People Operations Specialist Jobs in Colorado
People Operations Specialist jobs in Colorado concentrate heavily in technology, aerospace and defense, healthcare administration, and financial services, with the state's market ranking among the most active in the Mountain West for this role at every level from coordinator to senior manager. Denver and Boulder lead hiring volume, with Colorado Springs adding steady demand, and employers such as Lockheed Martin, Centura Health, and Ping Identity maintaining consistent people operations teams across the state. The most in-demand specialties are HRIS administration, employee experience design, and HR business partnering tied to high-growth tech and defense workforces. See the openings below and apply to the ones that match your experience.
Find JobsOverview
Showing 5 of 65+ People Operations Specialist jobs
Join the Denver Housing Authority (DHA), a leader in providing affordable housing and creating thriving communities in Denver. As a dynamic organization committed to enhancing the quality of life for residents, we focus on innovation, collaboration, and excellence in service delivery. With a strong emphasis on community engagement and sustainability, DHA is dedicated to a best-in-class work environment while addressing the housing needs of our city. If you are passionate about making a positive impact and want to contribute to meaningful projects that empower individuals and families, we invite you to explore career opportunities with us.
This role is classified as Exempt and is a Professional III. The hiring range is $89,364.15 - $111,705.21
Job Summary
The Senior Human Resources Business Partner (Sr. HRBP) supports Denver Housing Authority staff across the full employee lifecycle, with a primary focus on the employee experience. This position acts as a forward-facing advisor to division directors and managers, ensuring positive workplace culture, effective workforce practices, and consistent policy application. The Sr. HRBP builds collaborative partnerships, provides expert guidance on complex employee matters, and supports organizational development and change initiatives.
Essential Duties & Responsibilities
Employee Experience
- Serve as the primary HR point of contact for employees and managers in assigned divisions, fostering a respectful, inclusive, and equitable workplace.
- Lead end-to-end employee relations activities, including conflict resolution, grievance intake, formal investigations, documentation, and recommendations.
- Provide coaching to managers on employee conduct, policy interpretation, corrective action, and performance expectations.
- Draft HR communications and formal documentation to include but not limited to investigative notices, pre-disciplinary notices, suspension letters, and separation materials.
- Ensure consistent application of DHA policies and the collective bargaining agreement; advise leaders on policy and contract interpretation; and identify patterns where policy and practice may be misaligned, escalating to the Director of Human Resources for possible action.
- Support employee engagement initiatives, analyze survey or cultural data, and recommend strategies to strengthen team dynamics, communication, and morale.
- Identify workplace trends affecting retention and partner with leadership on targeted interventions.
- Serve as a confidential resource for employees, providing guidance, support, and referral when appropriate.
Workforce Readiness
- Collaborate with managers and division directors to identify skill gaps, development needs, and long-term workforce capability requirements.
- Support the design and delivery of training programs that enhance employee and manager competencies, align with organizational goals, and strengthen DHA’s bench strength.
- Partner with internal trainers to develop and administer learning modules, policy training, soft skills development, and technical training.
- Support organizational design initiatives including role clarity, workflow optimization, and team structure adjustments.
- Guide leaders in effective performance management practices such as goal setting, documentation standards, Key Performance Indicators, coaching conversations, and performance improvement strategies.
- Assist leaders in identifying future growth opportunities for individuals and aligning employees with development and career pathways that support succession planning.
Strategic Advisor
- Provide leaders with insights derived from workforce data such as turnover trends, engagement results, performance patterns, and workforce risks.
- Recommend adjustments to policies, practices, and procedures based on documented trends, legal risk considerations, or organizational needs.
- Ensure Human Resource processes comply with federal, state, and local laws, collective bargaining agreements, and DHA internal policy requirements.
- Support organization-wide change efforts by guiding communication, training, and cultural alignment during restructuring or operational shifts.
- Influence leaders to adopt best practices and activate teams to implement improvements that strengthen operational effectiveness.
- Act as a collaborative partner within the supported departments as well as n the Human Resources team.
HR Administration
- Execute personnel transactions in the HRIS, ensuring accurate and timely data for new hires, promotions, manager changes, and separations.
