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Workforce Disruption Jobs (NOW HIRING)

KEX Express

Legal Counsel

Carson, CA · On-site

$120K - $170K/yr

Union, labor relations, and workforce disruption risks * Review employee policies, handbooks, and disciplinary actions Business Advisory * Serve as a trusted legal partner to Operations, Sales ...

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Workforce Disruption information

See salary details

$35.5K

$104.1K

$160K

How much do workforce disruption jobs pay per year?

As of Aug 15, 2026, the average yearly pay for workforce disruption in the United States is $104,074.00, according to ZipRecruiter salary data. Most workers in this role earn between $73,000.00 and $128,500.00 per year, depending on experience, location, and employer.

What is the difference between Workforce Disruption vs Workforce Planning?

AspectWorkforce DisruptionWorkforce Planning
DefinitionEvents or factors that significantly alter the workforce, such as layoffs, strikes, or technological changes.The process of analyzing and forecasting an organization’s future workforce needs.
FocusManaging unexpected or disruptive changes in the workforce.Strategic preparation for future staffing requirements.
Work environmentDynamic, often crisis-driven situations.Proactive, planning-oriented activities.
Common usageDuring organizational upheavals or industry shifts.In HR strategy and talent management.

While Workforce Disruption involves managing sudden workforce changes, Workforce Planning focuses on preparing for future staffing needs. Both are essential HR functions but serve different purposes in organizational management.

What are the key skills and qualifications needed to thrive as a Workforce Disruption Specialist, and why are they important?

To thrive as a Workforce Disruption Specialist, you need expertise in change management, organizational development, and a solid understanding of labor laws and workforce analytics, usually supported by a degree in human resources or business. Familiarity with HRIS platforms, project management tools, and data analysis systems is commonly required, along with relevant certifications like SHRM-SCP or Prosci. Outstanding communication, conflict resolution, and adaptability are crucial soft skills for guiding organizations and employees through periods of change. These abilities ensure the effective navigation and mitigation of workforce disruptions, promoting organizational resilience and employee engagement.

How does a Workforce Disruption Specialist typically collaborate with other departments during organizational change?

A Workforce Disruption Specialist works closely with HR, management, and communications teams to ensure smooth transitions during periods of organizational change, such as mergers, layoffs, or restructuring. They facilitate clear communication, provide support to affected employees, and help design transition plans that minimize operational disruptions. Regular meetings and cross-departmental workshops are common, allowing specialists to address concerns, gather feedback, and coordinate resources effectively. This collaborative approach helps ensure that workforce disruptions are managed proactively and empathetically.

What is workforce disruption?

Workforce disruption refers to significant changes that impact the structure, roles, or functions of a company's workforce. These changes can be caused by factors such as technological advancements, economic shifts, organizational restructuring, or unexpected events like pandemics. Workforce disruption can lead to job displacement, the need for reskilling, and changes in how and where employees work. Organizations often respond to workforce disruption by developing new strategies for talent management and adopting flexible work models.
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What cities are hiring for Workforce Disruption jobs?

Cities with the most Workforce Disruption job openings:

What states have the most Workforce Disruption jobs?

States with the most job openings for Workforce Disruption jobs include:

What job categories do people searching Workforce Disruption jobs look for?

The top searched job categories for Workforce Disruption jobs are:

Workforce Disruption jobs near you
Infographic showing various Workforce Disruption job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 83% Full Time, 9% Part Time, and 7% Contract. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $104,074 per year, or $50 per hour.

VP of Human Resources

Hueman PE Talent Solutions

Albuquerque, NM

$300K - $360K/yr

Full-time

Re-posted 13 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!