Top Remote Senior Level HR & Recruiting Jobs in CO

Serve as a client-facing compensation partner advising senior leaders and HR on program design, market benchmarking, job pricing, review cycles, and global practices. Perform data-driven analysis, recommend competitive and fair solutions, design enterprise compensation programs, support recruiting and new hire offers, and deliver training and change management.

Own Bestow’s total rewards portfolio, including compensation benchmarking, salary bands, merit and bonus cycles, equity administration, geographic pay ranges, benefits strategy, and renewals. Configure and maintain Pave, ensure HRIS data integrity, support job leveling, model equity programs, and partner with Finance, Legal, brokers, and the compensation committee. This hands-on role will build the company’s Total Rewards infrastructure from the ground up.

Support employees across the lifecycle using Workday and Zendesk; manage HR compliance filings (EEO-1, CA PDR, AAPs); create employee-facing knowledge via internal AI/productivity tools; perform UAT, testing, and audits; execute complex Workday EIB data changes; drive cross-functional process improvements and champion company culture.

Own and improve global HR operations across employee lifecycle, HRIS data quality, leave and benefits administration, workflow automation, reporting, compliance tracking, and cross-functional process optimization.

Lead and develop a team of core recruiters supporting CX, Security, ESTO, and People Success. Partner with senior leaders on workforce planning and hiring strategy, manage recruiting operations and capacity, analyze pipeline data to remove bottlenecks, and drive process improvements and a high-performance team culture.

Manage full-cycle recruiting for Sales and Customer Success roles: build candidate pipelines, prioritize inbound applications, partner with hiring managers, use recruitment data to drive decisions, and ensure inclusive candidate experiences while meeting high-volume hiring goals.

Lead strategy, design, governance, and execution of executive compensation programs. Partner with senior leaders and cross-functional teams to align pay with business priorities, perform market benchmarking and analyses, oversee tools and program administration, support Board/Compensation Committee materials, and drive communications and governance for scalable, competitive executive pay.

Partner with senior leaders to design scalable team structures, drive workforce planning, coach managers on performance and employee relations, lead talent reviews and succession planning, use analytics to identify organizational risks, and co-own company-wide talent and leadership initiatives to support growth.

Own full-cycle recruiting across technical, business, and go-to-market roles, from individual contributors through leadership. Partner with hiring managers and senior leaders on role definition, sourcing strategy, candidate evaluation, and hiring decisions. Manage complex searches, use funnel metrics to improve outcomes, maintain ATS rigor, enhance recruiting processes, and deliver consistent candidate experiences. Mentor recruiters and provide talent-market expertise, judgment, and stakeholder leadership.

Lead complex employee relations investigations and advise senior leaders and People Team partners. Build and analyze ER metrics, identify trends and root causes, drive performance management and change initiatives, update policies, develop training, and lead global ER projects while partnering cross-functionally with Legal, Payroll, Benefits, and others.