Manager, Human Resources Business Partner

Graebel Companies•Aurora, CO

1d•$82,000 - $90,000•Hybrid

About The Position

This role is based out of our Denver office and is hybrid in nature. Are you ready to open a world of opportunity in talent mobility? Our clients include some of the largest and most recognized brands in the world. They’re innovators and leaders in their industries, making life-enhancing breakthroughs every day. We help them tap into those opportunities by placing their exceptional people where they need to be, anywhere in the world. When it comes to service, we set the bar for exceptional … and then we raise it with fresh ideas, leading tools and innovative approaches, and it’s all grounded in our values of truth, love, and integrity. We call it People-first Mobility. We’re looking for exceptional people who share those values along with our passion for delivering the highest levels of service. If that sounds like you, and if you’re ready for a new career opportunity, we’d like to hear from you! Here’s to the world ahead. Reporting to the Vice President of Global Human Resources, the Manager, Human Resources serves as a strategic, client-focused Human Resources Business Partner supporting leaders and employees across the United States and Canada. This role is heavily oriented toward partnership, coaching, and advisory support, with a strong emphasis on leadership effectiveness, talent development, and data-driven decision-making. The Manager, Human Resources, works closely with business leaders to understand their objectives, anticipate people-related needs, and deliver thoughtful HR solutions that enhance performance, engagement, and organizational health. We are committed to fair and transparent compensation. The salary range for this role is based on several factors including experience, skills, and qualifications and is $82,000 to $90,000 .

Requirements

Strong business acumen with the ability to align people strategies to business outcomes.
Excellent interpersonal, coaching, and communication skills.
Sound judgment, problem-solving, and conflict resolution capabilities.
Ability to work effectively in a fast-paced, evolving environment.
High degree of integrity, confidentiality, and professionalism.

Nice To Haves

SHRM-CP/SHRM-SCP, PHR/SPHR, or Canadian HR designation (CHRP/CHRL) preferred.

Responsibilities

Strategic HR Business Partnership & Client Focus Serve as a primary HR partner to leaders, building strong, trusted relationships and deep understanding of business priorities.
Proactively advise leaders on workforce strategy, organizational effectiveness, and team development and performance.
Act as an advocate for both the business and employees, ensuring balanced, thoughtful solutions.
Leadership Support, Coaching & Development Coach leaders on leadership effectiveness, communication, and people management capabilities.
Partner with leaders to identify development needs and support individual and team growth.
Collaborate with Learning & Development on leadership development programs and targeted interventions.
Talent Management, Succession & Workforce Planning Partner with leaders on talent assessment, succession planning, and development planning for key roles.
Support workforce planning efforts, including identification of critical capabilities and future talent needs.
Contribute to building strong internal talent pipelines and leadership bench strength.
Employee Experience & Performance Management Support leaders and employees through the full performance management lifecycle, including goal setting, feedback, development planning, and corrective action when needed.
Provide guidance on employee relations matters, with a focus on coaching, resolution, and positive employee experiences.
Foster an inclusive, engaging, and high-performance culture across the organization.
HR Analytics & Insights Leverage HR data and analytics to provide leaders with insights related to engagement, retention, performance, and workforce trends.
Develop and interpret dashboards, reports, and metrics to support evidence-based decision-making.
Use data to identify risks, opportunities, and proactive interventions that improve business and people outcomes.
Compliance Oversight (US & Canada) Ensure HR guidance and recommendations align with applicable U.S. and Canadian employment laws and regulations.
Partner with internal specialists as needed on policy interpretation, leaves, accommodations, and terminations.