Top Senior HR Jobs in Albuquerque, NM

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

Serve as functional lead for Oracle HCM Cloud Core HR and Performance Management: gather requirements, design solutions, configure business processes, support testing/validation, and obtain stakeholder sign-off.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

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.

Lead companywide recruiting and help build the organization’s people infrastructure. Responsibilities include sourcing candidates, developing compensation and retention programs, managing payroll and benefits, overseeing performance evaluations, creating onboarding and training processes, and advising leadership on employment-law compliance. The role supports a distributed team and works closely with executive and legal teams.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.

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.

Serves as the strategic HR partner to Customer Experience leaders across Customer Success, Professional Services, Support, and Renewals. Leads organizational design, workforce planning, talent management, leadership coaching, employee relations, change management, compensation, succession planning, and engagement initiatives. Uses workforce and business insights to improve organizational effectiveness, support transformation, and align people strategies with GTM priorities. Partners across the People Team and mentors HR colleagues.

Designs and maintains Oracle HCM reporting, HR and talent scorecards, dashboards, extracts, and ad hoc people analytics. Owns reporting definitions, catalogs, refresh schedules, data validation, and governance while partnering with HR leaders, HR Systems, and Power BI teams. Translates ambiguous business needs into accurate reporting solutions and delivers insights on headcount, turnover, compensation, and workforce operations. This individual contributor role requires strong HR data stewardship, stakeholder consulting, and technical reporting expertise.

Serve as a strategic HR partner to leaders in a high-growth SaaS company. Build performance, accountability, culture, leadership judgment, and internal communication systems from the ground up. Coach managers through ambiguous and sensitive employee situations, advise on organizational health, and strengthen consistency across the leadership layer. Partner with HR Operations and the HRBP Lead while using AI to improve HR and company-wide efficiency.

Manage day-to-day, multi-state HR operations including leave and accommodation administration, onboarding and offboarding, I-9 verification, background checks, employment compliance, contractor records, HRIS administration, reporting, employee inquiries, and documentation. Support filings, unemployment claims, garnishments, performance reviews, and HR and Finance administrative processes while maintaining accurate, confidential records.

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.

Provide strategic leadership for Compensation, Labor Relations, and Employee & Organizational Development. Advise university stakeholders on HR best practices, policy interpretation, compliance, and program design. Oversee staffing, budgets, performance management, process improvement, reporting, and program accountability. Represent HR externally, develop long-range goals and policies, and supervise personnel to ensure effective service delivery across HR Services.

The HR Business Partner will collaborate with employees and leaders to implement HR initiatives, improve engagement, manage talent processes, and provide guidance on HR matters.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.