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People Strategy Jobs in Colorado (NOW HIRING)

INFICON

People & Culture Business Partner

Longmont, CO · On-site

Strategic Partnership & Workforce Planning * Partner with business leaders to understand organizational goals and translate them into aligned people strategies. * Work closely with management and ...

INFICON

People & Culture Business Partner

Longmont, CO · Hybrid

Strategic Partnership & Workforce Planning * Partner with business leaders to understand organizational goals and translate them into aligned people strategies. * Work closely with management and ...

INFICON

People & Culture Business Partner

Longmont, CO · Hybrid

Strategic Partnership & Workforce Planning * Partner with business leaders to understand organizational goals and translate them into aligned people strategies. * Work closely with management and ...

Restaurant365

Director, People Business Partner

Denver, CO · On-site +1

$160K - $195K/yr

Serve as a strategic People advisor to executives and senior leaders, translating business priorities into workforce, talent, org design, and leadership strategies that actually move the needle * Own ...

Restaurant365

Director, People Business Partner

Denver, CO · On-site +1

$160K - $195K/yr

Serve as a strategic People advisor to executives and senior leaders, translating business priorities into workforce, talent, org design, and leadership strategies that actually move the needle * Own ...

Restaurant365

Director, People Business Partner

Denver, CO · On-site

$160K - $195K/yr

Serve as a strategic People advisor to executives and senior leaders, translating business priorities into workforce, talent, org design, and leadership strategies that actually move the needle * Own ...

Turning the Corner

Director of Human Resources

Denver, CO · On-site

$120K - $140K/yr

As we continue to grow, we're looking for a strategic, people-centered Director of Human Resources to help shape the future of our organization and the employee experience that supports our mission.

Chandler Maclain

Head of Human Resources

Denver, CO

$180K - $220K/yr

This individual will be responsible for leading the organization's people strategy while overseeing all aspects of the Human Resources function. This role is ideal for an experienced HR leader who ...

Insperity

Strategy Consultant

Denver, CO · On-site

We take care of our people so that you can do your best work. SUMMARY This position is responsible for collaborating with prospective and existing client executive leadership teams to develop ...

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Showing results 21-40

All JobsPeople Strategy JobsPeople Strategy Jobs in Colorado

People Strategy information

See Colorado salary details

$34.2K

$98.6K

$155.6K

How much do people strategy jobs pay per year?

As of Aug 8, 2026, the average yearly pay for people strategy in Colorado is $98,568.00, according to ZipRecruiter salary data. Most workers in this role earn between $74,700.00 and $131,400.00 per year, depending on experience, location, and employer.

How does a People Strategy professional typically collaborate with other departments to drive organizational goals?

People Strategy professionals work closely with leaders from HR, operations, finance, and executive teams to ensure that talent management aligns with the company's strategic objectives. Collaboration often involves designing workforce planning initiatives, supporting change management processes, and facilitating leadership development programs. Regular cross-functional meetings and project-based teamwork are common, enabling People Strategy professionals to integrate insights from various departments and drive holistic organizational growth.

What is the difference between People Strategy vs HR Business Partner?

AspectPeople StrategyHR Business Partner
Primary FocusDeveloping and aligning organizational talent and culture strategiesImplementing HR initiatives and advising leadership on HR matters
ResponsibilitiesStrategic planning, workforce planning, culture developmentEmployee relations, policy implementation, HR consulting
Required CredentialsHR or related degree, strategic HR certificationsHR certifications, experience in HR operations
Work EnvironmentStrategic teams, executive level collaborationHR departments, cross-functional teams

People Strategy focuses on shaping long-term organizational talent and culture plans, while HR Business Partners work closely with leadership to execute HR initiatives and manage employee relations. Both roles are vital but differ in scope and strategic versus operational emphasis.

What is People Strategy?

People Strategy refers to an organization's long-term plan for managing and developing its workforce to align with business objectives. It encompasses talent acquisition, employee development, engagement, performance management, and workplace culture. A strong People Strategy ensures that the right people are in the right roles, supports employee growth, and fosters a positive work environment, ultimately driving organizational success.

What does a People Strategy do?

A People Strategy involves developing and implementing plans to attract, retain, and engage employees to support organizational goals. It includes workforce planning, talent management, and aligning HR initiatives with business objectives, often utilizing data analytics and HR tools. The role requires strong communication and strategic thinking skills.

What are the key skills and qualifications needed to thrive in People Strategy, and why are they important?

