Director of human resources jobs in New Mexico - 47 jobs

At Heritage Companies, the culture, spirit, and traditions of New Mexico shape everything we do, including how we support our teams. Were proud to offer a workplace centered on the experience of our employees, encouraging growth and upward movement across our hotels, restaurants, and destinations. Team members enjoy special perks throughout the state, from hotel and spa discounts to savings at all Heritage restaurants, ensuring every member of the Heritage family feels connected, cared for and part or something extraordinary. Why This Role Matters: We are seeking a Corporate Human Resources Manager who thrives in a hospitality environment and leads with a strong service heart. This role serves as a visible, hands-on partner to operational leaders, the Corporate Director of Human Resources, and team members across the organization. The Corporate Human Resources Manager supports the full employee lifecycle while ensuring HR programs, policies, and practices reflect Heritage Companies values, comply with employment laws, and enhance the overall employee experience. This position balances strategic workforce planning, employee relations, and compliance oversight with a consistent presence in the fieldbuilding trust, supporting leaders on the floor, and helping create workplaces where our teams feel supported, engaged, and empowered to deliver exceptional guest experiences. What Youll Do Serve as a trusted advisor to managers and employees on employee relations matters. Support performance management processes, coaching leaders on feedback, discipline, and development. Investigate and resolve employee concerns in a fair, timely, and legally compliant manner. Maintain accurate employee records in HRIS systems. Ensure compliance with federal, state, and local employment laws (FLSA, FMLA, ADA, ACA, EEO, etc.). Develop, maintain, and communicate HR policies and procedures. Support audits, reporting, and regulatory filings as required. Support leadership development, training programs, and succession planning. Promote employee engagement, recognition, and retention initiatives. Partner with senior leadership, fellow Corporate HR Managers & the Corporate Director of HR to align HR strategies with organizational objectives. Provide guidance on workforce planning, organizational design, and change management. Supports compensation and benefits processes, including merit and bonus cycles, benchmarking, internal equity, and vendor coordination. Analyze HR metrics and trends to inform decision-making and continuous improvement. Travel regularly by automobile to multiple Heritage properties throughout the State of New Mexico to support HR operations, employee relations, training, compliance, and leadership initiatives. Maintain a high level of positive and professional approach with employees, coworkers, and guests. Work closely with management and employees across the portfolio to improve work relationships, build morale, and increase productivity and retention. Assist team building activities and morale building projects for the company. Always maintain confidentiality of Human Resources information. Performs other related duties as assigned. Why Youll Love Working With Us: Competitive pay and comprehensive benefits including a 25% match for 401k! Generous employee discounts across Heritage Hotels, restaurants, spa and retail! Free employee parking! Support the 2nd largest private employer in New Mexico! Make a direct impact on employee wellbeing across our portfolios! Growth and development opportunities! Inclusive, people-first culture! HC10 Requirements: SHRM-CP / SHRM-SCP or PHR / SPHR preferred but not required. Bachelors degree in Human Resources, Business Administration, or related field preferred. 37+ years of progressive HR experience. Corporate, multi-location, or high-growth environment experience preferred. Experience working with Paylocity or other HRIS systems preferred. Strong knowledge of employment law and HR best practices. Excellent interpersonal, communication, and conflict-resolution skills. Ability to handle sensitive information with discretion and professionalism. Strong organizational skills with the ability to manage multiple priorities. Proficiency in HRIS platforms, Google Workspace, and other reporting tools. Maintain a valid drivers license and meet company insurability requirements, as driving is an essential function of this role. Bilingual (English/Spanish) skills preferred, but not required. Compensation details: 70000-80000 Yearly Salary PI05c124060c9b-31181-39489848

Description: SUMMARY OF RESPONSIBILITIES The Human Resources (HR) Director is responsible for the management of all HR's functions, services, policies, and programs supporting the Institute of American Indian Arts (IAIA) as well as the IAIA Museum of Contemporary Native Ars (MoCNA). The HR Director is required to perform at the senior level and to be a subject-matter expert on a wide range of HR and organizational issues and matters, which requires proficiency in the following core HR competencies: · HR Expertise: In-depth knowledge of principles, practices, and functions of effective HR Management. · Organizational Acumen: Understand and apply information to contribute to IAIA's strategic goals. · Consultation Expertise: Provide high-level guidance to IAIA's key stakeholders. · Communications: Effective exchange of information with key IAIA stakeholders. · Critical Acumen: Interpret a wide range of information to make organizational decisions or recommendations. · Leadership and Navigation: Direct and contribute to initiatives and processes within IAIA. · Relationship Management: Manage interactions to provide effective HR support and services to IAIA. · Ethical Practice: Integrate IAIA's core values, integrity, and accountability throughout IAIA and its practices. · Cultural Effectiveness: Value and consider the perspectives, backgrounds, and cultural practices of all parties at IAIA. The HR Director serves as a strategic thinker facilitating the strategic objectives of an evidence-based department for a 100+ full-time employee (faculty and staff) population, 40-50 adjunct faculty members and supporting the employment of 60-70 work study students on average per semester, with the support of one (1) full-time Senior Human Resources Specialist, who also serves as Benefits Specialist. The HR Director functions with significant independence, self-sufficiency, and initiative, which requires the incumbent to deliver results from the most basic transactional issues to substantially complex matters, with accuracy, confidentiality, and with a sense of urgency. The HR Director serves as the HR consultant to Senior Leadership and the management team on a diverse range of employment regulations, legal matters, employee relations issues, and compliance requirements, which demands the highest level of diplomacy, discretion, confidentiality, and tact. Additional HR responsibilities include collaboration with the Vice President of Operations (VPO) to respond proactively to the changing medical insurance environment, competition for talent, application of technology to enhance HR functions, adaptation to changes in the constantly evolving legal landscape, and expertise in management of a multigenerational and multicultural workforce. Support IAIA's core values, mission, and vision. ESSENTIAL FUNCTIONS · Manage, direct, and oversee the HR department's budget, staff, and services. · Prepare, monitor, and manage the HR budget. · Hire, train, supervise, coach, and motivate the HR staff and IAIA staff as needed. · Implement HR strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, employee relations and retention, and Equal Employment Opportunity (EEO) compliance. · Manage, direct, and lead all of HR's key functions of security and management of records, onboarding, creation of a standardized performance management program, compensation, and benefits administration. · Recruitment and staffing of talent in collaboration with hiring departments. · Works closely with supervisors to create and update s. Performs job analysis as required. · Implement IAIA's onboarding and orientation process. · Assist and/or collaborate with management in staff development and training. · Monitor, track, and report on staff compensation issues and internal equity. · Oversee the administration of IAIA's benefit programs. Conducts negotiations with medical benefits carrier(s) as required. · Monitor, review, formulate, recommend, and implement HR policies, procedures, and programs, in collaboration with the VPO and appropriate policy committees. · Accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. · Support management by providing HR advice, counsel, and decisions; analyzing information, relevant legal factors, and historical precedents. · Guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and applying IAIA's core values. · Participate in Strategic Workforce Planning (including succession planning and organizational management). · Manage Human Resources Information Systems (HRIS) to ensure data integrity and work collaboratively with Information Technology (IT) on system upgrades. · Supports IAIA's mission and commitment to Native preference in hiring. · Develop, deliver, or identify supervisory leadership training which may include performance management, corrective action, and compliance. · Develop, maintain, and analyze compensation structures and market comparisons to ensure internal equity and competitiveness. · Develop and track relevant HR metrics (turnover, time to hire, and vacancy rates). Conducts exit interviews as required. Communicate all findings to the VPO and the President's Cabinet. · Serves as HR lead for emergency preparedness and crisis response. · Ensure IAIA's compliance with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to regulatory requirements; advising management on needed actions, which include but are not limited to: · Americans with Disabilities Act of 1990 (ADA) · Background Checks · Consolidated Omnibus Budget Reconciliation Act (COBRA) · Equal Employment Opportunity (EEO) · Fair Labor Standards Act (FLSA) · Family and Medical Leave Act (FMLA) · Federal Employees' Compensation Act (FECA) · Record Retention Guidelines · New Mexico State Unemployment Insurance Guidelines · Sexual Harassment · Wage and Hour Guidelines (Santa Fe County, New Mexico, and Federal) · Whistleblower and Retaliation Protection · Update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. · Accept ownership for accomplishing new and/or challenging requests and explore opportunities to add value to job accomplishments. · Provide effective, clear and concise employee communications on relevant HR-related topics. · Originate and lead HR practices and objectives that will foster an employee-oriented culture that emphasizes quality, best practices, approachability, and achieving strategic goals. Requirements: REQUIRED EXPERIENCE AND EDUCATION: REQUIRED: BA in HR or a related field and must have at least seven (7) years of direct experience in HR at the senior-level. Must have HR expertise with a demonstrated management background of an HR department for a complex organization with 50+ employees. RECOMMENDED: Senior Professional in Human Resources (SPHR-CP) Certified Professional, or equivalent. Experience within a higher education environment or a non-profit organization is desirable. PREFERRED: Master's Degree in HR or a related field; SPHR-SCP Certification, or equivalent. REQUIRED KNOWLEDGE, SKILLS, AND ABILITIES: · Extensive and in-depth knowledge of the principles, techniques, and theories of human HR management and public HR administration. · Extensive and in-depth knowledge and background of all public and legal employment laws, regulations, and requirements. · Adhere to appropriate standards of conduct as to impartiality and ethics, including confidentiality, integrity, and honesty; follow directives; exhibit ability to adapt to changing work environments; cooperate and collaborate respectfully with others; participate in proactive problem solving; attend job duties; and participate in meetings as required. Exercises confidentiality at all times. · Must be an excellent and effective communicator who uses facilitative and collaborative approaches in leading cohesive and systematic change to interact and work successfully with faculty, students, and staff as related to job responsibilities. · Must be an assertive champion for fair, reasonable, and equitable treatment of faculty, staff, and students regardless of department, tenure, or position. · An effective and empathetic coach capable of guiding management on how to improve the performance of employees as well as internal work processes. · Ability to work with minimum supervision, to begin projects independently (or as assigned), and to bring projects (or assignments) to conclusion in an accurate and timely manner. WORKING CONDITIONS: · Work is performed in an office environment and as a desk job. · Ability to lift and/or maneuver items weighing up to 20 pounds. · The is not a contract for employment. · This job description does not list all the duties of the job, and the incumbent may be asked to fulfill other responsibilities as assigned by VPO. · Limited ability to perform telework.