- Support Talent Acquisition by assisting with interview scheduling, workflow coordination, candidate movement through the process, and onboarding support .
- Maintain comprehensive, employee records and documentation.
- Provide guidance and training to managers and employees on HRIS functionality, documentation standards, and personnel process requirements.
- Coordinate onboarding logistics such as system setup, compliance documentation, training scheduling, and new-hire support.
Other Duties as Assigned
- Perform additional responsibilities in support of HR operations and organizational objectives.
Minimum Qualifications
Education:
- Bachelor’s Degree in Human Resources, Business, or a related field preferred
Experience:
- Minimum of six (6) years of progressive experience in Human Resources.
- Experience managing complex employee relations and performance management strongly preferred.
- Experience supporting organizational development and change initiatives.
- Ability to analyze workforce data and recommend strategies.
- Experience with HRIS systems and personnel transactions.
- Experience supporting talent acquisition, onboarding, and training logistics.
- Experience in compliance, risk mitigation, and legal documentation.
Equivalency:
A combination of education and experience may substitute for the minimum experience requirements.Licenses and / or Certifications
- SHRM CP or PHR certification required, SHRM SCP or SPHR certification preferred.
- Valid Colorado driver’s license with a clean driving record.
Knowledge, Skills, and Abilities
- Integrity/Honesty - Displays high standards of ethical conduct, understands the impact of violating these standards on an organization, self, and others; chooses an ethical course of action, and is trustworthy.
- Conscientiousness - Displays a high level of effort and commitment towards performing work and demonstrates responsible behavior.
- Interpersonal Skills - Shows understanding, friendliness, courtesy, tact, empathy, cooperation, concern, and politeness to others and relates well to different people from varied backgrounds and different situations.
- Reading - Learns from written material by determining the main idea or essential message and recognizes correct English grammar, punctuation, and spelling.
- Listening – Receives, attends to, interprets, and respond to verbal messages and other cues such as body language in ways that are appropriate to listeners and situations.
- Writing - Uses correct English grammar, punctuation, and spelling to communicate thoughts, ideas, information, and messages in writing.
- Flexibility - Adapts quickly to changes.
- Speaking - Uses correct English grammar to organize and communicate ideas in words that are appropriate to listeners and situations and uses appropriate body language.
- Memory - Recalls information that has been presented previously.
- Reasoning - Discovers or selects rules, principles, or relationships between facts and other information.
- Customer Service - Works and communicates with clients and customers to satisfy their expectations and is committed to quality services.
- Self-Management - Sets well-defined and realistic personal goals, monitors progress and is motivated to achieve; manages own time and deals with stress and deadlines effectively.
- Knowledge of standard office practices and procedures sufficient to be able to organize an office and to process various types of paperwork associated with office support duties.
Physical Requirements
With or without reasonable accommodation, must be able to meet the following physical requirements:
- Physical Demands: Ability to hear, speak, talk, sit, stand, drive and engage in repetitive motions.
- Physical Strength: Ability to lift up to 25 pounds.
- Vision Requirements: Near and far acuity, ability to adjust focus.
- Mental Demands: Strong reasoning, memorization, and comprehension skills.
Interpretation of Policies, Procedures, or Practices:
- Guidelines are generally numerous, well established, and directly applicable to the work assignment. Work assignment and desired results are explained by general oral or written communications.
Working Conditions:
- Internal and External Contacts: Relays information to other departments and interacts with co-workers. Heavy contact with the public on phone, via email, and in person.
- Problem Solving: Resolves problems of both routine and complex natures.
- Decision Making: Guidelines are generally but not always clearly applicable, requiring the employee to exercise judgement in selecting the most pertinent guideline, interpret precedents, adapt standard practices to differing situations and recommend alternative actions in situations without precedent.
- Nature of Supervision: Under general supervision, the employee receives assignments and is expected to carry them through to completion with substantial independence. Work is reviewed for adherence to instructions, accuracy, completeness and conformance to standard practice or precedent. Recurring work clearly covered by guidelines may or may not be reviewed.