To thrive in People Strategy, you need a strong background in human resources, organizational development, and data-driven decision-making, often supported by a degree in HR, business, or psychology. Familiarity with HRIS platforms, people analytics tools, and certifications like SHRM-CP or PHR is common in the field. Exceptional communication, strategic thinking, and change management skills help professionals influence culture and drive organizational effectiveness. These abilities are crucial for aligning workforce initiatives with business goals and fostering sustainable company growth.
What are popular job titles related to People Strategy jobs in Colorado? For People Strategy jobs in Colorado, the most frequently searched job titles are:
What job categories do people searching People Strategy jobs in Colorado look for? The top searched job categories for People Strategy jobs in Colorado are:
People Strategy jobs near you
Infographic showing various People Strategy job openings in Colorado as of August 2026, with employment types broken down into 77% Full Time, 20% Part Time, and 3% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $98,568 per year, or $47.4 per hour.

People & Culture Business Partner

INFICON

Longmont, CO • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 17 days ago

Job description

Company Description
INFICON is a leading provider of innovative instrumentation, critical sensor technologies, and Smart Manufacturing/Industry 4.0 software solutions that enhance productivity and quality of tools, processes, and complete factories. These analysis, measurement and control products are essential for gas leak detection in air conditioning/refrigeration and automotive manufacturing. They are vital to equipment manufacturers and end-users in the complex fabrication of semiconductors and thin film coatings for optics, flat panel displays, solar cells and industrial vacuum coating applications. Other users of our vacuum-based processes include the life sciences, research, aerospace, packaging, heat treatment, laser cutting and many other industrial processes. We also leverage our expertise in vacuum technology to provide unique, toxic chemical analysis products for emergency response, security, and environmental health and safety.
Job Description
The People & Culture Business Partner (PCBP) aligns business objectives with employees and management across designated business units. The role is grounded in a deep understanding of the business and in trusted, credible relationships with leaders and employees, partnering across the People & Culture function to deliver value-added services that reflect the strategic objectives of the organization.
The PCBP acts as a trusted advisor to business leaders, providing guidance on strategic workforce planning, talent management, leadership development, employee relations, performance, organizational design, and culture while ensuring compliance with people policies and labor laws. The role uses people data, analytics, and emerging tools to inform decisions and to build sustainable, future-ready organizational capability.
Key Responsibilities
Business Acumen & Trusted Relationships
  • Develop a deep understanding of the business, its strategy, customers, products, commercial drivers, operating model, and financial performance, and use that understanding to shape relevant people solutions.
  • Build and maintain trusted, credible relationships with business leaders, managers, and employees, becoming a sought-after advisor on people and organizational matters.
  • Spend meaningful time in the business: attend leadership and team meetings, visit sites where appropriate, and stay close to the day-to-day realities of the workforce.
  • Anticipate business needs by proactively identifying people-related risks, opportunities, and trends, and bringing forward insights and recommendations.
  • Challenge constructively, ask the right questions, and influence with empathy, candor, and confidentiality to earn long-term trust at every level.

Strategic Partnership & Workforce Planning
  • Partner with business leaders to understand organizational goals and translate them into aligned people strategies.
  • Work closely with management and employees to improve work relationships, build morale, and increase productivity, retention, and engagement.
  • Advise on workforce planning, succession planning, and skills-based talent development that anticipates future capability needs.
  • Support organizational design, role clarity, and team effectiveness across both technical and commercial populations.
  • Provide insights from people analytics and predictive workforce data to inform business decisions.

Leadership Coaching & Development
  • Coach leaders on performance management, leadership effectiveness, team development, and inclusive leadership behaviors.
  • Support leadership capability development aligned with INFICON's leadership expectations and strengthen management maturity across the organization.
  • Equip managers to lead effectively across hybrid, distributed, and cross-cultural teams.
  • Identify training needs at the business-unit level and individual executive coaching needs; participate in evaluation and monitoring of training programs and follow up to ensure objectives are met.

Change Management & Organizational Effectiveness
  • Act as a change partner for business leadership, supporting transformation initiatives, communications, and leadership alignment during change.
  • Build change capability in leaders as an ongoing competency, not a one-time project skill.
  • Help leaders navigate organizational complexity and strengthen alignment between functions and regions.
  • Support team structures, accountability, and collaboration to improve organizational performance.

Talent & Performance Management
  • Drive performance management processes, including goal setting, feedback, performance reviews, and calibration.
  • Lead talent reviews and succession discussions; identify key talent and define development actions.
  • Coach managers on effective feedback, employee development, and engagement strategies.
  • Support leadership development, mentoring programs, and internal mobility based on skills and potential.

Employee Relations & Compliance
  • Serve as the primary point of contact for complex employee relations matters; conduct investigations and provide guidance on disciplinary actions.
  • Ensure consistent and fair policy application; monitor trends and escalate risks to senior People & Culture leadership.
  • Ensure people policies and practices comply with applicable employment laws and internal standards (including local and regional employment frameworks where relevant).
  • Develop terms for new hires, promotions, and transfers; assist with global mobility and expatriate assignments.

