Human Resources Analyst III (N15)

Salary: $80,512.00 - $128,975.00 Annually
Location : Annapolis
Job Type: Full-Time
Job Number:
Department: Human Resource Administration
Opening Date: 10/05/2026
Closing Date: 10/15/2026 11:59 PM Eastern

Job Summary
The City of Annapolis is seeking an experienced, versatile, and strategic HR professional to serve as Human Resources Analyst III. Operating as a senior-level HR generalist, this key team member delivers comprehensive human resources support across a diverse municipal environment.
The HR Analyst III balances hands-on administrative execution with strategic oversight across the entire employee lifecycle-including full-cycle recruitment, workplace investigations, employee relations, compensation and benefits administration, performance management, labor law compliance, and HRIS data analytics. The ideal candidate fosters a positive, inclusive workplace culture while ensuring strict adherence to city, state, and federal employment regulations.

Essential Job Functions

Essential Job Functions

• Recruitment & Talent Acquisition: Coordinates and manages the full recruitment lifecycle, including authoring job postings, candidate sourcing, resume screening, structured interviewing, salary negotiations, and exit interview analysis.
• Employee Relations & Workplace Culture: Serves as a primary point of contact for employee inquiries; manages complex employee relations matters, conducts formal workplace investigations, mediates conflicts, and champions diversity, equity, and inclusion (DEI) initiatives.
• Compensation & Benefits Administration: Assists with compensation administration, payroll support, and pay changes. Administers employee benefits programs (health, dental, vision, retirement, leave) including enrollments, qualifying events, and compliance tracking.
• Performance Management & Training: Supports goal setting, performance appraisal systems, and manager coaching. Identifies organizational training needs and assists in executing professional development and succession planning initiatives.
• Compliance, Policy & HRIS: Develops and updates HR policies in alignment with federal, state, and local laws (e.g., FMLA, ADA, EEO, Workers' Compensation). Maintains accurate employee records within the Human Resources Information System (HRIS) and conducts internal compliance audits.
• Data Analytics & Strategic Partnering: Generates HR metrics, custom queries, and analytical reports to inform executive decision-making and support departmental strategic goals.

Knowledge, Skills, and Abilities

• Regulatory & Legal Fluency: Deep knowledge of federal, state, and local employment laws, including EEO, FMLA, ADA, Workers' Compensation, and fitness-for-duty processing.
• Labor & Employee Relations: Strong knowledge of employee relations theories, investigation techniques, conflict resolution, and labor relations principles.
• HRIS & Data Proficiency: Demonstrated ability to navigate HRIS platforms, generate analytical reports, and utilize office automation software (Microsoft Office Suite, databases, spreadsheets).
• Communication & Consultation: Outstanding oral and written communication skills needed to deliver presentations, prepare analytical findings, coach managers, and sustain positive business relationships.
• Research & Problem Solving: Ability to perform complex research and management studies under tight deadlines with minimal supervision.

Qualifications

Minimum Qualifications:

• Education: Bachelor's Degree from an accredited college or university with a major in Human Resources, Business Administration, Public Administration, Labor Relations, or a closely related field; AND
• Experience: Minimum of three (3) years of professional-level experience in human resources, employee relations, or a strictly related generalist capacity.

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

• SHRM-CP / PHR or SHRM-SCP / SPHR
• PSHRA-CP or PSHRA-SCP (Public Sector HR Association)
• CEBS (Certified Employee Benefit Specialist)

Employment Conditions

Employment Conditions & Working Environment

• Physical Demands: Work is predominantly sedentary, requiring standard keyboarding, sitting, and light physical effort, with occasional travel to offsite meetings or conferences.
• Environment: Executed in a dynamic, fast-paced environment requiring adaptability to changing organizational 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 how you meet the minimum qualifications for the HR Analyst III position?

• I possess a Bachelor's degree (or higher) in HR, Business/Public Administration, Labor Relations, or a related field AND at least three (3) years of professional HR/employee relations experience.
• I possess a Bachelor's degree in an unrelated field AND at least five (5) years of professional-level HR generalist 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 (I understand this may result in 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 in human resources, employee relations, or a related HR generalist capacity?

• Yes
• No

04

Do you hold any of the following active professional HR certifications? (Select all that apply)

• SHRM-CP / PHR
• SHRM-SCP / SPHR
• PSHRA-CP or PSHRA-SCP
• CEBS (Certified Employee Benefit Specialist)
• None of the above

05

Please select the core HR functional areas where you possess direct, hands-on professional experience (Select all that apply):

• Full Lifecycle Recruitment: Creating job postings, screening, interviewing, and negotiating salary offers.
• Employee Relations & Investigations: Conducting workplace investigations, mediating disputes, and recommending corrective actions.
• Leave & Compliance Administration: Managing FMLA, ADA reasonable accommodations, Workers' Compensation, or EEO compliance.
• Benefits & Compensation: Managing annual open enrollment, benefits updates, and compensation record keeping.
• Performance Coaching: Coaching managers on performance appraisals, development plans, and progressive discipline.
• HRIS & Metrics: Generating custom HRIS queries, tracking HR metrics, and analyzing workforce data.
• None of the above.

06

Which statement best describes your proficiency level in utilizing Human Resources Information Systems (HRIS) and data reporting tools?

• Advanced: I routinely navigate HRIS platforms to maintain personnel records, construct custom reports/queries, analyze workforce metrics, and support system audits.
• Intermediate: I independently enter personnel changes, pull standard reports, and update employee data in an HRIS.
• Foundational: I have basic familiarity with HRIS data entry but limited experience generating reports or metrics.
• I have no experience with HRIS platforms.

07

The HR Analyst III serves as a primary point of contact for complex employee relations matters and workplace investigations. Please describe a situation where you conducted a formal workplace investigation involving a policy violation or interpersonal conflict. How did you gather evidence, maintain confidentiality, ensure compliance with labor standards, and report your findings to leadership?
08

In this role, you will analyze HR metrics and research best practices to optimize organizational workflows. Describe a time when you analyzed workforce data (e.g., turnover, time-to-hire, leave usage) or audited an HR process. What trend or inefficiency did you uncover, and what policy or procedural improvement did you recommend and implement?
Required Question