Top HR Business Partner Jobs in Denver & Boulder, CO

Provide hands-on HR support as a strategic partner to business leaders: employee relations, performance management, workforce planning, talent development, compensation administration, compliance, onboarding, and change support across assigned units.

Partner with property and operations teams to deliver HR solutions across recruiting, compensation, performance and talent management, employee relations, HRIS administration, compliance, and inclusion initiatives. Manage full-cycle recruiting, compensation modeling, talent development, leaves administration, HR reporting, job descriptions, onboarding/offboarding, HR communications, and process improvements.

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.

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.

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.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Senior HR business partner leading HR for global Business AI, Technology & Product. Drive organizational design, workforce planning, leadership development, talent strategy, employee relations, performance and rewards, compliance, HR operations, and coach HR teams to enable growth and transformation across a complex, technology-focused global organization.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Lead global HR business partnership, driving strategies for organizational effectiveness, employee relations, talent development, and coaching managers. Collaborate with leaders across functions and deliver integrated HR programs aligned with company objectives.

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 HR partner to senior leaders in West R&D, driving organizational design, workforce planning, talent management, succession planning, compensation guidance, change leadership, and complex employee relations to improve engagement, retention, and leadership capability.

Strategic HR Business Partner advising Engineering, Research, Product Strategy, and Technical Operations on organizational design, workforce planning, leadership coaching, performance management, compensation, employee experience, and HR operations. Build people programs, drive talent and succession planning, partner with recruiting and legal, leverage people data and AI tools, and serve as a Rippling administrator to scale processes across globally distributed technical teams.

Serve as an embedded strategic HR partner for market unit leaders, driving workforce planning, org design, compensation analysis, performance coaching, complex employee relations, HR technology adoption, and harmonization of job architecture across a remote, multi-jurisdictional workforce.

Serve as primary HR partner for corporate orgs: lead calibration, promotion, and merit cycles; coach managers and executives; advise on complex employee relations; drive strategic HR initiatives; design scalable HR processes; use AI tools to accelerate work; mentor HR teammates.

Partner with District Managers to develop and coach Director-level leaders, manage performance and complex employee relations, lead talent reviews and succession planning, provide data-driven HR insights, coordinate with HR Centers of Expertise on compensation, hiring, onboarding/offboarding, and change management to improve retention and organizational effectiveness.

Serve as an individual-contributor HR Business Partner for the Americas, advising managers and employees on HR policies, HRIS administration, onboarding/exits, compensation, performance management, succession planning, employee engagement, org design, workforce planning, and regional HR projects (including M&A). Use AI tools to automate routine tasks and support broader corporate HR initiatives. Occasional travel (<10%) to regional meetings.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

Serve as HR Business Partner supporting benefits, compensation, employee relations, investigations, compliance, performance management, training, onboarding, and HRIS administration. Act as backup to HR lead for benefits and compensation, support open enrollment, vendor relationships, and employee/manager coaching to ensure consistent policy application and regulatory compliance.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

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.