We're with you for life’s journey. At Denver Health, purpose isn’t just something we believe in—it’s something we live every day, for life’s journey.

Our Values

Respect | Belonging | Accountability | Transparency

Department

* This position is expected to work full-time onsite, with regular travel to Denver Health clinic locations throughout the Denver metro area.*

Join a dynamic HR team where collaboration isn't just a buzzword - it's how we work every day. As part of our close-knit group of HR Business Partners and Employee Relations Specialists, you'll be surrounded by supportive colleagues who share knowledge, tackle challenges together, and celebrate each other's successes. Here, your voice matters and your expertise is valued. We're more than just coworkers; we're strategic partners who learn from each other while contributing to our organization's success.

Beyond the role itself, you'll find an environment where we prioritize strong leadership, a positive employee experience, and exceptional care and service for our patients and community. If you're looking for an opportunity to build trusted partnerships with leaders across our clinic locations and make a meaningful impact on the teams providing essential care to our community, we'd love to talk with you.

Job Summary

The Senior HR Business Partner (HRBP) serves as a strategic advisor to leaders, advancing organizational effectiveness through workforce and talent strategy, leadership effectiveness, employee experience, and data-driven decision-making. The Sr HRBP connects workforce, leadership, and business needs across areas to identify broader risks, opportunities, and organizational priorities and develops strategies that drive measurable business outcomes.

As a trusted consultant, the Sr HRBP works across teams and leadership levels to address complex organizational needs, influence direction, and lead strategies that support a high-performing workplace. In addition to assigned business responsibilities, the Sr HRBP leads designated HRBP and organizational initiatives, serves as the Single Point of Accountability (SPA) for assigned work, and provides mentorship and thought partnership to HRBP and Employee Relations (ER) colleagues.


Essential Functions:

• Strategic Workforce Planning and Talent Management
  • Connect workforce and talent needs across business areas to identify current and future organizational needs, risks, and opportunities.
  • Advise leaders on workforce design, organizational structure, and talent strategies that support short- and long-term business objectives.
  • Identify broader workforce trends and implications and influence strategies to address emerging needs.
  • Partner with Talent Acquisition and other HR functions to develop workforce and talent strategies.
  • Influence succession planning, talent reviews, and strategies to strengthen leadership pipelines and critical talent. (20%)
• Leadership Effectiveness & Development
  • Serve as a trusted advisor and coach to leaders on leadership, talent, and team effectiveness.
  • Advise on leadership challenges that cross teams or leadership levels and identify broader organizational implications.
  • Influence senior leaders on leadership effectiveness, talent priorities, team performance, and organizational needs.
  • Identify leadership capability needs and partner with Organizational Development and other resources to develop appropriate strategies and interventions.
  • Facilitate succession and talent management strategies and connect talent needs across business areas.
  • Reinforce leader accountability and behavior change through ongoing consultation and coaching. (20%)
• Employee Experience & Organizational Culture
  • Connect employee experience, retention, workforce, leadership, and business information across areas to identify broader trends, risks, and opportunities.
  • Help establish priorities and determine where focused interventions will have the greatest organizational impact.
  • Advise leaders on strategies to strengthen employee experience, engagement, retention, and organizational culture.
  • Identify connections between employee experience results and broader leadership, workforce, or business conditions.
  • Evaluate the effectiveness of interventions and recommend adjustments based on results and changing organizational needs. (20%)
• Organizational Effectiveness & Intervention Strategy
  • Identify when workforce, leadership, or organizational issues across teams are connected and determine when a broader organizational response is needed.
  • Use business and workforce information to clarify complex problems, identify root causes, and recommend appropriate strategies.
  • Help establish priorities across competing organizational needs based on business impact, workforce risk, and available resources.
  • Lead and coordinate interventions that cross business areas or require multiple HR and organizational partners.
  • Partner with Employee Relations to identify broader organizational implications of employee relations trends and concerns.
  • Partner with Organizational Development and other HR functions to address needs requiring specialized expertise.
  • Monitor intervention outcomes and adjust strategies based on results. (20%)
• HR Analytics & Workforce Insights
  • Connect workforce data and business information across areas to identify patterns, emerging risks, and opportunities.
  • Translate workforce insights into clear recommendations that influence leadership priorities and decisions.
  • Use multiple sources of information to evaluate organizational conditions rather than relying on individual workforce measures in isolation.
  • Identify workforce trends that may have implications beyond an individual business area.
  • Use data and outcomes to evaluate strategies and guide future priorities. (10%)
• Change Management & Strategic Implementation
  • Shape and lead people strategies for organizational changes that cross business areas, leadership levels, or stakeholder groups.
  • Anticipate workforce, leadership, and employee impacts of organizational change and recommend strategies to address them.
  • Build stakeholder alignment and develop strategies that support communication, implementation, and sustained adoption.
  • Lead designated HRBP and organizational initiatives and serve as the Single Point of Accountability (SPA) for assigned work.
  • Set direction, coordinate contributions across stakeholders, address barriers, and maintain accountability for results.
  • Communicate the business value and organizational impact of HR and workforce strategies to leaders and stakeholders. (10%)

