Human Resources Jobs in Colorado
Human Resources jobs in Colorado are concentrated in Denver, Colorado Springs, and Boulder, where major employers like UCHealth, Lockheed Martin, and Charles Schwab maintain large people-operations teams across talent acquisition, total rewards, and HR business partnering. The market supports roles from HR coordinators and generalists through senior HR directors and chief people officers, with particularly strong demand in tech, healthcare, and aerospace. Colorado's robust startup ecosystem and growing corporate headquarters presence keep recruiting and organizational development specialists in especially high demand. Scan the live roles below and apply to whichever ones fit.
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Showing 5 of 75+ Human Resources jobs
THE OPPORTUNITY
Hach, a Veralto company, is seeking a Vice President, Human Resources to serve as a key member of the leadership team for one of its largest and most strategic operating companies.
This role is not simply leading HR—it is a critical business leadership position responsible for shaping the organization’s capability, leadership bench, and talent strategy to enable sustained growth, operational excellence, and long-term value creation.
The Vice President, Human Resources will act as a trusted advisor and co-pilot to the President, driving enterprise impact through a high-performance culture, disciplined talent strategy, and alignment to the Veralto Enterprise System (VES).
ROLE SUMMARY
The Vice President, Human Resources will lead the global HR function for Hach, partnering with senior leadership to translate business strategy into scalable organizational capability, leadership effectiveness, and measurable performance outcomes.
This leader will operate at both the strategic and operational levels—bringing rigor, data-driven decision-making, and a strong presence at gemba to drive continuous improvement and business results.
KEY RESPONSIBILITIES
Strategic Business Partnership
Partner directly with the President and leadership team to shape and execute business strategy through talent, organization design, and leadership capability
Serve as a trusted advisor, influencing complex decisions with clarity, conviction, and sound judgment
Talent & Organizational Leadership
Build and execute a forward-looking talent strategy aligned to growth priorities, including succession planning and leadership development
Elevate leadership capability across the organization, ensuring a strong pipeline for critical roles
Lead organizational design and workforce planning to enable scalability, efficiency, and performance
Operational Excellence & VES Integration
Embed a continuous improvement mindset (VES) across HR and the broader organization
Drive disciplined workforce planning, headcount forecasting, and productivity alignment in partnership with Finance and business leaders
Leverage analytics and KPIs to inform decision-making and measure impact
Transformation & Change Leadership
Lead HR strategy for major business transformations, including M&A, restructuring, and market expansion
Drive rapid, effective execution with a focus on speed to value and sustainable outcomes
Culture, Engagement & Employee Value Proposition
Champion a high-performance, values-driven culture that attracts, engages, and retains top talent
Strengthen the associate value proposition and drive measurable improvements in engagement and retention
Global HR Leadership & Risk Management
Lead and develop a high-performing global HR team, ensuring strong execution and capability building
Partner with Legal and regional stakeholders to navigate global labor environments, including works councils, unions, and regulatory requirements
Mitigate organizational, legal, and reputational risks while enabling business growth
HR Operating Model Excellence
Drive strong integration across HR Centers of Excellence and Shared Services to deliver scalable, high-quality outcomes
Leverage digital tools and automation to modernize HR while ensuring data privacy and compliance
QUALIFICATIONS & LEADERSHIP PROFILE
Proven HR leadership experience supporting a $1B+ global, matrixed business
Demonstrated ability to link talent strategy to business performance and P&L outcomes
Experience operating in lean, continuous improvement environments (VES, DBS, or equivalent)
Track record of leading complex transformations (e.g., M&A, restructuring, scaling organizations)
Strong financial acumen with experience in workforce planning, forecasting, and productivity management
Experience operating across global labor environments, including works councils and unions
Leadership Characteristics
Operates as a strategic business partner, not just a functional leader
Drives results with accountability, urgency, and ownership
Balances strategic thinking with operational execution
Builds trust and alignment across a complex, matrixed organization
Brings analytical rigor and data-driven decision-making
Thrives in fast-paced, performance-driven environments
WHAT SUCCESS LOOKS LIKE (12–18 MONTHS)
A strong, ready-now leadership bench with clear succession pipelines for critical roles
Measurable improvements in engagement, retention, and organizational effectiveness
Recognized as a strategic business partner by senior leadership Scalable, efficient HR processes aligned with VES and business growth priorities
Successful execution of key transformation initiatives with clear business impact
US ONLY:
The below range reflects the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range. This range may be modified in the future. An associate’s position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs.
The compensation range for this role is $294,600 - $377,000 USD per year. This job is also eligible for Bonus Pay.We offer a comprehensive package of benefits including paid time off, medical/dental/vision insurance and 401(k) to eligible employees.
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
US residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.