Meta is seeking an HR Business Partner to support our tech and/or business organizations. The ideal candidate will contribute at both hands-on and strategic levels to cultivate an amazing and innovative community on our teams. The ideal candidate will bring creative and effective ideas and solutions to a growing organization. **Required Skills:** HR Business Partner Responsibilities: 1. Design and deliver targeted solutions with a high degree of focus on scale and growth, including strategic planning, visioning, talent assessment, change management and team building 2. Provide strategic business partnership, thought partnership, and coaching to all levels of the organization 3. Proactively assess team, manager, organizational development needs, make recommendations, and implement appropriate solutions 4. Provide rigorous data analysis and reporting solutions based on business needs 5. Drive talent management strategies to support a team's growth and individual development plans 6. Manage and facilitate the overall Performance Summary Cycle and employee engagement survey throughout the year 7. Integrate and partner with HR colleagues in the Recruiting, Learning & Development, Compensation, Legal, and HR Programs teams to implement solutions and help scale the business 8. Partner closely with regional HR partners on global strategy and execution Work closely with our Employee Relations Partners, supporting employee relations issues as needed 9. Design and facilitate team and offsite meetings as needed 10. Participate and lead projects as an integral member of the extended HR community **Minimum Qualifications:** Minimum Qualifications: 11. 10+ years experience in an HR Business Partner or equivalent role 12. Experience helping global and/or highly matrixed organizations scale 13. Demonstrates solid judgment and experience assessing risk relative to the business 14. Consulting, coaching and facilitation skills 15. Effective communication and critical thinking skills 16. Demonstrates empathy and experience driving community-building work 17. Demonstrates project management and change management experience 18. Experience using data to identify insights that drive action 19. Demonstrated experience learning and thriving in a constantly changing environment and to cultivate relationships across teams 20. Demonstrated experience in influencing and strategically solve problems **Preferred Qualifications:** Preferred Qualifications: 21. BA/BS degree **Public Compensation:** $152,000/year to $220,000/year + bonus + equity + benefits **Industry:** Internet **Equal Opportunity:** Meta is proud to be an Equal Employment Opportunity and Affirmative Action employer. We do not discriminate based upon race, religion, color, national origin, sex (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender, gender identity, gender expression, transgender status, sexual stereotypes, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics. We also consider qualified applicants with criminal histories, consistent with applicable federal, state and local law. Meta participates in the E-Verify program in certain locations, as required by law. Please note that Meta may leverage artificial intelligence and machine learning technologies in connection with applications for employment. Meta is committed to providing reasonable accommodations for candidates with disabilities in our recruiting process. If you need any assistance or accommodations due to a disability, please let us know at accommodations-ext@fb.com.

Job Title: DIRECTOR OF HUMAN RESOURCES Reports To: ASSISTANT SUPERINTENDENT FOR HUMAN RESOURCES General : Assist the Assistant Superintendent for Human Resources in all personnel matters and serve in the absence of the Assistant Superintendent for Human Resources. Essential Duties and Responsibilities: * Know State laws, court decisions and other litigation relevant to personnel. * Consults with other employees to assure their understanding of, and compliance with, adopted personnel employee policies. * Maintains personnel records which are required by State, Federal, District laws and policies. * Review/prepare for unemployment hearings. * Conducts personnel hearings or represents the District in such hearings, e.g. dismissal reviews, non-renewal of employment, and grievances. * Prepares the upon creation of a new position and provides periodic review of existing job descriptions. * Supervises recruitment, employment, and assignment of substitute teachers. * Verifies employment of individuals for purposes of establishing credit or securing employment elsewhere. * Effectively manage the resources for which he/she is responsible including personnel, finances, facilities, programs and time. * Work cooperatively with principals and department heads in all pertinent personnel functions in both certified/licensed and non-certified/licensed areas. * Be responsible for the development and supervision of employee contracts and employment letters. * Maintain a file on each employee. The personnel record of the school system will comply with all state and federal regulations. * Follow, maintain, verify and update all Board of Education policies. * Work with the Superintendent and Board of Education in all matters concerning Collective Bargaining. * Comply with Title IX, New Mexico Equity Act, and all employment regulations. * Assist in interviewing administrative positions and others as appropriate. * Oversee District Increments. * Oversee security guards; training, meetings, legal issues. * Serve as coordinator of internal investigations. * Deal with information that is confidential regarding personnel and labor relations issues. * Develop the necessary assessments to identify new staff development needs. * Demonstrate a willingness to examine and implement change. * Work productively with administrators, colleagues, and inductees. * Follow board policies and administrative rules and regulations. * Demonstrate strong organizational skills. * Assist employees with personnel matters as appropriate. * Serve as liaison between principals, mentors, and inductees. * Communicate both verbally and in writing to administrators at school sites regarding policies and procedures specific to the Induction Program. * Ensure principals and other involved staff has a working knowledge of the Induction Program. * Communicate with inductees at assigned schools to provide guidance, mentoring, information and changes to policy and procedures. * Provide training and guidance to Mentors in the provision of services to Inductees. * Become familiar with the District resources that are available to staff members. * Attend Mentor/Inductee/Principal meetings when necessary. * Review handbooks, evaluation instruments, and documents of the Personnel Office. * Serve on district teams and committees. Page 1 of 3 Roswell Independent School District DIRECTOR OF HUMAN RESOURCES (CONT'D) * Engage in professional development activities and continuing education. * Attend recruiting events at colleges and universities. * Maintain a working file of spring, fall and summer assignments and ascertain compliance with state regulations and local Board of Education policy. * Maintain a file of current licensure regulations and supply information concerning licensure to applicants. * Verify experience and certification/licensure. * Supervise the Field Experience program in cooperation with colleges and universities. * Assign, coordinate, and administer student teachers, practicums, internist's observations and educational assistants in career ladder. * Supervise registration and in-service training of substitute teachers. * Perform other tasks/duties as may be deemed appropriate and necessary by your supervisor. Additional Duties and Responsibilities: * Compile recommendations for re-employment lists. * Compile those certified/licensed personnel recommended for re-employment. * Prepare re-employment notices for certified/licensed staff. * Compile recommendations for re-employment list of administrative personnel. * Prepare recommendations for re-employment list for instructional support staff. * Prepare and distribute notices of vacancy. * Complete background checks on new employees. Supervisory Responsibilities: * Assist with the supervision of Human Resources Department, Athletic/Activities and Security Guards. Qualifications: * Master's degree. * Current New Mexico license to practice in School Administration. * Five years of experience in public school administration and supervision and/or teaching. * Valid Driver's license and Car Insurance. * Ability to travel from site to site. * HR Experience Preferred. Physical Requirements: Sitting, standing, lifting and carrying (up to 40 pounds), climbing stairs, reaching, squatting, kneeling, having full mobility of fingers/hands, and moving light furniture may be required, unless ADA accommodations have been mutually agreed on and does not create an undue hardship upon the district. Safety and Health: Knowledge of universal hygiene precautions (blood borne pathogens, body fluids, etc.) Equipment/Material Handled: Must know how to properly operate, or be willing to learn to operate, multi-media equipment including current technology as needed. Work Environment: Must be able to work within various degrees of noise and temperature. Interruptions of work are routine. Flexibility and patience are required. Must be self-motivated and able to complete job assignments without direct supervision. After hours work may be required. May work under stressful conditions on occasions. Page 2 of 3 Roswell Independent School District DIRECTOR OF HUMAN RESOURCES (CONT'D) Terms of Employment: Salary and work year to be established by the Board.

