Top HR Business Partner Jobs in Denver & Boulder, CO

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.

Partners with business leaders and employees on strategic and tactical HR matters, including employee relations, investigations, workforce planning, organizational design, performance management, talent development, compensation, engagement, and retention. Advises managers, leads HR programs and change initiatives, and supports organizational capability across market sectors. The role also includes travel for meetings and operational needs.

Partners with business leaders and employees on HR strategy, employee relations, investigations, engagement, workforce planning, organizational design, performance management, talent development, compensation, and change initiatives. Advises and coaches managers, implements HR best practices, leads strategic projects, and manages the company-wide internship program. The role requires business travel and vehicle use, along with broad HR experience and strong judgment.

Serves as a strategic HR advisor to managers and executives across a multi-state workforce. The role partners on workforce planning, organizational design, reorganizations, employee relations, performance management, leadership development, succession planning, change management, and employment-law compliance. It coaches leaders, manages sensitive employee matters, uses workforce analytics, coordinates HR system updates, and supports continuous improvement across HR operations.

The Senior HR Business Partner provides strategic and hands-on employee relations support, managing investigations, risk, employee engagement, performance management, compensation, benefits, talent development, workforce planning, and recruiting partnerships. The role advises leaders and employees, analyzes HR trends, coaches managers, supports organizational initiatives, and improves HR processes. It is hybrid in Pleasanton or San Carlos, California, with approximately 15% travel.

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.

Partners with executive leaders to diagnose organizational needs, guide change, and improve culture and effectiveness. Leads employee engagement, performance management, workforce planning, succession management, talent development, and organizational change initiatives. Advises on AI tools for talent acquisition, predictive turnover modeling, and employee experience. Ensures HR policies comply with employment legislation while translating business plans into talent strategies.

Partners with leaders and employees across global teams on employee relations, performance management, compensation, compliance, HR transactions, workforce planning, organizational changes, and HR operations. Manages investigations, terminations, employment agreements, HRIS data, payroll coordination, workforce analytics, policies, and international employment practices. Builds scalable HR processes and collaborates with Finance, Legal, Recruiting, and EOR/PEO partners.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Serves as a strategic HR partner for dispersed employees, leaders, and clients. Responsibilities include employee relations, performance management, compliance, employee lifecycle administration, investigations, policy development, HR program implementation, and collaboration with payroll, benefits, and talent acquisition. The role requires multi-state employment law knowledge, government contracting experience, and the ability to support tribal or Native-owned organizations with culturally responsive HR solutions.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Serve as a strategic HR advisor across a fast-paced SaaS company, driving employee relations, workforce planning, investigations, performance management, organizational design, leave and accommodation compliance, HR program rollout, and HR analytics. Partner with leaders to build inclusive high-performing teams, leverage HRIS and AI tools to improve processes, and ensure legally sound documentation and consistent multi-state employment practices.

Serve as a strategic and hands-on HR advisor to multiple departments. Manage employee relations, investigations, performance plans, leave matters, review and pay cycles, workforce reporting, budgeting, compliance audits, engagement, retention, talent assessment, and organizational change. Advise executives and managers while ensuring alignment with US employment regulations. Use generative AI tools for analysis, research, reporting, and communication.

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.

Serve as a strategic HR business partner to senior leaders, aligning HR strategies with business goals. Advise on workforce planning, talent management, succession, performance management, employee engagement, and organizational development. Use HR metrics, coach managers, resolve employee issues, and drive change to improve retention and effectiveness.

The Human Resources Business Partner manages recruiting, onboarding and offboarding, HR records, position management, leave administration, compliance reporting, employee relations support, payroll, benefits, finance, and budget activities. The role requires maintaining accurate records, protecting sensitive information, supporting employees and managers, and ensuring HR operations comply with policies and regulations. The position is on-site with the Denver District Attorney’s Office.

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%.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

Leads strategic HR partnership for senior executives and manages a team of HR Business Partners. Oversees workforce planning, talent and organizational development, succession planning, change management, complex employee relations, workforce analytics, culture, and HR technology optimization. Provides executive coaching, influences enterprise decisions, and delivers complex HR programs in a fast-changing environment.

Partner with leaders across clinical, technology, and corporate functions to deliver strategic HR solutions. Responsibilities include employee relations, organizational design, change management, leadership development, performance management, workforce planning, engagement initiatives, compliance, and people analytics. The role supports a remote, multi-state organization with a focus on healthcare and clinical teams.

Serves as a strategic and hands-on HR partner to Operations, Development, and Global Program leaders. Leads workforce planning, organizational design, talent reviews, succession planning, employee relations, leadership development, engagement, compensation, performance management, and organizational effectiveness. Advises leaders on talent and workforce risks, supports compliance with employment laws, SOX, and FDA requirements, and helps align HR programs with business growth and biotech industry practices.

Provides strategic and operational HR support to multiple clients, including HR policy development, compliance, HRIS and payroll implementation, benefits administration, onboarding, leave management, employee relations, performance management, and culture initiatives. Advises startup and private-equity-backed organizations, supports mergers and acquisitions due diligence, and manages changing client priorities while ensuring compliant and effective PeopleOps practices.