Veralto Corporation and all Veralto Companies are committed to equal opportunity regardless of race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. We value diversity and the existence of similarities and differences, both visible and not, found in our workforce, workplace and throughout the markets we serve. Our associates, customers and shareholders contribute unique and different perspectives as a result of these diverse attributes.
The EEO posters are available here.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us at applyassistance@veralto.com to request accommodation.
Unsolicited Assistance
We do not accept unsolicited assistance from any headhunters or recruitment firms for any of our job openings. All resumes or profiles submitted by search firms to any employee at any of the Veralto companies, in any form without a valid, signed search agreement in place for the specific position, approved by Talent Acquisition, will be deemed the sole property of Veralto and its companies. No fee will be paid in the event the candidate is hired by Veralto and its companies because of the unsolicited referral.
THE OPPORTUNITY
Hach, a Veralto company, is seeking a Vice President, Human Resources to serve as a key member of the leadership team for one of its largest and most strategic operating companies.
This role is not simply leading HR—it is a critical business leadership position responsible for shaping the organization’s capability, leadership bench, and talent strategy to enable sustained growth, operational excellence, and long-term value creation.
The Vice President, Human Resources will act as a trusted advisor and co-pilot to the President, driving enterprise impact through a high-performance culture, disciplined talent strategy, and alignment to the Veralto Enterprise System (VES).
ROLE SUMMARY
The Vice President, Human Resources will lead the global HR function for Hach, partnering with senior leadership to translate business strategy into scalable organizational capability, leadership effectiveness, and measurable performance outcomes.
This leader will operate at both the strategic and operational levels—bringing rigor, data-driven decision-making, and a strong presence at gemba to drive continuous improvement and business results.
KEY RESPONSIBILITIES
Strategic Business Partnership
Partner directly with the President and leadership team to shape and execute business strategy through talent, organization design, and leadership capability
Serve as a trusted advisor, influencing complex decisions with clarity, conviction, and sound judgment
Talent & Organizational Leadership
Build and execute a forward-looking talent strategy aligned to growth priorities, including succession planning and leadership development
Elevate leadership capability across the organization, ensuring a strong pipeline for critical roles
Lead organizational design and workforce planning to enable scalability, efficiency, and performance
Operational Excellence & VES Integration
Embed a continuous improvement mindset (VES) across HR and the broader organization
Drive disciplined workforce planning, headcount forecasting, and productivity alignment in partnership with Finance and business leaders
Leverage analytics and KPIs to inform decision-making and measure impact
Transformation & Change Leadership
Lead HR strategy for major business transformations, including M&A, restructuring, and market expansion
Drive rapid, effective execution with a focus on speed to value and sustainable outcomes
Culture, Engagement & Employee Value Proposition
Champion a high-performance, values-driven culture that attracts, engages, and retains top talent
Strengthen the associate value proposition and drive measurable improvements in engagement and retention
Global HR Leadership & Risk Management
Lead and develop a high-performing global HR team, ensuring strong execution and capability building
Partner with Legal and regional stakeholders to navigate global labor environments, including works councils, unions, and regulatory requirements
Mitigate organizational, legal, and reputational risks while enabling business growth
HR Operating Model Excellence
Drive strong integration across HR Centers of Excellence and Shared Services to deliver scalable, high-quality outcomes
Leverage digital tools and automation to modernize HR while ensuring data privacy and compliance
QUALIFICATIONS & LEADERSHIP PROFILE
Proven HR leadership experience supporting a $1B+ global, matrixed business
Demonstrated ability to link talent strategy to business performance and P&L outcomes
Experience operating in lean, continuous improvement environments (VES, DBS, or equivalent)
Track record of leading complex transformations (e.g., M&A, restructuring, scaling organizations)
Strong financial acumen with experience in workforce planning, forecasting, and productivity management
Experience operating across global labor environments, including works councils and unions
Leadership Characteristics
Operates as a strategic business partner, not just a functional leader
Drives results with accountability, urgency, and ownership
Balances strategic thinking with operational execution
Builds trust and alignment across a complex, matrixed organization
Brings analytical rigor and data-driven decision-making
Thrives in fast-paced, performance-driven environments
WHAT SUCCESS LOOKS LIKE (12–18 MONTHS)
A strong, ready-now leadership bench with clear succession pipelines for critical roles
Measurable improvements in engagement, retention, and organizational effectiveness
Recognized as a strategic business partner by senior leadership Scalable, efficient HR processes aligned with VES and business growth priorities
Successful execution of key transformation initiatives with clear business impact
US ONLY:
The below range reflects the range of possible compensation for this role at the time of this posting. We may ultimately pay more or less than the posted range. This range may be modified in the future. An associate’s position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, any collective bargaining agreements, and business or organizational needs.
