Top Remote Senior Level HR & Recruiting Jobs in CO

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.

Owns ongoing revenue enablement for Engine’s Groups business after onboarding. Designs everboarding programs, certifications, playbooks, AI-powered training, role-plays, and coaching. Partners with Groups leadership, managers, Product, Product Marketing, and Revenue Operations to improve sales performance and launch readiness. Measures enablement impact through adoption, conversion, revenue per rep, and repeat business metrics. Requires strong facilitation, stakeholder management, sales methodology, adult learning, and data-driven coaching skills.

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.

Own People Operations programs including benefits, HRIS, payroll, multi-state compliance, policies, performance and merit cycles. Manage vendors, administer HR systems, improve and automate processes, and support employee experience. Provide analysis and recommendations for future PEO, HRIS, benefits, and policy decisions while handling sensitive employee matters with tact and clarity.

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Leads a recruiting operations team supporting candidate onboarding and analytics. Oversees service delivery, performance, compliance, workforce planning, reporting, dashboards, data governance, and process improvement. Partners with recruiting and HR stakeholders to translate data into actionable recommendations, improve operational efficiency, and enhance candidate and stakeholder experiences. Coaches team members and manages productivity, service levels, quality, and workload distribution.