Top HR Jobs in Denver & Boulder, CO

Leads HR process improvement across HR Shared Services, managing a team and optimizing workflows, tools, and employee experiences. Responsibilities include process analysis, mapping, project and change management, stakeholder engagement, data-driven recommendations, root cause analysis, reporting, and continuous improvement. The role coaches team members, leads cross-functional initiatives with HR, IT, Legal, and business leaders, and aligns process optimization strategies with corporate goals.

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Drive people operations for assigned small business clients: lead hiring, onboarding, performance and compliance; advise leadership on workforce planning, org design, succession, and development; administer HR data, payroll/benefits support, and deliver excellent client service while leveraging HR technology and analytics.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Leads People Operations, including Workday administration, benefits, payroll, HR technology strategy, automation, integrations, vendor management, and recruiting analytics. Partners with HR and Talent Acquisition teams to improve self-service, process efficiency, data integrity, and enterprise systems. Oversees HR technology and operations teams while driving strategic systems improvements and deploying AI agents across enterprise platforms.

Provides administrative support for human resources operations, including recruiting, onboarding, employee records, benefits, payroll assistance, HR communications, training coordination, compliance documentation, and employee engagement activities. Maintains confidential personnel information, updates HR systems, prepares reports and documents, schedules HR activities, and assists employees with general HR questions.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Participate in a paid, remote interview about your SMB’s payroll and HR software stack. Discuss administrative workflows, employee data and compensation management, software features, integrations, usability, competitor platforms, and challenges faced by SMB HR teams. Participants should be active HR, payroll, operations, or business professionals with direct experience evaluating, implementing, or administering HR and payroll systems.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Provides end-to-end HR partnership for designated departments, advising leaders on employee relations, labor relations, policies, benefits, performance, and organizational strategy. Supports managers and principals through coaching and professional development, interprets bargaining agreements, collaborates with unions and community stakeholders, leads HR communications and change initiatives, and manages staff and programs supporting employee achievement.

The Human Resources Coordinator supports onboarding, orientation, training, HRIS administration, I-9 verification, background checks, employee records, benefits events, workers’ compensation claims, scheduling, and general HR office administration. The role answers employee questions, trains staff on HRIS systems, maintains files and portals, and provides customer service in a fast-paced hospitality environment.

Provides administrative and operational support to Human Resources, including maintaining confidential employee records, assisting with recruiting and onboarding, coordinating benefits and payroll information, responding to employee questions, tracking attendance and training, preparing HR documents and reports, supporting compliance and employee communications, and assisting with HR projects.

Leads enterprise HR integration, strategic planning, governance, portfolio prioritization, operating model transformation, and cross-functional execution. Develops multi-year roadmaps, implementation frameworks, and accountability mechanisms across HR Centers of Excellence. Advises senior leaders on organizational readiness, change capacity, risks, dependencies, and sequencing. Uses workforce metrics and operational data to guide decisions, improve practitioner experience, and strengthen HR effectiveness across a complex, matrixed organization.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Coordinate daily HR operations, employee relations, payroll and timekeeping, benefits, leave administration, onboarding, separations, and California employment compliance. Serve as a resource for employees and managers, guide performance and disciplinary processes, maintain confidential records, prepare reports and notices, and improve HR workflows. The role also supports payroll audits, accommodations, investigations, and HR projects while coordinating with leadership and payroll.

Leads Supplier.io’s global HR function and advises the CEO and executive team on workforce planning, organizational design, talent acquisition, performance management, leadership development, compensation, benefits, employee relations, culture, HR operations, compliance, and HR systems. The role manages the HR team and budget while aligning people strategy, organizational capabilities, and culture with the company’s growth objectives in a B2B SaaS environment.

Human Resources Specialist role sponsored through an H-1B Labor Condition Application. The position is based in San Francisco, California, and Charlestown, Massachusetts, with employment scheduled from October 19, 2026, through October 18, 2029. The posting does not provide specific responsibilities or qualifications.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.