- Resource Responsibility: Office supplies and computer.
Position Reports To: Director of Human Resources
Join the Denver Housing Authority (DHA), a leader in providing affordable housing and creating thriving communities in Denver. As a dynamic organization committed to enhancing the quality of life for residents, we focus on innovation, collaboration, and excellence in service delivery. With a strong emphasis on community engagement and sustainability, DHA is dedicated to a best-in-class work environment while addressing the housing needs of our city. If you're passionate about making a positive impact and want to contribute to meaningful projects that empower individuals and families, we invite you to explore career opportunities with us.
Join the Denver Housing Authority (DHA), a leader in providing affordable housing and creating thriving communities in Denver. As a dynamic organization committed to enhancing the quality of life for residents, we focus on innovation, collaboration, and excellence in service delivery. With a strong emphasis on community engagement and sustainability, DHA is dedicated to a best-in-class work environment while addressing the housing needs of our city. If you are passionate about making a positive impact and want to contribute to meaningful projects that empower individuals and families, we invite you to explore career opportunities with us.
This role is classified as Exempt and is a Professional III. The hiring range is $89,364.15 - $111,705.21
Job Summary
The Senior Human Resources Business Partner (Sr. HRBP) supports Denver Housing Authority staff across the full employee lifecycle, with a primary focus on the employee experience. This position acts as a forward-facing advisor to division directors and managers, ensuring positive workplace culture, effective workforce practices, and consistent policy application. The Sr. HRBP builds collaborative partnerships, provides expert guidance on complex employee matters, and supports organizational development and change initiatives.
Essential Duties & Responsibilities
Employee Experience
- Serve as the primary HR point of contact for employees and managers in assigned divisions, fostering a respectful, inclusive, and equitable workplace.
- Lead end-to-end employee relations activities, including conflict resolution, grievance intake, formal investigations, documentation, and recommendations.
- Provide coaching to managers on employee conduct, policy interpretation, corrective action, and performance expectations.
- Draft HR communications and formal documentation to include but not limited to investigative notices, pre-disciplinary notices, suspension letters, and separation materials.
- Ensure consistent application of DHA policies and the collective bargaining agreement; advise leaders on policy and contract interpretation; and identify patterns where policy and practice may be misaligned, escalating to the Director of Human Resources for possible action.
- Support employee engagement initiatives, analyze survey or cultural data, and recommend strategies to strengthen team dynamics, communication, and morale.
- Identify workplace trends affecting retention and partner with leadership on targeted interventions.
- Serve as a confidential resource for employees, providing guidance, support, and referral when appropriate.
Workforce Readiness
- Collaborate with managers and division directors to identify skill gaps, development needs, and long-term workforce capability requirements.
- Support the design and delivery of training programs that enhance employee and manager competencies, align with organizational goals, and strengthen DHA’s bench strength.
- Partner with internal trainers to develop and administer learning modules, policy training, soft skills development, and technical training.
- Support organizational design initiatives including role clarity, workflow optimization, and team structure adjustments.
- Guide leaders in effective performance management practices such as goal setting, documentation standards, Key Performance Indicators, coaching conversations, and performance improvement strategies.
- Assist leaders in identifying future growth opportunities for individuals and aligning employees with development and career pathways that support succession planning.
Strategic Advisor
- Provide leaders with insights derived from workforce data such as turnover trends, engagement results, performance patterns, and workforce risks.
- Recommend adjustments to policies, practices, and procedures based on documented trends, legal risk considerations, or organizational needs.
- Ensure Human Resource processes comply with federal, state, and local laws, collective bargaining agreements, and DHA internal policy requirements.
- Support organization-wide change efforts by guiding communication, training, and cultural alignment during restructuring or operational shifts.
- Influence leaders to adopt best practices and activate teams to implement improvements that strengthen operational effectiveness.
- Act as a collaborative partner within the supported departments as well as n the Human Resources team.
HR Administration
- Execute personnel transactions in the HRIS, ensuring accurate and timely data for new hires, promotions, manager changes, and separations.
