Vp Of Human Resources Jobs in Rio Rancho, NM (NOW HIRING)

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!