Nursing Assistant Visa Sponsorship Jobs in New Mexico
Nursing assistant visa sponsorship jobs in New Mexico are concentrated at large health systems like Presbyterian Healthcare Services, Lovelace Health System, and the University of New Mexico Hospital in Albuquerque. Rural critical access hospitals in cities like Roswell, Alamogordo, and Las Cruces also hire CNAs and actively recruit internationally trained candidates.
Find Nursing Assistant JobsOverview
Showing 5 of 82+ Nursing Assistant Jobs in New Mexico with Visa Sponsorship
See all 82+ Nursing Assistant Jobs in New Mexico with Visa Sponsorship
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Nursing Assistant Jobs in New Mexico with Visa Sponsorship.
Get Access To All JobsLocation Address:
1400 Chama Ave Santa Fe, NM 87505-3372
Compensation Pay Range:
Minimum Offer $100,152.00 Maximum Offer $175,718.40
Summary
Assists the Department Director in planning, directing and coordinating the operational, financial and personnel activities of the designated departments. Provides clinical and operational leadership for areas assigned.
How you grow, learn and thrive matters here.
- Educational and career development options, including tuition and certification reimbursement, scholarship opportunities
- Staff Safety (a wearable badge that allows nurses to quickly and discreetly call for help when safety is a concern)
- Differentials for night/weekend shifts, higher education, certifications and various lead roles (for eligible positions)
- Malpractice liability insurance
- Loan forgiveness through the New Mexico Higher Education Department
- EPIC electronic charting system
Type of Opportunity: Full time
FTE: 1.00
Job Exempt: Yes
Work Shift: Days (United States of America)
Responsibilities:
Leadership Competencies
A. Leads Self: Foundational knowledge of the master competencies
B. Leads Team: Ability to manage and direct team and unit operations
C. Leads PHS: Ability to achieve results
a. Performance Dimensions
i. Managing the Business
1. Human resources: Manages the processes of recruitment, interviewing, and selection of candidates
2. Orientation of new staff: Overseeing the outcomes of orientation processes and retention of new hires. Addresses areas of opportunity to meet organizational goals.
3. Labor Laws: Facilitates and holds accountabilities to supporting an environment maintaining compliance with state and federal labor laws.
4. Process Improvement: Drives the monitoring and interventions to achieve results including quality indicators/targets, utilization of performance tools to improve processes and outcomes, optimizing patient safety, maintaining a continuous regulatory ready environment, and optimizes communication between all work groups.
5. Foundational thinking: Uses analytical, data-driven techniques for decision-making processes that will structure work models and support evidence-based practice
6. Technology: Proficient in using computer based skills/applications, clinical based technologies supporting patient care including electronic medical record, medication management, integrates technology into patient care processes and to support work systems. Support environment and staffing to provide a super-user environment for enhancing technical learning into at the point of care performance.
7. Strategic management: Contributes to or drives work plans to achieve optimal patient care and organizational results to the point of care, written reports of outcomes, presentation to key business audiences.
8. Clinical practice knowledge: Has understanding of nursing and care processes supporting clinical care practice in service area(s).
9. Financial management: Drives financial components of unit operations including budget creation, monitoring, analyzing, report variances in areas of responsibility. Responsible for achieving established target.
ii. Leading People
1. Human resource leadership skills: Manages staff performance including evaluations, goal setting, development plans; ability to achieve staff engagement and satisfaction, mentoring. Participation in succession planning; models professional standards and behaviors. Seeks input from key clinical leadership staff.
2. Relationship management: Provides leadership at the point of care by applying communication skills that optimize active listening, inquiry; use effective dialogue, conflict management techniques, negotiation, and mediation skills for assigned areas. Maintains open, collaborative relationships with key stakeholders and healthcare partners.
3. Diversity: Maintains and holds staff accountable for an environment that upholds the cultural/population specific standards for those served; maintain an environment that upholds a diverse workforce.
