ZipRecruiter

Log In

1

Human Performance Research Jobs in Colorado (NOW HIRING)

Sargent & Lundy

Human Resources Generalist

Aurora, CO · Hybrid

$64K - $95K/yr

Conducting HR research and maintaining employment records * Conducting exit interviews and ... performance and supporting the overall well-being of our employees. Individuals may also be ...

Mckesson

Infusion Research Nurse - PRN

Denver, CO

$40/hr

It has conducted more than 850 first-in-human clinical trials since its inception and contributed ... This is determined by several factors, including performance, experience and skills, equity ...

MCKESSON Careers

Infusion Research Nurse - PRN

Denver, CO · On-site

$40 - $52/hr

It has conducted more than 850 first-in-human clinical trials since its inception and contributed ... This is determined by several factors, including performance, experience and skills, equity ...

MCKESSON Careers

Infusion Research Nurse - PRN

Denver, CO · On-site

$40 - $52/hr

It has conducted more than 850 first-in-human clinical trials since its inception and contributed ... This is determined by several factors, including performance, experience and skills, equity ...

McKesson

Infusion Research Nurse - PRN

Denver, CO · On-site

$40/hr

It has conducted more than 850 first-in-human clinical trials since its inception and contributed ... This is determined by several factors, including performance, experience and skills, equity ...

MCKESSON

Infusion Research Nurse - PRN

Denver, CO · On-site

$40 - $52/hr

It has conducted more than 850 first-in-human clinical trials since its inception and contributed ... This is determined by several factors, including performance, experience and skills, equity ...

PCL Construction

Human Resources Manager

Arvada, CO · On-site

$140K - $175K/yr

Annual discretionary performance bonuses * 401(k) with company match * Industry-leading medical ... Leads local market research and analysis for salary/bonus review cycle. * Responsible for overall ...

McKesson

Infusion Research Nurse - PRN

Denver, CO · On-site

$40/hr

It has conducted more than 850 first-in-human clinical trials since its inception and contributed ... This is determined by several factors, including performance, experience and skills, equity ...

previous page

Showing results 41-60

All JobsHuman Performance Research JobsHuman Performance Research Jobs in Colorado

Human Performance Research information

See Colorado salary details

$27.9K

$46.5K

$63.1K

How much do human performance research jobs pay per year?

As of Sep 2, 2026, the average yearly pay for human performance research in Colorado is $46,524.00, according to ZipRecruiter salary data. Most workers in this role earn between $39,400.00 and $50,500.00 per year, depending on experience, location, and employer.

What is human performance research?

Human performance research is the scientific study of how people perform tasks, both mentally and physically, in various environments. This field examines factors such as cognitive abilities, physical capabilities, ergonomics, motivation, and the impact of technology or environment on performance. The goal is often to optimize efficiency, safety, and well-being in workplaces, sports, military, or everyday activities. Researchers in this area use experimental methods, data analysis, and sometimes simulations to understand and improve how humans interact with systems and tasks.

What are the key skills and qualifications needed to thrive as a human performance researcher, and why are they important?

To excel as a Human Performance Researcher, you need a strong background in physiology, psychology, data analysis, and research methodology, often supported by an advanced degree in a related field. Familiarity with statistical software (such as SPSS or R), laboratory equipment, and research ethics certifications is typically required. Critical thinking, attention to detail, and strong communication skills help researchers design effective studies and clearly share findings. These competencies are vital for producing reliable research that advances understanding and practical applications in optimizing human performance.

What are some common challenges faced by professionals in human performance research, and how can they be addressed?

Professionals in Human Performance Research often encounter challenges such as ensuring accurate data collection in dynamic environments, integrating interdisciplinary knowledge, and maintaining ethical standards when working with human subjects. Addressing these challenges typically involves using robust research methodologies, collaborating closely with experts in biomechanics, physiology, and psychology, and adhering strictly to ethical protocols. Staying current with technological advancements and fostering clear communication within research teams also contribute to overcoming these hurdles and producing reliable results.

What is the difference between Human Performance Research vs Human Factors Specialist?

