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.

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

Manage end-to-end employee lifecycle, leave administration, HRIS optimization, multi-state compliance, and frontline employee/manager support. Improve HR processes, produce reports/metrics, and support onsite workplace operations including an office relocation. Act as a trusted partner to deliver consistent, compliant, and scalable People operations.

Lead HR Process Improvement for HR Shared Services by identifying, designing, and implementing process enhancements. Manage a team, run cross-functional projects, drive change management, use data to measure impact, and engage stakeholders to improve efficiency and employee experience.

Serve as strategic HR advisor to a business line, partnering with senior leaders on talent planning, organizational design, performance management, leadership development, and change initiatives. Use data-driven recommendations, coordinate with HR shared services (compensation, TA, HRIS), ensure regulatory compliance, and drive programs that improve employee experience and retention across a large population.

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.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.

Designs, administers, and improves employee learning and talent programs, including onboarding, leadership development, performance management, and early-career initiatives. Manages vendors, conducts market research, develops training content and procedures, analyzes program metrics, and presents findings. Serves as a central program contact and system administrator for Workday and LMS platforms, recommends technology enhancements, maintains program materials, and coordinates training logistics while partnering with senior leadership.

Leads the organization’s human resources function, overseeing HR operations, talent acquisition, employee relations, compensation and benefits, compliance, training, performance management, organizational development, safety initiatives, and HR staff. Partners with executive leadership on workforce planning, engagement, retention, succession planning, policies, budgets, and strategic initiatives. Ensures employment-law compliance, manages HRIS processes and metrics, supports investigations, and maintains confidentiality.

Partners with HR leadership and business stakeholders to deliver strategic human resources support for union and non-union employees. Advises leaders on employee relations, investigations, succession planning, retention, performance, engagement, organizational development, and change management. Uses workforce analytics and benchmarking to identify trends and develop solutions. Leads cross-functional HR initiatives, supports represented employees, consults with legal, and helps strengthen organizational capability.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

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.

The Lead HR Business Partner provides strategic HR support, coaching, and advice to business leaders, focusing on employee relations, performance management, and talent development.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Partner with go-to-market leaders across Sales, Customer Success, and Marketing to develop people strategies supporting organizational design, talent management, performance, compensation, succession planning, manager effectiveness, employee relations, and growth. Use workforce data to address retention, engagement, productivity, and ramp risks while partnering with RevOps, Finance, and People Operations on scalable HR programs for a distributed, high-growth organization.

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 US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

Partners with Global Medical Affairs and Commercial Development leaders to develop people strategies supporting organizational effectiveness, growth, and global commercialization. Advises on workforce planning, organizational design, talent development, change leadership, employee engagement, HR initiatives, and employee relations. Collaborates with HR centers of excellence and other HRBPs to implement scalable processes, strengthen culture, and support organizational transformation.

Lead the HR function across operations, employee relations, compensation, benefits, performance management, compliance, engagement, recruiting partnership, and team leadership. Advise founders and the COO on organization design, personnel matters, and people risk while building scalable HR practices for a global workforce.

Serves as the strategic HR partner to Customer Experience leaders across Customer Success, Professional Services, Support, and Renewals. Leads organizational design, workforce planning, talent management, leadership coaching, employee relations, change management, compensation, succession planning, and engagement initiatives. Uses workforce and business insights to improve organizational effectiveness, support transformation, and align people strategies with GTM priorities. Partners across the People Team and mentors HR colleagues.

Designs and maintains Oracle HCM reporting, HR and talent scorecards, dashboards, extracts, and ad hoc people analytics. Owns reporting definitions, catalogs, refresh schedules, data validation, and governance while partnering with HR leaders, HR Systems, and Power BI teams. Translates ambiguous business needs into accurate reporting solutions and delivers insights on headcount, turnover, compensation, and workforce operations. This individual contributor role requires strong HR data stewardship, stakeholder consulting, and technical reporting expertise.

Partner with senior leaders across a global technology organization to guide organizational design, leadership development, talent and succession planning, engagement, retention, capability building, and people strategy. The role supports a rapidly scaling AI company, combines strategic advising with hands-on execution, and helps build scalable People practices across distributed teams and regions.

Serve as a strategic HR partner to leaders in a high-growth SaaS company. Build performance, accountability, culture, leadership judgment, and internal communication systems from the ground up. Coach managers through ambiguous and sensitive employee situations, advise on organizational health, and strengthen consistency across the leadership layer. Partner with HR Operations and the HRBP Lead while using AI to improve HR and company-wide efficiency.