HR Operations Supervisor (10109461)

Salary : $79,830.40 - $143,416.00 Annually
Location : Santa Fe, NM
Job Type: Career Appointment, Full-Time
Job Number:
Unit: Human Resources Unit
Division: Human Resources Unit
Opening Date: 10/08/2026
Closing Date: 10/25/2026 11:59 PM Mountain

Objectives Summary

The objective summary of this job classification is to provided strategic leadership and supervision of subordinate HR staff. Focuses on employee and union relations, conflict resolution, implementing HR policies and procedures, and improving employee engagement.

We also offer flexible work opportunities, including teleworking (a.k.a. working from home) and work schedules outside the typical 8 am to 5 pm schedule. Your health and wellness are essential, and we'd be happy to discuss alternative working arrangements. Please note, LOPD supervisors and managers are expected to report to their assigned office a minimum of 3 days per week.
For more information about working & living Santa Fe,
The hourly rate of pay for an HR Operations Supervisor typically ranges from $38.38-$57.77/hourly

The Law Offices of the Public Defender offers a competitive benefits package that includes, LOPD paying 80% of benefit premium costs, PERA retirement with employer contributions effective your first day, sick and annual leave accruals, 11 paid holidays, paid Bereavement Leave, paid Administrative Leave awarded by the Chief, flexible schedules and so much more! To see all benefits offered by the State of New Mexico,

Employees who complete their probationary period are eligible for two hours of paid Wellness Leave every week and 12 weeks of Paid Parental Leave.
Essential Functions

Supervision and Administrative Oversight:• Responsible for guiding the day-to-day activities of subordinate HR team members to ensure operations are running smoothly. Approves HR transactions, recommends corrective disciplinary actions, writes performance evaluations and internal HR procedures.
• This classification will ensure all HR SOP's are maintained and updated to ensure a smooth and efficient training processing of transactions including but not limited to the recruitment, onboarding, and payroll within the HR Unit.
• Provides support and guidance to HR team members, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.
• May assume an Investigator role and serve as the point of contact for all LOPD internal complaints, internal investigations, and union grievances.
• Gathers information, analyzes information, and drafts responses to internal investigations, and employee complaints from LOPD employees and labor groups for review and approval with the Deputy HR Director and/or HR Director.
• Researches and explains laws and legal affairs concerning employment relations to managers, supervisors, and employees.
• Advises and trains managers and supervisors in best employee relations practices and strategies for managing supervisor problems and employee grievances. Develops further training as needed.
• Collaborates with cross-functional teams including, executive team members, general counsel, Training & Recruitment, IT, Fiscal, other internal LOPD offices, as well as various organizations outside the LOPD, as needed and assigned.
• Works promptly to resolve or recommend solutions for complaints or issues regarding the LOPD's recruitment, payroll, and benefits practices.
• Oversees the work of assigned staff and will conduct performance evaluations that are timely and constructive.
• Will be responsible for coordinating and delegating HR Staff training. Including new hires, new SOP's, and any task or duty assigned to the HR unit.
• Other responsibilities may include, creating guidelines and developing training for Supervisors/Managers, and all other required trainings for LOPD Employees.

Administrative Duties:
• Works closely with and acts as a liaison for the Deputy and Director of HR. May be designated to assume decision-making and management responsibilities for the Deputy or Director of HR in their absence.

Contributing to a Positive Work Environment:
• Builds positive relationships through effective communication, establishing trust, and maintaining confidentiality.
• Assists in creating a positive and supportive work environment; enforces a safe workplace; establishes a culture of teamwork and communication; creates a workplace that promotes the organizational values of workplace diversity, equity, and inclusion; and actively promotes a respectful environment.

Legal Work:
• Thorough understanding of employee labor relations, and state and federal employment laws.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
Other Duties:
• This classification will also share responsibility for the successful day-to-day operation of the HR Team. This responsibility includes:
• Plan, develop and organize all phases of work to completion.
• Attends meetings as required; responds to emails, phone calls and provide HR information to LOPD employees, supervisors and managers.
• Back up Human Resources employees as needed.
• May be required to take job-related or agency-related courses and training.
Minimum Qualifications
• A Bachelor's degree in a related field and two (2) years of direct related experience in a Human Resources senior-level or supervisory role.
• Any combination of education from an accredited college or university in a related field and/or direct experience in this occupation totaling six (6) years may substitute for the required education and supervisory experience.
• Demonstrated performance, skills, and knowledge may substitute for any amount of the combination of human resources experience and relevant education.
Employment Requirements

Must possess and maintain a valid driver's License.