Job Title: DIRECTOR OF HUMAN RESOURCES Reports To: ASSISTANT SUPERINTENDENT FOR HUMAN RESOURCES General : Assist the Assistant Superintendent for Human Resources in all personnel matters and serve in the absence of the Assistant Superintendent for Human Resources. Essential Duties and Responsibilities: Know State laws, court decisions and other litigation relevant to personnel. Consults with other employees to assure their understanding of, and compliance with, adopted personnel employee policies. Maintains personnel records which are required by State, Federal, District laws and policies. Review/prepare for unemployment hearings. Conducts personnel hearings or represents the District in such hearings, e.g. dismissal reviews, non-renewal of employment, and grievances. Prepares the upon creation of a new position and provides periodic review of existing job descriptions. Supervises recruitment, employment, and assignment of substitute teachers. Verifies employment of individuals for purposes of establishing credit or securing employment elsewhere. Effectively manage the resources for which he/she is responsible including personnel, finances, facilities, programs and time. Work cooperatively with principals and department heads in all pertinent personnel functions in both certified/licensed and non-certified/licensed areas. Be responsible for the development and supervision of employee contracts and employment letters. Maintain a file on each employee. The personnel record of the school system will comply with all state and federal regulations. Follow, maintain, verify and update all Board of Education policies. Work with the Superintendent and Board of Education in all matters concerning Collective Bargaining. Comply with Title IX, New Mexico Equity Act, and all employment regulations. Assist in interviewing administrative positions and others as appropriate. Oversee District Increments. Oversee security guards; training, meetings, legal issues. Serve as coordinator of internal investigations. Deal with information that is confidential regarding personnel and labor relations issues. Develop the necessary assessments to identify new staff development needs. Demonstrate a willingness to examine and implement change. Work productively with administrators, colleagues, and inductees. Follow board policies and administrative rules and regulations. Demonstrate strong organizational skills. Assist employees with personnel matters as appropriate. Serve as liaison between principals, mentors, and inductees. Communicate both verbally and in writing to administrators at school sites regarding policies and procedures specific to the Induction Program. Ensure principals and other involved staff has a working knowledge of the Induction Program. Communicate with inductees at assigned schools to provide guidance, mentoring, information and changes to policy and procedures. Provide training and guidance to Mentors in the provision of services to Inductees. Become familiar with the District resources that are available to staff members. Attend Mentor/Inductee/Principal meetings when necessary. Review handbooks, evaluation instruments, and documents of the Personnel Office. Serve on district teams and committees. Page 1 of 3 Roswell Independent School District DIRECTOR OF HUMAN RESOURCES (CONT'D) Engage in professional development activities and continuing education. Attend recruiting events at colleges and universities. Maintain a working file of spring, fall and summer assignments and ascertain compliance with state regulations and local Board of Education policy. Maintain a file of current licensure regulations and supply information concerning licensure to applicants. Verify experience and certification/licensure. Supervise the Field Experience program in cooperation with colleges and universities. Assign, coordinate, and administer student teachers, practicums, internist's observations and educational assistants in career ladder. Supervise registration and in-service training of substitute teachers. Perform other tasks/duties as may be deemed appropriate and necessary by your supervisor. Additional Duties and Responsibilities: Compile recommendations for re-employment lists. Compile those certified/licensed personnel recommended for re-employment. Prepare re-employment notices for certified/licensed staff. Compile recommendations for re-employment list of administrative personnel. Prepare recommendations for re-employment list for instructional support staff. Prepare and distribute notices of vacancy. Complete background checks on new employees. Supervisory Responsibilities: Assist with the supervision of Human Resources Department, Athletic/Activities and Security Guards. Qualifications: Master's degree. Current New Mexico license to practice in School Administration. Five years of experience in public school administration and supervision and/or teaching. Valid Driver's license and Car Insurance. Ability to travel from site to site. HR Experience Preferred. Physical Requirements: Sitting, standing, lifting and carrying (up to 40 pounds), climbing stairs, reaching, squatting, kneeling, having full mobility of fingers/hands, and moving light furniture may be required, unless ADA accommodations have been mutually agreed on and does not create an undue hardship upon the district. Safety and Health: Knowledge of universal hygiene precautions (blood borne pathogens, body fluids, etc.) Equipment/Material Handled: Must know how to properly operate, or be willing to learn to operate, multi-media equipment including current technology as needed. Work Environment: Must be able to work within various degrees of noise and temperature. Interruptions of work are routine. Flexibility and patience are required. Must be self-motivated and able to complete job assignments without direct supervision. After hours work may be required. May work under stressful conditions on occasions. Page 2 of 3 Roswell Independent School District DIRECTOR OF HUMAN RESOURCES (CONT'D) Terms of Employment: Salary and work year to be established by the Board.

As a Federally Qualified Health Center, 501c3, our mission is to provide affordable, accessible, quality health care to the people of Northern New Mexico. We strive to improve the quality of life by bringing primary health care and basic health education to the people of Northern New Mexico through a system of clinics and cooperative programs. El Centro offers vital health services in a caring and supportive environment. El Centro Family Health is seeking a full-time Director of Human Resources, dedicated to serving the needs of our community. The Director of Human Resources must have the following essential skills and qualifications: Strong leadership, communication, and interpersonal skills Excellent organizational skills and problem-solving abilities Experience in strategic planning, business management, and finance/budgeting a plus Proficiency with HR technology and software A strong understanding of employment law and best practices in human resources Responsibilities Under the direction of the Chief Executive Officer, the Director of Human Resources is responsible for developing and implementing strategies that align with El Centro Family Health's (ECFH) objectives. 1) Advises Senior Team on leadership workforce planning, organizational design, and culture. 2) Oversee the day-to-day HR operations and manage platforms (i.e., iSolved, Payday, and K-2) to streamline processes and manage data. 3) Oversee all aspects of recruitment, hiring, onboarding, performance management, and succession planning to attract and retain qualified staff. 4) Manages employee issues, including disciplinary matters, grievance conflict resolutions, to foster positive work environment. 5) Design and administer competitive compensation and benefits programs, ensuring they are fair and compliant. 6) Ensure ECFH complies with all federal, state, and local employment laws and regulations. Develop and update HR policies and procedures to maintain compliance. 7) Create and implement training and development of programs to enhance employee skills, support career growth, and improve performance. 8) Champion a high-performance culture, promote diversity and inclusion, and implement initiatives to enhance employee engagement and morale. 9) Assist the Board of Directors in hiring, evaluation, and termination of the CEO and workforce policies approved by the Board. 10) Contributes to team effort by accomplishing related results as needed, including participating in organizational initiatives, and participating in management and supervision in other components of the ECFH organization as requested. 11) Perform other related assigned duties and responsibilities, in accordance to the employee's and ECFH Code of Ethics Policy. 12) Cross Training and Utilization, as it applies to the employee's job description and ECFH Code of Ethics Policy. Requirements Education: Minimum BA/BS in Human Resources, business, or related field. Experience: Minimum of 5 years of progressive HR experience, preferably in a healthcare setting. Leadership or supervisory experience and strong knowledge of employment law. Preferred Experience: Education: Master's degree in business administration. Certification: PHR or SHRM-CP. Benefits 401 k Retirement 7 Paid Holidays Medical, Dental, Vision Insurance 100% Employer Paid Basic Life Insurance Employee Voluntary Supplemental Benefits Employee Assistance Program Flexible Spending Account (FSA)

