Top HR Business Partner Jobs in Denver & Boulder, CO

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.

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

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.

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.

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 HR Business Partner serves as a strategic consultant to leaders and employees, focusing on employee relations, performance management, leadership coaching, talent planning, and HR compliance. Responsibilities include conducting investigations, interpreting policies, advising on employment laws, identifying training and succession needs, analyzing workforce trends, supporting recruiting and retention, and resolving escalated workers’ compensation, leave, disability, and unemployment matters.

Serves as a strategic HR consultant and trusted partner to business leaders, focusing on employee relations, performance management, leadership coaching, talent planning, compliance, and organizational development. Investigates complex employee issues, advises on employment laws and policies, identifies workforce trends, supports recruiting and retention, manages escalations involving workers’ compensation, leave, ADA, and unemployment claims, and contributes to HR initiatives and process improvements.

The HR Business Partner serves as a strategic consultant and trusted advisor to leaders and employees. Responsibilities include employee relations investigations, performance management, leadership coaching, succession planning, talent acquisition support, policy interpretation, employment-law compliance, training needs assessment, organizational trend analysis, and HR process improvement. The role partners with legal and HR service centers, supports leave and claims escalations, and contributes to organizational initiatives while maintaining confidentiality and regulatory compliance.

Build and operate core HR processes, including onboarding, offboarding, performance reviews, merit and promotion cycles, career pathing, employee recognition, learning and development, benefits support, and immigration assistance. Own the implementation and configuration of Rippling, using AI tools to improve efficiency while maintaining compliant documentation, data handling, and decision-making practices. Partner closely with employees and managers in a growth-stage company.

Senior HR Business Partner supporting GTM across the Americas. Serve as trusted advisor to leaders, manage full employee lifecycle, drive talent and succession planning, support headcount and people-cost planning, analyze HR metrics, lead HR programs for growth and retention, and coach managers to improve performance.

Partners with HR leadership and business stakeholders to deliver strategic human resources support for union and non-union employees. Advises leaders on employee relations, investigations, succession planning, retention, performance, engagement, organizational development, and change management. Uses workforce analytics and benchmarking to identify trends and develop solutions. Leads cross-functional HR initiatives, supports represented employees, consults with legal, and helps strengthen organizational capability.

The Lead HR Business Partner provides strategic HR support, coaching, and advice to business leaders, focusing on employee relations, performance management, and talent development.

Partners with Global Medical Affairs and Commercial Development leaders to develop people strategies supporting organizational effectiveness, growth, and global commercialization. Advises on workforce planning, organizational design, talent development, change leadership, employee engagement, HR initiatives, and employee relations. Collaborates with HR centers of excellence and other HRBPs to implement scalable processes, strengthen culture, and support organizational transformation.

Serves as the strategic HR partner to Customer Experience leaders across Customer Success, Professional Services, Support, and Renewals. Leads organizational design, workforce planning, talent management, leadership coaching, employee relations, change management, compensation, succession planning, and engagement initiatives. Uses workforce and business insights to improve organizational effectiveness, support transformation, and align people strategies with GTM priorities. Partners across the People Team and mentors HR colleagues.

Partner with senior leaders across a global technology organization to guide organizational design, leadership development, talent and succession planning, engagement, retention, capability building, and people strategy. The role supports a rapidly scaling AI company, combines strategic advising with hands-on execution, and helps build scalable People practices across distributed teams and regions.

Serve as a strategic HR partner to leaders in a high-growth SaaS company. Build performance, accountability, culture, leadership judgment, and internal communication systems from the ground up. Coach managers through ambiguous and sensitive employee situations, advise on organizational health, and strengthen consistency across the leadership layer. Partner with HR Operations and the HRBP Lead while using AI to improve HR and company-wide efficiency.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Lead people strategy and partner with business leaders to solve organizational challenges. Drive retention, talent assessment, succession planning, org design, compensation, leadership development, and coach managers to enable performance and change.

Serve as the primary HR partner for Sales and Marketing, advising leaders on org design, performance cycles, compensation, talent acquisition, engagement, employee relations, and compliance. Drive people programs, analyze workforce data, support workforce planning, manage investigations and performance improvement plans, and coordinate with global HR, Compensation, TA, and L&D to build high-performing teams.

Serve as a strategic HR advisor for Transamerica Asset Management, driving talent management, organizational design, leadership coaching, performance and change management, employee relations, total rewards guidance, and engagement initiatives to align HR strategies with business objectives.

Serve as a strategic HR leader partnering with executives to align HR strategy with business goals. Lead and mentor HR team, manage employee relations, design compensation and benefits, develop compliant HR policies, drive change management, and improve employee engagement and culture.

The HR Business Partner will collaborate with employees and leaders to implement HR initiatives, improve engagement, manage talent processes, and provide guidance on HR matters.

Lead full-cycle recruiting and talent strategy as a strategic partner to hiring managers. Build long-term candidate pipelines, source active and passive talent, use AI tools to accelerate recruiting, maintain Greenhouse data and metrics, train managers, and improve recruiting infrastructure and employer branding.