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Hr Director Jobs in Rio Rancho, NM (NOW HIRING)

Maverik Inc.

Store Director - Flex

Los Lunas, NM

$23 - $27/hr

Store Director Flex Salary: $52,000 - $64,000/per year, with eligibility for a bonus program ... Hourly Pay During Training: $23.00/hr. - $27.00/hr. (Position will move to a salaried position ...

DocGo

Director, Business Development

Albuquerque, NM · On-site

$59K - $60K/yr

Identify, prospect, and engage hospital executives and decision-makers (e.g., Supply Chain, HR, Nursing Leadership, Operations, Finance). * Lead the full sales cycle for direct hospital partnerships ...

DocGo

Director, Business Development

Albuquerque, NM · Remote

$59K - $60K/yr

Identify, prospect, and engage hospital executives and decision-makers (e.g., Supply Chain, HR, Nursing Leadership, Operations, Finance). * Lead the full sales cycle for direct hospital partnerships ...

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All JobsHr Director JobsHr Director Jobs in Rio Rancho, NM

Hr Director information

See Rio Rancho, NM salary details

$34.7K

$105.2K

$164.1K

How much do hr director jobs pay per year?

As of Jun 10, 2026, the average yearly pay for hr director in Rio Rancho, NM is $105,162.00, according to ZipRecruiter salary data. Most workers in this role earn between $79,800.00 and $123,100.00 per year, depending on experience, location, and employer.

How to Become an HR Director

You can become an HR director by earning a bachelor’s degree in business management, human resources management, or industrial/organizational psychology. Gain professional experience in project management, employee relations, and performance management. HR directors interact with managers and employees frequently, so seize opportunities to sharpen your people skills. Secure a role as an HR generalist then work toward HR manager roles. Strengthen your HR director job candidacy by earning a master’s degree or earning the SHRM certification to demonstrate proficiency in human resources management.

What are the key skills and qualifications needed to thrive as an HR Director, and why are they important?

To thrive as an HR Director, you need deep knowledge of human resources management, labor laws, and organizational development, usually supported by a degree in HR or business and extensive experience in the field. Familiarity with HRIS platforms, data analytics tools, and certifications such as SHRM-SCP or SPHR are highly valued. Outstanding leadership, strategic thinking, and interpersonal skills help build strong relationships and drive change across the organization. These abilities are crucial for shaping company culture, ensuring legal compliance, and aligning HR strategies with overall business goals.

What does an HR Director do?

An HR Director is responsible for overseeing all human resources functions within an organization, including recruitment, employee relations, performance management, and compliance with labor laws. They develop and implement HR policies, lead strategic planning for workforce needs, and ensure a positive workplace culture. HR Directors also serve as key advisors to senior management on talent management and organizational development.

What is the difference between Hr Director vs HR Manager?

AspectHR DirectorHR Manager
ResponsibilitiesStrategic planning, policy development, overseeing HR departmentsImplementing HR policies, managing daily HR operations
Required CredentialsBachelor’s degree, often Master’s, HR certifications (e.g., SHRM-SCP)Bachelor’s degree, HR certifications (e.g., SHRM-CP)
Work EnvironmentExecutive level, strategic focus, senior leadership teamsOperational level, HR teams, department managers

The main difference between an HR Director and an HR Manager lies in their scope and focus. HR Directors are responsible for strategic HR initiatives and policy development at an organizational level, often working with senior leadership. HR Managers focus on implementing policies and managing daily HR functions. Both roles require similar credentials and certifications, but their responsibilities and work environments differ significantly.

How does an HR Director typically collaborate with executive leadership to shape company culture and strategy?