**About the Role & Team** Every day at Disney Cruise Line we take pride in bringing the magic of Disney to life. We find joy in creating cherished memories and form genuine connections with our guests. We hold each other to the highest degree and always act responsibly while ensuring the safety of fellow crew and guests. United by our Disney values, we work toward excellence in all we do. As a part of our team, you can live and work in a diverse and inclusive environment amidst a professional and supportive community. If you are ready to create unforgettable experiences and grow as a person and as a professional, apply today! As Shipboard Human Resources Manager, you will perform multiple responsibilities to support our HR service delivery model. You will be the primary contact for Crew employee relations, performance management, and Human Resources initiatives while collaborating with leaders, building positive relationships and being a trusted advisor. You will report to: Manager, Human Resources (shipboard) Level: 2 ½ Stripes **Responsibilities :** **How You Will Make a Difference** + Delivers key shipboard HR functions-including Compensation and Benefits, Employee Relations, and Learning and Development-while serving as a strategic partner to leadership and a resource to Crew in cultivating a fair, inclusive, and high-performing workplace. + Demonstrates strong business acumen and applies a strategic, consultative approach to anticipate needs, assess challenges, and deliver innovative HR solutions aligned with evolving business priorities and individual vessel needs. + Maintains a relentless focus on enhancing the Crew experience by aligning efforts with company values and strategic priorities to foster a supportive, engaging, and inclusive onboard environment + Partner with shipboard leaders to strengthen leadership behaviors by identifying growth opportunities and implementing targeted development strategies, including expectation memos, feedback sessions, and tailored training. Conducts need assessments to identify key opportunities in training, communication, organizational efficiency, etc. + Conduct needs assessments to identify opportunities in training, communication, and organizational effectiveness, ensuring alignment with the organization's goals and desired outcomes. + Facilitate team effectiveness sessions (e.g. New Leader Transitions, role clarification, conflict resolution, trust-building, team strategy, etc.) and HR training courses for returning and new hire Crew and Officers, + Support the implementation of organizational projects and initiatives by providing tools, processes, and guidance for effective execution. Collaborate with the Shipboard Human Resources Manager to apply change management strategies that facilitate smooth transitions and sustainable outcomes. **Basic Qualifications :** **What You Will Bring to the Team** + Minimum of 3 years of formal Human Resources experience in at least one functional area (ex: learning and development, compensation & benefits, employee relations, compliance, workforce planning & administration) + Minimum of one year experience in employee relations and/or performance management concepts and practices + Minimum of 1 year in a leadership and/or Operations role **Preferred Qualifications:** **How You Will Stand Out** + Shipboard, hospitality, or travel industry experience a plus + Experience supporting a culturally diverse or geographically dispersed workforce **Additional Information :** **This is a** **SHIPBOARD** **role.** **You must:** + Be genuinely interested in a career at sea and willing to live and work onboard a Disney Cruise Line vessel + Be willing to follow and perform safety role, emergency responsibilities, and associated responsibilities as specified in the ship Assembly Plan + Be willing to uphold the general safety management responsibilities as specified in the Safety Management System in areas and operations under their control + If applicable, be willing to share a confined cabin with other crew members and appreciative of working and living in a multicultural environment that has strict rules and regulations Your Responsibilities: + Have a valid passport and C1/D Seaman's visa (DCL will provide you with documents to obtain this) + Complete a pre-employment medical + Obtain a criminal background check + Bring approved work shoes ****** **_Disney Cruise Line_** **is a drug-free workplace. All new hires are required to undergo drug/alcohol testing within the first week onboard and throughout their contracts. Failure to pass the drug/alcohol testing will result in immediate termination.** **Job ID:** 1325636BR **Location:** United States **Job Posting Company:** "Disney Cruise Line" The Walt Disney Company and its Affiliated Companies are Equal Employment Opportunity employers and welcome all job seekers including individuals with disabilities and veterans with disabilities. If you have a disability and believe you need a reasonable accommodation in order to search for a job opening or apply for a position, email Candidate.Accommodations@Disney.com with your request. This email address is not for general employment inquiries or correspondence. We will only respond to those requests that are related to the accessibility of the online application system due to a disability.

Full-time Description At Heritage Companies, the culture, spirit, and traditions of New Mexico shape everything we do, including how we support our teams. We're proud to offer a workplace centered on the experience of our employees, encouraging growth and upward movement across our hotels, restaurants, and destinations. Team members enjoy special perks throughout the state, from hotel and spa discounts to savings at all Heritage restaurants, ensuring every member of the Heritage family feels connected, cared for and part or something extraordinary. Why This Role Matters: We are seeking a Corporate Human Resources Manager who thrives in a hospitality environment and leads with a strong service heart. This role serves as a visible, hands-on partner to operational leaders, the Corporate Director of Human Resources, and team members across the organization. The Corporate Human Resources Manager supports the full employee lifecycle while ensuring HR programs, policies, and practices reflect Heritage Companies' values, comply with employment laws, and enhance the overall employee experience. This position balances strategic workforce planning, employee relations, and compliance oversight with a consistent presence in the field-building trust, supporting leaders on the floor, and helping create workplaces where our teams feel supported, engaged, and empowered to deliver exceptional guest experiences. What You'll Do Serve as a trusted advisor to managers and employees on employee relations matters. Support performance management processes, coaching leaders on feedback, discipline, and development. Investigate and resolve employee concerns in a fair, timely, and legally compliant manner. Maintain accurate employee records in HRIS systems. Ensure compliance with federal, state, and local employment laws (FLSA, FMLA, ADA, ACA, EEO, etc.). Develop, maintain, and communicate HR policies and procedures. Support audits, reporting, and regulatory filings as required. Support leadership development, training programs, and succession planning. Promote employee engagement, recognition, and retention initiatives. Partner with senior leadership, fellow Corporate HR Managers & the Corporate Director of HR to align HR strategies with organizational objectives. Provide guidance on workforce planning, organizational design, and change management. Supports compensation and benefits processes, including merit and bonus cycles, benchmarking, internal equity, and vendor coordination. Analyze HR metrics and trends to inform decision-making and continuous improvement. Travel regularly by automobile to multiple Heritage properties throughout the State of New Mexico to support HR operations, employee relations, training, compliance, and leadership initiatives. Maintain a high level of positive and professional approach with employees, coworkers, and guests. Work closely with management and employees across the portfolio to improve work relationships, build morale, and increase productivity and retention. Assist team building activities and morale building projects for the company. Always maintain confidentiality of Human Resources information. Performs other related duties as assigned. Why You'll Love Working With Us: Competitive pay and comprehensive benefits including a 25% match for 401k! Generous employee discounts across Heritage Hotels, restaurants, spa and retail! Free employee parking! Support the 2nd largest private employer in New Mexico! Make a direct impact on employee wellbeing across our portfolios! Growth and development opportunities! Inclusive, people-first culture! HC10 Requirements SHRM-CP / SHRM-SCP or PHR / SPHR preferred but not required. Bachelor's degree in Human Resources, Business Administration, or related field preferred. 3-7+ years of progressive HR experience. Corporate, multi-location, or high-growth environment experience preferred. Experience working with Paylocity or other HRIS systems preferred. Strong knowledge of employment law and HR best practices. Excellent interpersonal, communication, and conflict-resolution skills. Ability to handle sensitive information with discretion and professionalism. Strong organizational skills with the ability to manage multiple priorities. Proficiency in HRIS platforms, Google Workspace, and other reporting tools. Maintain a valid driver's license and meet company insurability requirements, as driving is an essential function of this role. Bilingual (English/Spanish) skills preferred, but not required. Salary Description Starting at $70,000 (DOE)

