Top Senior HR Jobs in Denver & Boulder, CO

The Senior Manager will lead HR Process Improvement initiatives, driving efficiency and employee experience, while managing a team and collaborating across functions to optimize HR operations.

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.

Serve as a strategic HR Business Partner advising senior leaders on talent, org design, performance, and employee experience. Use data-driven recommendations, coach leaders, manage employee lifecycle and HR program rollouts, partner with compensation, People Operations, and shared services, ensure regulatory compliance, and lead change management to support business goals across large employee populations.

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

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.

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.

Lead HR systems strategy and operations: administer ADP Workforce Now and related platforms, manage integrations and payroll governance, maintain data integrity and compliance, build dashboards and reporting, drive process automation and AI-enabled HR solutions, and lead cross-functional HR projects to improve employee lifecycle and operational scalability.

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.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

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.

Lead HR activities for a multi-shift manufacturing site including talent acquisition, employee relations, coaching managers, manpower planning, investigations, compliance action plan oversight across multiple sites, and delivering HR standard work and training.

Partner with senior operations leaders to drive workforce planning, org design, large-scale change, talent reviews and succession planning. Provide data-driven insights, strengthen leadership capability, manage employee relations, advise on compensation and partner with HR Centers of Excellence to deliver enterprise HR programs. Support Clinical Operations, Manufacturing, Procurement, and Customer Care. Remote U.S.-based role with ~20-30% domestic travel.

The HR Officer supports onboard leadership in strengthening culture through HR policies, manages employee relations, ensures compliance, and partners with management to meet business needs.

The HR Business Partner collaborates with management to improve employee focus and productivity, aligning HR strategies with company goals and overseeing HR functions.

Identify and engage senior HR leaders (CHRO/CPO/VP/SVP) for interim, fractional, or full-time roles. Candidates will drive enterprise people strategy, talent management, culture/DEIB, organizational design, change management, HR operations, and compliance while partnering with executive leadership and boards.

The HR Manager will lead HR strategies, manage employee relations, oversee talent management, ensure compliance, and support global workforce operations.

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.

The Senior HR Business Partner partners with senior leaders to enhance workforce planning, organizational design, and talent strategy, driving operational effectiveness and improving employee experience in a clinical setting.

Serve as HR partner advising CVMBS leaders on complex employee relations and performance management. Provide consultation, training, data-driven analysis, and policy administration across ~2,200 employees. Partner with university HR and other offices to improve systems, drive change, and support inclusive, high-performance workforce initiatives. In-person role.

Partner with operational leaders to design and execute strategic HR solutions: coach senior leaders, manage employee relations and investigations, deliver workforce planning, talent management, analytics, and change management. Serve as primary HR contact, collaborate with Centers of Excellence, and drive data-informed people strategies to improve engagement, performance, and retention.

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.

Serve as a strategic HR Business Partner for functional teams, translating business objectives into people strategies. Drive compensation frameworks, performance management, training, employee relations, compliance, and HR operations. Balance strategic projects with hands-on execution to scale People Ops for a global, fast-growing startup.

Conscious Talent seeks experienced people leaders to shape HR strategies, build inclusive cultures, and support organizational growth, integrating personal development values in their work.