4. Shared decision making: Advocates and supports the process of shared governance and shared decision-making.
iii. Professionalism
1. Professional and personal accountability: Role models the value of continuous learning including academic advancement, continuing education, and maintains currency on current care practices. Actively involved in performing annual self-assessment and on-going development action plan.
2. Career Planning: Assesses career planning/goals and develops/implements continuous learning and activities to support goal path.
3. Personal Journey: Actively reflects on continuous learning activities, utilizes action-learning techniques to identify and act on areas of strength and opportunities.
4. Reflective Practice: Incorporates and role models integrity, ability to maneuver ambiguity, seeks and acts on the potential within self and others, supports and fosters C.A.R.E.S. behaviors, supports a just culture.
iv. C.A.R.E.S. Behaviors: Provides in the moment leadership at the point of care and supports, fosters, and holds self and staff answerable to C.A. R. E.S. behaviors (Continuous learning, accountability, respect/respond, environmental safety, and superior outcomes).
v. Professional Practice Model: Synergy
1. Synergy Model: Within the patient care environment manages staff performance and accountabilities to incorporate (1) Clinical judgment and action, (2) Patient advocacy, (3) Caring practices, (4) Collaboration within the interprofessional team, (5) Systems thinking, (6) Response to diversity, (7) Facilitation of learning, and (8) Clinical Inquiry.
Professional Requirements:
1. Maintains current professional licensure
2. Educational Requirements
a. Nurse Managers hired or rehired on/after July 2012, without BSN are hired under the contingency that they enroll and begin their BSN courses within 12 months of hire or rehire and they must complete their BSN program within 48 months of hire or rehire.
3. Exceptions to Educational Requirements
a. The PHS Senior Vice President and Chief Nursing Officer and/or CDS Assistant Chief Nursing Officer/Regional Director of Patient Care Services may consider exceptions to these requirements.
b. If on July 2012, if the registered nurse is 55 years or older, the nurse will be grandfathered into new job profile and this requirement waived.
4. Professional emergency response training requirements as specified by service area
a. CDS Inpatient
i. Current BLS required
ii. Additional Requirements based upon area of service
1. Progressive Care: Current ACLS required
2. Adult Intensive Care: Current ACLS required
3. Adult Cardiac Critical Care: Current ACLS required
4. Emergency Department: Current ACLS/PALS required
5. Pediatrics: Current PALS required
6. PICU: Current PALS required
7. Newborn Nursery: Current NRP required
8. NICU: Current NRP required
9. Family Birthing Center: Current NRP/Fetal monitoring required; permanent charge ACLS required
10. Mother-Baby Care-Current NRP required
11. Operating Room: Current ACLS, PALS required
12. PACU: Current ACLS, PALS required
b. CDS Outpatient
i. Primary care clinics: Current BLS required
ii. Specialty care clinics: Current BLS required, Chemotherapy certification required in Oncology
iii. Urgent Care: Current BLS required
iv. Pediatric Urgent Care: Current BLS/PALS required
c. Regional Critical Access Hospitals
i. Medical-Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care.
ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
iii. Emergency Department: BLS/ACLS/PALS required. Other emergency response training may be required by Director of Patient Care.
iv. Family Birthing Center: Current BLS/NRP/fetal monitoring required. Other emergency response training may be required by Director of Patient Care.
v. Operating Room: Current ACLS required. Other emergency response training may be required by Director of Patient Care.
d. Regional Non-Critical Access Hospital
i. Medical-Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care.
ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
iii. Emergency Department: Current PALS (PRMC), ACLS/TNCC (Espanola)/ENPC (Espanola) required. Other emergency response training may be required by Director of Patient Care.
iv. Family Birthing Center: Current BLS/ NRP/STABLE required. Other emergency response training may be required by Director of Patient Care.
v. Operating Room: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
vi. Day Surgery: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
e. Home Care/Hospice
i. Home care: Current BLS required
ii. Hospice: Current BLS required
iii. Inpatient Hospice: Current BLS required
Qualifications
Licensure: State of New Mexico or Compact State Nursing License or Graduate Nurse Permit required
- BLS required.
