Top HR Business Partner Jobs in Denver & Boulder, CO

Serves as the HR leader for manufacturing sites, advising managers and employees on employee relations, performance management, compliance, benefits, recruiting, compensation, training, and organizational development. The role administers Paycom HRIS processes, analyzes HR metrics, supports workforce planning, improves HR programs, and ensures compliance with federal and state employment laws. It requires strong discretion, communication, and experience in manufacturing or high-technology environments.

Provides strategic and hands-on HR partnership to senior leaders, advising on organizational effectiveness, change management, talent and performance management, employee relations, investigations, workforce planning, and people programs. The role uses workforce data, HR technology, and cross-functional collaboration to improve leadership effectiveness, employee experience, compliance, and organizational performance. It also leads complex initiatives and advises on sensitive workforce matters involving Legal and Compliance.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

The Human Resources Business Partner aligns regional HR strategy with business goals, advising leadership on workforce planning, talent, organizational effectiveness, retention, and performance. The role leads regional M&A integration, change initiatives, succession planning, key hiring assessments, employee relations investigations, compliance, and people-metrics reporting. It supports compensation, training, wellness, and engagement programs while maintaining regular branch presence. Multi-site or multi-state experience, strong business acumen, employment-law knowledge, and 25–35% travel are required.

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 regional and business leaders to translate workforce needs and business priorities into talent, leadership, organizational, and capability strategies. Advises on workforce planning, organizational effectiveness, succession, talent reviews, performance, retention, engagement, change adoption, and colleague experience. Coaches leaders, facilitates talent discussions, interprets workforce data, and coordinates solutions across Talent Management functions. The role requires regular regional travel and occasional travel to Nashville and other locations.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

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.

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.

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.

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.