Top Senior HR Jobs in Denver & Boulder, CO

Provides expert HR guidance to small-business clients through chat and calls, using AI tools to research and verify answers. Builds employee handbooks, completes multi-state compliance projects, manages escalations, documents work, and helps develop repeatable processes and tools. Supports fractional HR consultants as needed while delivering responsive, confidential, and accurate client service.

Serves as a strategic HR advisor to business and executive leaders, providing data-driven recommendations across talent, organizational design, compensation, employee experience, performance management, compliance, and change management. Coaches leaders, supports workforce and talent planning, guides HR program implementation, and partners with shared HR services to improve processes and employee outcomes. Requires regular attendance at a DISH facility and travel of less than 10%.

Partners with Claude Corps leaders and managers on employee relations, performance, policies, and workforce needs. Owns high-volume, multistate fellow onboarding, including background checks, I-9, payroll, benefits, records, and employment documents. Manages onboarding support staff, oversees workload and quality, handles leave and accommodation coordination, maintains HR guidance, and improves processes through technology and automation.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Partners with regional and business leaders on workforce strategy, organizational effectiveness, talent reviews, succession planning, performance, leadership development, retention, engagement, and change adoption. Coaches leaders, facilitates talent discussions, interprets workforce data, identifies organizational needs, and coordinates integrated Talent Management solutions. The role requires regular regional travel and periodic travel to Nashville and other locations.

The HR Data Analyst develops and maintains workforce dashboards, KPIs, reports, and automated analytics solutions. They analyze employee lifecycle, engagement, retention, talent, learning, rewards, and HR operations data to identify trends and provide recommendations. The role partners with HR and business leaders, presents insights, ensures data quality and compliance, and improves reporting processes through governance, validation, automation, and data modeling.

Serves as a strategic HR advisor to senior executives, developing talent strategies, organizational designs, workforce plans, and change initiatives. Uses data-driven insights to influence business decisions, improve organizational performance, and address complex talent needs. Leads cross-functional HR programs, coaches executive leaders, mentors HR professionals, partners with Finance and HR centers of excellence, and manages people-related risk and compliance.

Manages outsourced HR services for multiple clients, including HR administration, payroll and benefits coordination, employment compliance, workers’ compensation and unemployment matters, policy and handbook development, employee documentation, process improvement, and client support. The role requires managing confidential records, coordinating external providers, improving HR workflows, and delivering practical, compliant solutions across diverse organizations.

Serves as a strategic HR advisor to senior leaders and managers across U.S., Canadian, and international client groups. Leads workforce planning, talent management, organizational effectiveness, change initiatives, employee relations, compliance, and HR process improvements. Uses ADP Lyric, Workday, people analytics, and HR metrics to support decisions and improve operational efficiency. Coaches leaders, manages complex employee issues, supports reorganizations and integrations, and partners with HR Centers of Excellence on scalable people solutions.

Build and manage IJM’s global alumni community, including engagement journeys, mentorship, events, communications, and relationships with former interns and fellows. Own alumni data migration and maintenance in Salesforce, develop dashboards and metrics, and report on engagement, fundraising, volunteering, and recruitment outcomes. Partner with talent, advancement, and program teams to leverage alumni for referrals, fundraising, advocacy, and mission priorities. The role is hybrid in Washington, DC or remote for non-local candidates.

Manage broad HR responsibilities across the employee lifecycle, including employee relations, performance management, investigations, disciplinary actions, benefits administration, onboarding, offboarding, compliance, policy interpretation, HRIS data, and documentation. Partner with managers and cross-functional teams, provide confidential guidance, identify risks, and support employees across multiple locations. The role requires sound judgment, discretion, organization, adaptability, and potential for future HR leadership.

Supports HR strategy for two manufacturing sites by advising leaders and employees, managing employee relations, talent acquisition, onboarding, performance management, workforce planning, succession planning, engagement, compliance, and organizational development. Analyzes HR metrics, supports change initiatives, maintains confidential records, and travels up to 20% between sites. The role requires regular onsite presence near Englewood, Colorado.