Education:

• Bachelor's Degree Or equivalent level of additional related experience Required

Work Experience:

• 7-9 years of progressive Human Resources experience, including strategic and consultative HR support to leaders.
  Required

Licenses:

• SHRMCP-SHRM Certified Professional - SHRM - Society for Human Resources Management OR PHR-Professional in Human Resources - HRCI - Human Resources Certification Institute (Preferred)

Knowledge, Skills and Abilities:

• Advanced business acumen with the ability to connect workforce and organizational needs across business areas and anticipate broader business implications.
• Advanced consultation and influencing skills, including the ability to advise, coach, challenge, and influence senior leaders and stakeholders across leadership levels.
• Advanced organizational assessment and problem-solving skills, including the ability to connect issues across teams, identify root causes, and address complex or unclear organizational challenges.
• Advanced ability to connect workforce data, business information, and organizational context to identify broader patterns, risks, and opportunities and influence decisions.
• Strong judgment and prioritization skills, including the ability to evaluate competing organizational needs and determine where focused support will have the greatest impact.
• Ability to effectively navigate complex, matrixed organizations and understand how organizational structure, leadership relationships, and business operations affect workforce needs; knowledge of healthcare environments preferred.
• Advanced knowledge of change management principles and ability to lead change across business areas, leadership levels, or stakeholder groups.
• Ability to lead cross-functional initiatives, build stakeholder alignment, and drive results through influence without formal authority.
• Strong knowledge of employment law, HR practices, and regulatory requirements, with the ability to identify and consider broader organizational risk.
• Advanced written, verbal, presentation, and facilitation skills.
• Ability to mentor and provide advanced thought partnership to HRBP and Employee Relations colleagues.

Shift

Work Type

Salary

Benefits

At Denver Health, we take care of the people who take care of our community. Our benefits are built to support your life, your family, and your future — with generous paid time off, fully paid parental leave, exceptional retirement contributions, comprehensive health coverage, and nationally recognized well-being programs. We invest in your growth through tuition assistance, career advancement pathways, and professional development — while also offering meaningful financial advantages through loan forgiveness eligibility and employer contributions. When you join Denver Health, you’re joining a mission-driven organization that invests in you.

Here is a small list of our benefit programs:

• Paid time off starting at 28 days per year, inclusive of vacation, personal/sick, and 7 Holidays
• 100% paid parental leave up to 6 weeks
• Immediate eligibility for retirement plans with employer contribution up to 9.5%
• Generous medical, dental, vision plans in addition to employer paid disability and life insurance.
• Comprehensive well-being programs including on-site employee fitness center located on Denver Health main campus and nationally recognized RESTORE Center
• Free RTD EcoPass (public transportation)
• Childcare discount programs & exclusive perks on large brands, travel, and more
• Tuition reimbursement & assistance
• Education, coaching, and professional development opportunities through the Workforce Development Center (WFDC) that support internal career growth and advancement pathways
• Professional clinical advancement program & shared governance
• Public Service Loan Forgiveness (PSLF) eligible employer+ free student loan coaching and assistance navigating the PSLF program
• National Health Service Corps (NHCS) and Colorado Health Service Corps (CHSC) eligible employer

About Denver Health

Denver Health is an integrated, high-quality academic healthcare system considered a model for the nation that includes a Level I Trauma Center, a 555-bed acute care medical center, Denver’s 911 emergency medical response system, 10 family health centers, 19 school-based health centers, Rocky Mountain Poison & Drug Safety, the Public Health Institute at Denver Health, Denver Health Medical Plan and Denver Health Foundation.

As Colorado’s primary, and essential, safety-net healthcare system, Denver Health is a mission-driven organization that has provided millions in uncompensated care for the uninsured each year.

Located near downtown Denver, Denver Health is just minutes away from many of the cultural and recreational activities Denver has to offer.

Denver Health is an equal opportunity employer (EOE). We value the unique ideas, talents and contributions reflective of the needs of our community. All job applicants for safety-sensitive positions must pass a pre-employment drug test, once a conditional offer of employment has been made. Applicants will be considered until the position is filled.