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Employee Experience Partner Jobs in Colorado (NOW HIRING)

Hertz

High Volume Talent Acquisition Partner

Denver, CO · On-site

$65 - $75/hr

Strong experience sourcing and building talent pipelines through diverse channels, including direct ... Employee Assistance Program for employees & family * Educational Reimbursement & Discounts

Vizient

Culture Transformation Director

Englewood, CO

$102K - $179K/yr

You will partner across Benefits, HR, Employee Experience & Culture, and business leadership to translate workforce insights into action, embed culture and wellbeing throughout the employee lifecycle ...

INFICON AG

People & Culture Business Partner

Longmont, CO · On-site

$112 - $120/hr

Culture, Inclusion & Employee Experience * Champion culture, inclusion, belonging, and engagement ... Partner across the People & Culture function to ensure consistent delivery and value‑added ...

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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.

Employee Relations Manager (63538)

Aurora Mental Health & Recovery

Aurora, CO • On-site

$108K - $163K/yr

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Posted 22 hours ago

Posted today

Job description

Join Aurora Mental Health & Recovery as our Employee Relations Manager and play a pivotal role in fostering a positive, equitable, and high-performing workplace culture. In this hands-on leadership role, you will oversee complex employee relations matters while leading a team of HR Generalists dedicated to supporting employees and leaders through workplace challenges. Serving as a trusted advisor across the organization, you will guide investigations, conflict resolution, performance management, and policy interpretation, ensuring fair, consistent, and legally compliant outcomes. This is an exciting opportunity for an experienced HR professional who thrives on building strong partnerships, mitigating workplace risks, and creating an environment where employees feel respected, supported, and empowered to do their best work.
Schedule. This position will work Monday - Friday, 8:00 am - 5:00 pm, and is eligible for a hybrid model, which allows for a mix of remote and in-office work, with an expectation of being in the office two days per week and working from home three days. This schedule may be adjusted based on training and department needs.
Salary for this role. Starting wage is based on experience and company equity. Paid bi-weekly.
  • $111,073 to $166,610

Essential Functions:
  • Managerial Accountabilities: Lead employees, maintaining team focus and direction. Hire, provide performance feedback and coaching, and fire employees in accord with organization guidance. Communicate with external stakeholders related to team accountability. Cascade information from sr. leadership to lower levels in alignment with organization strategy and goals. Design and implement effective group and intergroup work and communication expectations. Define and monitor group-level performance indicators. Diagnose and resolve problems within and among work groups.
  • Personally manage a portfolio of complex, high-risk, and sensitive employee relations cases, including investigations, disciplinary actions, and terminations.
  • Provide guidance, coaching, and decision support to leaders and HR partners on employee performance, conduct, and policy application.
  • Ensure timely, consistent, and legally compliant resolution of employee complaints and concerns.
  • Conduct thorough investigations, including interviews, documentation review, and findings summaries with clear recommendations.
  • Interpret company policies, employment laws, and regulations to guide fair and consistent decision-making.
  • Partner with Legal and HR leadership on high-risk or complex matters.
  • Ensure documentation meets legal and organizational standards.
  • Identify trends and recommend policy updates or new practices to mitigate risk.
  • Analyze ER data and case trends to identify systemic issues and organizational risk areas.
  • Develop recommendations and action plans to address recurring challenges.
  • Partner with HR Leadership and leaders to implement preventative strategies and improve employee experience.
  • Coach managers at all levels on handling employee issues, performance conversations, and conflict resolution.
  • Support the development of leadership capability in managing employee relations effectively.
  • Provide guidance to employees on workplace concerns while maintaining neutrality and professionalism.
  • Design and deliver training on employee relations topics such as workplace conduct, investigations, performance management, and conflict resolution.
  • Promote awareness of policies and best practices across the organization.
  • Provide oversight, coaching, and support to HR Generalists assigned to employee relations work, including case intake, documentation, investigation planning, and appropriate follow-through.
  • Review HR Generalist case recommendations to ensure consistent application of policy, sound judgment, legal compliance, and alignment with organizational expectations.
  • Support AMHR leaders in responding to manager and employee questions regarding workplace concerns, performance issues, corrective action, policy interpretation, leaves, accommodations, and other HR-related matters.
  • Monitor HR Generalist workload, case status, and documentation practices to promote timely resolution, accurate records, and appropriate escalation of complex or high-risk matters.

Requirements:
  • Bachelor's degree in Human Resources, Business Administration, or related field
  • 5 to 8+ years of progressive HR experience, with a strong focus on employee relations
  • 1 to 3+ years of people management experience
  • Preferred: HR certification (SHRM-CP, SHRM-SCP, PHR, SPHR)
  • Demonstrated experience conducting workplace investigations and managing complex ER cases
  • Strong knowledge of employment laws and HR best practices
  • Excellent judgment, problem-solving, and decision-making skills
  • Ability to manage sensitive situations with professionalism and discretion
  • Strong interpersonal and influencing skills
  • High emotional intelligence and conflict resolution ability
  • Ability to balance empathy with business and legal considerations
  • Detail-oriented with strong documentation skills
  • Skilled at navigating ambiguity and making sound decisions under pressure
  • Team leadership and coaching mindset

Required Vaccination and TB Test.
At AMHR, the health and safety of our clients and staff are our top priorities. As part of this commitment, all employees are required to receive an annual influenza (flu) shot and present a negative TB test result before their first day of work. Proof of both the flu shot and negative TB test must be provided on your first day of employment. Medical and religious exemptions can be requested if necessary.
Benefits:
  • Health insurance: Kaiser
  • Dental, vision, and flexible spending accounts (dependent care & health care)
  • Company paid basic life and AD&D insurance
  • Long-term disability coverage*
  • 403(b) retirement plan, which provides 100% vesting immediately, and matching contributions up to 4% after one year of employment
  • Accrued Vacation pay up to 12 days and accrued Sick Pay up to 12 days per year, and 2 floating holidays (hours calculated pro-rata basis based on full-time equivalency)
  • The company observes 11 designated holidays each year. Exception: Employees working in 24/7 programs or facilities are scheduled to work their regular shifts if the holiday falls on their scheduled workday. In these cases, employees will receive their regular pay for hours worked plus holiday pay.
  • Employee Assistance Program
  • Voluntary term life insurance
  • Short-term disability*

*Eligible for benefit if working 30 hours per week or more
Our Mission, Vision and Core Values.
Mission: Deeply rooted in our diverse community, we deliver state-of-the-art care and meaningful outcomes that impact emotional well-being and addiction recovery.
Vision: To foster hope and healing through compassionate, quality care.
Core Values: Passionate caring; Rising to the challenge; Honoring and respecting all persons; Believing in resilience; Putting clients and community first; Commitment to collaboration and teamwork.
We are an Equal Opportunity Employer.
Aurora Mental Health & Recovery and subsidiaries (AMHR) are dedicated to the principles of equal employment opportunity. We prohibit unlawful discrimination against applicants or employees on the basis of age 40 and over, race (including traits historically associated with race, such as hair texture and length, protective hairstyles), sex, sexual orientation, gender identity, gender expression, color, religion, national origin, disability, military status, genetic information, or any other status protected by applicable state or local law. We do not tolerate discrimination in any form or context, including harassment or exclusion.

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