Academic Preparation:
- BSN required
- Degree from accredited academic nursing program (If a program is under conditional status, approval may be granted by system CNO)
We're all about well-being, starting with yours.
Presbyterian employees have access to a fun, engaging and unique wellness program, including free on-site and community-based gyms, nutrition coaching and classes, mindfulness and meditation resources, wellness challenges and more.
Learn more about our employee benefits.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.
Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.
Compensation Disclaimer
The compensation range for this role takes into account a wide range of factors, including but not limited to experience and training, internal equity, and other business and organizational needs.
We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services
Location Address:
1400 Chama Ave Santa Fe, NM 87505-3372
Compensation Pay Range:
Minimum Offer $100,152.00 Maximum Offer $175,718.40
Summary
Assists the Department Director in planning, directing and coordinating the operational, financial and personnel activities of the designated departments. Provides clinical and operational leadership for areas assigned.
How you grow, learn and thrive matters here.
- Educational and career development options, including tuition and certification reimbursement, scholarship opportunities
- Staff Safety (a wearable badge that allows nurses to quickly and discreetly call for help when safety is a concern)
- Differentials for night/weekend shifts, higher education, certifications and various lead roles (for eligible positions)
- Malpractice liability insurance
- Loan forgiveness through the New Mexico Higher Education Department
- EPIC electronic charting system
Type of Opportunity: Full time
FTE: 1.00
Job Exempt: Yes
Work Shift: Days (United States of America)
Responsibilities:
Leadership Competencies
A. Leads Self: Foundational knowledge of the master competencies
B. Leads Team: Ability to manage and direct team and unit operations
C. Leads PHS: Ability to achieve results
a. Performance Dimensions
i. Managing the Business
1. Human resources: Manages the processes of recruitment, interviewing, and selection of candidates
2. Orientation of new staff: Overseeing the outcomes of orientation processes and retention of new hires. Addresses areas of opportunity to meet organizational goals.
3. Labor Laws: Facilitates and holds accountabilities to supporting an environment maintaining compliance with state and federal labor laws.
4. Process Improvement: Drives the monitoring and interventions to achieve results including quality indicators/targets, utilization of performance tools to improve processes and outcomes, optimizing patient safety, maintaining a continuous regulatory ready environment, and optimizes communication between all work groups.
5. Foundational thinking: Uses analytical, data-driven techniques for decision-making processes that will structure work models and support evidence-based practice
6. Technology: Proficient in using computer based skills/applications, clinical based technologies supporting patient care including electronic medical record, medication management, integrates technology into patient care processes and to support work systems. Support environment and staffing to provide a super-user environment for enhancing technical learning into at the point of care performance.
7. Strategic management: Contributes to or drives work plans to achieve optimal patient care and organizational results to the point of care, written reports of outcomes, presentation to key business audiences.
8. Clinical practice knowledge: Has understanding of nursing and care processes supporting clinical care practice in service area(s).
9. Financial management: Drives financial components of unit operations including budget creation, monitoring, analyzing, report variances in areas of responsibility. Responsible for achieving established target.
ii. Leading People
1. Human resource leadership skills: Manages staff performance including evaluations, goal setting, development plans; ability to achieve staff engagement and satisfaction, mentoring. Participation in succession planning; models professional standards and behaviors. Seeks input from key clinical leadership staff.
2. Relationship management: Provides leadership at the point of care by applying communication skills that optimize active listening, inquiry; use effective dialogue, conflict management techniques, negotiation, and mediation skills for assigned areas. Maintains open, collaborative relationships with key stakeholders and healthcare partners.
3. Diversity: Maintains and holds staff accountable for an environment that upholds the cultural/population specific standards for those served; maintain an environment that upholds a diverse workforce.
4. Shared decision making: Advocates and supports the process of shared governance and shared decision-making.
iii. Professionalism
1. Professional and personal accountability: Role models the value of continuous learning including academic advancement, continuing education, and maintains currency on current care practices. Actively involved in performing annual self-assessment and on-going development action plan.
