HR Manager - Espanola

Presbyterian Healthcare Services•Española, NM

40d•$65,520 - $111,613•Onsite

About The Position

Presbyterian Healthcare Services (PHS) seeks a strategic, relationship-focused Human Resources leader to serve as its next HR Manager. This role serves as the primary Human Resources partner for assigned hospital, clinical, and operational leaders, helping drive workforce strategies that support employee engagement, organizational effectiveness, leadership development, and business performance. As healthcare organizations navigate workforce shortages, complex employee relations matters, evolving regulatory requirements, and increasing demands for leadership development, Presbyterian is seeking an HR professional who can balance strategic consultation with hands-on operational support. The HR Manager will serve as a trusted advisor to leaders and employees while ensuring effective delivery of Human Resources programs, policies, and services. The successful candidate will build strong partnerships across the organization, helping leaders make informed workforce decisions while promoting a positive employee experience and supporting Presbyterian's mission, values, and strategic goals.

Requirements

Bachelor's degree in Human Resources, Business Administration, Healthcare Administration, Organizational Development, or related field.
Five or more years of progressive Human Resources experience.
Experience serving as an HR Business Partner, HR Generalist, Employee Relations Consultant, or similar role.
Demonstrated experience advising leaders on workforce and employee relations matters.
Experience conducting workplace investigations and resolving employee relations issues.
Experience utilizing workforce data and analytics to support business decisions.

Nice To Haves

Master's degree in Human Resources, Business Administration (MBA), Organizational Development, or related discipline.
Healthcare or hospital experience.
Experience supporting executive and operational leaders.
Experience leading or mentoring HR professionals.
Experience supporting organizational change and workforce transformation initiatives.
PHR (Professional in Human Resources)
SPHR (Senior Professional in Human Resources)
SHRM-CP
SHRM-SCP

Responsibilities

Serve as the primary Human Resources advisor to operational and executive leaders.
Participate in business planning discussions and leadership meetings to align workforce strategies with organizational objectives.
Develop and implement HR initiatives that support operational performance, workforce engagement, and organizational effectiveness.
Advise leaders on organizational design, workforce planning, succession planning, and talent development.
Translate business challenges into practical workforce solutions.
Lead employee relations efforts and provide coaching to leaders regarding performance management, policy interpretation, workplace concerns, and disciplinary actions.
Conduct workplace investigations and recommend appropriate resolutions.
Partner with Legal and Employee Relations teams on complex employment matters.
Promote a positive employee relations environment through proactive consultation and problem resolution.
Support conflict resolution and workforce engagement initiatives.
Partner with leaders to identify and develop talent.
Support succession planning and leadership development efforts.
Coach leaders on employee performance, engagement, feedback, and development strategies.
Support workforce planning initiatives and organizational effectiveness efforts.
Help leaders build high-performing and engaged teams.
Analyze workforce metrics including turnover, retention, engagement, vacancies, and employee relations trends.
Provide regular reporting and workforce insights to leadership teams.
Utilize data to identify opportunities, risks, and workforce planning needs.
Support data-driven decision-making through meaningful HR analytics and reporting.
Advise employees and leaders regarding compensation, benefits, payroll, leave administration, and employee support programs.
Partner with Compensation on salary recommendations, equity reviews, and workforce planning decisions.
Coordinate with Employee Health and Leave Management regarding: FMLA ADA accommodations Workers' Compensation Short-Term Disability Return-to-work planning
Support effective administration of employee programs and policies.
Partner with Talent Acquisition on recruitment strategies and hiring initiatives.
Support hiring managers throughout the recruitment and onboarding process.
Assist with candidate evaluations, compensation recommendations, and offer development.
Ensure compliance with hiring policies and affirmative action requirements.
Help identify workforce gaps and future talent needs.
Ensure compliance with employment laws, organizational policies, and regulatory requirements.
Monitor HR practices for consistency and policy adherence.
Support accreditation, regulatory reviews, and workforce-related audits.
Provide guidance on employment law, policy interpretation, and risk mitigation strategies.
Lead, mentor, and develop HR Generalists and HR Specialists.
Establish clear performance expectations and accountability measures.
Promote collaboration, customer service, and continuous improvement within the HR team.
Ensure effective delivery of HR services across supported operations.