ZipRecruiter

Log In

1

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

Osaic

Vice President, Advisory Consulting

Albuquerque, NM · On-site

$140K - $175K/yr

The Vice President, Advisory Consulting is responsible for leading the field-based regional sales ... Lead and mentor a team of regional sales consultants responsible for driving WMP adoption and ...

Amteck, LLC

Senior Project Manager

Albuquerque, NM

This position reports to the VP of Service Operationsand takes direction from and provides support to the Executive Vice President of the associated region. Responsibilities: * Responsible for ...

next page

Showing results 1-20

All JobsVp Of Sales JobsVp Of Sales Jobs in Rio Rancho, NM

Vp Of Sales information

See Rio Rancho, NM salary details

$67.3K

$156.1K

$235.6K

How much do vp of sales jobs pay per year?

As of Aug 6, 2026, the average yearly pay for vp of sales in Rio Rancho, NM is $156,067.00, according to ZipRecruiter salary data. Most workers in this role earn between $117,600.00 and $183,400.00 per year, depending on experience, location, and employer.

What is the difference between Vp Of Sales vs Sales Director?

AspectVp Of SalesSales Director
ResponsibilitiesOversees entire sales organization, sets strategic sales goals, manages senior sales managersManages regional or team-specific sales efforts, implements sales strategies, reports to Vp of Sales
Required CredentialsTypically requires extensive sales experience, leadership skills, and often a bachelor's or master's degree in business or related fieldSimilar credentials, often with a focus on sales experience and leadership, with comparable educational background
Work EnvironmentExecutive-level, strategic planning, cross-department collaborationOperational, team management, direct client interaction

The Vp Of Sales holds a higher strategic and organizational role, overseeing the entire sales department, while the Sales Director focuses on executing sales strategies within specific regions or teams. Both roles require strong sales experience and leadership skills, but the Vp Of Sales is more involved in high-level planning and company-wide sales initiatives.

What are some common challenges faced by a VP of Sales, and how can they be addressed?

A VP of Sales often encounters challenges such as aligning sales strategies with company goals, managing diverse sales teams, and adapting to changing market conditions. To address these, it's important to maintain open communication with other departments, regularly review and adjust sales targets, and provide ongoing training for the sales team. Building a data-driven sales culture and fostering collaboration across teams also helps in overcoming obstacles and driving consistent growth.

What are the key skills and qualifications needed to thrive as a VP of Sales, and why are they important?

To thrive as a VP of Sales, you need extensive experience in sales leadership, strategic planning, and revenue growth, often backed by a relevant degree and a proven track record of meeting or exceeding targets. Familiarity with CRM platforms (e.g., Salesforce), sales analytics tools, and pipeline management systems is typically required. Outstanding communication, motivational leadership, and negotiation skills help drive team performance and foster client relationships. These competencies are crucial for setting direction, achieving ambitious sales goals, and sustaining business growth in a competitive marketplace.

How much should a VP of sales make?

A VP of sales typically earns between $120,000 and $250,000 annually, with total compensation often including bonuses, commissions, and stock options. Salaries vary based on industry, company size, location, and experience, with senior roles in larger organizations generally offering higher pay. Strong leadership, sales strategy skills, and a proven track record are key for compensation levels in this role.

What does a VP of Sales do?

A VP of Sales is a senior executive responsible for leading a company's sales strategy and team. They oversee sales operations, set revenue targets, develop sales plans, and ensure the organization meets its growth objectives. The VP of Sales also works closely with other executives to align sales goals with overall business strategy, manages key customer relationships, and analyzes market trends to stay competitive. Their leadership is crucial for driving company revenue and expanding market share.

Is VP of sales a high position?

Yes, the VP of Sales is a high-level executive responsible for overseeing a company's sales strategy, team, and revenue growth. This role typically reports to the CEO and requires strong leadership, strategic planning, and industry experience. It is considered a senior management position with significant influence within an organization.
What are the most commonly searched types of Of Sales jobs in Rio Rancho, NM? The most popular types of Of Sales jobs in Rio Rancho, NM are:
What job categories do people searching Vp Of Sales jobs in Rio Rancho, NM look for? The top searched job categories for Vp Of Sales jobs in Rio Rancho, NM are:
Vp Of Sales jobs near you
Infographic showing various Vp Of Sales job openings in Rio Rancho, NM as of August 2026, with employment types broken down into 80% Full Time, 19% Part Time, and 1% Contract. Highlights an 82% Physical, 1% Hybrid, and 17% Remote job distribution, with an average salary of $156,067 per year, or $75 per hour.

VP of Human Resources

Hueman PE Talent Solutions

Albuquerque, NM • On-site

$300K - $360K/yr

Full-time

Re-posted 5 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!