Supports HR strategy and operations across two manufacturing sites, advising leaders and employees on talent management, employee relations, performance management, workforce planning, onboarding, compliance, engagement, organizational development, and succession planning. Analyzes HR metrics, leads change initiatives, supports leave administration, and contributes to business-wide HR projects. Requires regular onsite presence near Englewood, Colorado, with up to 20% travel.

Serves as a strategic HR partner for regional leaders and branches across a multi-state workforce. Responsibilities include leadership coaching, employee relations investigations, employment-law compliance, engagement and retention initiatives, workforce analytics, HR policy improvement, vendor management, and performance development. The role is remote within the Midwest and Central United States and requires at least 25% regional travel.

The Director, HR Business Partner advises leaders on workforce planning, organizational effectiveness, employee relations, investigations, performance management, compensation, talent processes, change initiatives, and compliance. The role independently manages complex employee matters, supports reorganizations and succession planning, analyzes workforce data, coordinates with HR specialties and Legal, and ensures accurate employee lifecycle documentation. It combines strategic HR partnership with hands-on operational execution in a lean environment.

Partners with leaders and employees across the Water Division and Mechanical Shop to develop HR strategies, manage employee relations and investigations, coach managers, support workforce and succession planning, facilitate onboarding and development, ensure employment-law compliance, and drive engagement, retention, and culture initiatives. Uses employee data to identify trends and provides periodic on-site support at company facilities.

Own the full HR function for a fully remote U.S. and European workforce. Responsibilities include HR strategy, recruiting, onboarding and offboarding, PEO-managed payroll, compensation and benefits, performance management, employee relations, engagement, compliance, policy administration, and learning and development. The role partners with leadership and managers, manages HR systems and reporting, and builds scalable people programs and processes.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Leads global people operations and strategic HR programs for a rapidly scaling, distributed technology company. Builds AI-enabled HR tooling and automations, manages global employment compliance and EOR infrastructure, administers Rippling, develops leadership training, and oversees culture and engagement programs across 21 countries. Partners with leadership on compensation, performance cycles, workforce expansion, policies, and operational infrastructure.

Supports HR services for U.S., international assignment, and Employer of Record employees across multiple countries. Responsibilities include onboarding, payroll and benefits enrollment, work authorization, policy guidance, performance reviews, international assignment payments, offboarding, employee records, labor-law compliance, and coordination with vendors and EOR partners. The role also supports medical clearances, assignment travel, household goods shipments, and employee customer service in a multicultural humanitarian environment.

Leads strategic and operational HR activities, including employee engagement, retention, talent management, onboarding, training, employee relations, compliance, benefits, compensation, HRIS administration, investigations, safety, and legal risk management. Advises the CEO and leadership team, supervises an HR Generalist, supports workforce planning, and promotes organizational culture and development in an onsite distribution environment.

Leads human resources for a service center, managing employee relations, policy application, recruiting, onboarding, benefits and leave support, training, labor relations, and employee engagement. Partners with corporate and regional HR teams and operations leadership to resolve employee issues, implement HR programs, and support staffing decisions. Requires a bachelor’s degree or equivalent experience, five years of HR generalist experience, employment law knowledge, strong communication and leadership skills, and proficiency with AS400, SAP, and Microsoft Office.

Provides strategic and day-to-day HR partnership for designated business units, including employee relations investigations, coaching, policy interpretation, workforce planning, and succession planning. Supports unionized workforces through grievance resolution, collective bargaining agreement administration, labor-management relations, and workplace investigations. Partners with legal counsel and leaders on labor matters, organizational changes, and compliance. The role is fully remote within the United States.

The Human Resources Generalist supports the full employee lifecycle, including onboarding, employee relations, leave administration, benefits, compensation, compliance, HRIS maintenance, reporting, and employee engagement. The role advises leaders, maintains accurate personnel records, delivers training and communications, supports HR projects, and analyzes workforce data. It requires hands-on HR operations experience, strong communication, discretion, adaptability, and the ability to support a growing, multi-site, 24/7 healthcare organization.

Provides strategic HR partnership to employees, managers, and leaders across assigned business units. Oversees employee lifecycle processes, employee relations, performance management, engagement, compensation, onboarding, offboarding, and talent initiatives. Coaches leaders, supports organizational development, advises on complex people matters, promotes employee experience and career progression, and ensures HR programs align with business goals and employment regulations.