Human Resources Analyst I/II/Senior

Salary : $94,452.80 - $145,600.00 Annually
Location : Napa, CA
Job Type: Full Time
Job Number: 6055-2025-12-12
Department: Human Resources
Opening Date: 12/12/2025
Closing Date: 1/5/2026 5:00 PM Pacific

The Napa Valley
NapaCounty is home to 140,000 residents who share a strong sense of community and a legacy of preserving and protecting our rich agricultural heritage.

Located in the heart of California's preeminent wine region, the Napa Valley is also part of the dynamic San Francisco Bay Metropolitan Area. With its sunny Mediterranean climate and proximity to the mountains and ocean, the Valley offers residents easy access to virtually unlimited shopping, dining, cultural and recreational opportunities.

The Napa Valley's strategic location, natural and cultural resources, history of responsible land use planning and attractive quality of life provide the ideal mix of small town living and big city amenities.
Napa County as an Employer
As an organization, Napa County is dedicated to improving the lives of our citizens and reflecting the best of the community's values: Respect, Accountability, Dedication, Integrity and Innovation. Learn more HERE.
The Position

Napa County Human Resources is establishing an eligibility list for Human Resources Analyst I/II/Senior. This list will be used to fill regular full-time, part-time and extra help positions for up to one year.

The current vacancy is in the Recruitment, Classification and Compensation Team and may be filled at the Human Resources Analyst I, II or Senior level, depending on qualifications. The Human Resources Analyst I and II classifications perform routine to full journey level duties. However, if appointed to the Senior Human Resources Analyst classification the selected candidate will perform the most complex assignments related to recruitment and classification and compensation. This may include acting as a lead to other analysts, writing Board items, completing executive level recruitments, studying and completing complicated departmental reorganizations, and other highly responsible functions beyond the expectations of an HR Analyst I or II.
The ideal candidate will possess a bachelor's degree or higher level of education and have had progressive responsibility within a Public Sector Human Resources environment or as a departmental partner. The ideal candidate will have an understanding of current employment laws and Human Resources best practices and will possess the following competencies:

• Proven diplomatic and sophisticated communication skills, both orally and in writing
• Sound judgment in decision-making
• Experience in one or more areas of Human Resources
• Understanding of the facilitative role of Human Resources
• Flexibility and adaptability in carrying out work assignments
• Ability to thrive in a fast-paced, quickly changing work environment
• Ability to work collaboratively as a member of a team

Scheduled salary increase and Winter Time Off (WTO):

• 3.5% COLA increase effective 7/01/26
• 32.0 hours of paid Winter Time Off (WTO)

Experience and Education: Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:
Human Resources Analyst I ($45.41 - $55.01 hourly)Experience:Two years of technical experience in human resources work in a public agency or one year of experience as a Human Resources Assistant for Napa County.
Education:A bachelor's degree from an accredited college or university with major course work in human resources administration, business administration, public administration or a related field.
Human Resources Analyst II ($52.43 - $63.56 hourly)
Experience: Two years of professional Human Resources experience comparable to that of a Human Resources Analyst I with Napa County.
Education: Same education requirements as Napa County Human Resources Analyst I.

Senior Human Resources Analyst ($57.71 - $70.00 hourly)Experience:Three years of professional human resources experience comparable to that of a Human Resources Analyst II with Napa County.

Education:A Bachelor's degree from an accredited college or university with major course work in human resources administration, public administration, business administration or a related field.
License or Certificate:*Possession of a valid driver's license.

*Any license, certification, or registration required for this position shall be maintained (i.e. active and in good standing) at all times during employment with Napa County. For continued employment with Napa County, you must maintain such license, certification, or registration to meet the minimum qualifications of this position.

THE RECRUITMENT PROCESS

Application Deadline 5:00pm PDTJanuary 5, 2026Application Screening and Supplemental Questions Scoring The week of January 5, 2026
Supplemental questions will be scored by subject matter experts. The most qualified applicants from the scoring of the supplemental questions will be invited for an Oral Panel Interview.Oral Panel Interview The week of January 19, 2026
The most qualified candidates from the interview process will be placed on the eligibility list and may be considered for current and future vacancies for this position for up to one year.
The Human Resources Department reserves the right to change the recruitment process at any time.
Example of Duties
View the full job description including the example of duties for

Benefits
ADA Accommodation
Applicants requiring accommodation during the application and/or selection process pursuant to the Americans with Disabilities (ADA) Act should contact County of Napa Human Resources at (707) 253-4303.

Napa County is an Equal Opportunity Employer.

Napa County employees automatically become Disaster Service Workers. This means that when Napa County experiences emergencies (earthquake, wildfire, power outage, etc.) you may be asked to pivot from your regular duties to provide critical services to those affected by the emergency (CA Govt Code § 3102).
MANAGEMENT CLASSIFIED EMPLOYEE BENEFITS INFORMATION

SALARY -
Salaries are based on a five-step range. Appointments are usually made at the beginning step with advances occurring at six months and the completion of each year thereafter. Salary rates are reviewed annually.

ADDITIONAL BENEFITS INFO -
Click here for additional benefits information for Management Classified Employees:
THESE BENEFITS DO NOT APPLY TO EXTRA HELP POSITIONS
EMPLOYMENT INFORMATION
PHYSICAL STANDARDS -
Certain designated County positions require a candidate to pass a physical examination prior to appointment. Offers of employment are conditional upon successful completion of this examination.

FINGERPRINTING -
All employees hired into allocated positions or extra help positions will be fingerprinted.
01

Instructions for Supplemental Application Questions. The following questions comprise one of the steps in the selection process for this position and are intended to assist you in presenting your qualifications. Only the information you provide in your answers to these questions will be evaluated and scored to determine the best qualified candidates to continue in the selection process for this position. Please be complete and specific in answering the questions as your score will be based on this information. Applications submitted without responses to the supplemental questions will not be evaluated. Although your experience and education should relate back to your application, your application and or resume will not be reviewed when scoring the supplemental questions. Therefore, please be as detailed as possible in your responses to the supplemental questions. I have read and understand the instructions presented above.

• Yes
• No

02

Describe a specific time you identified an HR process within your area of expertise that was outdated, inefficient, or overly complex. How did you go about developing and implementing a new, more innovative solution, and what specific steps did you take to ensure the result remained fully compliant with all relevant laws, collective bargaining agreements, or public sector regulations?
03

Please describe your career journey, focusing on your most impactful HR roles in either the public or private sector and outline two to three specific ways you proactively sought out training, mentorship, or new assignments to rapidly deepen your expertise in areas like compensation, classification, or recruitment.
04

Describe a time when you managed a high-stakes workload with competing priorities across core HR functions-such as urgent recruitment needs, a mandated classification review, and an unexpected compensation restructuring. What conflicting demands did you face, how did you prioritize and transition between tasks, and what tools or communication strategies did you use to ensure Recruitment, Classification, and Compensation were all completed accurately and on time?
05

If selected for this position, medical screening may be required as part of the pre-employment process. I have read and understand this requirement.

• Yes
• No

Required Question

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