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Human Resources Leadership Development Program Jobs in Colorado

Socket.dev

VP, Human Resources

Denver, CO · On-site

$316 - $351/hr

Growth and development. We believe the best work happens when people are growing ... You'll have access to learning resources, leadership programs, and real opportunities to take on ...

VeroTouch Career Page

Human Resources Manager

Salida, CO · On-site

$70K - $100K/yr

... development programs, including safety training, technical skill enhancement, leadership ... HR Analytics and Organizational Effectiveness * Monitor HR metrics, employee engagement, retention ...

Medium

Vice President of Human Resources

Denver, CO · On-site

$210 - $250/hr

Build and scale programs supporting onboarding, leadership development, manager capability ... Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a ...

Chandler Maclain

Head of Human Resources

Denver, CO

$180K - $220K/yr

Develop and enhance HR policies, programs, and processes that improve consistency and operational effectiveness. * Coach leaders on employee development, performance, and organizational challenges.

Aston Carter

HR Business Partner

Englewood, CO

HR Business Partner This HR Business Partner role blends hands-on HR operations with strategic ... Development. The organization is a multi-brand, global leader in temporary housing program ...

Aston Carter

HR Business Partner

Englewood, CO

HR Business Partner This HR Business Partner role blends hands-on HR operations with strategic ... Development. The organization is a multi-brand, global leader in temporary housing program ...

AbsenceSoft

Vice President, Human Resources

Denver, CO · On-site

$225K - $250K/yr

Growth and development. We believe the best work happens when people are growing ... You'll have access to learning resources, leadership programs, and real opportunities to take on ...

Regis

Executive Director, Talent & HR

Denver, CO · Hybrid

Manage complex leave programs (FMLA, sabbaticals, disability) with empathy and policy adherence ... Implement continuous performance management systems and leadership development pipelines. * Enable ...

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All JobsHuman Resources Leadership Development Program JobsHuman Resources Leadership Development Program Jobs in Colorado

Human Resources Leadership Development Program information

See Colorado salary details

$35.8K

$69.2K

$103K

How much do human resources leadership development program jobs pay per year?

As of Aug 14, 2026, the average yearly pay for human resources leadership development program in Colorado is $69,231.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,700.00 and $77,800.00 per year, depending on experience, location, and employer.

What is a human resources leadership development program?

A Human Resources Leadership Development Program (HRLDP) is a structured, rotational training program designed to prepare early-career professionals for leadership roles within the HR function of an organization. Participants typically rotate through various HR disciplines such as talent acquisition, employee relations, compensation and benefits, and learning and development. These programs often combine on-the-job experience, formal training, mentorship, and networking opportunities. The goal is to develop broad HR expertise and leadership skills, enabling graduates to take on strategic HR positions in the future.

What are the key skills and qualifications needed to thrive in a human resources leadership development program, and why are they important?

To excel in a Human Resources Leadership Development Program, you need a foundational understanding of HR principles, strong analytical skills, and typically a bachelor’s degree in human resources, business, or a related field. Familiarity with HRIS platforms, talent management systems, and certifications like SHRM-CP or PHR can be highly advantageous. Exceptional interpersonal skills, leadership potential, and adaptability are crucial soft skills for building relationships and navigating organizational change. These abilities are vital for successfully rotating through diverse HR functions, driving strategic initiatives, and preparing for future HR leadership roles.

What types of projects or rotations can participants expect in a human resources leadership development program?

Participants in a Human Resources Leadership Development Program typically rotate through multiple HR functions, such as talent acquisition, employee relations, compensation and benefits, and organizational development. These rotations allow participants to gain hands-on experience in diverse HR specialties and develop a well-rounded skill set. Projects may include leading recruitment campaigns, supporting change management initiatives, analyzing workforce data, or contributing to employee engagement programs. This structure is designed to build leadership capabilities and prepare participants for advanced HR roles upon program completion.

What are the most commonly searched types of Human Resources Leadership Development Program jobs in Colorado?

The most popular types of Human Resources Leadership Development Program jobs in Colorado are:

What are popular job titles related to Human Resources Leadership Development Program jobs in Colorado?

For Human Resources Leadership Development Program jobs in Colorado, the most frequently searched job titles are:

What job categories do people searching Human Resources Leadership Development Program jobs in Colorado look for?

The top searched job categories for Human Resources Leadership Development Program jobs in Colorado are:

What cities in Colorado are hiring for Human Resources Leadership Development Program jobs?

Cities in Colorado with the most Human Resources Leadership Development Program job openings:

Human Resources Leadership Development Program jobs near you
Infographic showing various Human Resources Leadership Development Program job openings in Colorado as of August 2026, with employment types broken down into 1% As Needed, 80% Full Time, 16% Part Time, 1% Temporary, and 2% Contract. Highlights an 96% Physical, 1% Hybrid, and 3% Remote job distribution, with an average salary of $69,231 per year, or $33.3 per hour.

Vice President of Human Resources

Xcimer Energy

Denver, CO

$210K - $250K/yr

Full-time

Posted 14 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 federal, state, and/or local law. Xcimer Energy will consider for employment qualified applicants with criminal histories in a manner consistent with applicable federal, state, and local laws. For more information on “EEO Is the Law,” please see here and here.
 
Benefits
Xcimer offers a comprehensive benefits package designed to support employee health, well-being, and long-term success. Benefits include medical, dental, and vision coverage; basic and supplemental life insurance; short- and long-term disability; paid parental leave for employees at the time of birth or adoption; and a 401(k) with a company match of up to 6%. Eligible employees also receive equity, allowing them to share in the company’s long-term success.
Xcimer operates under a flexible Paid Time Off (ATO) approach. Rather than a fixed number of vacation days, employees are trusted to take the time they need to rest and recharge while meeting the expectations of their role and team. In addition, employees receive paid sick time, 13 company-paid holidays, and an annual paid company shutdown. Benefits are available to regular employees, including part-time and fixed-term roles, as well as interns, with eligibility varying by benefit.

We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.