Human Resources Manager Reports to: General Manager Classification: Exempt Department: Administration Hours: Min. 40 hours/week Wage Range: $100,000/yr.+ Certifications: N/A Date posted: 01/16/2026 Position Summary Quail Run Association is seeking a dedicated Human Resource Professional to provide day-to-day Human Resources (HR) support, guidance, and service to 70 Quail Run employees. This role is pivotal in ensuring Quail Run maintains a healthy, safe, and productive work environment by managing the full employee lifecycle, from recruitment to offboarding, while ensuring strict compliance with all employment laws. Essential Job Functions & Responsibilities General HR Administration & Compliance Support, update, and create current human resources policies and procedures as needed, including Employee Handbook revisions. Oversee compliance with all local, state, and federal employment laws and regulations (e.g., DOL, EEOC, ADA, ADAAA, ADEA, FMLA, FLSA, HWA). Maintain strict compliance with Federal I-9 forms, including E-verify, and general employee file compliance. Administer benefits programs (401k, health, dental, vision, etc.) and coordinate with the contractor, HUB International. Conduct the interactive process for ADAAA compliance. Provide regular communications to all employees regarding HR updates. Train and support management in HR-related functions. Payroll & HRIS Management Process payroll and ensure all payroll regulations are adhered to. Maintain the Human Resources Information System (HRIS) and employee database, including new hires, terminations, wage changes, benefit deductions, garnishments, reviews, and disciplinary documentation. Verify timecard completion and approvals; input other per-pay-period earnings/deductions. Create and run payroll reports for management analysis. Ensure proper functioning of timeclocks and HRIS; train managers on the use of these systems. Conduct annual wage rate analysis. Recruitment, Onboarding & Offboarding Responsible for recruiting and acquiring the best potential candidates according to approved s and budgetary requirements. Attend and professionally represent Quail Run at job fairs, special functions, and networking events. Oversee the hiring, interviewing, reference checking, and selection process. Assist management in writing/updating s and creating interview questions. Train hiring managers on the interview process and legal compliance. Facilitate background checks, drug testing, and establish a legally compliant policy for new hires. Administer the new employee orientation and onboarding program. Perform exit interviews on terminated employees, analyze turnover reports, and provide recommendations to the General Manager. Employee Relations & Performance Management Provide high-quality HR services and support to all employees. Assist management with coaching employees to achieve their best performance and establish a consistent process for timely performance reviews. Assist management with maintaining employee morale through programs such as employee recognition, awards, and referral programs. Oversee the anti-harassment and anti-discrimination program; conduct investigations involving appropriate managers when necessary. Facilitate dispute resolution and mediation, which may require working with legal representation. Play a lead role in disciplinary and termination actions, including documentation, investigation, and meetings. Manage unemployment claim administration. Safety & Workers' Compensation Actively participate in the Workplace Safety Committee. Ensure required OSHA records and First Report of Injuries a refiled timely. Prepare and manage medical and workers' compensation files. Provide consultation on the administration of the workers' compensation return-to-work program. Qualifications & Requirements Education & Experience Education: A bachelor's degree in human resources, labor relations, organizational development, business, or a related area is required. Relevant work experience may be a substitute. Certification: SHRM-CP or SHRM-SCP is preferred. HRIS: Experience with Human Resources Information Systems (HRIS) is required; specific experience with ADP is preferred. Microsoft Office: Demonstrated proficiency in the Microsoft Office 365 suite (Excel, Word, Outlook, PowerPoint). Skills & Abilities Language: Conversational Spanish is required. Fluency in Spanish is preferred. Knowledge: Deep knowledge of a broad range of HR strategies and practices, including compensation, performance management, safety, hiring, and employee relations, as well as the ability to apply these in compliance with employment regulations. Communication: Strong interpersonal skills, including effective verbal and written communication. Judgment: Ability to use sound judgment and reasoning based on established policies. Culture: Ability to assistin creating a culture of diversity, inclusivity, collaboration, and teamwork. Analysis: Experience with analyzing data to guide strategic employment planning. Physical Demands Ability to sit for extended periods at a desk/computer workstation. Ability to communicate clearly via phone, email, and in person. Occasional lifting of files or supplies (up to 15-20lbs). Ability to move around the property to meet with employees or visit different departments as needed. Other Duties This list may not be all-inclusive, and it is inevitable that other duties will arise from time to time. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that different tasks be performed when business needs warrant change. This job description is not intended to create a contract of employment. Statement of Understanding I have read and understand the above position description. I assert that I am able to perform all essential job functions, meet the physical requirements of this position, and satisfy the expectation for regular and timely attendance. Employee Name (printed): ___________________________________________________ Employee's Signature: ______________________________________________________ Date: ________________________

Requirements Essential Duties and Responsibilities: Compliance & HR Operations · Serve as the primary authority on compliance, benefits, and HR operations. · Provide strategic oversight and accountability for the HR Manager, ensuring all compliance, benefits, and record-keeping functions meet or exceed federal, state, and local requirements. · Ensure personnel files, reporting, and HR systems are accurate, efficient, and audit-ready at all times. · Proactively monitor employment law and regulatory changes, recommending and implementing best practices to reduce risk and maintain compliance. · Hold responsibility for delivering the annual HR process calendar and ensuring all compliance and reporting deadlines are met. Policies & Procedures · Own the development, implementation, and communication of HR policies, procedures, and employee handbook updates. · Ensure policies are up-to-date, clearly communicated, and consistently applied across the organization. · Partner with leadership to identify and implement process improvements that enhance efficiency and compliance. Benefits Administration · Oversee benefits strategy and administration, ensuring competitive and compliant benefit programs. · Provide guidance to the HR Manager on benefits enrollment, employee inquiries, and vendor relationships. · Monitor benefit programs for effectiveness and recommend adjustments as needed. Employee Relations & Risk Management · Serve as the senior escalation point for sensitive employee relations or compliance issues. · Provide guidance to managers on handling complex personnel matters while ensuring legal and policy compliance. · Foster a workplace culture of fairness, accountability, and transparency through consistent policy application. Expected Outcomes · 100% compliance with all federal, state, and local employment regulations. · All HR process and compliance deadlines are met without exception. · Policies and employee handbook are current, clearly communicated, and aligned with organizational values. · HR systems and files remain accurate, efficient, and audit-ready. · Benefits programs are competitive, compliant, and effectively managed. · Complex employee relations and compliance issues are resolved in a timely, fair, and compliant manner. Competencies · Compliance Expertise: Strong knowledge of employment law, HR compliance, and regulatory best practices. · Policy Leadership: Skilled in developing and implementing HR policies that balance compliance and organizational culture. · Accountability: Holds self and others to high standards of accuracy and compliance. · Confidentiality & Integrity: Maintains discretion with sensitive information and builds trust. · Communication: Clearly conveys policies and compliance matters to staff and leadership. · Problem-Solving: Anticipates issues, mitigates risks, and resolves conflicts effectively. · Organizational Skills: Strong planning and attention to detail to manage multiple compliance priorities. Education and Experience · Bachelor's degree or equivalent preferred. · Minimum 10 years of experience in the Human Resources field. · Minimum 5 years in a leadership position. · PHR or SHRM-CP desired. Work Schedule · Ability to travel as needed. · Availability to work flexible hours, including evenings or weekends, as needed. Physical Requirements. · This is largely a sedentary role. · Must be able to occasionally lift objects up to 20 pounds.

