR
• Experience: A minimum of three (3) years of professional payroll, accounting, or related administrative experience.

Special & Preferred Qualifications:
Preference will be given to candidates who possess one or more of the following:

• Prior experience managing payroll within a municipal, county, or state government environment.
• Direct experience handling payroll in a multi-union collective bargaining environment.
• Hands-on experience with enterprise payroll/HRIS software platforms such as Ceridian Dayforce, ADP, UKG UltiPro, NEOGOV, or an equivalent system.
• Prior involvement in payroll system optimizations, post-implementation stabilization, or large-scale HRIS software upgrades.
• Knowledge of State of Maryland employment and payroll statutes.
• Familiarity with ERP general ledger workflows and payroll journal entries.

Employment Conditions

• Physical Demands: The position is primarily sedentary, occasionally requiring up to 10 pounds of force to move files or office supplies. Requires manual dexterity for keyboarding, visual and auditory acuity for operating office systems, and high mental acuity for logical decision-making.
• Environment: Work is performed in a safe, secure, and professional office environment.

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

Which of the following options best describes how you meet the minimum qualifications for the Payroll Administrator position?

• I possess an Associate degree (or higher) in Accounting, Finance, Business Administration, or a closely related field.
• I possess at least three (3) years of professional payroll, accounting, or related administrative experience.
• I possess a combination of related post-secondary education and professional accounting/payroll experience.
• None of the above.

02

For degrees obtained from a university outside the United States, applicants must provide certified accreditation and educational equivalency documentation from an approved credential evaluation service upon the close of this announcement. Does this apply to you?

• Yes, this applies to me and I have attached the required documentation.
• Yes, this applies to me but I have NOT attached the documentation.
• No, this does not apply to me (My degree was completed within the United States).

03

Do you possess direct experience assisting with or processing full-cycle payroll operations for a workforce?

• Yes
• No

04

If you answered "Yes," to question number 3, please specify your official position title, employer name, average number of employees processed per pay cycle, exact dates of employment, and your primary payroll responsibilities. Note: This experience MUST also be explicitly detailed in the Work History section of your application to be considered qualifying.
05

Which of the following payroll functions do you have direct, hands-on experience performing? (Select all that apply)

• Auditing and verifying employee timesheets for leave and overtime accuracy
• Entering new hires, separations, and pay rate changes into an HRIS/Payroll system
• Processing retro-pay calculations, manual checks, or payroll adjustments
• Applying shift differentials or specialized contract pay provisions
• Reconciling payroll journal entries with General Ledger (GL) accounts
• None of the above

06

Do you possess experience managing payroll operations within a city, county, or state government environment?

• Yes
• No

07

Do you possess experience interpreting and applying payroll rules within a multi-union collective bargaining environment?

• Yes
• No

08

Which of the following Payroll/HRIS platforms do you have direct experience operating? (Select all that apply)

• Ceridian Dayforce
• ADP
• UKG/UltiPro
• NEOGOV
• Other Enterprise ERP / Payroll System (e.g., Tyler Munis, Workday, SAP)
• I do not have experience with enterprise payroll platforms.

09

Have you ever participated in payroll system optimizations, post-implementation stabilization, or large-scale payroll software upgrades?

• Yes
• No

10

If you answered "Yes," to question 9, please briefly describe your role during the system optimization, stabilization, or upgrade (e.g., user acceptance testing, data cleanup, parallel testing).
11

Calculating retroactive pay and adjustments requires strong numerical accuracy and attention to detail. Please describe a scenario where you had to calculate a complex retroactive pay adjustment or resolve a payroll discrepancy for an employee. What steps did you take to verify the data, ensure proper tax/deduction handling, and communicate the resolution to the employee or supervisor?
12

Payroll Administrators routinely handle sensitive employee data while working under strict bi-weekly deadlines. How do you organize your timekeeping and data entry workflows during peak payroll processing days to ensure 100% accuracy while maintaining strict confidentiality of employee information?
Required Question