Top Senior HR Jobs in Denver & Boulder, CO

Serves as a strategic HR advisor to business and executive leaders, providing workforce planning, organizational design, talent management, employee relations, compensation, change management, and leadership coaching. Uses workforce data to recommend human capital initiatives, supports performance and talent planning, partners with shared HR services, and leads HR program implementation. Ensures employment law and regulatory compliance while improving employee experience and organizational effectiveness.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

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.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.

Leads the global HR Partner team and serves as a strategic HR advisor to executives and internal clients. Responsibilities include workforce planning, organizational design, talent management, employee relations, compensation, DEI, policy interpretation, investigations, performance management, HR analytics, and organization-wide HR initiatives. The role manages team performance, partners with senior leaders, ensures legal and regulatory compliance, and travels to NRDC offices up to 20% annually.

Leads an embedded HR team supporting a college or division, advising senior leaders on workforce strategy, organizational design, employee relations, talent management, and organizational effectiveness. Translates enterprise HR strategy into unit-level actions, coaches leaders through complex people decisions, manages HR staff, coordinates with HR centers of expertise and shared services, and uses workforce data to identify risks and inform decisions.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Manages HR systems strategy, administration, optimization, integrations, data integrity, governance, reporting, and analytics. Partners with HR, IT, Finance, and business leaders to translate requirements into system solutions, improve workflows, support upgrades, and evaluate AI-enabled tools. Serves as the HR technology subject matter expert and may mentor others without formal supervisory responsibility.

Partner with senior leaders and managers on organizational design, workforce planning, talent development, performance management, employee relations, compensation cycles, and change management. Coach leaders, improve People programs, use Rippling and AI-enabled tools to analyze workforce data, and turn organizational insights into practical improvements across the employee experience.

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.

The Human Resources Business Partner advises leaders on people and culture matters, manages employee relations, and leads performance management and career development programs. Responsibilities include workforce planning, policy guidance, HR metrics analysis, talent initiatives, compensation guidance, retention and engagement efforts, and multiple HR projects. The role requires strong communication, employment law knowledge, confidentiality, and collaboration across a multi-location organization.

Performs broad HR generalist duties including onboarding, offboarding, benefits and leave administration, employee relations, performance management, compensation, HRIS administration, policy implementation, employment law compliance, reporting, and employee investigations. Partners with managers and employees, supports training and organizational initiatives, maintains personnel records, and develops HR programs and solutions.

The Director of Human Resources partners with the Bagcraft operating unit and leads HR professionals across six U.S. manufacturing sites. Responsibilities include HR strategy, leadership coaching, employee engagement, recruiting, talent management, organizational development, change management, HR analytics, legal compliance, and labor relations. The role oversees union relationships, collective bargaining, grievances, and arbitration while partnering with centers of excellence in talent acquisition, compensation, benefits, and employee experience. Travel of up to 40% within the United States is required.

Senior HR Business Partner supporting Sales and field-based commercial teams across US and Canada. Provide strategic HR partnership to executive and senior leaders on talent strategy, organization design, succession planning, leadership development, change initiatives, performance management, employee relations, and workforce analytics. Collaborate with HR Centers of Excellence and cross-functional stakeholders to deliver integrated HR solutions, coach leaders, and improve organizational effectiveness and employee experience.

Partners with business leaders on workforce strategy, employee relations, talent development, performance management, succession planning, organizational change, and employment compliance. Supports recruitment, HR programs, employee concerns, HRIS and payroll transactions, workforce analytics, and enterprise HR initiatives while promoting a positive workplace culture.

Provides day-to-day HR partnership to assigned business groups, advising managers on employee relations, performance management, talent processes, workforce planning, organizational changes, compensation, and employee lifecycle matters. Analyzes workforce trends, supports investigations and people programs, guides organizational effectiveness initiatives, and partners with senior HR leaders and cross-functional People teams in a remote-first environment.

Partners with manufacturing leaders on employee relations, staffing, onboarding, benefits, employment law compliance, engagement, DEI, training, performance management, compensation, organizational design, and change management. Maintains confidential HR records and systems, supports investigations and conflict resolution, develops workforce plans, and drives culture and retention initiatives.

The Sr. People Experience Partner manages HR strategies, enhances employee experience, oversees employee relations, and provides business consultation, while leading direct reports.

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

Manages day-to-day HR operations, including onboarding, payroll, benefits, employee records, and compliance. Supports finance and administration through expense reports, accounts payable and receivable, purchasing, invoicing, inventory, and monthly close activities. Coordinates vendors, shipping, receiving, contracts, subcontractor documentation, government reporting, audits, and WAWF invoicing. The role also improves internal processes, supports employees and managers, and handles confidential information in a growing robotics and defense technology company.

Leads global compensation and benefits programs, including salary structures, incentive plans, equity, benefits, open enrollment, 401(k), leave administration, compliance, audits, and payroll coordination. Owns HR metrics, systems, policies, process improvements, change management, and AI-in-HR strategy. Partners with leadership, vendors, payroll, IT, and external stakeholders to improve employee experience and operational efficiency.

Leads broad HR services including employee relations, workforce planning, talent management, performance management, compliance, HR operations, analytics, and organizational effectiveness. Administers Paycom, develops workforce dashboards, oversees investigations and HR processes, facilitates training, supports change initiatives, and advises leaders. Provides supervision, coaching, workflow oversight, and development for HR team members. The role may be filled at the HR Manager or Senior HR Manager level depending on experience and scope.