Human Resources

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Build strong relationships across the organization and maintain a deep understanding of employee experience and team dynamics
• Help design and continuously improve a structured onboarding program that sets new employees up for success from day one and reflects NSTXL’s culture and values, including role-specific onboarding paths, 30/60/90 frameworks, and structured check-ins.
• Develop and expand the policies, programs, and people practices, including formalized feedback channels and engagement surveys
• Partner with managers on complex people situations like difficult conversations, feedback, and accountability, while building resources and toolkits that grow their confidence and independence over time, within the legal constraints that shape those decisions.
• Design and deliver manager training programs that equip people leaders with the skills they need to lead effectively
• Build and improve performance and development practices that support clear expectations, strong feedback, accountability, and employee growth
• Build out a learning and development strategy and program infrastructure that supports employee growth at every level, including new manager development, career pathing frameworks, and access to learning resources that scale with the organization
• Partner with managers and leaders to strengthen leadership effectiveness and build a culture of continuous learning across the organization
• Serve as the primary point of contact for employee relations matters, including concerns, complaints, and escalations
• Lead workplace investigations from intake through resolution, including documenting findings, recommending corrective action, and ensuring appropriate follow-through in a way that protects both the individual and the organization
• Build and maintain clear employee relations frameworks
• Ensure compliance with federal, state, and local employment laws and evolving HR best practices, staying ahead of changes that affect a growing, multi-state or distributed workforce
• Develop, expand, and maintain a comprehensive set of HR policies and employee handbook materials that reflect NSTXL’s values, operational needs, and legal requirements, and that scale alongside organizational growth
• Build and maintain a compliance training program that ensures all employees and managers meet required training obligations, with scalable resources and infrastructure that grow with the organization.
• Partner with the VP of Human Resources on benefits strategy, including evaluating plan competitiveness, supporting open enrollment, communicating program value to employees, and recommending enhancements that align with NSTXL’s growth and workforce needs
• Build and maintain HR process documentation that allows the team to operate consistently and efficiently, including standard operating procedures, templates, and guides that support day-to-day operations and reduce reliance on institutional knowledge held by individuals
• Help evolve NSTXL’s hiring practices, candidate experience, and talent systems as the organization grows

Senior Human Resources Manager

• Serves as a primary liaison between the People Team and Business Unit managers to ensure alignment and delivery of high quality, consistent HR practices.
• Promotes positive employee relations by facilitating conflict resolution, investigating misconduct, and recommending remedies aligned with Conservancy policies, SOPs, competencies, and values.
• Provides strategic consultation on organizational structure, job creation or elimination, and operational efficiencies, while ensuring managers understand employment laws, regulations, divisional/regional best practices and internal policies.
• Participates in strategic planning and goal setting to align HR priorities with business objectives.
• Coaches managers and staff on setting objectives, delivering meaningful and timely feedback, and fostering a culture of continuous development and high performance.
• Advises on managing performance issues, including terminations, with attention to business impact and legal risk and in collaboration with HR legal and senior HR staff.
• Assists managers in developing job descriptions and provides salary guidance.
• Conducts annual equity analysis and ensures equitable promotion and compensation decisions.
• Builds out compensation practices that are equitable, fiscally sound, and aligned with organizational policies.
• Collaborates with Learning and Development to assess training needs, builds hiring manager capabilities, delivers HR-related training, and supports HR team members / liaisons in managing administrative HR functions.
• Contributes to enterprise-wide initiatives such as compensation structures, culture and engagement programs, talent acquisition strategies, and staff development.
• Leads or participates in cross-functional project teams to support organizational priorities.
• Supervises, coaches and empowers a team of HR Generalists dedicated to providing exceptional service and support.

Associate HR Director

• Supports the execution of TireHub’s HR strategy within an assigned region
• Serves as a trusted advisor to leaders and employees
• Partners with the Hub Human Resource team to provide guidance across a broad range of HR functions
• Leads regional HR change management initiatives
• Manages related communications
• Drives positive improvements in people management and organizational effectiveness
• Promotes collaboration and sharing of best practices across HR organization
• Collaborates with recruiting, operations, and learning & talent development teams
• Conducts proactive outreach and engagement with remote employees across the region
• Facilitates manager coaching, employee engagement, and Hubber relations initiatives
• Supports onboarding and orientation processes for new hires and leadership transitions
• Assists with offboarding activities and conducts exit interviews
• Provides compensation review and analysis support
• Reviews job changes, promotions, and workforce analysis to ensure alignment with organizational structure
• Manages compliance-related activities
• Supports leaders in navigating workplace complaints, performance concerns, and other challenges
• Maintains strong working relationships with regional leaders to drive HR initiatives and operational effectiveness
• Travels throughout the assigned region a minimum of 50% of the time

Human Resources Business Partner

• Provides professional HR support to multi-state locations in support of multiple ARA Divisions, including benefits and compensation administration, employee relations support, performance management, training support, policy interpretation and compliance assistance with applicable local, state, and federal employment laws.
• Communicates regularly with employees, local HR Administrators, and management on various policies, procedures, laws, standards, and government regulations.
• Partners with local HR Administrators, Corporate HR Team, and managers to build relationships of trust, work through problems, and find constructive resolution to various human resources matters.
• With guidance from Senior HR Staff and HR Director, supports complex employee relations issues such as employee complaints, harassment, discrimination and retaliation allegations, and civil rights complaints.
• Regularly uses HR Information System (HRIS) to ensure data integrity by verifying changes and thoroughly reviewing documentation, including new hires, employee and organizational changes, performance reviews, and terminations.
• Actively participates and collaborates as a member of the vibrant Corporate HR team.
• Assists with policy review for accuracy, legality, and cultural alignment with diverse needs of organizational units, and makes recommendations accordingly.
• Coordinates with Corporate HR Specialists to develop, align messaging, and conduct trainings on relevant HR topics based on the division’s need.
• Responds to unemployment claims as needed.
• May assist with special projects as assigned.
• Other duties as required.

Human Resources jobs in New Mexico

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Senior Human Resources Business Partner

Senior Human Resources Manager

Associate HR Director

Human Resources Business Partner

Staff HR Business Partner