Employment eligibility to work with the Law Offices of the Public Defender (LOPD) in the U.S. is required. We are not able to sponsor or take over sponsorship of an employment Visa.

Collective Bargaining: This position is not covered by a collective bargaining agreement.

Default FLSA: Exempt (including Managers/Supervisors, Executive, Administrative, Professional Exempt Status): In accordance with DOL FLSA and LOPD NMAC and LOPD's Compensation Agreement that is signed upon hire during onboarding, classifications identified as Exempt may be compensated for all authorized hours worked over 80 hours in a pay period. These classifications are eligible for compensatory time (paid time off accrued) at an even (1:1) rate if they request to work extra hours in advance and get approval from their supervisor. These classifications are not eligible for cash payments for extra hours worked. Compensatory time may be paid-out upon leaving the department depending on budget availability.

Preference may be given to multilingual applicants fluent in English and other languages.
The State's General Services Department Risk Management Division, Employee Benefits Bureau (EBB), is responsible for the procurement and oversight of employee benefits - including Medical, Pharmacy, Dental, Vision, Short & Long Term Disability, and Life Insurance. The State's Group Benefits Plan also offers COBRA, Flexible Spending Account Programs, and an Employee Assistance Program (EAP).
Erisa Administrative Services, Inc. (Erisa) is the State's Third Party Administrator. They provide benefits administration to all plan participants, and offer knowledgeable staff to answer your questions. To learn more about the benefits available please

In addition to the benefits listed above, the Law Offices of The Public Defender offers a retirement plan and a medical program for retirees. For more information regarding the plan you can visit the following websites:
Total Compensation Package

As an employee of the Law Offices of the Public Defender (LOPD), you receive regular pay for your services. The other part of your total compensation is the value of the benefits LOPD makes available to you and, if applicable, your family. The Total Compensation Estimator is for illustrative purposes only and provides benefits-eligible employees an estimate of their total compensation based on selected options from the drop-downs in the estimator.

• Please to download the Total Compensation Estimator on our , Join Our Team section.

This estimator is not a legal document. All benefits are governed by the actual benefit plans, which have precedence over the information reported in this calculator. Rates are not guaranteed and may change annually based on legislative decisions. If you have any questions about this estimator, don't hesitate to get in touch with Human Resources at
01

How many total years of experience do you have documented in the Work Experience section of your application related to this Job Classification?Please NOTE: If the years of experience that you indicate below cannot be found in the Work Experience section of this application, your application may not be eligible for further consideration. It is recommended that you attach documents that support your work experience at this time. If you are attempting to attach documents, but are unable to, you should email lopd-hr@lopdnm.us, with the documents and your contact information. Or if selected for an interview, you should bring the documents to your interview.

• 10 years of experience
• 9 years of experience
• 8 years of experience
• 7 years of experience
• 6 years of experience
• 5 years of experience
• 4 years of experience
• 3 years of experience
• 2years of experience
• 1 year of experience
• 6 Months
• 3 Months
• None

02

Please indicate the highest level of education you have completed. If you have responded that you have an education higher than a high school diploma or GED, you must attach a copy of your official/unofficial transcript(s) that clearly state the type of degree and date awarded/conferred, institution name, and applicant name and is in a format that cannot be modified.

• Doctorate
• Master's Degree
• Bachelor's Degree
• Associates Degree or Technical/Vocational Certificate
• High School Diploma or GED
• Less than a High School Diploma or GED

03

How many years of professional experience do you have in a supervisory, management, or other leadership role that involved responsibility for directing, coordinating, mentoring, or guiding the work of colleagues or employees?

• No supervisory experience
• Less than 2 years
• 2-3 years
• 4-5 years
• 6 or more years

04

Please describe your professional experience and share your level of responsibility for activities such as assigning and reviewing work, establishing priorities, coaching or training employees, addressing performance concerns, conducting or contributing to performance evaluations, recommending or taking corrective action, and supporting employee development.
05

Please describe your professional Human Resources experience, including the HR functions for which you have been independently responsible. Identify your level of responsibility and the types of HR matters you routinely handled.
06

Describe your experience addressing employee relations or workplace concerns such as performance concerns, workplace conflict, employee complaints, disciplinary matters, grievances, accommodations, or employee separations.

• No relevant experience
• Primarily assisted or referred matters to others
• Independently handled routine to moderately complex matters
• Independently handled complex/sensitive employee relations matters and advised management or recommended resolutions

07

How many years of experience do you have conducting or supporting workplace investigations, employee complaints, grievances, or other fact-finding processes which include your role in gathering and analyzing information, conducting inte