2. Career Planning: Assesses career planning/goals and develops/implements continuous learning and activities to support goal path.
3. Personal Journey: Actively reflects on continuous learning activities, utilizes action-learning techniques to identify and act on areas of strength and opportunities.
4. Reflective Practice: Incorporates and role models integrity, ability to maneuver ambiguity, seeks and acts on the potential within self and others, supports and fosters C.A.R.E.S. behaviors, supports a just culture.
iv. C.A.R.E.S. Behaviors: Provides in the moment leadership at the point of care and supports, fosters, and holds self and staff answerable to C.A. R. E.S. behaviors (Continuous learning, accountability, respect/respond, environmental safety, and superior outcomes).
v. Professional Practice Model: Synergy
1. Synergy Model: Within the patient care environment manages staff performance and accountabilities to incorporate (1) Clinical judgment and action, (2) Patient advocacy, (3) Caring practices, (4) Collaboration within the interprofessional team, (5) Systems thinking, (6) Response to diversity, (7) Facilitation of learning, and (8) Clinical Inquiry.
Professional Requirements:
1. Maintains current professional licensure
2. Educational Requirements
a. Nurse Managers hired or rehired on/after July 2012, without BSN are hired under the contingency that they enroll and begin their BSN courses within 12 months of hire or rehire and they must complete their BSN program within 48 months of hire or rehire.
3. Exceptions to Educational Requirements
a. The PHS Senior Vice President and Chief Nursing Officer and/or CDS Assistant Chief Nursing Officer/Regional Director of Patient Care Services may consider exceptions to these requirements.
b. If on July 2012, if the registered nurse is 55 years or older, the nurse will be grandfathered into new job profile and this requirement waived.
4. Professional emergency response training requirements as specified by service area
a. CDS Inpatient
i. Current BLS required
ii. Additional Requirements based upon area of service
1. Progressive Care: Current ACLS required
2. Adult Intensive Care: Current ACLS required
3. Adult Cardiac Critical Care: Current ACLS required
4. Emergency Department: Current ACLS/PALS required
5. Pediatrics: Current PALS required
6. PICU: Current PALS required
7. Newborn Nursery: Current NRP required
8. NICU: Current NRP required
9. Family Birthing Center: Current NRP/Fetal monitoring required; permanent charge ACLS required
10. Mother-Baby Care-Current NRP required
11. Operating Room: Current ACLS, PALS required
12. PACU: Current ACLS, PALS required
b. CDS Outpatient
i. Primary care clinics: Current BLS required
ii. Specialty care clinics: Current BLS required, Chemotherapy certification required in Oncology
iii. Urgent Care: Current BLS required
iv. Pediatric Urgent Care: Current BLS/PALS required
c. Regional Critical Access Hospitals
i. Medical-Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care.
ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
iii. Emergency Department: BLS/ACLS/PALS required. Other emergency response training may be required by Director of Patient Care.
iv. Family Birthing Center: Current BLS/NRP/fetal monitoring required. Other emergency response training may be required by Director of Patient Care.
v. Operating Room: Current ACLS required. Other emergency response training may be required by Director of Patient Care.
d. Regional Non-Critical Access Hospital
i. Medical-Surgical: Current BLS required. Other emergency response training may be required by Director of Patient Care.
ii. Critical Care: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
iii. Emergency Department: Current PALS (PRMC), ACLS/TNCC (Espanola)/ENPC (Espanola) required. Other emergency response training may be required by Director of Patient Care.
iv. Family Birthing Center: Current BLS/ NRP/STABLE required. Other emergency response training may be required by Director of Patient Care.
v. Operating Room: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
vi. Day Surgery: Current BLS/ACLS required. Other emergency response training may be required by Director of Patient Care.
e. Home Care/Hospice
i. Home care: Current BLS required
ii. Hospice: Current BLS required
iii. Inpatient Hospice: Current BLS required
Qualifications
Licensure: State of New Mexico or Compact State Nursing License or Graduate Nurse Permit required
- BLS required.