An HR Director works closely with the executive leadership team to align human resources initiatives with the company's overall business strategy. This often involves participating in strategic planning meetings, advising on talent management, and helping to design programs that foster a positive workplace culture. HR Directors are expected to provide insights on workforce trends, ensure compliance with labor laws, and proactively address organizational challenges. Their ability to influence and guide leaders is key to driving both cultural change and long-term business success.
More about Hr Director jobs
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What cities near Rio Rancho, NM are hiring for Hr Director jobs? Cities near Rio Rancho, NM with the most Hr Director job openings:
Hr Director jobs near you
Infographic showing various Hr Director job openings in Rio Rancho, NM as of June 2026, with employment types broken down into 100% Full Time. Highlights an 100% In-person job distribution, with an average salary of $105,162 per year, or $50.6 per hour.

HUMAN RESOURCES DIRECTOR

INSTITUTE OF AMERICAN INDIAN &

Santa Fe, NM

$100K - $105K/yr

Other

Medical, Vision

Posted 14 days ago

Job description

Description

SUMMARY OF RESPONSIBILITIES

The Human Resources (HR) Director is responsible for the management of all HR's functions, services, policies, and programs supporting the Institute of American Indian Arts (IAIA) as well as the IAIA Museum of Contemporary Native Ars (MoCNA). The HR Director is required to perform at the senior level and to be a subject-matter expert on a wide range of HR and organizational issues and matters, which requires proficiency in the following core HR competencies:

HR Expertise: In-depth knowledge of principles, practices, and functions of effective HR Management.

Organizational Acumen: Understand and apply information to contribute to IAIA's strategic goals.

Consultation Expertise: Provide high-level guidance to IAIA's key stakeholders.

Communications: Effective exchange of information with key IAIA stakeholders.

Critical Acumen: Interpret a wide range of information to make organizational decisions or recommendations.

Leadership and Navigation: Direct and contribute to initiatives and processes within IAIA.

Relationship Management: Manage interactions to provide effective HR support and services to IAIA.

Ethical Practice: Integrate IAIA's core values, integrity, and accountability throughout IAIA and its practices.

Cultural Effectiveness: Value and consider the perspectives, backgrounds, and cultural practices of all parties at IAIA.

The HR Director serves as a strategic thinker facilitating the strategic objectives of an evidence-based department for a 100+ full-time employee (faculty and staff) population, 40-50 adjunct faculty members and supporting the employment of 60-70 work study students on average per semester, with the support of one (1) full-time Senior Human Resources Specialist, who also serves as Benefits Specialist.  

The HR Director functions with significant independence, self-sufficiency, and initiative, which requires the incumbent to deliver results from the most basic transactional issues to substantially complex matters, with accuracy, confidentiality, and with a sense of urgency.

The HR Director serves as the HR consultant to Senior Leadership and the management team on a diverse range of employment regulations, legal matters, employee relations issues, and compliance requirements, which demands the highest level of diplomacy, discretion, confidentiality, and tact. Additional HR responsibilities include collaboration with the Vice President of Operations (VPO) to respond proactively to the changing medical insurance environment, competition for talent, application of technology to enhance HR functions, adaptation to changes in the constantly evolving legal landscape, and expertise in management of a multigenerational and multicultural workforce. Support IAIA's core values, mission, and vision.


ESSENTIAL FUNCTIONS

Manage, direct, and oversee the HR department's budget, staff, and services.

Prepare, monitor, and manage the HR budget.

Hire, train, supervise, coach, and motivate the HR staff and IAIA staff as needed.

Implement HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention, and Equal Employment Opportunity (EEO) compliance. 

Manage, direct, and lead all of HR's key functions of security and management of records, onboarding, creation of a standardized performance management program, compensation, and benefits administration.

Recruitment and staffing of talent in collaboration with hiring departments.

Works closely with supervisors to create and update job descriptions. Performs job analysis as required. 

Implement IAIA's onboarding and orientation process.

Assist and/or collaborate with management in staff development and training.

Monitor, track, and report on staff compensation issues and internal equity.

Oversee the administration of IAIA's benefit programs. Conducts negotiations with medical benefits carrier(s) as required. 

