Senior HR Business Partner

Denver Health•Denver, CO

4d•$101,100 - $156,700•Onsite

About The Position

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 role 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 Senior 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 role leads designated HRBP and organizational initiatives, serves as the Single Point of Accountability for assigned work, and provides mentorship and thought partnership to HRBP and Employee Relations colleagues. This position is expected to work full-time onsite, with regular travel to Denver Health clinic locations throughout the Denver metro area. The role is on the day shift and is regular employment.

Requirements

Bachelor's degree or equivalent level of additional related experience.
7–9 years of progressive Human Resources experience, including strategic and consultative HR support to leaders.
SHRM-CP certification or PHR certification.
Advanced business acumen and 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.
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 navigate complex, matrixed organizations and understand how organizational structure, leadership relationships, and business operations affect workforce needs.
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.

Nice To Haves

Knowledge of healthcare environments.

Responsibilities

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.
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.
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.
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.
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.
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 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.
Mentor and provide advanced thought partnership to HRBP and Employee Relations colleagues.

Benefits

Paid time off starting at 28 days per year, inclusive of vacation, personal/sick time, and 7 holidays.
100% paid parental leave for up to 6 weeks.
Immediate eligibility for retirement plans with employer contributions up to 9.5%.
Medical, dental, and vision plans, plus employer-paid disability and life insurance.
Well-being programs, including an onsite employee fitness center and the RESTORE Center.
Free RTD EcoPass for public transportation.
Childcare discount programs and discounts and perks on brands, travel, and more.
Tuition reimbursement and assistance.
Education, coaching, and professional development opportunities through the Workforce Development Center, supporting internal career growth and advancement pathways.
Professional clinical advancement program and shared governance.
Public Service Loan Forgiveness-eligible employer, with free student loan coaching and assistance navigating the program.
National Health Service Corps and Colorado Health Service Corps eligible employer.