ZipRecruiter

Log In

1

Vice President Of Operations Jobs in Rio Rancho, NM

ABB

Vice President Sales, C&I

NM · On-site

The VP leads a team of experienced sales professionals to achieve and exceed order targets ... Operations (MRO) channels * Proven success leading a complex sales organization of $500M+

HB Construction

HR Coordinator

Albuquerque, NM · On-site

... VP of Talent & Culture. This role assists with organizing HR processes, supporting onboarding activities, and helping ensure smooth day-to-day operations within the department. This position has ...

next page

Showing results 1-20

All JobsVice President Of Operations JobsVice President Of Operations Jobs in Rio Rancho, NM

Vice President Of Operations information

See Rio Rancho, NM salary details

$61.8K

$140.5K

$238.1K

How much do vice president of operations jobs pay per year?

As of Jul 6, 2026, the average yearly pay for vice president of operations in Rio Rancho, NM is $140,498.00, according to ZipRecruiter salary data. Most workers in this role earn between $104,200.00 and $166,900.00 per year, depending on experience, location, and employer.

What is the difference between Vice President Of Operations vs Operations Manager?

AspectVice President Of OperationsOperations Manager
ResponsibilitiesStrategic planning, high-level decision making, overseeing multiple departmentsDay-to-day operations, implementing policies, managing staff
Required CredentialsBachelor's or Master's degree in Business, extensive experience in operationsBachelor's degree, experience in operations management
Work EnvironmentExecutive offices, corporate settingsOn-site, operational facilities
Industry UsageCommon in large corporations and enterprisesFound across various industries, including manufacturing, retail, and services

The Vice President Of Operations focuses on strategic leadership and high-level decision making, while the Operations Manager handles daily operational tasks. Both roles require relevant experience and industry knowledge, but the VP operates at a higher, more strategic level within organizations.

What does a Vice President of Operations make?

A Vice President of Operations typically earns a salary ranging from $100,000 to $250,000 annually, depending on the industry, company size, and location. They often receive additional compensation such as bonuses, stock options, or benefits, and are responsible for overseeing daily business operations and strategic planning.

What does a Vice President of Operations do?

A Vice President of Operations is responsible for overseeing the daily operations of a company, ensuring that business processes run smoothly and efficiently. They develop and implement operational strategies, manage budgets, optimize workflows, and lead various departments to achieve organizational goals. The VP of Operations collaborates with other executives to set performance metrics and ensures compliance with company policies and regulations. Their role is critical in driving productivity, profitability, and continuous improvement across the business.

What is a Vice President of Operations?

A vice president, or VP, of operations ensures that daily business practices meet operational goals and produce maximum efficiency. They usually report directly to the chief operating officer and may serve as a liaison between the chief operating officer and mid-management leaders. A VP of operations also advises the chief operating officer on business strategy, stakeholder relations, and key partnerships, and is often expected to handle problems before they reach the chief operating officer.

Is VP of Operations a high position?

The Vice President of Operations is a senior executive role responsible for overseeing daily business activities, strategic planning, and operational efficiency. It is considered a high-level position within an organization, often reporting directly to the CEO or President. The role typically requires extensive experience, leadership skills, and industry knowledge.

How does a Vice President of Operations typically collaborate with other executive leaders to drive company goals?

A Vice President of Operations works closely with other executive leaders, such as the CEO, CFO, and department heads, to align operational strategies with the company's overall objectives. This collaboration often involves regular strategy meetings, cross-functional project planning, and sharing key performance data to ensure operational initiatives support growth and profitability. Effective communication and partnership across departments are essential, as the VP of Operations must coordinate resources, streamline processes, and address challenges that impact multiple areas of the business.

What are the key skills and qualifications needed to thrive as a Vice President of Operations, and why are they important?

To thrive as a Vice President of Operations, you need extensive experience in operations management, strategic planning, and process optimization, typically supported by a bachelor’s or master’s degree in business or a related field. Familiarity with ERP systems, project management tools, and relevant industry certifications such as Six Sigma or PMP is often required. Exceptional leadership, analytical thinking, and effective communication are crucial soft skills for guiding teams and driving organizational change. These abilities are essential for ensuring operational efficiency, aligning business goals, and delivering sustainable growth.

