Salary : $86,299.00 - $111,070.00 Annually
Location : 888 Washington Blvd., Stamford, CT
Job Type: Full Time
Department: Office of Legal Affairs
Division: Human Resources Dept
Opening Date: 08/29/2026
Bargaining Unit: MAA

JOB SUMMARY

Under the general direction of the Director of Human Resources or Designee, the Human Resources Compliance Analyst performs professional Human Resources work involving employee leave administration, ADA accommodations, Human Resources compliance, records management, Freedom of Information (FOI) administration, investigations, and related regulatory activities. The incumbent serves as the primary administrator for Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA) accommodations, workers' compensation leave coordination, and other statutory leave programs. In addition, this position coordinates Freedom of Information (FOI) requests received by Human Resources, oversees records management and compliance tracking, supports investigations and other sensitive personnel matters, and assists in ensuring compliance with applicable federal, state, local, and contractual requirements. The position requires exceptional organizational skills, sound judgment, discretion, and the ability to manage multiple confidential matters simultaneously. Performs related duties as required.

Supervision Received: Under the general direction of the Director of Human Resources or Designee

Supervision Exercised: None
EXAMPLES OF DUTIES

• Serves as the primary Human Resources resource for employee leave and accommodation matters, including but not limited to the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), military leave, jury duty, medical leave, personal leave, and other applicable leave programs.
• Coordinates the administration of employee leave and accommodation programs from initial request through return to work, including determining eligibility, reviewing required documentation, tracking leave usage, maintaining records, and communicating with employees, supervisors, and other stakeholders throughout the process.
• Facilitates the interactive process for requests for reasonable accommodation under the Americans with Disabilities Act (ADA), collaborates with management to identify effective accommodations, and monitors approved accommodations for continued effectiveness and compliance.
• Coordinates with Risk Management, third-party administrators, healthcare providers, and departments regarding workers' compensation leave, return-to-work planning, and related leave administration activities.
• Advises employees, supervisors, and department representatives regarding applicable leave laws, City policies, collective bargaining agreements, and Human Resources procedures.
• Researches, analyzes, interprets, and applies federal, state, and local employment laws, regulations, administrative guidance, and Human Resources policies relating to leave administration, accommodations, records management, and other compliance matters.
• Coordinates Human Resources compliance activities, including the intake, tracking, and administration of Freedom of Information (FOI) requests, records requests, regulatory deadlines, document retention, and other compliance-related assignments.
• Coordinates with Legal Affairs, City departments, and Human Resources staff to gather, organize, review, and prepare documentation responsive to investigations, FOI requests, litigation, audits, grievances, and other sensitive personnel matters.
• Maintains complete, accurate, and confidential records relating to employee leave, accommodations, investigations, records requests, compliance activities, and other Human Resources matters in accordance with applicable laws, regulations, City policies, and records retention requirements.
• Researches and prepares reports, correspondence, summaries, recommendations, and other documentation relating to Human Resources compliance, leave administration, investigations, and regulatory matters.
• Monitors statutory deadlines, required notices, certifications, follow-up actions, and other compliance requirements to ensure timely completion of assigned responsibilities.
• Assists in the development, review, and revision of Human Resources policies, procedures, forms, communications, and related materials to ensure legal compliance, operational effectiveness, and consistency with best practices.
• Serves as a resource to Human Resources staff, departments, employees, and management regarding leave administration, accommodations, compliance requirements, records management, and related Human Resources processes.
• Provides analytical, technical, and administrative support for Human Resources projects, investigations, audits, compliance initiatives, and other special assignments as directed.
• Performs other related duties as assigned.

KNOWLEDGE, SKILLS, ABILITIES AND OTHER ATTRIBUTES
• Thorough knowledge of the Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), workers' compensation, and other applicable federal, state, and local employment laws, regulations, and related Human Resources practices.
• Knowledge of Human Resources compliance principles, public records requirements, records management, document retention, and applicable employment policies and procedures.
• Knowledge of investigative processes, regulatory compliance, and Human Resources best practices.
• Experience administering Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) programs.
• Experience responding to or coordinating public records or Freedom of Information (FOI) requests.
• Excellent analytical, critical thinking, problem-solving, and organizational skills.
• Excellent verbal, written, and interpersonal communication skills.
• Strong customer service skills with the ability to effectively communicate with employees, supervisors, union representatives, legal counsel, external agencies, and the public.
• Proficiency in Microsoft Office Suite and Human Resources Information Systems (HRIS) or similar software applications.
• Ability to research, analyze, interpret, and apply federal, state, local, contractual, and departmental laws, regulations, policies, procedures, and collective bargaining agreements.
• Ability to analyze complex Human Resources issues, identify appropriate solutions, and make sound recommendations consistent with applicable laws, regulations, policies, and operational needs.
• Ability to establish and maintain effective working relationships with employees, supervisors, department representatives, union representatives, legal counsel, external agencies, and the public.
• Ability to coordinate multiple assignments simultaneously, prioritize competing deadlines, and effectively manage complex case files and compliance-related activities.
• Ability to prepare clear, concise, and accurate reports, correspondence, recommendations, and other written materials.
• Ability to maintain accurate records and documentation while ensuring compliance with applicable legal, regulatory, and records retention requirements.
• Ability to exercise sound judgment, discretion, diplomacy, and professionalism when handling confidential information, investigations, records requests, employee relations matters, and other sensitive Human Resources issues.
• Ability to work independently, exercise initiative, and manage multiple priorities with minimal supervision.
MINIMUM QUALIFICATIONS