- Support Talent Acquisition by assisting with interview scheduling, workflow coordination, candidate movement through the process, and onboarding support .
- Maintain comprehensive, employee records and documentation.
- Provide guidance and training to managers and employees on HRIS functionality, documentation standards, and personnel process requirements.
- Coordinate onboarding logistics such as system setup, compliance documentation, training scheduling, and new-hire support.
Other Duties as Assigned
- Perform additional responsibilities in support of HR operations and organizational objectives.
Minimum Qualifications
Education:
- Bachelor’s Degree in Human Resources, Business, or a related field preferred
Experience:
- Minimum of six (6) years of progressive experience in Human Resources.
- Experience managing complex employee relations and performance management strongly preferred.
- Experience supporting organizational development and change initiatives.
- Ability to analyze workforce data and recommend strategies.
- Experience with HRIS systems and personnel transactions.
- Experience supporting talent acquisition, onboarding, and training logistics.
- Experience in compliance, risk mitigation, and legal documentation.
Equivalency:
A combination of education and experience may substitute for the minimum experience requirements.Licenses and / or Certifications
- SHRM CP or PHR certification required, SHRM SCP or SPHR certification preferred.
- Valid Colorado driver’s license with a clean driving record.
Knowledge, Skills, and Abilities
- Integrity/Honesty - Displays high standards of ethical conduct, understands the impact of violating these standards on an organization, self, and others; chooses an ethical course of action, and is trustworthy.
- Conscientiousness - Displays a high level of effort and commitment towards performing work and demonstrates responsible behavior.
- Interpersonal Skills - Shows understanding, friendliness, courtesy, tact, empathy, cooperation, concern, and politeness to others and relates well to different people from varied backgrounds and different situations.
- Reading - Learns from written material by determining the main idea or essential message and recognizes correct English grammar, punctuation, and spelling.
- Listening – Receives, attends to, interprets, and respond to verbal messages and other cues such as body language in ways that are appropriate to listeners and situations.
- Writing - Uses correct English grammar, punctuation, and spelling to communicate thoughts, ideas, information, and messages in writing.
- Flexibility - Adapts quickly to changes.
- Speaking - Uses correct English grammar to organize and communicate ideas in words that are appropriate to listeners and situations and uses appropriate body language.
- Memory - Recalls information that has been presented previously.
- Reasoning - Discovers or selects rules, principles, or relationships between facts and other information.
- Customer Service - Works and communicates with clients and customers to satisfy their expectations and is committed to quality services.
- Self-Management - Sets well-defined and realistic personal goals, monitors progress and is motivated to achieve; manages own time and deals with stress and deadlines effectively.
- Knowledge of standard office practices and procedures sufficient to be able to organize an office and to process various types of paperwork associated with office support duties.
Physical Requirements
With or without reasonable accommodation, must be able to meet the following physical requirements:
- Physical Demands: Ability to hear, speak, talk, sit, stand, drive and engage in repetitive motions.
- Physical Strength: Ability to lift up to 25 pounds.
- Vision Requirements: Near and far acuity, ability to adjust focus.
- Mental Demands: Strong reasoning, memorization, and comprehension skills.
Interpretation of Policies, Procedures, or Practices:
- Guidelines are generally numerous, well established, and directly applicable to the work assignment. Work assignment and desired results are explained by general oral or written communications.
Working Conditions:
- Internal and External Contacts: Relays information to other departments and interacts with co-workers. Heavy contact with the public on phone, via email, and in person.
- Problem Solving: Resolves problems of both routine and complex natures.
- Decision Making: Guidelines are generally but not always clearly applicable, requiring the employee to exercise judgement in selecting the most pertinent guideline, interpret precedents, adapt standard practices to differing situations and recommend alternative actions in situations without precedent.
- Nature of Supervision: Under general supervision, the employee receives assignments and is expected to carry them through to completion with substantial independence. Work is reviewed for adherence to instructions, accuracy, completeness and conformance to standard practice or precedent. Recurring work clearly covered by guidelines may or may not be reviewed.
- Resource Responsibility: Office supplies and computer.