What does a VP of operations do?

A Vice President of Operations oversees an organization's daily activities, manages operational strategies, and ensures efficiency across departments. They develop policies, coordinate with other executives, and often use data analysis and management tools to improve performance and meet business goals.

What jobs pay 500,000 a year in the US?

In the US, executive roles such as Chief Executive Officers, Chief Operating Officers, and Vice Presidents of Operations can earn $500,000 or more annually, especially in large corporations or industries like finance, technology, and healthcare. These positions typically require extensive experience, leadership skills, and often involve performance-based bonuses and stock options.
More about Vice President Of Operations jobs
What are the most commonly searched types of Of Operations jobs in Rio Rancho, NM? The most popular types of Of Operations jobs in Rio Rancho, NM are:
What job categories do people searching Vice President Of Operations jobs in Rio Rancho, NM look for? The top searched job categories for Vice President Of Operations jobs in Rio Rancho, NM are:
What cities near Rio Rancho, NM are hiring for Vice President Of Operations jobs? Cities near Rio Rancho, NM with the most Vice President Of Operations job openings:
Vice President Of Operations jobs near you
Infographic showing various Vice President Of Operations job openings in Rio Rancho, NM as of June 2026, with employment types broken down into 3% As Needed, 5% Full Time, 90% Part Time, and 2% Contract. Highlights an 92% Physical, 1% Hybrid, and 7% Remote job distribution, with an average salary of $140,498 per year, or $67.5 per hour.

VP of Human Resources

Hueman PE Talent Solutions

Albuquerque, NM • On-site

$300K - $360K/yr

Full-time

Posted 4 days ago

Job description

PNM Resources is now hiring for Full-time VP of Human Resources for their headquarters in Albuquerque, NM .
The Vice President (VP) of Human Resources serves as a strategic executive leader responsible for collaboratively shaping and executing a forward-looking human capital strategy and enterprise safety strategy in a rapidly evolving, highly technical and regulated energy environment. This role is critical in enabling the organization to successfully navigate electric utility industry transformation driven by rapid growth, grid modernization, clean energy transition, AI innovation, and workforce disruption.

The VP will lead enterprise-wide HR and Safety strategies that ensure organizational agility, workforce resilience, and leadership capability in a dynamic, two-state operating environment. This role partners closely with the CEO, executive leadership team, and Board of Directors to align talent, culture, and organizational design with rapid business transformation priorities. This role also ensures that safety is embedded as a core organizational value, integrated into culture, leadership accountability, and business decision-making.

Key Responsibilities:

Strategic Workforce Leadership in a Transforming Environment

  • Develop and execute a future-focused HR strategy that enables rapid adaptation to industry shifts, including rapid growth, decarbonization, grid modernization, and technological innovation.
  • Serve as a key architect of organizational agility, ensuring the workforce can respond quickly to evolving expansion, technology, regulatory, operational, and market conditions.
  • Advise executive leadership and the Board on emerging workforce trends, including skill gaps, automation impacts, officer succession planning and changing labor dynamics.

Enterprise Safety Leadership

  • Lead and continuously evolve a company-wide safety strategy covering employees, contractors, and communities across multiple jurisdictions.
  • Partner with operations leadership to ensure safety culture is embedded in all field and corporate activities, including transmission, distribution, and generation operations.
  • Establish and track leading and lagging safety indicators (e.g., SIFs, TRIR, near-miss reporting, safety observations).
  • Build a strong safety culture grounded in accountability, prevention, continuous learning, and improvement.
  • Ensure compliance with all OSHA, environmental, and industry safety regulations, and proactively mitigate safety risks.
  • Provide regular safety performance updates to the CEO and Board, elevating safety as a strategic enterprise risk priority.