Optimum and Southwest Women's Oncology are seeking a dedicated and driven Head of Human Resources to join our high-performance team in Albuquerque, New Mexico. Who We Are Optimum and Southwest Women's Oncology are two sides of the same coin, precision performance and profound compassion. At Optimum, we help people become the best versions of themselves, combining cutting-edge medical science, biohacking, aesthetics, and human potential into a single ecosystem of vitality. At SWWO, we help women triumph over gynecologic illness through skill, courage, and heart. Together, we're building something rare: a culture where clinical excellence meets human flourishing - where our team thrives as much as our patients and clients do. Who You Are You're not a paper-pusher or policy technician. You're an architect of culture and a strategic operator who can make high standards and human warmth coexist. You've led people programs through growth, change, and complexity and you know that real HR goes far beyond compliance; it's about connection, clarity, and courage. You build trust fast. You think like a CEO, act like a coach, and serve like a guardian of both people and performance. You've outgrown traditional HR roles where mediocrity hides behind bureaucracy and you're ready to join a leadership team that expects excellence, speed, and humanity in equal measure. What You'll Do Lead With Strategy and Soul Partner with the CEO and Senior Leadership to shape people strategy that fuels organizational growth. Align two extraordinary entities under one cultural banner: precision medicine + peak human performance. Champion a workplace where accountability, compassion, and innovation thrive together. Attract and Grow Great Humans Architect world-class recruiting that draws in elite clinical, operational, and aesthetic talent. Build onboarding that feels like joining a movement, not just getting a badge. Design leadership development and succession planning programs that make “bench strength” a bragging right. Protect the Culture Handle employee relations with equal parts fairness and backbone. Make compliance invisible - because excellence is compliance. Ensure our policies protect both people and performance. Reward What Matters Build compensation systems that honor impact over ego. Lead benefits and recognition programs that allow our thriving. Partner with Finance to keep payroll pristine and data airtight. What You Bring 5-7 years of progressive HR leadership (healthcare, wellness, or multi-entity experience an asset). Fluency in federal and NM employment law, but fluent also in human behavior . Proven ability to grow organizations while protecting culture. Strong communication, impeccable discretion, and a bias for execution. HR certification (PHR/SPHR/SHRM-SCP) preferred, but wisdom, composure, and results matter most. The Optimum/SWWO Culture We move fast, think long-term, and care deeply. We don't reward activity; we reward impact. We hire individuals who can self-manage, over-deliver, and elevate the people around them. We believe kindness and accountability are not opposites - they're inseparable. If you crave comfort, this isn't it. If you crave mastery, meaning, and measurable impact - welcome home. Compensation & Benefits Competitive salary, leadership bonuses, health & wellness coverage, and a 401(k) - but more importantly, the chance to build a legacy. Note: This is an full-time in-office position at our Albuquerque New Mexico office.

Benefits/Perks Competitive Compensation Great Work Environment Career Advancement Opportunities We are seeking an experienced Human Resources Manager to join our team! As our Human Resources Manager, you will be working closely with the entire company to create a positive work environment for all employees. You will also be managing online job board postings, looking through resumes to find top talent, conducting interviews, and handling the onboarding process. Your role will also include assisting with performance reviews and coaching, disciplining employees, and exit interviews. The ideal candidate has extensive HR experience, the ability to lead a team, and strong interpersonal and customer service skills. Responsibilities Maintain employee records and assist in internal audits of documentation, as required Create job descriptions and manage job board postings, responses, and candidate interactions Handle interviews, make hiring recommendations, and handle onboarding of new staff members Assist with guidance and recommendations for staff disciplinary actions and firings Recommend policy changes to company handbook and operations Overall all PTO and sick leave for staff, ensuring compliance with employee policy and guidelines Maintain the highest level of confidentiality and integrity Assist with interdepartmental staff issues and communication to keep the company running smoothly Qualifications Experience working in a Human Resources environment Strong communication and interpersonal skills Excellent computer skills, including familiarity with Microsoft Office, Paycom, Workday, etc. Have strong analytical and problem-solving skills Demonstrated ability to lead a team Deep familiarity with basic HR policies, US employment laws, and industry best practices

Republic National Distributing Company (RNDC) is a family-owned business with roots extending before Prohibition that has evolved into one of the nation's largest wine and spirits wholesalers. Our success is grounded in our core values of Family, Service, Accountability, Honesty, and Professionalism. We offer a vibrant, inclusive culture and workplace experience for individuals who want a career that makes them feel accomplished and engaged. RNDC values the health and well-being of our associates, inside and outside the office, offering dynamic health and wellness benefits that supply exceptional care and value. RNDC is geared toward growing our footprint and our people. Join our team of energetic professionals who believe in many happy hours and are experts in our craft. Summary The Human Resources Business Partner (HRBP) serves as a strategic consultant to leadership and a key driver of HR initiatives. This role is responsible for aligning HR strategies with business goals, supporting employee engagement, and ensuring compliance with employment laws and company policies across assigned markets. In this role, you will * Leadership & Strategy: Provide daily HR guidance and strategic consultation to business leaders; leverage HR metrics and data to inform decisions and evaluate HR initiatives. * Compensation & Benefits: Advise on compensation and benefits to ensure fairness and competitiveness; support salary reviews, promotions, and rewards programs; ensure compliance with compensation policies and regulatory standards. * Employee Relations: Resolve complex employee relations issues, including conflict resolution and disciplinary actions; promote a positive work environment and enhance employee engagement. * Talent Acquisition: Collaborate with leadership on recruitment strategies and succession planning; oversee recruitment, selection, and onboarding processes to build a strong talent pipeline. * Talent Development: Identify skill gaps and training needs to improve team performance; implement employee development programs focused on performance management and career growth; partner with managers to support succession planning initiatives. * Performance Management: Support performance management processes including goal setting, reviews, and development plans; assist in addressing performance issues and implementing improvement strategies. * Organizational Development: Work with management to improve workplace relationships, morale, and productivity; align HR strategies with business goals and support organizational change initiatives. * Legal Compliance & Risk Management: Provide guidance on HR policies and ensure compliance with labor laws and company regulations; identify HR-related risks and implement corrective actions as needed. * HR Administration: Maintain accurate HR records for assigned markets; prepare reports and analyses on HR trends, performance, and compliance. What you bring to RNDC * Education & Experience: Bachelor's degree in Human Resources, Business Administration, or related field required; Master's degree preferred. Minimum of 5 years of progressive HR experience or an equivalent combination of education and experience. * HR Expertise: Strong knowledge of employment laws, labor relations, and HR best practices. Proven ability to handle complex employee relations, coach leaders, and align HR strategies with business goals. * Leadership & Communication: Exceptional communication, interpersonal, and leadership skills with a high level of emotional intelligence. Skilled at influencing and advising stakeholders at all levels and navigating sensitive conversations. * Analytical Skills: Proficient in interpreting HR metrics, compensation data, and workforce trends. Strong capabilities in budgeting, forecasting, and data visualization to drive strategic decision-making. * Technical Proficiency: Experience using HRIS platforms (SAP SuccessFactors, Workday, ADP), applicant tracking systems, timekeeping software (UKG Dimensions, Kronos), and Microsoft Office Suite. * Certifications: HR certification strongly preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR). * Organizational Skills: Ability to prioritize and manage multiple tasks, work independently and collaboratively, and handle confidential information with sound judgment. * Work Environment & Travel: Able to work in a standard office setting with minimal physical demands. Occasional travel up to 25% may be required. What's in it for you * Medical, dental and vision benefits* * Paid Time Off Program - work your way up to 5 weeks of PTO a year with the ability to carryover unused PTO * Paid volunteer time * Paid parental leave * Paid caregivers leave * Fertility benefits * Paid training * Company paid life insurance, short-term disability, and company-paid holidays * Associate resource groups, and diversity, equity, and inclusion programs available for all associates * Participation in these programs is subject to applicable wait periods and all plan and program terms and eligibility COVID-19 considerations: We follow CDC Guidelines and have a fun and safe environment for our teams. Bonus if you bring * Previous experience in the Wine and Spirits Industry Republic National Distributing Company and National Distributing Company are Equal Opportunity/Affirmative Action employers. It is our policy not to discriminate against any Employee or Applicant. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, sex, age, status as a protected veteran, among other things, or status as a qualified individual with disability. This policy of nondiscrimination in employment includes but is not limited to: recruitment, hiring, placement, promotion, transfer, employment advertising or solicitations, compensation, layoff or termination of employment. RNDC is committed to providing reasonable accommodation to people with disabilities throughout the job application and interview process, to the point of undue hardship. If you require an accommodation during the application or interview process, please click here. Nearest Major Market: Albuquerque

