Salary: $86,552.00 - $138,653.00 Annually
Location : Annapolis
Job Type: Full-Time
Job Number:
Department: Human Resource Administration
Opening Date: 07/10/2026
Closing Date: 7/17/2026 11:59 PM Eastern

Job Summary
The City of Annapolis is seeking a highly skilled, consultative, and strategic human resources professional to fill the role of Human Resources Administrator. Operating under limited direction, this position acts as a vital subject matter expert, supporting the Human Resources Director in administering comprehensive HR functions across a highly diversified, complex municipal structure.

The ideal candidate will manage key institutional relationships, lead employee relations frameworks, handle job classification structures, and implement data-driven strategies that optimize workforce delivery citywide.

Essential Job Functions

• Employee Relations Hub: Serves as the first-level point of contact for complex employee relations matters. Formulates critical determinations anchored in municipal policy, City Code, and employment law under the broad approval of the HR Director.
• Classification & Compensation Administration: Formally administers classification programs. Evaluates structures, executes structural reclassifications, and drafts rigorous, compliant technical job descriptions.
• Talent Development & Training: Supports the conceptualization, design, and deployment of modern employee development programs aimed at scaling leadership, technical proficiency, and supervisory skills across the City.
• Advanced HR Data Analytics: Conducts high-level workforce research, data collection, benchmarking, and predictive metrics analysis to align human resource functions with shifting operational needs.
• Strategic Process Optimization: Regularly audits internal HR workflows, pinpointing inefficiencies and providing data-driven recommendations to elevate the agency's overall efficiency.
• Recruitment Program Management: Designs and administers the full lifecycle recruitment strategy, overseeing public advertising positioning, compliant interviewing matrices, and placement strategies.
• Policy Formulation & Governance: Actively participates in drafting, updating, and legal compliance tracking for citywide HR policies, compliance programs, and personal transaction records.
• Executive Continuity: Exercises independent judgment over daily assignments and stands prepared to act authoritatively as the Human Resources Director during their operational absence.

Qualifications

• Legal & Regulatory Fluency: Comprehensive understanding of local, state, and federal labor regulations, explicitly including EEO compliance, FMLA, Workers' Compensation, and Americans with Disabilities Act (ADA) frameworks.
• Labor & Employee Relations Theory: Knowledge of progressive human resources management strategies, negotiation methodologies, and organizational evaluation techniques.
• Strategic Communication: High-level oral and written communication capacity needed to lead executive briefings, build lasting business relationships, and facilitate cross-departmental alignment.
• HRIS & Data Systems Mastery: Proven capabilities navigating advanced Human Resources Information Systems (HRIS) and sophisticated database/analytical software platforms.

Minimum Education & Experience Requirements:

• Education: Possession of a Bachelor's Degree from an accredited university or college with a major in Human Resources, Business or Public Administration, Labor Relations, or a strictly related field.
• Experience: A minimum of three (3) years of professional-level experience specializing within human resources, advanced employee relations, or directly related workflows.

Special Qualifications & Certifications:

• 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 similar.

Employment Conditions

• Physical Demands: Work is predominantly sedentary, requiring negligible physical effort, with occasional walking and standing tied to travel for regional meetings and offsite municipal conferences.
• Environment: Executed within a fast-paced, highly dynamic workplace that requires professional adaptability and immediate responsiveness to shifting municipal goals and priorities.

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 your highest level of completed education?

• High School Diploma or GED
• Associate's Degree
• Bachelor's Degree in Human Resources, Business Administration, Public Administration, Labor Relations, or a related field
• Master's Degree (or higher) in Human Resources, Business Administration, Public Administration, Labor Relations, or a related field
• None of the above

02

For degrees obtained from an educational institution outside the United States, applicants are required to provide certified accreditation and equivalency data 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 evaluation documentation.
• Yes, this applies to me but I have NOT attached the documentation (I understand this may lead to disqualification).
• No, this does not apply to me (My degree was completed within the United States).

03

Do you possess at least three (3) years of professional-level experience working within human resources, employee relations, or a strictly matching field?

• Yes
• No

04

If you answered "Yes," please specify your official position title, exact dates/length of time in the position, and primary responsibilities. Note: This background must also be explicitly detailed inside the Work History area of your application to verify eligibility.
05

Please select the human resource functions where you possess direct, professional experience managing workflows (Select all that apply):

• Employee Relations: Serving as a first-level point of contact, evaluating complaints, and making determinations using employment law and policy codes
• Position Classification: Evaluating positions, determining proper structural job levels, and writing technical job descriptions.
• Talent Acquisition: Designing comprehensive recruitment workflows, managing advertising layouts, and facilitating interviewing/placement metrics.
• Program Analytics: Conducting high-level data analysis, research, and workforce benchmarking calculations.
• Training & Development: Designing and executing training frameworks targeting leadership or supervisory skills.
• None of the above.

06

Which statement best represents your practical working knowledge of leave administration frameworks and compliance programs?

• Advanced: I possess comprehensive, independent knowledge across FMLA, Workers' Compensation, ADA, and Fitness for Duty compliance processing.
• Intermediate: I understand these leave types and have assisted employees/managers with tracking or applying these policies.
• Minimal/None: I have basic awareness of these programs but have not administered them professionally.

07

This position is responsible for analyzing internal human resources business processes and making strategic recommendations for improvement. Please describe a time when you researched a human resources best practice, analyzed internal personnel data, or audited an existing HR workflow (such as recruitment, classification, or leave tracking). What inefficiencies did you identify, what strategic changes did you recommend, and how did the intervention improve organizational operations?
08

Which of the following best describes your professional proficiency and hands-on experience utilizing Human Resources Information Systems (HRIS) to control personnel transactions and report workforce data? (Select the highest level that applies)

• Advanced: I have extensive experience serving as a system administrator or super-user for an HRIS platform (e.g., NeoGov, Workday, Tyler Technologies/Munis, ADP), including configuring workflows, managing structural position control, and designing custom data reports.
• Intermediate: I routinely use an HRIS to independently input, track, and process personnel transactions, maintain digital employee records, and run standard system reports.
• Foundational: I have used an HRIS for basic data entry or self-service functions, but have not managed complex backend data entry or system-wide personnel transactions
• I do not have experience working with HRIS platforms.

09

Do you have professional certifications in the Human Resources field?

• PSHRA-CP (Public Sector HR Association - Certified Professional)
• PSHRA-SCP (Public Sector HR Association - Senior Certified Professional)
• SHRM-CP / PHR (Professional in Human Resources)
• SHRM-SCP / SPHR (Senior Professional in Human Resources)
• CEBS (Certified Employee Benefit Specialist)
• I do not possess any of the required professional certifications listed above

Required Question