Monitor, review, formulate, recommend, and implement HR policies, procedures, and programs, in collaboration with the VPO and appropriate policy committees.

Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.

Support management by providing HR advice, counsel, and decisions; analyzing information, relevant legal factors, and historical precedents.

Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and applying IAIA's core values.

Participate in Strategic Workforce Planning (including succession planning and organizational management). 

Manage Human Resources Information Systems (HRIS) to ensure data integrity and work collaboratively with Information Technology (IT) on system upgrades. 

Supports IAIA's mission and commitment to Native preference in hiring. 

Develop, deliver, or identify supervisory leadership training which may include performance management, corrective action, and compliance. 

Develop, maintain, and analyze compensation structures and market comparisons to ensure internal equity and competitiveness. 

Develop and track relevant HR metrics (turnover, time to hire, and vacancy rates). Conducts exit interviews as required. Communicate all findings to the VPO and the President's Cabinet. 

Serves as HR lead for emergency preparedness and crisis response. 

Ensure IAIA's compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to regulatory requirements; advising management on needed actions, which include but are not limited to:

Americans with Disabilities Act of 1990 (ADA)

Background Checks

Consolidated Omnibus Budget Reconciliation Act (COBRA)

Equal Employment Opportunity (EEO)

Fair Labor Standards Act (FLSA)

Family and Medical Leave Act (FMLA)

Federal Employees' Compensation Act (FECA)

Record Retention Guidelines

New Mexico State Unemployment Insurance Guidelines

Sexual Harassment

Wage and Hour Guidelines (Santa Fe County, New Mexico, and Federal)

Whistleblower and Retaliation Protection

Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.

Accept ownership for accomplishing new and/or challenging requests and explore opportunities to add value to job accomplishments.

Provide effective, clear and concise employee communications on relevant HR-related topics.

Originate and lead HR practices and objectives that will foster an employee-oriented culture that emphasizes quality, best practices, approachability, and achieving strategic goals.

Requirements

REQUIRED EXPERIENCE AND EDUCATION: 

REQUIRED: Master's Degree in HR and a related field and must have at least seven (7) years of direct experience in HR at the senior-level. Must have HR expertise with a demonstrated management background of an HR department for a complex organization with 50+ employees. 

PREFERRED: Senior Professional in Human Resources (SPHR-CP) Certified Professional, or equivalent. Experience within a higher education environment or a non-profit organization is desirable.


REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES:

Extensive and in-depth knowledge of the principles, techniques, and theories of human HR management and public HR administration.

Extensive and in-depth knowledge and background of all public and legal employment laws, regulations, and requirements.

Adhere to appropriate standards of conduct as to impartiality and ethics, including confidentiality, integrity, and honesty; follow directives; exhibit ability to adapt to changing work environments; cooperate and collaborate respectfully with others; participate in proactive problem solving; attend job duties; and participate in meetings as required. Exercises confidentiality at all times. 

Must be an excellent and effective communicator who uses facilitative and collaborative approaches in leading cohesive and systematic change to interact and work successfully with faculty, students, and staff as related to job responsibilities.

Must be an assertive champion for fair, reasonable, and equitable treatment of faculty, staff, and students regardless of department, tenure, or position.

An effective and empathetic coach capable of guiding management on how to improve the performance of employees as well as internal work processes.

Ability to work with minimum supervision, to begin projects independently (or as assigned), and to bring projects (or assignments) to conclusion in an accurate and timely manner.


WORKING CONDITIONS:

Work is performed in an office environment and as a desk job.

Ability to lift and/or maneuver items weighing up to 20 pounds.

The job description is not a contract for employment.

This job description does not list all the duties of the job, and the incumbent may be asked to fulfill other responsibilities as assigned by VPO.

Limited ability to perform telework. 


PLEASE APPLY VIA  https://iaia.edu/about/employment/


PLEASE UPLOAD RESUME AND COVER LETTER 

Apply