Graduation from an accredited college or university with a bachelor's degree in Business Administration, Human Resources, Public Administration, or a closely related field, and four (4) years of responsible, analyst-level human resources experience. Experience must include at least three (3) years of progressively responsible work in one or more of the following areas: leave administration, Americans with Disabilities Act (ADA) compliance, employee relations, human resources compliance, investigations, records management, or other closely related Human Resources functions.
A minimum of three (3) years of experience utilizing a Human Resources Information System (HRIS), case management system, document management system, or comparable records management software is required.

Preferred Qualifications:
• Experience working in a municipal, public sector, or unionized environment.
• SHRM-CP, SHRM-SCP, IPMA-SCP, or comparable Human Resources certification.
SCOPE OF EXAMINATION: Qualified applicants will be evaluated, scored and ranked on their level and quality of related experience, education and training documented on the application and supplementary questions.
The City of Stamford offers a comprehensive benefits package that includes; health, vision, dental, defined benefit and/or defined contribution pension plans, free term life insurance, flexible spending accounts for healthcare, dependent care and commuter benefits. Sick bank and tuition reimbursement as well as training from the City of Stamford Training Institute.

Specific information regarding benefits are outlined in each Collective Bargaining Agreement or in the Pay Plan Document for pay plan employees.

Please click here for Union Contracts:

If the position is a seasonal/temporary position, it is not eligible for union benefits.
01

Do you possess a bachelor's degree from an accredited college or university in Business Administration, Human Resources, Public Administration, or a closely related field? If yes, identify your degree, major, institution, and year of graduation.
02

Do you have at least four (4) years of responsible, analyst-level Human Resources experience? If yes, provide the employer, position title, dates of employment, and a brief description of your analyst-level HR responsibilities.
03

Do you have at least three (3) years of progressively responsible experience in one or more of the following areas: leave administration, ADA compliance, employee relations, HR compliance, investigations, records management, or closely related HR functions? Identify the specific area(s), employer(s), dates, and total qualifying experience.
04

Do you have at least three (3) years of experience using an HRIS, case management system, document management system, or comparable records management software? Identify the system(s), dates used, and your responsibilities.
05

Describe your experience administering employee leave programs, including FMLA or other statutory, contractual, or employer-sponsored leave programs. Include the types of leave you administered, your responsibilities in determining eligibility, reviewing documentation, tracking leave usage, communicating with employees and departments, and coordinating return-to-work.
06

Describe your experience administering or supporting ADA accommodations or another formal reasonable accommodation process. Include your role in reviewing requests, obtaining and evaluating documentation, participating in the interactive process, communicating with employees and management, identifying accommodations, and monitoring approved accommodations.
07

Describe your experience researching, interpreting, and applying federal, state, or local employment laws, regulations, policies, procedures, or collective bargaining agreements. Provide specific examples of compliance issues you handled and explain how you determined the appropriate course of action.
08

Describe your experience handling employee relations matters, workplace complaints, or HR investigations. Include your role in gathering information, interviewing individuals, reviewing documentation, maintaining confidentiality, analyzing the information obtained, and reaching or recommending an appropriate resolution.
09

Describe your experience responding to, coordinating, or processing Freedom of Information (FOI), public records, personnel records, or other formal records requests. Include your experience gathering and reviewing responsive records, applying confidentiality or retention requirements, meeting deadlines, and coordinating with legal counsel or other departments.
10

Describe your experience using an HRIS, case management system, document management system, or comparable records management software. Identify the systems used, the length of your experience, and the specific functions you performed, such as maintaining case files, tracking leave, documenting employee matters, generating reports, or monitoring deadlines.
Required Question