Position Reports To: Director of Human Resources
Join the Denver Housing Authority (DHA), a leader in providing affordable housing and creating thriving communities in Denver. As a dynamic organization committed to enhancing the quality of life for residents, we focus on innovation, collaboration, and excellence in service delivery. With a strong emphasis on community engagement and sustainability, DHA is dedicated to a best-in-class work environment while addressing the housing needs of our city. If you're passionate about making a positive impact and want to contribute to meaningful projects that empower individuals and families, we invite you to explore career opportunities with us.
See All 65 People Operations Specialist Jobs in Colorado
Find roles in Colorado that match your experience and apply in just a few clicks.
Find JobsPeople Operations Specialist Jobs by City in Colorado
Where Colorado roles are concentrated, by current openings.
People Operations Specialist Job Market in Colorado
A snapshot from current Colorado openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Hospitality & Tourism
- Technology & Software
What Colorado Employers Look For
The qualifications that appear most often in people operations specialist jobs across Colorado.
- Bachelor's degree in human resources, business administration, or a related field
- Demonstrated experience with HRIS platforms such as Workday, BambooHR, or ADP
- PHR or SHRM-CP certification preferred or actively in progress
- Strong knowledge of Colorado employment law and state-level compliance requirements
- Experience supporting employee lifecycle processes including onboarding, offboarding, and performance cycles
- Ability to analyze workforce data and present people metrics to business leaders
People Operations Specialist Jobs in Colorado: Frequently Asked Questions
How do you become a people operations specialist in Colorado?
Most people operations specialist roles in Colorado require a bachelor's degree in human resources, business, or organizational psychology, though some employers accept equivalent experience in adjacent roles. Colorado does not require a state-issued license for this role, but earning the SHRM-CP or PHR credential through the Society for Human Resource Management or the HR Certification Institute is a strong differentiator with Colorado employers, particularly in tech and aerospace where structured HR practices are expected.
How much do people operations specialists make in Colorado?
People operations specialists in Colorado earn a median of about $80,840 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $51,290 for the lowest 10% to over $133,850 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire people operations specialists in Colorado?
Companies currently hiring people operations specialists in Colorado include ADP, Aramark, and Amazon, per current listings on Migrate Mate as of August 2026. Colorado's concentration of technology firms, defense contractors, and large healthcare systems creates consistent, ongoing demand for people operations professionals across the Front Range.
Which Colorado cities have the most people operations specialist jobs?
Denver, Colorado Springs, and Loveland have the most people operations specialist openings in Colorado. Denver dominates hiring volume as the state's commercial and corporate headquarters hub, Boulder draws openings from its dense cluster of technology and life sciences companies, and Colorado Springs adds steady demand from its large defense and military contractor workforce anchored by employers near Peterson Space Force Base and Fort Carson.
Are there remote people operations specialist jobs in Colorado?
Yes, and more than most fields, since people operations work is largely desk-based and systems-driven rather than tied to a physical worksite. About 53% of people operations specialist openings tied to Colorado are remote or hybrid as of August 2026, reflecting the role's strong fit for distributed work. HRIS administration, people analytics, and HR business partner roles tied to fully remote engineering teams tend to offer the most location flexibility.
How can I get hired as a people operations specialist in Colorado with little or no experience?
The most realistic entry path is moving from an HR coordinator, recruiter, or office operations role into people operations at a Colorado company that is actively scaling. Large Front Range employers in technology and healthcare, including many Boulder-area startups and Denver-based health systems, regularly hire HR assistants and coordinators who grow into people operations roles. Earning the SHRM-CP or completing a HRCI-approved program while in an entry role, combined with hands-on Workday or BambooHR experience, gives candidates a measurable edge over others applying without a credential.
Where can I find and apply to people operations specialist jobs in Colorado?
You can find and apply to people operations specialist jobs in Colorado on Migrate Mate, which lists current Colorado openings for this role. Search the listings to find roles that match your experience level, location preference, and specialty, then apply directly to the ones that fit.
See All 65 People Operations Specialist Jobs in Colorado
Find roles in Colorado that match your experience and apply in just a few clicks.
Find Jobs