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Vp Operations Jobs in Rio Rancho, NM (NOW HIRING)

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Vp Operations information

See Rio Rancho, NM salary details

$61.8K

$140.5K

$238.1K

How much do vp operations jobs pay per year?

As of Aug 1, 2026, the average yearly pay for vp 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 should a VP of operations make?

A VP of operations typically earns a salary ranging from $100,000 to $250,000 annually, depending on the industry, company size, and location. Compensation may also include bonuses, stock options, and other benefits, reflecting the seniority and scope of responsibilities in overseeing daily business functions and strategic planning.

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

In the US, executive roles such as Vice President of Operations, Chief Executive Officer, and other C-suite positions often have annual compensation exceeding $500,000, especially in large corporations. High-level finance, law, and specialized medical roles can also reach or surpass this level, often requiring extensive experience, advanced degrees, and leadership skills.

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

To thrive as a VP of Operations, you need strong leadership, strategic planning, and operational management skills, usually supported by a business degree and significant management experience. Familiarity with ERP systems, process improvement methodologies like Six Sigma, and relevant industry certifications are typically required. Outstanding communication, problem-solving, and adaptability are crucial soft skills for overseeing teams and driving organizational change. These skills ensure efficient operations, effective team leadership, and alignment with organizational goals to achieve business success.

How does a VP of Operations typically collaborate with other departments to drive organizational success?

A VP of Operations works closely with leaders from departments such as finance, sales, human resources, and IT to align operational strategies with overall business goals. This role often leads cross-functional meetings, ensures efficient resource allocation, and implements process improvements that benefit multiple teams. Regular collaboration with department heads helps identify challenges, streamline workflows, and support company-wide initiatives, making strong communication and relationship-building skills essential for this position.

What would a VP of operations do?

A VP of operations oversees a company's daily activities, manages operational strategies, and ensures efficiency across departments. They develop policies, coordinate resources, and work closely with other executives to meet organizational goals. Strong leadership, strategic planning, and understanding of business processes are essential for this role.

Is VP of operations higher than COO?

In many organizations, the Vice President of Operations (VP of Operations) and Chief Operating Officer (COO) are senior leadership roles, but the COO typically holds a higher position with broader executive responsibilities overseeing overall company operations. The specific hierarchy can vary depending on the company's size and structure, with some companies placing the VP of Operations below the COO and others using different titles or structures. Both roles often require strong leadership, strategic planning, and operational expertise.

What does a VP of Operations do?

A VP of Operations is responsible for overseeing the daily operations of a company, ensuring that business processes run efficiently and effectively. They develop and implement operational strategies, manage teams, set performance goals, and work to optimize productivity and profitability. The VP of Operations often collaborates with other executives to align operations with the organization's overall objectives, and may also be involved in budgeting, resource allocation, and policy development. Their role is critical in driving operational excellence and supporting company growth.

What is the difference between Vp Operations vs Operations Manager?

AspectVp OperationsOperations Manager
CredentialsTypically requires extensive experience, bachelor's degree, and sometimes an MBAUsually requires a bachelor's degree and relevant experience
Work EnvironmentStrategic, executive-level, overseeing multiple departments or divisionsHands-on, tactical, managing daily operations within a specific department
Employer & Industry UsageCommon in large corporations across various industriesFound in organizations of all sizes, often in manufacturing, retail, or service sectors

The Vp Operations focuses on strategic leadership and long-term planning at an executive level, while the Operations Manager handles day-to-day operational activities. Both roles require strong operational knowledge, but the Vp Operations has broader responsibilities and a higher level of decision-making authority.

What are the most commonly searched types of Operations jobs in Rio Rancho, NM? The most popular types of Operations jobs in Rio Rancho, NM are:
What job categories do people searching Vp Operations jobs in Rio Rancho, NM look for? The top searched job categories for Vp Operations jobs in Rio Rancho, NM are:
What cities near Rio Rancho, NM are hiring for Vp Operations jobs? Cities near Rio Rancho, NM with the most Vp Operations job openings:
Vp Operations jobs near you
Infographic showing various Vp Operations job openings in Rio Rancho, NM as of July 2026, with employment types broken down into 90% Full Time, 8% Part Time, 1% Temporary, and 1% Contract. Highlights an 94% Physical, 3% Hybrid, and 3% 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

$300K - $360K/yr

Full-time

Re-posted 29 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!