Top HR Jobs in Denver & Boulder, CO

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.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Configure and support Workday Core HCM termination and offboarding processes, including business process routing, approvals, security, notifications, reporting, and integrations. Troubleshoot complex employee separation scenarios and downstream impacts on payroll, benefits, time tracking, security, and recruiting. Partner with HR, Payroll, Benefits, IT, and Security teams, perform testing, support production escalations, and assess Workday release functionality.

Configure and support Workday Core HCM, Personal Information, business processes, EIBs, employee documents, reporting, and calculated fields. Lead HR data migration, conversion, validation, reconciliation, mass updates, troubleshooting, testing, release assessments, and production support. Partner with HR, Payroll, Recruiting, Compensation, IT, and other stakeholders to deliver scalable Workday solutions and maintain data integrity.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Own the full HR function for a fully remote U.S. and European workforce. Responsibilities include HR strategy, recruiting, onboarding and offboarding, PEO-managed payroll, compensation and benefits, performance management, employee relations, engagement, compliance, policy administration, and learning and development. The role partners with leadership and managers, manages HR systems and reporting, and builds scalable people programs and processes.

Supports employees and managers on hiring, relocation, benefits, compensation, performance, career development, employee relations, and HR policies. Serves as the first point of contact for HR concerns, coordinates training and recruitment activities, supports engagement initiatives, administers HR processes, ensures data privacy and legal compliance, and assists with employee and management development in an onsite manufacturing environment.

Leads strategic HR partnership for Commercial and Product organizations, including Sales, Marketing, and Product. Advises executives, leads and develops HR Business Partners, and drives workforce planning, organizational design, talent reviews, succession planning, leadership development, employee relations, rewards, performance, culture, and change initiatives. Connects people strategies to business growth and operating results while partnering with HR centers of excellence, Finance, Legal, and business leaders.

Partners with business and functional leaders to execute HR strategy, advise on employee relations and performance, manage talent and compensation processes, support organizational change, strengthen engagement and culture, and implement HR initiatives. The role requires strategic and tactical HR expertise, strong communication and relationship-building skills, labor law knowledge, and the ability to travel 10–20%.

Provides administrative support across recruitment, onboarding, employee records, payroll and benefits documentation, attendance tracking, employee communications, training coordination, and separation processing. Maintains confidential personnel files and HR database information, schedules interviews and meetings, prepares correspondence and reports, responds to employee inquiries, and supports compliance with company policies and employment procedures.

Supports human resources operations through recruitment, candidate screening, onboarding, stay interviews, employee records, safety coordination, workers’ compensation, payroll, benefits, compensation, performance programs, and HR compliance. The role also tracks recruiting data, maintains training records, supports managers, contributes to organizational initiatives, and serves as a backup safety coordinator. Occasional driving, background checks, and reliable insured transportation are required.

Leads HR strategy and day-to-day people operations for North American and EOR teams. Partners with executives on organizational planning, retention, compensation, benefits, compliance, employee relations, learning and development, and internal communications. Manages a two-person People team, owns Rippling and the People Ops budget, coordinates globally with Israel-based HR leadership, and ensures alignment across U.S. and Canadian policies and processes.

Provides fractional HR support to nonprofit and small-business clients, including payroll and benefits administration, onboarding, offboarding, HRIS and employee-record maintenance, policy support, compliance training, and employee communications. The role manages multiple client priorities, audits payroll and HR records, supports California employment-law compliance, improves HR processes, and contributes to project management and special initiatives in a remote, client-facing environment.

The HR Generalist manages hiring, onboarding, offboarding, employee records, HR compliance, I-9 verification, reporting, audits, performance management support, employee engagement, training, and HR process improvements. The role oversees an HR Administrative Assistant, partners with HR and Talent Acquisition teams, maintains legal and policy compliance, and supports employees across multiple states and countries.

Manage end-to-end payroll through a PEO, administer HRIS data, support employees with payroll and HR inquiries, ensure multi-state compliance, generate reports, and optimize HR workflows. Lead the organization’s 2027 transition from its PEO to an independent payroll and HR technology stack, including system selection, implementation, tax setup, SOP development, controls, and employee training.

Strategic HR Business Partner supporting the Sales organization and senior commercial leaders. Responsibilities include organizational design, workforce planning, talent management, people analytics, change management, manager coaching, compensation planning, employee relations, and diversity initiatives. The role partners with Talent Acquisition, Legal, Compensation, and Sales Enablement to build high-performing, scalable revenue teams.

Recruits Personal Care Attendants, conducts interviews, coordinates onboarding and orientation, tracks hiring and training requirements, maintains employee records, supports new hires, and contributes to engagement, retention, job fairs, and local outreach. The role also assists with administrative tasks and occasional field shift coverage after training.

Lead Clinigen’s global HR Business Partner organization and advise senior executives on workforce, organization, talent, succession, leadership, performance, and change strategies. The role develops regional HRBPs, drives organization design and workforce planning, supports transformation, restructuring, M&A integration, and strengthens a globally consistent HRBP operating model while preserving regional expertise.

Leads global Total Rewards, including compensation, benefits, incentives, recognition and mobility, while overseeing People Operations, HR systems, payroll governance, workforce data and reporting. Owns the HR technology roadmap, process automation, data standards, executive dashboards and global payroll controls. Partners with Finance, IT, Legal and business leaders to deliver scalable employee processes, and leads a team spanning Rewards and People Operations.

Leads HR People Enablement operations by designing scalable processes, establishing governance and controls, managing continuous improvement, and coordinating major HR cycles such as Open Enrollment and Year-End Rewards. Partners cross-functionally with HR, Finance, Payroll, IT, Legal, and external providers to improve service quality, manage risks, track roadmaps, and support executive decision-making.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.