Top HR Jobs in Albuquerque, NM

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Manage end-to-end onboarding and orientation, verify pre-hire steps (forms, background checks, drug screens), monitor Form I-9 and E-Verify, maintain accurate personnel files (hardcopy and electronic), support audit readiness, act as HR liaison, and answer routine employee questions about benefits, pay, and changes.

Provide HR consultation and lead HR programs including recruitment, onboarding, performance management, employee relations, compliance (HIPAA/CARF), HRIS and payroll recordkeeping, background checks, HR reporting, and process improvements to support organizational goals.

Provide part-time remote HR administrative support including onboarding, I-9s, background checks, HRIS recordkeeping, benefits assistance, payroll/timekeeping support, compliance tracking, and employee relations triage to ensure smooth HR operations.

Serve as the primary HR partner for US teams: own full-cycle recruitment for data center and hosting roles; support onboarding, offboarding, employee relations, performance and compensation processes; maintain HR records, ensure compliance, improve HR workflows, and analyze hiring metrics to scale operations.

Lead design, build, test, and optimization of Workday Time, Absence, and Payroll configurations. Own complex workstreams, ensure configuration integrity, support releases and regression testing, mentor junior analysts, coordinate UAT, triage escalations, maintain documentation, and partner with HR, payroll, and engineers on integrations and governance.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

The Head of HR will lead all human resources functions, aligning strategies with business objectives, managing talent acquisition, and promoting diversity while overseeing operational compliance.

The Core HR Business Process Lead will oversee HR processes, ensure Oracle Cloud HR solutions optimization, and provide expert guidance while managing implementations and configurations.

Support talent acquisition and benefits administration: coordinate interviews and background checks, manage ATS/HRIS records, facilitate onboarding and orientations, administer benefits and open enrollment, and reconcile benefits billing with Finance.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Serve as the regional HR Business Partner managing complex employee relations, conducting workplace investigations, advising and coaching managers, supporting workforce planning and compliance, driving culture and employee experience initiatives, and analyzing people metrics to recommend proactive interventions across multiple clinic locations.

Own and improve HR operations: audit processes, manage onboarding/offboarding, administer HRIS (PeopleForce), coordinate probation and benefits, create SOPs, produce HR analytics and reports, and collaborate with HR, Finance, IT, and Operations to streamline workflows.

Temporary 6-month HR Administrative Coordinator responsible for onboarding and offboarding, leading in-person new hire orientation, maintaining HR systems and employee files, supporting HR Business Partners and global employee inquiries, auditing HR data for compliance, and collaborating with Recruiting, IT, Legal, and Workplace teams to improve HR processes.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Manage full-cycle recruitment, onboarding/offboarding, benefits and payroll support, HRIS (Paylocity) administration, reporting, employee relations, training coordination, and HR operational improvements for a remote workforce.

Act as an embedded HR advisor to business leaders across regions, guiding performance management, employee relations, workforce planning, talent initiatives, and people-data analysis to translate business goals into practical people actions.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

Serve as first point of contact for employee HR inquiries via case management. Triage and resolve or escalate issues, maintain employee data, support HR systems and self-service, document knowledge, identify trends and process improvements, and partner with HR Centers of Excellence.