Organizational Transformation & Change Leadership

  • Lead enterprise change management initiatives to support continuous transformation, including restructuring, technology transformation of jobs, and business model evolution.
  • Design and implement adaptive organizational structures that support speed, efficiency, and cross-functional collaboration.
  • Build internal capability for change management leadership across all levels of the organization.

Workforce Planning & Future Skills Development

  • Drive proactive workforce planning to address rapidly changing skill requirements, particularly in areas such as business development, operational technology, data analytics, cybersecurity, and advanced grid operations.
  • Lead reskilling and upskilling initiatives to transition legacy workforce capabilities into future-ready competencies.
  • Lead enterprise succession planning for executive and critical roles.
  • Develop strategies to address talent scarcity in critical technical and engineering roles.

Labor Relations in a Changing Industry

  • Oversee labor relations strategy, ensuring alignment with evolving operational and workforce needs through collaboration with unions.
  • Lead negotiations that balance workforce stability with the need for flexibility and modernization of work practices.
  • Partner with unions to support safe, efficient adoption of new technologies and work models.

Talent, Leadership & Workforce Development

  • Build a leadership pipeline capable of leading through ambiguity, disruption, and rapid change in a safety-critical environment.
  • Design leadership development programs to emphasize adaptability, innovation, and enterprise thinking.
  • Drive talent strategies that enhance speed of hiring and internal mobility in a competitive market.

Compensation, Benefits & Executive Governance

  • Ensure compensation strategies support performance, safety outcomes, transformation goals, and workforce retention in a competitive, evolving labor market.
  • Partner with the Board’s Compensation Committee to align executive compensation with business outcomes.
  • Oversee transparent and compliant disclosures reflecting human capital strategy in a changing environment.

Culture, Engagement & Change Readiness

  • Champion a culture of innovation, accountability, continuous improvement, and resilience.
  • Drive employee engagement strategies that support workforce adaptability and responsiveness to change.
  • Foster an environment where employees feel empowered to speak up, report risks, and prioritize safety.

Compliance & Risk Management

  • Ensure compliance with all employment laws and regulatory requirements across jurisdictions while adapting policies to evolving business needs.
  • Identify and mitigate workforce-related risks associated with transformation initiatives, including change fatigue, turnover, and skills gaps.

HR Operations & Digital Enablement

  • Lead the modernization of HR systems and processes to support data-driven decision-making and real-time workforce insights.
  • Implement advanced analytics to monitor workforce trends, safety performance, and organizational effectiveness.
  • Implement HR technologies that enhance employee experience and enable scalable, agile operations.
  • Utilize advanced analytics to forecast workforce trends and inform strategic decisions.

Job Qualifications:

Education

  • Bachelor’s degree in Human Resources, Business Administration, or related field required
  • Master’s degree (MBA or HR-related) strongly preferred

Experience

  • 11 to 15 years of progressively responsible experience in HR leadership or management
  • Demonstrated success leading HR in highly dynamic, transforming organizations
  • Background in labor relations and unionized workforce environments
  • Proven ability to lead large-scale organizational change and transformation initiatives

Core Competencies

  • Visionary strategic agility and forward-thinking mindset
  • Collaboration with strategic business partners
  • Change leadership and transformation expertise
  • Strong business and financial acumen
  • Executive influence and board engagement
  • Workforce innovation and future-of-work expertise
  • Data-driven decision making

Working Conditions & Travel

  • Based at corporate headquarters in Albuquerque, with some travel across two-state service territories
  • Frequent engagement with operational sites and field workforce environments

Reporting Structure

  • Reports directly to the Executive Vice President Corporate Services
  • Regular engagement with the Board of Directors, particularly Compensation/Human Capital Committee

Success Measures

  • Alignment of human capital strategy with business transformation outcomes
  • Organizational agility and speed of transformation execution
  • Workforce readiness for future skill demands
  • Effective labor relations aligned with evolving operational needs
  • Leadership capability to navigate change
  • Employee engagement and adaptability

PNM has partnered with Hueman for its recruitment needs. If you are interested in learning more about a career with PNM as a VP of Human Resources, apply today!