AspectHuman Performance ResearchHuman Factors Specialist
Required CredentialsDegree in psychology, ergonomics, or related field; research experienceDegree in human factors, ergonomics, or psychology; certification may be preferred
Work EnvironmentResearch labs, academic institutions, corporate R&DDesign firms, healthcare, aviation, government agencies
Employer & Industry UsageAcademic, research institutions, industry R&DIndustry application, product design, safety analysis
Common Search & Comparison IntentUnderstanding research roles in human performanceApplying human factors principles in practical settings

Human Performance Research focuses on studying and analyzing how humans perform tasks, often within academic or research settings. Human Factors Specialists apply these insights to improve system design, safety, and usability in real-world environments. While both roles require similar educational backgrounds, their work environments and objectives differ, with research emphasizing understanding performance and human factors focusing on practical application.

What jobs can I get with a human performance research degree?

A degree in human performance research prepares individuals for roles such as human factors specialist, sports scientist, ergonomist, or exercise physiologist. These jobs often involve analyzing physical and cognitive performance, designing training programs, or improving workplace safety, and may require knowledge of data analysis, biomechanics, and relevant certifications. Employment can be found in sports organizations, healthcare, military, or corporate wellness settings.

What are popular job titles related to Human Performance Research jobs in Colorado?

For Human Performance Research jobs in Colorado, the most frequently searched job titles are:

What job categories do people searching Human Performance Research jobs in Colorado look for?

The top searched job categories for Human Performance Research jobs in Colorado are:

Human Performance Research jobs near you
Infographic showing various Human Performance Research job openings in Colorado as of August 2026, with employment types broken down into 78% Full Time, 21% Part Time, and 1% Contract. Highlights an 94% In-person, and 6% Remote job distribution, with an average salary of $46,524 per year, or $22.4 per hour.

Vice President of Human Resources

Xcimer Energy

Denver, CO

Full-time

Re-posted 3 days ago

Job description

Xcimer Energy leverages decades of research on Inertial Fusion Energy (IFE) combined with groundbreaking new laser architecture. Our mission is to deploy fusion power plants to meet global decarbonization goals as fast as possible. Xcimer has assembled a team of leaders in tough tech, fusion science, and manufacturing with a track record of rapid execution. Supported by leading investors, Xcimer is uniquely positioned to deliver limitless, clean, fusion power to combat climate change. Join us in powering a better world with inertial fusion! 
 
As the Vice President of Human Resources, you will build and lead the People strategy that enables one of the world's most ambitious engineering organizations. You will serve as a trusted executive advisor responsible for developing the organizational capability, leadership systems, culture, and people infrastructure required to scale Xcimer from a rapidly growing deep technology company into the global leader in laser fusion energy. 
 
This role combines strategic vision with operational excellence. You will lead the following aspects of Human Resources: Business Partners, Total Rewards, HR Operations, Learning & Development, Organizational Design, Employee Relations, Compliance, and HR Systems, while partnering closely with executives and leaders in the company to ensure our people strategy accelerates business execution. 
 
