Top Senior HR Jobs in Denver & Boulder, CO

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 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 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 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.

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 HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

Lead all HR functions for a seasonal mountain resort: talent strategy, employee/labor relations, recruiting, compensation, compliance, safety, engagement, HR program implementation, and team development. Partner with executive leadership, oversee employee housing, manage litigation administration, and ensure operational HR support including weekend/holiday coverage.

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

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

Provide first-tier HR consultation to managers and employees across workforce planning, global mobility, succession, talent acquisition and retention. Manage HR programs and projects (change management, global mobility, M&A, policy/compliance), configure HR systems/tools, oversee third-party vendors, and exercise autonomous decision-making for assigned solutions and teams.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

Serve as HR Business Partner supporting benefits, compensation, employee relations, investigations, compliance, performance management, training, onboarding, and HRIS administration. Act as backup to HR lead for benefits and compensation, support open enrollment, vendor relationships, and employee/manager coaching to ensure consistent policy application and regulatory compliance.

Lead and rebuild HR Operations across payroll, benefits, compliance, HRIS, and workforce data for US and Canada. Modernize systems and automation, drive change management and vendor performance, support immigration and M&A integrations, design scalable HR processes and SOPs, and lead a high-performing HR Ops team to enable rapid organizational growth.

Serve as HR business partner aligning people strategies with business goals across assigned units. Provide employee relations guidance, performance management, talent acquisition support, compliance oversight, training evaluation, policy administration, FMLA/leave coordination, and partner with HR COEs to drive HR initiatives and change management.

Lead HR strategy and execution for frontline operational workforce across warehouse, transportation, and data center sites. Manage and develop a team of HR Directors, partner with Operations and centralized HR COEs to translate programs into consistent on-the-ground execution, oversee workforce planning, labor relations escalation, compliance, safety, metrics, and continuous improvement. Travel ~25% to support distributed sites.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Manager oversees HR strategies and programs, collaborates with leadership on employee relations, manages performance, and enhances crew welfare and engagement.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.

Manage HR data and processes across the employee lifecycle, maintain and optimize Workday/HRIS (including EIB loads), monitor and resolve HR case queues, produce HR metrics reporting, support onboarding/offboarding and HR projects, and provide training and troubleshooting for HR systems.

Serve as a senior HR business partner for Software Engineering groups: execute HR processes (compensation, performance, talent acquisition), advise leaders, manage employee relations and investigations, drive workforce and succession planning, and collaborate with COEs to implement HR strategies.

Serve as the on-site HR lead for a Colorado contact center: administer wage & hour compliance, leave/PTO and benefits, handle employee relations and investigations, support high-volume recruiting and onboarding, advise leaders on Colorado and federal employment law, and maintain audit-ready HR records while partnering with corporate HR functions.

Senior HR Business Partner supporting GTM across the Americas. Serve as trusted advisor to leaders, manage full employee lifecycle, drive talent and succession planning, support headcount and people-cost planning, analyze HR metrics, lead HR programs for growth and retention, and coach managers to improve performance.

Provide HR guidance and employee relations support to field leaders across multiple sites. Investigate ER issues, document cases, coach managers on performance and disciplinary actions, analyze turnover and exit data, ensure legal compliance, design and deliver training, and propose HR program improvements to drive engagement and retention.