Academic Preparation:
- BSN required
- Degree from accredited academic nursing program (If a program is under conditional status, approval may be granted by system CNO)
We're all about well-being, starting with yours.
Presbyterian employees have access to a fun, engaging and unique wellness program, including free on-site and community-based gyms, nutrition coaching and classes, mindfulness and meditation resources, wellness challenges and more.
Learn more about our employee benefits.
About Presbyterian Healthcare Services
Presbyterian exists to improve the health of patients, members, and the communities we serve. We are locally owned, not-for-profit healthcare system of nine hospitals, a statewide health plan and a growing multi-specialty medical group. Founded in New Mexico in 1908, we are the state's largest private employer with nearly 14,000 employees - including more than 1600 providers and nearly 4,700 nurses.
Our health plan serves more than 580,000 members statewide and offers Medicare Advantage, Medicaid (Centennial Care) and Commercial health plans.
AA/EOE/VET/DISABLED. PHS is a drug-free and tobacco-free employer with smoke free campuses.
Compensation Disclaimer
The compensation range for this role takes into account a wide range of factors, including but not limited to experience and training, internal equity, and other business and organizational needs.
We're Determined to Support New Mexico's Well-Being | Presbyterian Healthcare Services
Nursing Assistant Job Roles in New Mexico
See all 82+ Nursing Assistant Jobs in New Mexico
Sign up for free to filter by visa type, set job alerts, and find employers with verified sponsorship history.
Search Nursing Assistant Jobs in New MexicoNursing Assistant Jobs in New Mexico: Frequently Asked Questions
Which companies sponsor visas for nursing assistants in New Mexico?
The largest sponsoring employers for nursing assistants in New Mexico include Presbyterian Healthcare Services, University of New Mexico Hospitals, Lovelace Health System, and Genesis Healthcare facilities. Long-term care operators and skilled nursing facilities, particularly those affiliated with national chains, are also known to sponsor internationally trained CNAs. Sponsorship availability varies by facility, census levels, and current staffing needs, so verifying directly with each employer's HR department is important.
Which visa types are most common for nursing assistant roles in New Mexico?
Nursing assistants in New Mexico most commonly come through the EB-3 immigrant visa (employment-based green card) pathway, which employers can use to sponsor foreign nationals in unskilled and semi-skilled roles. Some facilities also utilize the H-2B visa temporary nonimmigrant visa for short-term or seasonal staffing needs. The EB-3 route requires the employer to complete the PERM labor certification process before filing an immigrant petition on the worker's behalf.
Which cities in New Mexico have the most nursing assistant sponsorship jobs?
Albuquerque accounts for the largest share of nursing assistant sponsorship opportunities in New Mexico, driven by its concentration of major hospitals and long-term care facilities. Santa Fe, Las Cruces, and Rio Rancho also have active healthcare hiring markets. Rural areas including Roswell, Clovis, and Farmington occasionally post sponsored positions, particularly at critical access hospitals and Indian Health Service facilities that face persistent staffing shortages.
How to find nursing assistant visa sponsorship jobs in New Mexico?
Migrate Mate is a job board specifically built for internationally trained workers seeking visa sponsorship in the United States, including nursing assistant roles in New Mexico. You can filter directly by state and role to see employers actively advertising sponsorship. Because not all facilities advertise sponsorship status on general job boards, using a platform focused on sponsored positions saves significant time when targeting New Mexico CNA opportunities.
Are there state-specific requirements for nursing assistants seeking sponsorship in New Mexico?
Nursing assistants in New Mexico must hold a valid CNA certification on the New Mexico Nurse Aide Registry, which requires completing a state-approved training program and passing a competency evaluation. Internationally trained candidates should confirm their credentials are recognized or that they meet the equivalency requirements before pursuing sponsorship. The New Mexico Department of Health oversees the registry. Some employers require active certification before initiating the visa sponsorship process, not after.
What is the prevailing wage for sponsored nursing assistant jobs in New Mexico?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.