Top HR Jobs in Denver & Boulder, CO

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Lead and mentor an HR Operations team handling benefits, leave, immigration, HRIS, and retirement inquiries. Harmonize HR processes, ensure compliance, drive continuous improvement using data and process mapping, and elevate employee experience through escalations and cross-functional collaboration.

The Senior Manager will lead HR Process Improvement initiatives, driving efficiency and employee experience, while managing a team and collaborating across functions to optimize HR operations.

Lead PwC's HR Managed Services payroll practice: build and maintain global client relationships, drive payroll transformation and compliance, analyze and optimize payroll processes, mentor and develop teams, and promote payroll technology adoption.

Manage in-house leave programs (FMLA, ADA, Workers' Comp) and accommodations, supervise and develop a team of 7-9 Case Managers, ensure legal compliance, partner cross-functionally, mentor on return-to-work strategies, use data/process mapping to improve efficiency, and escalate high-risk cases to legal as needed.

Serve as an HR subject-matter expert delivering day-to-day HR support for corporate leaders and employees: employee relations, performance management, escalations, disciplinary actions, and lifecycle events. Partner with HR teams (TA, Total Rewards, HRIS, People Ops) to roll out programs, lead process-improvement projects, coach managers, mentor generalists, and ensure compliance. Travel under 25%.

The Senior HR Business Partner advises business leadership on strategic human capital initiatives, contributes to organizational goals, and enhances employee experience through effective HR practices.

The HR Coordinator & Recruitment Specialist manages recruitment and onboarding, supports HR operations, and ensures compliance with employment laws while enhancing the candidate experience.

The VP of HRBP leads HR business partner functions, aligning workforce strategy with business goals, overseeing talent management, and driving organizational effectiveness.

The HR Business Partner Specialist supports HR activities, processes, and employee relations, maintaining employee records and coordinating HR workflows while collaborating across teams.

Serve as first point of contact for employee HR inquiries (benefits, PTO, COBRA, retirement), resolve cases via phone/email/chat/tickets, guide self-service (HRCM), escalate complex issues to HRBPs/payroll, proactively identify process improvements, support daily HR tasks on rotation, and provide empathetic, individualized employee advocacy.

The HR Business Partner drives organizational effectiveness by providing strategic HR solutions, managing employee relations, and enhancing the employee experience across assigned business units.

Early-career HR role supporting Talent Acquisition, HR Product & Technology, or HR Generalist tracks. Responsibilities include managing internship and early-career hiring, supporting HCM platforms and UAT, partnering on performance and employee relations, optimizing HR processes, monitoring program metrics, and coordinating campus events and cross-functional HR projects.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Fixed-term (maternity cover) Senior HR Business Partner to provide employee relations, manager coaching, performance management, and People program continuity. Partner with leaders, People Ops, Legal, Finance, and Recruiting; support immigration processes and external counsel; maintain compliance and people systems; enable change, talent planning, and manager effectiveness in a fast-paced, remote-first environment.

The HR Coordinator II manages HR operations, oversees employee onboarding, maintains records, and ensures compliance with policies, while improving processes and responding to HR inquiries.

Lead HR systems strategy and operations: administer ADP Workforce Now and related platforms, manage integrations and payroll governance, maintain data integrity and compliance, build dashboards and reporting, drive process automation and AI-enabled HR solutions, and lead cross-functional HR projects to improve employee lifecycle and operational scalability.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

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.

The HR Manager will own the full employee lifecycle, drive cultural engagement, manage performance processes, support recruiting, and oversee HR operations, contributing to team health and growth.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

Manage execution and administration of executive compensation programs including salary, annual and long-term incentives, and equity. Support governance, proxy disclosures, analytics, modeling, and audit-ready documentation. Maintain data integrity across systems, coordinate cross-functional stakeholders, and drive process discipline and scalability for executive compensation operations.

Lead design, delivery, and governance of executive compensation programs (base, annual and long-term incentives). Provide modeling, benchmarking, proxy disclosure support, and Compensation Committee materials. Ensure regulatory compliance, data integrity, and scalable operations while partnering with HRIS, payroll, legal, finance, and investor relations to advise senior leadership and drive program improvements.