Top Remote Senior Level HR & Recruiting Jobs in CO

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.

Coordinate high-volume onboarding for Claude Corps fellows, including offer tracking, background checks, I-9 verification, HRIS setup, benefits enrollment, payroll coordination, and employee communications. Maintain accurate records, trackers, documentation, and HR systems; support offboarding; resolve routine questions; escalate sensitive issues; and improve workflows using AI and automation.

Leads global compensation programs, including merit, promotion, equity, and bonus cycles, from design through closeout. Defines calendars, controls, documentation, communications, and success measures; analyzes compensation data; partners with Finance on budgeting and reconciliation; advises People teams and leaders; maintains compliance and audit controls; and improves compensation workflows, systems, transparency, and team member experience.

Lead annual and mid-year compensation cycles, manage project planning and communications, conduct market and workforce analyses, support incentive compensation programs, maintain job architecture in Workday, and advise stakeholders on compensation structures and programs. The role partners closely with People, Technology, Business, and Compensation teams while developing data-driven recommendations and maintaining competitive rewards frameworks.

Owns ongoing enablement for partnership and supply teams, including everboarding, certifications, training, playbooks, knowledge management, rollout support, tool adoption, and performance measurement. The role partners closely with business leaders and cross-functional teams to improve partner acquisition, activation, conversion, and growth. It emphasizes AI-first content creation, facilitation, stakeholder management, and travel of approximately one week per month.

Own multi-state U.S. payroll for 600–1,000 employees across approximately 35 states, including payroll processing, audits, corrections, and employee support. Manage a comprehensive compliance calendar covering federal and state filings, screenings, training, policy updates, and employment-law changes. Design internal controls, maintain audit evidence, improve procedures, and build automation. Partner with People Operations, Accounting, Legal, outside counsel, and the payroll provider to ensure accurate, timely, and compliant payroll operations.

Serves as the strategic HR partner for Direct-to-Consumer and Sales teams. Responsibilities include workforce planning, organizational design, talent management, hiring, onboarding, training, performance management, employee engagement, succession planning, change management, and HR metrics analysis. The role advises senior leaders, partners with HR Centers of Excellence, supports organizational transformation, and promotes an inclusive, high-performance culture.

Leads sales coaching and field enablement for insurance distribution teams. Builds competency models, coaching systems, learning pathways, onboarding programs, assessment frameworks, and actionable sales development content. Partners with Sales Enablement, Marketing, Product, and Distribution Leadership on launches and agency onboarding. Manages and scales a coaching team while using agent feedback, competitive insights, and field observations to improve representative performance. Requires 30–50% travel.

Leads NinjaOne’s global revenue enablement function across Sales, Customer Success, and Channel teams. Responsibilities include developing enablement strategy, managing a team and portfolio, overseeing onboarding and learning programs, setting instructional standards, partnering cross-functionally, and measuring proficiency, adoption, behavior change, and business impact. The role requires strong people leadership, program management, stakeholder influence, adult learning expertise, and data-driven continuous improvement.

Leads and coaches a team of 6–7 recruiters supporting Provider Sales and Care Partnerships. Owns recruiting strategy, complex requisitions, sourcing, process design, pipeline health, offer closing, recruiting metrics, stakeholder partnerships, interviewer training, and process improvement. Serves as an executive-facing talent advisor while driving consistent, inclusive, data-informed hiring practices in a high-growth environment.

Administers and optimizes Shield AI’s talent acquisition and people technology ecosystem, including Ashby ATS/CRM and related HR platforms. Owns configuration, integrations, permissions, data governance, reporting, vendor management, release management, UAT, and compliance controls. Partners with People Technology and cross-functional stakeholders on technology roadmaps and system design. Initially an individual contributor, the role is expected to grow into a player-coach position leading a TA and PX systems team.