Top HR Jobs in Denver & Boulder, CO

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

The HR Business Partner advises managers and employees on workforce planning, performance management, employee relations, engagement, organizational development, compensation, benefits, and succession planning. The role handles investigations and conflict resolution, ensures compliance with labor laws, updates HR policies, supports learning initiatives, and analyzes HR metrics including turnover, engagement, and DEI data. This six-month contract requires strong communication, discretion, HR expertise, and the ability to work independently in a fast-paced startup environment.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

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.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

Manage end-to-end employee lifecycle, leave administration, HRIS optimization, multi-state compliance, and frontline employee/manager support. Improve HR processes, produce reports/metrics, and support onsite workplace operations including an office relocation. Act as a trusted partner to deliver consistent, compliant, and scalable People operations.

Lead HR Process Improvement for HR Shared Services by identifying, designing, and implementing process enhancements. Manage a team, run cross-functional projects, drive change management, use data to measure impact, and engage stakeholders to improve efficiency and employee experience.

Supports and optimizes HR technology by analyzing requirements, configuring HCM modules, developing tests, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading system enhancement workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, documentation, training, and continuous improvement. Provides subject-matter expertise, coaches users and analysts, and applies responsible AI practices.

Supports and optimizes HR technology by analyzing requirements, configuring HCM systems, testing enhancements, resolving production issues, maintaining data integrity, supporting integrations and reporting, and leading project workstreams. Partners with HR, Payroll, IT, vendors, and business stakeholders while ensuring privacy, security, governance, and compliance. Coaches users and analysts and drives continuous process improvement.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Serve as strategic HR advisor to a business line, partnering with senior leaders on talent planning, organizational design, performance management, leadership development, and change initiatives. Use data-driven recommendations, coordinate with HR shared services (compensation, TA, HRIS), ensure regulatory compliance, and drive programs that improve employee experience and retention across a large population.

Lead the enterprise HR business partner function, advising executives on org design, workforce planning, and financial alignment. Oversee senior HRBPs, drive organizational effectiveness, succession planning, performance management, and AI-enabled workforce transformation. Recruit and develop HRBP talent, set service models and metrics, and ensure alignment with COEs to deliver measurable business impact.

Lead in-house administration of leave programs (FMLA, ADA, Workers' Comp) and manage a team of 7-9 Case Managers. Ensure compliance, coach staff, partner cross-functionally, use data to improve processes, and handle complex LOA and accommodation cases with empathy and legal escalation when needed.

Provides end-to-end HR business partner support to central office departments, advising managers and employees on HR matters. Responsibilities include labor relations and bargaining agreement interpretation, leadership professional development, policy development, employee communications, change initiatives, staff and program management, and collaboration with district and community stakeholders. The role requires broad HR knowledge, HRIS experience, data analysis, strong relationship-building, and familiarity with union environments.

Leads strategic and operational HR support across a multi-site portfolio of arenas, stadiums, and theaters. Partners with venue and regional leaders on workforce planning, organizational design, employee relations, labor strategy, compliance, talent management, succession planning, leadership development, engagement, retention, and change initiatives. Supports salaried and hourly workforces, seasonal staffing, union environments, and consistent HR program execution across geographically dispersed venues.

Leads the HR Operations function, building scalable SOPs, processes, compliance infrastructure, and HRIS capabilities. Owns UKG Ready optimization, payroll, domestic and international benefits, immigration, audits, reporting, compliance training, and onboarding governance. Partners closely with Finance, Legal, IT, Security, and HRBPs while leading and developing the HR Operations team. The role is responsible for improving data integrity, payroll accuracy, audit readiness, automation, and employee-facing people operations.

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.

Partners with senior business leaders and HR Centers of Excellence to address talent needs, implement HR strategies, support organizational change, and improve employee performance. Responsibilities include workforce and succession planning, restructures, coaching, employee relations, organizational development, HR analytics, project coordination, and preparation of organizational charts, plans, summaries, and operating materials.

Supports day-to-day HR operations for DEN employees, including employee inquiries, policy education, HRIS and records administration, terminations, offboarding, correspondence, job description development, and employment-law compliance. The role collaborates with managers and the HR team to improve processes, support employees, and deliver timely HR services. Occasional evening and weekend work may be required.

The Human Resources Manager oversees HR and administrative functions at DEN, including employee relations, labor relations, talent acquisition, compliance, performance management, corrective action, employee complaint intake, investigations, and HR reporting. The role partners with HR and recruiting teams, supports management and employees, maintains compliance with employment laws and bargaining agreements, and builds relationships across the aviation and security community.

Partners with corporate leaders on performance, employee relations, compensation, career development, workforce planning, and manager coaching. Leads calibration, promotion, and merit cycles; advises on complex employee matters; designs scalable HR processes; owns strategic people initiatives; applies AI to improve HR workflows; and mentors fellow HR partners.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

Provides HR operational and administrative support across employee inquiries, Workday transactions, onboarding and offboarding, leave administration, performance management, employment verification, unemployment claims, records, and compliance. Coordinates I-9 and E-Verify processes, maintains HR data and trackers, prepares reports, supports training, conducts exit interviews, and partners with HRBPs, Legal, vendors, managers, and employees while maintaining confidentiality and improving 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.