Top HR Jobs in Denver & Boulder, CO

Serve as first HR contact, delivering prompt, empathetic responses to employee inquiries across phone, email, chat, and cases. Guide employees through self-service (HRCM), audit and improve workflows, escalate complex issues to HRBPs/payroll, identify process inefficiencies, and support daily HR team tasks.

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.

Lead PwC's HR Managed Services payroll practice, driving global payroll operations, compliance, transformational change, and client relationships. Build and mentor teams, analyze and improve payroll processes, and promote payroll technology use and thought leadership across a global network to enhance organisational effectiveness and employee experience.

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.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

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 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.

Senior HR leader partnering with the Chief Revenue Officer to translate business strategy into people strategy. Responsibilities include workforce planning, org design, change management, compensation guidance, talent management (performance, succession, career ladders), leader enablement, and developing HRBP team capabilities to support revenue growth.

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

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.

Support HR operations by assisting management and employees with hiring, transfers, onboarding, background and drug screening, maintaining HRIS and personnel files, ensuring compliance with employment laws and company policy, generating HR reports, supporting payroll records, training new hires, and performing general administrative duties.

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.

Serve as the regional HR Business Partner managing complex employee relations, conducting workplace investigations, advising and coaching managers, supporting workforce planning and compliance, driving culture and employee experience initiatives, and analyzing people metrics to recommend proactive interventions across multiple clinic locations.

Own and improve HR operations: audit processes, manage onboarding/offboarding, administer HRIS (PeopleForce), coordinate probation and benefits, create SOPs, produce HR analytics and reports, and collaborate with HR, Finance, IT, and Operations to streamline workflows.

Temporary 6-month HR Administrative Coordinator responsible for onboarding and offboarding, leading in-person new hire orientation, maintaining HR systems and employee files, supporting HR Business Partners and global employee inquiries, auditing HR data for compliance, and collaborating with Recruiting, IT, Legal, and Workplace teams to improve HR processes.

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.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Manage full-cycle recruitment, onboarding/offboarding, benefits and payroll support, HRIS (Paylocity) administration, reporting, employee relations, training coordination, and HR operational improvements for a remote workforce.

Provide day-to-day HR support for multiple branch leaders including full-cycle recruitment, onboarding, employee relations, training, policy implementation, documentation retention, performance review updates, and regional HR communications. Partner with HR team on transfers, relocations, investigations, terminations, and change management. Maintain community and school relationships and travel to branches as needed (approximately 20-30%).

Act as an embedded HR advisor to business leaders across regions, guiding performance management, employee relations, workforce planning, talent initiatives, and people-data analysis to translate business goals into practical people actions.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.