Responsible for aligning business objectives with employees and management for designated business groups. Establishes partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Typically supports two or more business groups of increasing complexity. + Meets regularly with respective business group leaders to stay informed of the needs of the group as well as inform the group of HR initiatives. + Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance, may consult with legal team as appropriate on extremely complex or high-risk issues. + Provides guidance and input to managers on performance management, evaluation, compensation, recognition programs and training. + Interprets human resources policies for supervision, counseling employees concerning work related problems. + Manages and resolves complex employee relations issues and conducts effective, thorough and objective investigations. + Conducts research, analyzes data and prepares recommendations on assigned projects. + Partners with the broader HR team, shares best practices to enhance the effectiveness and performance of the HR team. + Participates in the orientation of new employees and conducts exit interviews within key projects to better understand attrition trends, making recommendations on how to address attrition issues. + Recommends strategies to motivate and engage employees and supports change management and culture initiatives. + Actively participates in the implementation of processes and strategies related to career development, staffing initiatives, employee relations, workplace ethics and performance management. + Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. + Supports training needs for various programs and may deliver (or coordinate the delivery of) non-operational training. **Minimum Qualifications** + Bachelor's Degree in Human Resources, Business Administration or related field or equivalent experience. + PHR, SPHR, or related HR Certification preferred + 5-10 years of experience in Human Resources or a specific HR discipline. **Other Job Specific Skills** + Strong verbal and written communication skills, including presentations and training. + Experience developing, implementing, and supporting HR programs, policies, practices and procedures. + Consulting skills required, including the ability to understand internal client business needs and to explain Human Resources processes and principles to managers and employees. + Tactfulness and self-confidence to appropriately maintain employee confidential information. + Ability to manage multiple projects and priorities in a matrixed organization. + Must have strong facilitation, persuasion, and listening skills. + Must have the ability to proactively research and review labor laws, regulations, and policies, and recommend courses of action. + Must demonstrate a high level of adaptability, a high tolerance for ambiguity, and be able to lead and manage change throughout the organization. + Establish credibility and maintain positive relationships with employees and managers at all levels of the organization. + Experience conducting and investigating employee relations issues to closure. + Ability to work independently or as a team and effectively manage time. **Compensation Ranges** Compensation ranges for ASM Research positions vary depending on multiple factors; including but not limited to, location, skill set, level of education, certifications, client requirements, contract-specific affordability, government clearance and investigation level, and years of experience. The compensation displayed for this role is a general guideline based on these factors and is unique to each role. Monetary compensation is one component of ASM's overall compensation and benefits package for employees. **EEO Requirements** It is the policy of ASM that an individual's race, color, religion, sex, disability, age, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, disability, or age. All decisions on employment are made to abide by the principle of equal employment. Physical Requirements The physical requirements described in "Knowledge, Skills and Abilities" above are representative of those which must be met by an employee to successfully perform the primary functions of this job. (For example, "light office duties' or "lifting up to 50 pounds" or "some travel" required.) Reasonable accommodations may be made to enable individuals with qualifying disabilities, who are otherwise qualified, to perform the primary functions. **Disclaimer** The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications required of employees assigned to this job. 90000 - 115000 EEO Requirements It is the policy of ASM that an individual's race, color, religion, sex, disability, age, gender identity, veteran status, sexual orientation or national origin are not and will not be considered in any personnel or management decisions. We affirm our commitment to these fundamental policies. All recruiting, hiring, training, and promoting for all job classifications is done without regard to race, color, religion, sex, veteran status, disability, gender identity, or age. All decisions on employment are made to abide by the principle of equal employment.

Job Posting Title: Human Resources Business Partner Department: Human Resources Pay Range: $54,018.00 - $85,363.00 Employees at Bernalillo County enjoy the ability to team up with each other to build a high quality of life for our county residents, communities, and businesses. In addition to being an organization with a strong focus on work-life balance, building a culture of flexibility, learning, and belonging the County offers many benefits. Employees of Bernalillo County enjoy many thoughtful rewards such as, but not limited to generous leave accruals; career development opportunities; remote & flex-work options as appropriate; longevity pay; education assistance program; health benefits; lucrative retirement; and so much more. The Human Resources Business Partner performs professional and technical human resources strategic activities in their assigned areas of expertise for the Bernalillo County (BernCo) Human Resources Department. This position collaborates and provides guidance to their assigned county departments and stakeholders. Human Resources Business Partners ensure all human resources functions and solutions are addressed through strategic business collaboration in the assigned areas of expertise. DUTIES AND RESPONSIBILITIES * Is responsible, as assigned, for the oversight, coordination, and guidance of daily human resources specialized activities for county departments and stakeholders. * Builds communications and working relationships with assigned departments to ensure various business goals and needs are achieved. * Under general guidance and within the framework of defined policies, procedures, and human resources practices, provides guidance to county departments and stakeholders on Bernalillo Rules and Regulations, policies, and procedures to ensure continuity and compliance within the county. * Serves as a Human Resources liaison to departments on issues related to employee relations, including equal employment opportunity, grievance issues, employee assistance, and labor relations. * Within the framework of defined policies, procedures, and human resources practices, recommends and assists in the implementation of the department's human resources strategic goals and objectives; implements modifications to policies and procedures as assigned. * Works to ensure the county attracts, develops, and retains high-quality talent at all levels in a continuous pipeline to support the county's growth objectives, opportunities, and strategies. * Identifies and implements best practices to align, partner, and collaborate with members of the Human Resources team to ensure high standards of service. * Coordinates employee performance management processes and procedures to ensure timely completion; assists in providing direction to employees experiencing difficulty in carrying out assigned job duties and responsibilities; coordinates and schedules training for department employees as necessary. * Maintains confidential department personnel records according to established rules and regulations. * Compiles, organizes, and analyzes data to make recommendations to Human Resources management on potential results in specific cases. * Advises and provides guidance to management regarding the appropriate administration of federal and state laws, county rules and regulations, procedures, and union contract compliance. * Develops reports as requested, including performing analysis and making recommendations. * Answers inquiries from employees and department directors concerning county rules, regulations, and procedures. * Coordinates, develops, and maintains standard process and procedure documentation for the Human Resources department. * Answers written and verbal inquiries related to Human Resources matters. * Leads, coaches, and mentors employees within the department and county, as needed. * Schedules and attends meetings regarding human resources-related issues. * Performs duties as assigned; not all positions include every duty listed, as specific job duties are determined by the supervisor. * Performs other job-related duties as required or completes special projects as assigned. * The above information is intended to outline the general nature and scope of the duties required for this position. It is not an exhaustive list and may vary depending on specific job assignments and responsibilities. MINIMUM QUALIFICATIONS * Bachelor's Degree in Human Resources, Business Administration, Public Administration, or related field. * Two (2) years of related work experience in a human resources related field. * Any equivalent combination of related education and/or experience may be considered for the above requirements. SUPPLEMENTAL INFORMATION ADDITIONAL REQUIREMENTS The offer of this Bernalillo County position requires compliance with the following: * Employee must successfully complete the post-offer employment medical examination and background investigation. * Employee must comply with the safety guidelines of the County. * Employee must complete the required FEMA training(s) as assigned to the position. WORKING CONDITIONS * The majority of essential duties are performed indoors in a temperature-controlled environment. * Indoor working surface is even and may be carpeted or a tiled floor. * Indoor surfaces are typically dry and may involve the use of stairs. * Work hazards or potential work hazards include those of a correctional facility environment, with exposure to noise and dangerous situations that could involve serious bodily injury and other health hazards. * Works alone primarily, with or without directions. * Works with a group at times and with a select team at times. EQUIPMENT, TOOLS, AND MATERIALS * Equipment typically used in the performance of office duties includes a telephone, a computer terminal, a computer printer, a computer keyboard, a photocopy machine, a fax machine, and a calculator. * Work hazards or potential work hazards include those of a correctional facility environment, with exposure to noise and dangerous situations that could involve serious bodily injury and other health hazards. * Works alone primarily, with or without directions. * Works with a group at times and with a select team at times.

