Top Remote HR Jobs in Denver & Boulder, CO

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 the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

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.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Participate in a rotational human resources development program supporting HR business partnering and specialist functions such as recruiting, compensation, employee relations, and development. Analyze workforce needs, develop HR solutions, support talent and training initiatives, improve recruiting and communication strategies, and complete hands-on projects with business leaders. The program includes formal training, networking, and potential international assignments before placement on a permanent HR team.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

Supports recruiting, screening, interviewing, onboarding, payroll, time tracking, learning and development, employee relations, and general HR administration. The role focuses on serving a distributed, high-volume hourly workforce, especially part-time Client Onsite Associates. Responsibilities include reconciling timesheets, processing payroll, coordinating training, answering employee questions, maintaining records, and partnering with hiring managers and HR leadership.

Supports daily HR administration, including onboarding and offboarding, employee records, documentation, scheduling, HR inquiries, recruitment coordination, reporting, and follow-up on outstanding tasks. Maintains confidentiality and accurate HR data while providing organized, proactive support to employees, candidates, managers, HR, and management in a fully remote environment.

The HR Generalist partners with business leaders, managers, employees, Talent teams, and HR centers of expertise to deliver employee experience programs and resolve people matters. Responsibilities include employee relations, manager coaching, talent and compensation cycles, investigations, workforce insights, KPI tracking, HR data maintenance in Workday, employment compliance, and organizational planning. The role supports global teams, promotes diversity and belonging, and provides strategic and operational HR guidance across the employee journey.

Administers and improves employee benefits and leave programs, including health, retirement, disability, FMLA, accommodations, and annual enrollment. Ensures regulatory compliance, data accuracy, payroll reconciliation, vendor performance, employee communications, and timely case resolution. Partners with HR, Payroll, Legal, managers, employees, third-party administrators, and HRIS teams on complex cases, system testing, reporting, wellness programming, and process improvements.

Support employee experience, engagement, recruitment coordination, onboarding, offboarding, HR operations, employee lifecycle activities, reporting, and HR projects. Serve as a day-to-day employee contact, partner with hiring managers, manage documentation and communications, identify process gaps, and contribute to culture-building for a remote-first organization.

Own HR for a fully remote, multi-state B2B company, including payroll and labor-law compliance, contractor classification, onboarding and offboarding, leave and benefits administration, policies, employee relations, and manager coaching. Provide proactive, concise recommendations and cost modeling directly to the CEO, ensuring documentation and processes can withstand future SOC 2 audits.

Partner with managers and employees on performance, development, engagement, employee relations, and day-to-day people matters. Coach managers, support talent and performance processes, improve HR operations using AI and automation, analyze people data, and coordinate payroll, benefits, compensation, and other processes with the PEO and Finance. Help scale the organization and strengthen its culture during growth and change.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Responsible for supporting employee productivity, helping achieve organizational goals, and resolving workplace discrepancies among employees.

Provides tier-one HR help desk support to employees by investigating and resolving inquiries about policies, procedures, employee relations, system access, and other HR issues. Documents interactions, tracks requests, enters data, maintains records, and uses multiple systems to research and communicate accurate responses. The role also identifies recurring customer concerns and supports process improvements, requiring strong communication, organization, customer service, problem-solving, and computer skills.

Partners with business leaders on employee engagement, performance management, employee relations, workforce planning, talent assessment, organizational design, and manager capability. Coaches leaders through complex people issues, uses workforce and engagement data to guide decisions, supports organizational changes, and collaborates cross-functionally on talent, training, and HR initiatives. The role is remote on the East Coast with hybrid work during transition and requires up to 25% travel.

Lead global HR operations for a fully remote workforce across approximately 50 countries. Manage a global HR team, advise executives and managers, oversee employee relations, compliance, compensation, benefits, performance management, learning programs, HR systems, reporting, and the full staff lifecycle. Support immigration and relocation matters, improve HR processes through automation and analytics, manage external providers, and strengthen organizational culture, effectiveness, and employee experience.

Serve as a fractional Director of HR advising alternative asset firms and family offices on full-scope HR programs: policy design, compliance, compensation, talent management, employee relations, vendor oversight, people analytics, and special projects. Develop actionable plans, KPIs, and measurement frameworks; support managers, handle sensitive investigations and regulatory matters, and drive leadership development and succession planning.