HR Director

YES Communities•Denver, CO

1d•Hybrid

About The Position

YES Communities is seeking an HR Director to design, build, and lead the HR Business Partner function within the Human Resources organization as the business continues its growth. This role will partner closely with senior leaders across the company to align people strategies with business priorities, enabling effective scale while reinforcing a high-performance, values-driven culture. This is a high-impact opportunity for an HR leader who thrives on building functions from the ground up, influencing leadership, and thoughtfully scaling organizations for long-term success. As an HR Director, you will serve as a strategic advisor to executives and functional leaders, providing guidance on workforce planning, organizational design, leadership effectiveness, and talent strategy. You will play a critical role in ensuring leaders have the right teams, structures, and leadership practices in place to support sustained growth. A key focus of this role will be developing the HRBP operating model and defining how the function partners with the business. You will work closely with HR leaders across Talent Strategy, Learning & Development, Benefits, Payroll, and HRIS to ensure Human Resources operates as an integrated, strategic partner to the business. The ideal candidate brings strong technical HR expertise, proven leadership experience, and the ability to guide leaders and teams through change while balancing business needs, employee experience, and compliance requirements. This role leads and develops a geographically dispersed HR team based in Denver, Colorado and Farmington Hills, Michigan. In addition, this role will have direct management responsibility for the Office Manager, who supports the day-to-day office environment, including office events, supplies procurement, and workplace safety initiatives.

Requirements

7-10+ years of progressive HR experience, with demonstrated leadership of HR Business Partner teams
Demonstrated initiative to identify gaps, address root causes, and drive practical solutions that improve outcomes for the business and employees
Strong attention to detail, with the ability to balance accuracy and compliance while operating at a strategic level
Exceptional problem-solving skills, including the ability to navigate ambiguity, assess risk, and make sound, well-reasoned decisions
Strong employee relations background and working knowledge of employment law across multiple states
Demonstrated ability to lead through influence, build trust, and respectfully challenge leaders and peers
Exceptional communication, judgement, and relationship-building skills
Experience leading and developing geographically dispersed teams
Proficient in Microsoft Office Suite, experience working with HR systems and tools (e.g., HRIS, case management systems, reporting dashboards), with the ability to partner effectively with HRIS teams and leverage data to support decision-making

Nice To Haves

Bachelor’s degree is preferred but not required; relevant experience will be considered in lieu of a degree
HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)

Responsibilities

Design, implement, and continuously evolve the HR Business Partner model, including role clarity, engagement standards, and success measures
Lead and develop a team of HRBPs to operate as proactive, consultative partners aligned to business priorities
Set clear expectations for how HRBPs partner with leaders on workforce planning, performance management, employee relations, and organizational change
Elevate HRBP capability in strategic thinking, influence, and systems-level problem solving
Partner closely with HR leaders across Talent Strategy, Learning & Development, Benefits, Payroll, and HRIS to ensure coordinated planning and execution
Act as the primary integrator across HR function from the business’s perspective, ensuring alignment, clarity, and reduced friction
Identify and address disconnects, inefficiencies, or gaps across HR processes that negatively impact the employee or leader experience
Advocate for the business needs while balancing enterprise priorities and HR systems constraints
Provide leadership and oversight to HRBPs on employee relations matters, performance issues, and investigations, in partnership with appropriate HR specialist
Ensure consistent, compliant, and thoughtful application of policies and employment practices across locations
Support leaders and HRBPs in risk-aware decision-making, particularly in multi-state environments
Champion a culture of accountability, respect, inclusion, and professional communication
Partner with leaders to support organizational change, team effectiveness, and leadership capability
Encourage open dialogue and constructive challenges to improve how work gets done across the organization
Use data, trends, and feedback to assess HRBP effectiveness and inform improvements
Continuously refine HRBP practices to increase strategic impact and business alignment
Collaborate across HR to improve the end-to-end employee experience
Provide direct leadership and support to the Office Manager, who is responsible for coordinating office-based activities and administrative support
Oversee office-related needs including employee events, ordering and maintaining office supplies, and supporting a safe, functional, and welcoming work environment
Partner with Risk Management and other internal stakeholders as needed to address office safety, employee experience, and workplace needs
Ensure office operations align with company standards and support employee engagement and productivity