Job Posting Title: Human Resources Business Partner Department: Human Resources Pay Range: $54,018.00 - $85,363.00 Employees at Bernalillo County enjoy the ability to team up with each other to build a high quality of life for our county residents, communities, and businesses. In addition to being an organization with a strong focus on work-life balance, building a culture of flexibility, learning, and belonging the County offers many benefits. Employees of Bernalillo County enjoy many thoughtful rewards such as, but not limited to generous leave accruals; career development opportunities; remote & flex-work options as appropriate; longevity pay; education assistance program; health benefits; lucrative retirement; and so much more. The Human Resources Business Partner performs professional and technical human resources strategic activities in their assigned areas of expertise for the Bernalillo County (BernCo) Human Resources Department. This position collaborates and provides guidance to their assigned county departments and stakeholders. Human Resources Business Partners ensure all human resources functions and solutions are addressed through strategic business collaboration in the assigned areas of expertise. DUTIES AND RESPONSIBILITIES Is responsible, as assigned, for the oversight, coordination, and guidance of daily human resources specialized activities for county departments and stakeholders. Builds communications and working relationships with assigned departments to ensure various business goals and needs are achieved. Under general guidance and within the framework of defined policies, procedures, and human resources practices, provides guidance to county departments and stakeholders on Bernalillo Rules and Regulations, policies, and procedures to ensure continuity and compliance within the county. Serves as a Human Resources liaison to departments on issues related to employee relations, including equal employment opportunity, grievance issues, employee assistance, and labor relations. Within the framework of defined policies, procedures, and human resources practices, recommends and assists in the implementation of the department's human resources strategic goals and objectives; implements modifications to policies and procedures as assigned. Works to ensure the county attracts, develops, and retains high-quality talent at all levels in a continuous pipeline to support the county's growth objectives, opportunities, and strategies. Identifies and implements best practices to align, partner, and collaborate with members of the Human Resources team to ensure high standards of service. Coordinates employee performance management processes and procedures to ensure timely completion; assists in providing direction to employees experiencing difficulty in carrying out assigned job duties and responsibilities; coordinates and schedules training for department employees as necessary. Maintains confidential department personnel records according to established rules and regulations. Compiles, organizes, and analyzes data to make recommendations to Human Resources management on potential results in specific cases. Advises and provides guidance to management regarding the appropriate administration of federal and state laws, county rules and regulations, procedures, and union contract compliance. Develops reports as requested, including performing analysis and making recommendations. Answers inquiries from employees and department directors concerning county rules, regulations, and procedures. Coordinates, develops, and maintains standard process and procedure documentation for the Human Resources department. Answers written and verbal inquiries related to Human Resources matters. Leads, coaches, and mentors employees within the department and county, as needed. Schedules and attends meetings regarding human resources-related issues. Performs duties as assigned; not all positions include every duty listed, as specific job duties are determined by the supervisor. Performs other job-related duties as required or completes special projects as assigned. *The above information is intended to outline the general nature and scope of the duties required for this position. It is not an exhaustive list and may vary depending on specific job assignments and responsibilities. MINIMUM QUALIFICATIONS Bachelor's Degree in Human Resources, Business Administration, Public Administration, or related field. Two (2) years of related work experience in a human resources related field. *Any equivalent combination of related education and/or experience may be considered for the above requirements. SUPPLEMENTAL INFORMATION ADDITIONAL REQUIREMENTS The offer of this Bernalillo County position requires compliance with the following: Employee must successfully complete the post-offer employment medical examination and background investigation. Employee must comply with the safety guidelines of the County. Employee must complete the required FEMA training(s) as assigned to the position. WORKING CONDITIONS The majority of essential duties are performed indoors in a temperature-controlled environment. Indoor working surface is even and may be carpeted or a tiled floor. Indoor surfaces are typically dry and may involve the use of stairs. Work hazards or potential work hazards include those of a correctional facility environment, with exposure to noise and dangerous situations that could involve serious bodily injury and other health hazards. Works alone primarily, with or without directions. Works with a group at times and with a select team at times. EQUIPMENT, TOOLS, AND MATERIALS Equipment typically used in the performance of office duties includes a telephone, a computer terminal, a computer printer, a computer keyboard, a photocopy machine, a fax machine, and a calculator. Work hazards or potential work hazards include those of a correctional facility environment, with exposure to noise and dangerous situations that could involve serious bodily injury and other health hazards. Works alone primarily, with or without directions. Works with a group at times and with a select team at times.

SCHOOL RESOURCE OFFICER SAFETY AND SECURITY MINIMUM QUALIFICATIONS: 1. Have a working knowledge of the New Mexico State Statutes 2. Have an understanding of the New Mexico Children's Code. 3. Requires a High School Diploma or equivalent. 4. Experience in dealing with school related policies and sanctions. 5. Must be 21 years of age. 6. Must have a valid New Mexico driver's license. 7. Must be currently certified by the New Mexico Law Enforcement Academy or certification by waiver of previous training. 8. Ability to complete Field Training and Evaluation Program. 9. Ability to complete a bi-annual advance in-service training 10. Supervisory Experience preferred. SALARY AND WORK YEAR: As established by the Los Lunas Schools current Salary Schedule 189 day contract. APPLICATION DEADLINE: Until Filled

SCHOOL RESOURCE OFFICER SAFETY AND SECURITY MINIMUM QUALIFICATIONS: 1. Have a working knowledge of the New Mexico State Statutes 2. Have an understanding of the New Mexico Children's Code. 3. Requires a High School Diploma or equivalent. 4. Experience in dealing with school related policies and sanctions. 5. Must be 21 years of age. 6. Must have a valid New Mexico driver's license. 7. Must be currently certified by the New Mexico Law Enforcement Academy or certification by waiver of previous training. 8. Ability to complete Field Training and Evaluation Program. 9. Ability to complete a bi-annual advance in-service training 10. Supervisory Experience preferred. SALARY AND WORK YEAR: As established by the Los Lunas Schools current Salary Schedule 189 day contract. APPLICATION DEADLINE: Until Filled

**_What HR Information Systems contributes to Cardinal Health_** Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies. HR Information Systems creates, tests and implements HR service delivery strategies and support HR business processes using HR information systems. This job family selects and manages relationships with HRIS vendors, identifies HRIS needs and capabilities, and tests new features of the system as they are implemented. HR Information Systems also processes employee information, maintains employee records and prepares statistical summaries and reports from the HRIS to support management and other internal stakeholders. **_Responsibilities_** + Monitors HR information needs and designs new or modifies existing functional processes to meet changing requirements. + Researches, analyzes, designs, maintains and communicates functional processes & solutions in support of human resource administration and projects. + Analyzes, develops and documents enterprise HR business processes aligned to HR policies and programs. + Understands and analyzes HR data relationships across all business processes and solutions. + Identifies root cause, evaluates enterprise impacts and develops solutions for data and business process breakdowns. + Owns HR data governance by ensuring overall understanding of related policies and that processes and practices incorporate appropriate data protection activity. **_Qualifications_** + Bachelor's degree in related field, or equivalent work experience, preferred + 4-8 years of experience supporting Workday, preferred + Experience with full life-cycle support of Workday modules including requirements gathering, configuration and testing strongly preferred **_What is expected of you and others at this level_** + Applies comprehensive knowledge and a thorough understanding of concepts, principles, and technical capabilities to perform varied tasks and projects + May contribute to the development of policies and procedures + Works on complex projects of large scope + Develops technical solutions to a wide range of difficult problems + Solutions are innovative and consistent with organization objectives + Completes work; independently receives general guidance on new projects + Work reviewed for purpose of meeting objectives + May act as a mentor to less experienced colleagues **Anticipated salary range:** $80,900-127,050 **Bonus eligible** : No **Benefits:** Cardinal Health offers a wide variety of benefits and programs to support health and well-being. + Medical, dental and vision coverage + Paid time off plan + Health savings account (HSA) + 401k savings plan + Access to wages before pay day with my FlexPay + Flexible spending accounts (FSAs) + Short- and long-term disability coverage + Work-Life resources + Paid parental leave + Healthy lifestyle programs **Application window anticipated to close** : 1/21/2026 *if interested in opportunity, please submit application as soon as possible _The salary range listed is an estimate. Pay at Cardinal Health is determined by multiple factors including, but not limited to, a candidate's geographical location, relevant education, experience and skills and an evaluation of internal pay equity._ _Candidates who are back-to-work, people with disabilities, without a college degree, and Veterans are encouraged to apply._ _Cardinal Health supports an inclusive workplace that values diversity of thought, experience and background. We celebrate the power of our differences to create better solutions for our customers by ensuring employees can be their authentic selves each day. Cardinal Health is an Equal_ _Opportunity/Affirmative_ _Action employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, national origin, ancestry, age, physical or mental disability, sex, sexual orientation, gender identity/expression, pregnancy, veteran status, marital status, creed, status with regard to public assistance, genetic status or any other status protected by federal, state or local law._ _To read and review this privacy notice click_ here (***************************************************************************************************************************