Top HR Business Partner Jobs in Denver & Boulder, CO

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.

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

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

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

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.

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.

Serve as trusted HR advisor supporting leaders and employees on employee relations, performance management, organizational effectiveness, HRIS data and compliance, and HR program improvements across U.S. and international teams.

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.

Partner with business leaders to drive strategic human capital plans including succession planning, talent development, compensation, performance management, staffing and employee relations. Lead HR projects, provide data-driven insights and change leadership, manage coordinators and site leads, and collaborate with HR COEs to implement solutions that enable business growth and organizational effectiveness.

Serve as a strategic HR advisor to operational leaders across a multi-hospital veterinary portfolio. Support workforce planning, acquisition integrations, leadership development, employee engagement, employee relations, compliance with multistate employment law, change management, and data-driven people strategies. Travel to support decentralized teams and drive organizational effectiveness and retention.

The role of People Partner involves supporting and implementing HR strategies, fostering relationships with leaders, managing workforce planning, and driving employee engagement initiatives across Engineering, Product, and Revenue functions.

The HRBP acts as a strategic advisor to multi-unit leaders, aligning HR strategies to business goals, driving workforce planning, employee relations, and compliance oversight across multiple locations.

Serve as a strategic HR advisor to leaders and managers, aligning talent strategies with business goals. Drive organizational effectiveness, talent management, employee relations, workforce planning, compensation guidance, change management, and leadership development. Coach managers, support hiring/onboarding/performance processes, lead HR projects, ensure compliance, and use data to identify trends and recommend solutions in a fast-growing, remote environment.

Partner with senior operations leaders to drive workforce planning, org design, large-scale change, talent reviews and succession planning. Provide data-driven insights, strengthen leadership capability, manage employee relations, advise on compensation and partner with HR Centers of Excellence to deliver enterprise HR programs. Support Clinical Operations, Manufacturing, Procurement, and Customer Care. Remote U.S.-based role with ~20-30% domestic travel.

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

The Senior HR Business Partner coaches leaders, manages employee relations, oversees leave processes, and ensures compliance while handling HR policies and benefits administration effectively.

The Senior HR Business Partner partners with senior leaders to enhance workforce planning, organizational design, and talent strategy, driving operational effectiveness and improving employee experience in a clinical setting.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

The HR Business Partner will develop relationships with management and staff, support employee relations, performance management, and foster a high-performing culture by employing feedback and improving HR processes.

Serve as a strategic HR partner to business leaders, advising on employee relations, performance management, workforce planning, talent development, succession, and change management. Manage HRIS/payroll actions, ensure compliance with employment laws (including California), support recruitment and organizational initiatives, analyze HR data, and promote a high-performance culture.

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.

Provide HR business partner support for a large unionized frontline and management workforce: assist employee relations and investigations, facilitate onboarding and new-hire orientation, maintain confidential employee records, administer I-9/E-Verify and ADP HRIS updates, support leave and disciplinary processes, analyze HR metrics, and support local training and compliance reporting.

Partner with business leaders to align people strategy to transformation initiatives: workforce reskilling, change management, org design, talent planning, performance management, and capability transfer during AI and legacy modernization programs.