The compensation range for this role is $294,600 - $377,000 USD per year. This job is also eligible for Bonus Pay.We offer a comprehensive package of benefits including paid time off, medical/dental/vision insurance and 401(k) to eligible employees.
Note: No amount of pay is considered to be wages or compensation until such amount is earned, vested, and determinable. The amount and availability of any bonus, commission, benefits, or any other form of compensation and benefits that are allocable to a particular employee remains in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
US residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.
Veralto Corporation and all Veralto Companies are committed to equal opportunity regardless of race, color, national origin, religion, sex, age, marital status, disability, veteran status, sexual orientation, gender identity, or other characteristics protected by law. We value diversity and the existence of similarities and differences, both visible and not, found in our workforce, workplace and throughout the markets we serve. Our associates, customers and shareholders contribute unique and different perspectives as a result of these diverse attributes.
The EEO posters are available here.
We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, to perform crucial job functions, and to receive other benefits and privileges of employment. Please contact us at applyassistance@veralto.com to request accommodation.
Unsolicited Assistance
We do not accept unsolicited assistance from any headhunters or recruitment firms for any of our job openings. All resumes or profiles submitted by search firms to any employee at any of the Veralto companies, in any form without a valid, signed search agreement in place for the specific position, approved by Talent Acquisition, will be deemed the sole property of Veralto and its companies. No fee will be paid in the event the candidate is hired by Veralto and its companies because of the unsolicited referral.
See All 75 Human Resources Jobs in Colorado
Find roles in Colorado that match your experience and apply in just a few clicks.
Find Human Resources JobsHuman Resources Jobs by City in Colorado
Where Colorado roles are concentrated, by current openings.
Human Resources Job Market in Colorado
A snapshot from current Colorado openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Chemicals & Materials
- Technology & Software
What Colorado Employers Look For
The qualifications that appear most often in human resources jobs across Colorado.
- Bachelor's degree in human resources, business administration, or a related field
- PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred or required
- Demonstrated experience with HRIS platforms such as Workday, SAP, or ADP
- Knowledge of Colorado-specific employment laws including HELP and FAMLI
- Experience supporting full-cycle recruiting or employee relations programs
- Strong skills in data analysis, reporting, and presenting workforce metrics
Human Resources Jobs in Colorado: Frequently Asked Questions
How do you become a human resources professional in Colorado?
Colorado does not require a state-issued license to work in human resources, so the path begins with a bachelor's degree in human resources, business, or a related field. From there, most employers expect familiarity with Colorado employment law, including the Equal Pay for Equal Work Act and FAMLI. Earning a SHRM-CP or PHR credential signals professional competency and accelerates hiring at mid-level and senior roles statewide.
Which companies hire human resources professionals in Colorado?
Employers hiring human resources professionals in Colorado right now include King Soopers, City Market, and Victra-Verizon Authorized Retailer, based on current listings on Migrate Mate as of September 2026. Colorado's mix of large healthcare systems, defense contractors, and tech companies means HR openings appear consistently across industries and company sizes throughout the state.
Which Colorado cities have the most human resources jobs?
Denver, Aurora, and Grand Junction have the most human resources openings in Colorado. Denver drives the bulk of demand as the state's corporate and healthcare hub, while Colorado Springs reflects significant hiring from defense and government contractors like Northrop Grumman, and Boulder's dense concentration of tech and biotech firms generates steady openings in talent acquisition and HR business partnering.
Are there remote human resources jobs in Colorado?
Yes, and more than most fields. Human resources work is largely desk-based and systems-driven, making it well suited to remote and hybrid arrangements. About 63% of human resources openings tied to Colorado are remote or hybrid as of September 2026, reflecting how widely employers have embraced flexible work for people-operations roles. Talent acquisition, HR generalist, and compensation analyst positions are among the most commonly offered remotely.
How can I get hired as a human resources professional in Colorado with little or no experience?
The most realistic entry point is an HR coordinator or HR assistant role, which large Colorado employers such as UCHealth, Denver Health, and Centura Health post regularly for candidates without deep experience. Completing a SHRM student membership and pursuing the SHRM-CP gives applicants a competitive edge. Adjacent roles in payroll, benefits administration, or office management at Colorado companies also serve as common lateral entry points into HR teams.
Where can I find and apply to human resources jobs in Colorado?
You can find and apply to human resources jobs in Colorado on Migrate Mate, which lists current openings tied to the state. Search the roles available, find the ones that match your experience and interests, and apply directly through each listing. No signup is required to view and apply to the positions shown.
See All 75 Human Resources Jobs in Colorado
Find roles in Colorado that match your experience and apply in just a few clicks.
Find Human Resources Jobs