We are looking for an exceptional people first HR leader who thrives in high-growth, technically complex environments and is passionate about building organizations capable of solving humanity's hardest engineering challenges. 
Responsibilities
  • Serve as a strategic advisor to the Executive Leadership Team on organizational strategy, leadership effectiveness, workforce planning, succession planning, and culture. 
  • Partner with executive leadership to define, articulate, and reinforce the cultural principles and leadership expectations required for Xcimer’s next stage of growth.
  • Develop and execute a long-term People strategy that supports Xcimer's rapid growth from R&D through commercialization and multi-site expansion. 
  • Build, mentor, and lead a world-class Human Resources organization spanning HR Business Partners, Total Rewards, HR Operations, Learning & Development, and Employee Experience.  
  • Partner with executive leadership on organizational design, executive coaching, leadership development, and succession planning across the company.  
  • Develop a clear leadership principles framework that drives accountability, collaboration, respectful debate, and decision-making across engineering, scientific, and manufacturing teams.
  • Lead all compensation, equity, executive compensation, performance management, promotion, and career development programs while ensuring market competitiveness and internal equity.  
  • Develop scalable people systems, policies, and operating rhythms that enable high performance while preserving the company's entrepreneurial culture.  
  • Build cultural “operating mechanisms” including onboarding, feedback systems, recognition programs, manager effectiveness processes, and leadership rituals that create consistency across sites and functions.
  • Drive workforce planning that develops and retains exceptional technical and business talent. 
  • Champion organizational health through employee engagement, leadership effectiveness, performance management, recognition, and continuous feedback programs.  
  • Monitor cultural health through engagement analytics, manager effectiveness metrics, retention trends, and qualitative insights; proactively identify cultural drift or emerging organizational risks.
  • Develop programs that reinforce desired cultural behaviors and address gaps—including manager capability building, leadership development, and cross-team collaboration initiatives.
  • Lead complex employee relations matters, investigations, risk management, and employment law compliance while partnering closely with Legal and executive leadership.  
  • Establish governance mechanisms that reinforce cultural expectations, address misaligned leadership behaviors, and ensure organizational consistency as the company grows and diversifies.
  • Oversee HR technology, people analytics, reporting, and workforce insights to enable data-driven decision making across the business.  
  • Build and scale programs supporting onboarding, leadership development, manager capability, learning, internal mobility, and succession planning.  
  • Ensure compliance with all federal, state, and local employment regulations while establishing best-in-class governance and HR operational excellence. 
  • Develop annual people budgets, headcount planning models, and organizational investment strategies aligned with company objectives. 
  • Foster a culture grounded in accountability, respectful debate, operational excellence, innovation, and continuous improvement.
  • Serve as a member of the leadership team, contributing to enterprise strategy, organizational scaling, capital planning, and company performance.
  • Serve as a visible leader and culture champion across the organization while reinforcing Xcimer's mission and values. ‘
  • Develop organizational strategies supporting geographic expansion. 
Qualifications
  • Education: Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field; Master's degree or MBA preferred. 
  • Experience: 15+ years of progressive Human Resources leadership experience, including executive-level leadership in high-growth technology, aerospace, advanced manufacturing, energy, defense, or similarly complex engineering organizations. 
  • Demonstrated experience scaling organizations through periods of rapid growth while building modern HR systems, processes, and leadership capability.  
  • Proven experience partnering directly with executive leadership teams on organizational strategy and executive decision-making.  
  • Deep expertise across organizational design, leadership development, employee relations, total rewards, performance management, HR operations, compliance, and workforce planning.  
  • Experience building and leading high-performing HR teams. 
  • Demonstrated experience shaping culture through leadership development, organizational design, performance systems, and manager capability building. 
  • Strong business acumen with the ability to connect people strategy directly to organizational performance and business outcomes. 
  • Exceptional executive communication, influence, and change management skills with demonstrated success leading enterprise-wide transformation initiatives.  
  • Proven ability to assess cultural health, identify organizational risks, and guide leadership through complex culture-related decisions or interventions. 
  • Experience leveraging HR technology, analytics, and workforce data to improve organizational effectiveness and business performance.  
  • Must be a U.S. citizen or national, U.S. permanent resident (current Green Card holder), or lawfully admitted into the U.S. as a refugee or granted asylum. 
Desired
  • Experience supporting organizations that have scaled from fewer than 200 employees to more than 1,000 employees. 
  • Experience supporting engineering, scientific research, hardware development, manufacturing, or deep-tech organizations.  
  • Experience designing executive compensation and equity programs for venture-backed companies.  
  • Experience leading organizations through commercialization, manufacturing scale-up, or international expansion.  
  • Familiarity with government contracting, export controls, security-cleared workforces, or regulated industries. 
  • Experience implementing enterprise HRIS, talent management, and people analytics platforms.  
  • Demonstrated success building high-performance cultures within mission-driven organizations.  
  • Experience scaling culture through rapid growth, multi-disciplinary technical teams, and multi-site expansion in engineering-centric environments. 
Candidates may be considered for other positions at Xcimer Energy, and our actual base salary will be determined on an individual basis and may vary based on job-related knowledge and skills, education, and experience. The range is published in accordance with Colorado Equal Pay for Equal Work Act and California Equal Pay Act.
Equal Employment Opportunity
Xcimer Energy is proud to be an Equal Opportunity/Affirmative Action Employer and is committed to attracting, retaining, and developing a highly qualified, diverse, and dedicated work force. Xcimer Energy hires and promotes people on the basis of their qualifications, performance, and abilities. We support the establishment and maintenance of a workplace that fosters trust, equality, and teamwork, in which all employees recognize and appreciate the diversity of individual team members. We provide all qualified applicants for employment and employees with equal opportunities for hire, promotion, and other terms and conditions of employment, regardless of their race, color, religion, gender, sexual orientation, gender identity, national origin/ethnicity, age, physical or mental disability, genetic factors, military/veteran status, or any other status or characteristic protected by feder