Compensation & Rewards
  • Provide guidance to managers on compensation, promotions, and market competitiveness.
  • Support recognition and reward programs that retain and motivate talent.
  • Partner with People Operations on data and analysis related to pay equity, workforce costs, and total rewards.

Culture, Inclusion & Employee Experience
  • Champion culture, inclusion, belonging, and engagement initiatives at the team and organizational level.
  • Embed continuous listening, journey mapping, and employee experience design into how the business engages its people.
  • Promote sustainable performance, wellbeing, and healthy workload practices.
  • Hold leaders accountable for inclusive leadership and equitable talent decisions.

People Analytics & Technology
  • Use people data, dashboards, and predictive analytics to inform talent and organizational decisions.
  • Act as a guardian of fairness, transparency, and human judgment in people decisions.
  • Collaborate with People Operations to ensure consistent processes, accurate reporting, and effective use of HRIS systems.

People & Culture Programs & Initiatives
  • Lead or support People & Culture programs, initiatives, and projects within assigned business units.
  • Partner across the People & Culture function to ensure consistent delivery and value-added service to the business.

Qualifications
Qualifications
Required Skills & Abilities
  • Strong business acumen and curiosity, able to learn a business quickly and translate strategy into people priorities.
  • Proven ability to build trusted relationships and credibility with leaders, managers, and employees at all levels.
  • Excellent verbal and written communication skills.
  • Excellent interpersonal and customer service skills.
  • Strong coaching capability, with the ability to influence and challenge senior leaders effectively.
  • Ability to comprehend, interpret, and apply applicable laws, guidelines, regulations, and policies.
  • Strong analytical and problem-solving skills, with comfort using people data and analytics tools.
  • Familiarity with AI-enabled HR tools and a thoughtful, ethical approach to their use.
  • Excellent organizational skills, attention to detail, and a proven ability to meet deadlines.
  • Demonstrated commitment to diversity, equity, inclusion, and belonging.
  • Ability to acquire a thorough understanding of the organization's structure, jobs, qualifications, and compensation practices.

Education & Experience
  • Bachelor's degree in Human Resources, Business Administration, Organizational Psychology, or a related field (advanced degree a plus).
  • 6-8+ years of progressive HR/People experience, with at least 3 years in a business partner or advisory role.
  • Experience supporting commercial, sales, or technical organizations through transformation and change.
  • Working knowledge of multiple human resource disciplines, including compensation, organizational diagnosis, employee relations, performance management, and applicable employment laws.
  • Experience working with HRIS systems and leveraging people analytics.
  • SHRM-CP, SHRM-SCP, HRCI PHR, HRCI SPHR, or equivalent credential , or the ability to obtain certification within one year of employment.
  • Fluency in English required; additional languages (e.g., Spanish, German) a plus depending on regional scope.

What Success Looks Like
  • Trusted Advisor - Recognized as a trusted advisor with deep knowledge of the business and strong credibility across leadership and employee populations.
  • Stronger Leaders - Improved leadership capability and management maturity across the organization.
  • Talent Pipeline - A clear, diverse, skills-based talent pipeline.
  • Performance Culture - A strong, fair, and inclusive performance culture.
  • Effective Org Design - Organizational structures that enable business strategy.
  • ER Excellence - Professional, consistent handling of employee relations

Additional Information
The expected salary range for this position is between $112,000 and $120,000 per year. The actual compensation will be determined based on experience, location, and other factors permitted by law. In addition, INFICON employees are eligible for a profit-sharing bonus with a target of 10% as well as 401K match up to 8% (vesting schedule).
INFICON provides a dynamic work environment that promotes diversity, equity, and inclusion. Our employees experience ongoing green initiatives, flexible work hours, and a variety of health and wellness programs.
INFICON's forward-thinking approach offers countless opportunities to design, support, and manufacture a diverse product portfolio that expands globally. Our Lean and Agile work environment offers competitive compensation, relocation assistance, a discretionary bonus, and generous employee benefits; major medical, dental, health, vision, 401K, vacation and sick time, tuition reimbursement, and more!
INFICON is committed to ensuring that our online application process provides an equal opportunity to all job seekers that apply without regard to race, religion, ethnicity, national origin, citizenship, gender, age, protected veteran status, disability status, genetic information, sexual orientation, or any other protected characteristic. A notice describing Federal equal employment opportunity laws is available here to reaffirm this commitment. Any contact that would like to request a reasonable accommodation to participate in the application process should contact us.careers@inficon.com.
INFICON, Inc. strictly complies with all aspects of the Export Administration Regulations ('EAR'), including those sections dealing with deemed exports to foreign nationals.
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