Top HR Jobs in Denver & Boulder, CO

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.

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.

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.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Provides administrative support across recruitment, onboarding, employee records, attendance, payroll and benefits documentation, employee communications, training coordination, compliance records, offboarding, and general HR office tasks. Maintains confidential employee information, updates HR systems, schedules meetings and interviews, responds to routine employee inquiries, and supports accurate documentation and policy compliance.

Manage human resources functions including recruitment, onboarding, retention, benefits administration, employee relations, performance management, compliance, HR records, reporting, and policy development. The role supports a positive workplace for staff at a skilled nursing and post-acute healthcare facility and requires strong knowledge of labor laws, HR practices, HRIS, and Microsoft Office.

Supports daily HR operations across onboarding, orientation, employee programs, compliance, payroll reminders, recruiting assistance, records management, and offboarding. Verifies licenses and backgrounds, processes I-9 and E-Verify submissions, administers employee programs, supports workers’ compensation documentation, maintains confidential personnel records, and coordinates with Regional HR. The role requires strong organization, communication, discretion, and attention to detail in a skilled nursing and post-acute rehabilitation environment.

Executive HR leader responsible for scaling a distributed workforce across U.S. and Canadian manufacturing sites and remote corporate teams. Leads site expansion hiring, manager coaching, performance management, succession planning, onboarding, career architecture, HR technology automation, workforce analytics, labor relations, compliance, payroll, safety, and employee engagement. The role requires transforming HR into a proactive, low-bureaucracy business partner while supporting rapid growth and geographic footprint changes.

Supports daily HR operations across onboarding, orientation, employee programs, compliance, payroll reminders, workers’ compensation documentation, personnel actions, recruiting, and confidential recordkeeping. Processes background checks, license verifications, drug screenings, I-9s, and E-Verify submissions; administers employee programs and benefits communications; maintains accurate personnel files; and coordinates with Regional HR. The role requires strong organization, communication, discretion, and attention to detail in a skilled nursing and post-acute rehabilitation setting.

Manage comprehensive HR operations, including recruitment, onboarding, retention, benefits administration, employee relations, performance management, compliance, HR records, reporting, and policy development. The role supports a skilled nursing and post-acute healthcare facility while fostering a positive and compliant workplace.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

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.

Manages full-cycle recruiting, including sourcing, screening, interviewing, offers, onboarding, and pre-employment checks. Supports HRIS administration, employee records, reporting, compliance, audits, employment verifications, unemployment claims, and employee lifecycle processes. Administers NMLS enrollment, renewals, records, and audits. Partners with hiring managers and employees while maintaining confidentiality and responding to routine HR inquiries.

Strategic regional HR partner responsible for workforce planning, organizational design, talent strategy, people metrics, change management, M&A integration, escalated employee relations, compliance, succession planning, and leadership hiring. Advises regional and senior leaders in a matrixed environment, supports compensation and development programs, and maintains regular branch presence. Requires multi-site or multi-state HR experience and 25–35% travel.

Manages HR service delivery, including HR inbox triage, employee lifecycle transactions, personnel documentation, benefits administration, reporting, and payroll backup. Coordinates onboarding logistics and data readiness for acquired employees, supports training administration, and ensures timely employee and manager support. The role requires strong organization, confidentiality, HRIS and Excel skills, and collaboration with payroll.

Administers core HR functions including benefits, leave and attendance, employee relations, records, recruiting support, onboarding, learning and development, audits, and policy compliance. Serves as an employee resource, supports investigations and terminations, maintains HRIS and personnel records, and partners with business teams. The role is fully in-office in the South Denver area and may require occasional travel and overtime.

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.

Serves as a strategic HR business partner for distribution centers, EHS, and operations support teams. Leads organizational effectiveness, talent management, workforce planning, employee relations, performance management, compensation planning, compliance, leadership development, investigations, and organizational change. Advises leaders, resolves complex employee matters, implements HR policies and programs, and supports organizational capability. The role is remote with travel under 25% and requires at least five years of progressive HR experience, including three years managing direct reports.

Partners with North American business leaders on workforce planning, organizational design, performance management, change management, employee relations, and talent strategy. Executes onboarding, performance, offboarding, compensation, and promotion processes; maintains Workday data and reporting; supports recruitment, engagement, retention, and culture initiatives. Advises managers on employment practices and legal risks across the United States and Canada, with travel to project sites of up to 15%.

Supports the e-Storage business across North America as a hands-on HR Business Partner. Responsibilities include advising leaders, workforce planning, organizational design, performance management, change management, onboarding, compensation, employee relations, HR reporting, Workday data management, recruitment support, engagement, and retention initiatives. The role requires knowledge of Canadian and US employment practices, strong communication and influencing skills, and the ability to balance strategic planning with daily HR execution. Travel to project sites may reach 15%.