Top HR Manager Jobs in Denver & Boulder, CO

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 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 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.

The Regional HR Manager will lead the HR team for the Americas, delivering compliant HR operations, managing employee relations, and partnering with senior leadership on performance management and diversity initiatives.

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

The internship will involve students working as HR Managers to build connections, find partners and sales agents, and engage clients on various projects.

We are seeking HR Manager interns to build connections, partnerships, and client relationships. Successful performance may lead to full-time roles.

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.

Interim HR leader providing maternity-leave coverage with primary ownership of compensation strategy, annual merit and bonus administration, and compensation analytics for ~1,100 employees. Manages merit review and bonus calculations, produces executive dashboards and reports, ensures data integrity and compliance, supports HR operations and analytics, partners with finance and senior leaders, and oversees performance management and MBO processes.

Manage end-to-end HR functions including onboarding, benefits administration, performance management, employee relations, leave (FMLA/ADA) coordination, compliance, records management, training, and HR reporting. Serve as a culture leader and provide guidance to managers, represent the organization in personnel matters, and support salary administration and HRIS/timekeeping systems.

Manage the full employee lifecycle for a global remote workforce: recruitment operations, onboarding/offboarding, performance management, employee relations, HR policy development, workforce planning, HR records, compliance, and organizational development. Support managers and teams to improve HR processes and build a high-performance company culture.

Manage all onboard HR functions for the cruise ship, including recruitment, training, payroll, benefits, performance management, employee relations, crew welfare, compliance with maritime labor laws, reporting, budgeting, safety/security coordination, and continuous HR process improvements to support crew engagement and operational goals.

Manage execution and administration of executive compensation programs including salary, annual and long-term incentives, and equity. Support governance, proxy disclosures, analytics, modeling, and audit-ready documentation. Maintain data integrity across systems, coordinate cross-functional stakeholders, and drive process discipline and scalability for executive compensation operations.

Lead all HR functions for a fast-growing construction-technology company: develop HR strategy, manage full-cycle recruitment, employee relations, performance management, training (including safety), compensation/benefits, compliance with Colorado and OSHA regulations, and HR metrics to support scaling and culture preservation across field and corporate teams.

Lead HR strategy and operations for a fast-growing construction-technology startup. Manage full-cycle recruiting, onboarding/offboarding, employee relations, performance management, training, compensation/benefits, HR compliance (including Colorado and OSHA regulations), and HR analytics to support field, technical, and corporate teams.

The HR Manager will lead HR strategies, manage employee relations, oversee talent management, ensure compliance, and support global workforce operations.

Serve as business owner and SME for the Sales Performance Management platform. Administer and configure compensation plans, rules, calculations, integrations, reporting, and deployments. Lead testing, upgrades, automation, process improvements, audits, and global rollouts. Partner with HR, Finance, Payroll, IT, and Sales; troubleshoot issues and develop scalable solutions. Manage and develop team members while optimizing platform capabilities.

Provide hands-on HR support for the Great Plains Business Unit: partner with leaders on human capital strategies, manage employee relations and investigations, ensure legal compliance, support recruiting and onboarding, guide performance management, administer HR processes and HR systems, analyze HR data, and drive continuous process improvements in a fast-paced environment.

The Human Resources Manager oversees HR operations, manages hiring and onboarding, and collaborates with the team on employee relations and compliance.

Manage day-to-day HR and people operations for a fully remote US workforce: employee relations, onboarding, performance and compensation cycles, engagement and culture initiatives, job architecture, PEO/payroll/benefits coordination, and partnership with leadership and recruiting to scale people processes.

Lead people analytics strategy and execution: build HR data governance, remediate UKG Pro data quality, deliver enterprise people scorecards and dashboards, advance analytics from descriptive to predictive, and partner with HR, Technology, and Finance to drive data-driven workforce decisions.

Serve as a strategic HR Business Partner for Cranial & Spinal Technologies, advising leaders on workforce planning, organization design, change management, talent acquisition, employee relations, inclusion, and HR analytics to drive business performance. Collaborate with HR Centers of Excellence to implement talent, development, succession, and engagement programs across Quality, Clinical, Regulatory, Medical Affairs, Legal, and U.S. Commercial functions.

Lead moderate-to-high complexity global HRIS projects: define scope, plans, milestones and roles; gather and validate requirements; manage design/configuration, UAT, deployments, change control, vendor coordination, training and communications to deliver projects on time, on budget, and within scope.

Manage day-to-day HR operations onboard, supervise HR coordinator, administer crew embarkation/disembarkation, maintain crew records in Fidelio/MAPS, handle welfare programs and events, support employee relations, ensure compliance with MLC and safety regulations, and prepare personnel reports for shipboard and shoreside teams.