Top Senior HR Jobs in Denver & Boulder, CO

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.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

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

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 Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

The HR Manager will own the full employee lifecycle, drive cultural engagement, manage performance processes, support recruiting, and oversee HR operations, contributing to team health and growth.

Lead HR strategy and operations: employee relations, conflict resolution, performance management, onboarding, pay equity audits, training, policy compliance, and HR reporting. Partner with executive leadership and board to align HR with organizational goals and maintain confidential personnel records.

Provide day-to-day HR support for multiple branch leaders including full-cycle recruitment, onboarding, employee relations, training, policy implementation, documentation retention, performance review updates, and regional HR communications. Partner with HR team on transfers, relocations, investigations, terminations, and change management. Maintain community and school relationships and travel to branches as needed (approximately 20-30%).

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

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.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Serve as strategic HR partner supporting business units: manage compliance, employee relations, performance management, engagement, DEI, succession planning, training, compensation advising, legal risk mitigation, and HR process improvements.

Lead and coach a national HR Business Partner team, partner with leaders to align HR strategy with business goals, manage employee relations and investigations, implement performance, compensation, and workforce planning initiatives, support recruitment and change management, and ensure compliance with employment laws.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

Manage execution and administration of executive compensation programs including salary, annual and long-term incentives, and equity. Support governance, proxy disclosures, analytics, modeling, and audit-ready documentation. Maintain data integrity across systems, coordinate cross-functional stakeholders, and drive process discipline and scalability for executive compensation operations.

Lead HR project lifecycles, design and deliver automation and communication strategies, manage internal channels and stakeholder engagement, define KPIs, oversee employee engagement surveys, mentor team members, and use AI and HR technology to improve HR service delivery while handling confidential information.

Serve as a strategic HR Business Partner for Cranial & Spinal Technologies, advising leaders on workforce planning, organization design, change management, talent acquisition, employee relations, inclusion, and HR analytics to drive business performance. Collaborate with HR Centers of Excellence to implement talent, development, succession, and engagement programs across Quality, Clinical, Regulatory, Medical Affairs, Legal, and U.S. Commercial functions.

Serve as an HR Business Partner across multiple client groups, advising leaders on performance management, organizational design, talent planning, employee relations, recruiting, change management, and HR program implementation. Drive leadership development, workforce planning, succession, and engagement initiatives while delivering day-to-day HR operations and partnering with Centers of Excellence to align people strategies with business priorities.

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.

Lead all HR functions for a fast-growing construction-technology company: develop HR strategy, manage full-cycle recruitment, employee relations, performance management, training (including safety), compensation/benefits, compliance with Colorado and OSHA regulations, and HR metrics to support scaling and culture preservation across field and corporate teams.

Lead HR strategy and operations for a fast-growing construction-technology startup. Manage full-cycle recruiting, onboarding/offboarding, employee relations, performance management, training, compensation/benefits, HR compliance (including Colorado and OSHA regulations), and HR analytics to support field, technical, and corporate teams.