Human Resources Analyst III (N15)

City of Annapolis; Annapolis (MD); On-site; USD 70,000 - 95,000; Full time

Job summary

The City of Annapolis seeks an experienced HR professional for the role of Human Resources Analyst III, a senior-level generalist providing comprehensive support across a municipal environment.

You will manage full-cycle recruitment, employee relations, compensation and benefits, performance management, compliance, HRIS analytics, and DEI initiatives, aligning with city and federal regulations while fostering an inclusive culture.

Qualifications

• Bachelor’s degree in HR, business or related field.
• Minimum 3 years professional HR experience in HR, employee relations, or related generalist role.
• Preferred SHRM-CP/PHR or SHRM-SCP/SPHR, PSHRA-CP/SCP, or CEBS designations.

Responsibilities

• Recruitment & Talent Acquisition: manage full recruitment lifecycle, postings, sourcing, interviewing, negotiations, exit analyses.
• Employee Relations & Workplace Culture: primary contact for inquiries, handle complex relations, investigations, conflict resolution, DEI initiatives.
• Compensation & Benefits Administration: assist with payroll, benefits enrollments, leaves, and compliance tracking.
• Performance Management & Training: support goal setting, appraisals, coaching, and development initiatives.
• Compliance, Policy & HRIS: develop policies, ensure regulatory alignment, maintain HRIS records, conduct audits.
• Data Analytics & Strategic Partnering: generate HR metrics and reports to inform decisions.

Skills

Regulatory Fluency

Employee Relations

HRIS & Data

Communication

Problem Solving

Education

Bachelor’s Degree in HR/Business Admin

Tools

HRIS platforms

Job description

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

• 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.

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 & 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.

Equal Employment Opportunity Statement

The City of Annapolis Government does not discriminate or retaliate in employment against any person seeking employment or employed in the civil service because of any consideration of political or religious affiliation or belief, race, color, sex, age, family status, national origin, marital status, disability, veteran status, genetic information, sexual orientation, or gender identity.