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Employee Experience Partner Jobs in Colorado (NOW HIRING)

Denver Health

Sr. HR Business Partner

Denver, CO · On-site

Employee Experience & Organizational Culture • Connect employee experience, retention, workforce ... Ability to mentor and provide advanced thought partnership to HRBP and Employee Relations ...

Amazon

HR Partner, Human Resources, AMZL

Loveland, CO · On-site

Key job responsibilities - Support a positive employee experience by executing key programs, reinforcing workplace standards, and partnering with PXT and Operations to create a culture where ...

Amazon

HR Partner, Human Resources, AMZL

Denver, CO · On-site

Key job responsibilities - Support a positive employee experience by executing key programs, reinforcing workplace standards, and partnering with PXT and Operations to create a culture where ...

Amazon

HR Business Partner, NACF

Aurora, CO · On-site

You may also lead a team of entry-level HR employees and own projects that enhance the employee experience. The HR Business Partner balances strategic and tactical responsibilities, driving ...

Amazon

HR Business Partner , NACF

Loveland, CO · On-site

You may also lead a team of entry-level HR employees and own projects that enhance the employee experience. The HR Business Partner balances strategic and tactical responsibilities, driving ...

Amazon

HR Business Partner, NACF

Aurora, CO · On-site

You may also lead a team of entry-level HR employees and own projects that enhance the employee experience. The HR Business Partner balances strategic and tactical responsibilities, driving ...

Socket.dev

People Business Partner

Denver, CO · On-site

$112 - $126/hr

About the Role At SonderMind, we believe that an exceptional employee experience fuels performance, belonging, and growth. As a People Business Partner , you'll serve as a strategic and operational H ...

Ping Identity

Office Manager

Denver, CO · On-site

Employee Experience: Partner with Human Resources to support employee engagement, recognition, onboarding, workplace celebrations, and culture-building initiatives. * Corporate Gifting & Brand ...

Ping Identity

Office Manager

Denver, CO · On-site

Employee Experience: Partner with Human Resources to support employee engagement, recognition, onboarding, workplace celebrations, and culture-building initiatives. * Corporate Gifting & Brand ...

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Showing results 21-40

All JobsEmployee Experience Partner JobsEmployee Experience Partner Jobs in Colorado

Employee Experience Partner information

See Colorado salary details

$32.1K

$123.6K

How much do employee experience partner jobs pay per year?

As of Sep 6, 2026, the average yearly pay for employee experience partner in Colorado is $118,931.00, according to ZipRecruiter salary data. Most workers in this role earn between $122,500.00 and $122,500.00 per year, depending on experience, location, and employer.

What is an employee experience partner?

An Employee Experience Partner is a human resources professional responsible for improving and managing the overall experience of employees within an organization. They focus on initiatives that enhance employee engagement, wellbeing, and workplace culture, ensuring that staff feel valued and supported throughout their employment journey. This role often involves collaborating with leadership and various departments to implement programs, gather feedback, and address concerns that impact employee satisfaction. Their ultimate goal is to create a positive work environment that attracts and retains top talent.

How does an employee experience partner typically collaborate with different departments to enhance workplace culture?

Employee Experience Partners work closely with HR, management, and individual teams to identify areas for improving the employee journey. They often facilitate cross-departmental workshops, gather feedback through surveys, and coordinate with leadership to implement initiatives like onboarding improvements, recognition programs, or wellness activities. This collaborative approach ensures that strategies are tailored to the unique needs of each department while fostering a cohesive and positive workplace culture across the organization.

What are the key skills and qualifications needed to thrive as an employee experience partner, and why are they important?

To thrive as an Employee Experience Partner, you need a strong foundation in human resources principles, employee engagement strategies, and organizational development, usually backed by a bachelor’s degree in HR or a related field. Familiarity with HRIS platforms, survey tools, and data analytics is important, and certifications like SHRM-CP or PHR can be advantageous. Exceptional interpersonal skills, active listening, and the ability to foster trust are crucial soft skills for building positive workplace cultures. These capabilities enable Employee Experience Partners to drive engagement, retention, and overall employee satisfaction across organizations.

What is the difference between Employee Experience Partner vs HR Business Partner?

AspectEmployee Experience PartnerHR Business Partner
Primary FocusEnhancing employee engagement, satisfaction, and overall experienceAligning HR strategies with business goals, managing employee relations
Required CredentialsTypically HR or related certifications, strong communication skillsHR certifications, strategic HR knowledge
Work EnvironmentCollaborates across teams to improve workplace culturePartners with leadership to develop HR policies
Industry UsageCommon in organizations prioritizing employee engagementWidely used in HR departments across industries

The Employee Experience Partner focuses on improving employee engagement and workplace culture, while the HR Business Partner aligns HR initiatives with business objectives. Both roles require HR knowledge and work closely with employees and leadership, but their core responsibilities differ in scope and emphasis.

What are popular job titles related to Employee Experience Partner jobs in Colorado?

For Employee Experience Partner jobs in Colorado, the most frequently searched job titles are:

What job categories do people searching Employee Experience Partner jobs in Colorado look for?

The top searched job categories for Employee Experience Partner jobs in Colorado are:

Employee Experience Partner jobs near you
Infographic showing various Employee Experience Partner job openings in Colorado as of August 2026, with employment types broken down into 1% As Needed, 76% Full Time, 18% Part Time, and 5% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $118,931 per year, or $57.2 per hour.

Sr. HR Business Partner

Denver Health

Denver, CO • On-site

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 4 days ago

Denver Health rating

7.8

Company rating: 7.8 out of 10

Based on 69 frontline employees who took The Breakroom Quiz

200th of 1,065 rated hospitals

Job description

We are recruiting for a mission-driven Sr. HR Business Partner to join our team!
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
HR Administration
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
Days (United States of America)
Work Type
Regular
Salary
$101,100.00 - $156,700.00 / yr
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.

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