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Talent Strategy Jobs in Colorado (NOW HIRING)

DaVita, Inc.

Director, Talent Strategy

Denver, CO · On-site

This role will own the end-to-end clinical talent strategy, ensuring strong pipelines, clear development pathways, and a deep bench of clinical leaders. The Director will unify fragmented efforts ...

Casa Bonita

VP, People & Talent Strategy

Lakewood, CO · On-site

$150K - $200K/yr

VP, People & Talent Strategy Casa Bonita Overview: For 52 years, Casa Bonita has been synonymous with families, fanfare, and fun. Restored to its former glory in 2023, Casa transports guests back to ...

Ccfs

Director of Talent Acquisition

Denver, CO · On-site

$95K - $115K/yr

This is a pivotal leadership role for a strategic thinker who can build high-performing teams ... The Director of Talent Acquisition will develop, drive, and execute staffing strategies within ...

Kiewit

Talent Acquisition Advisor

Denver, CO · On-site

Corporate Home Office Employment Type: Full Time Position Overview As a Talent Acquisition Advisor, you are responsible for the implementation of the organization's recruiting strategy through the ...

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Talent Strategy information

See Colorado salary details

$58.4K

$131.1K

$228.7K

How much do talent strategy jobs pay per year?

As of Sep 10, 2026, the average yearly pay for talent strategy in Colorado is $131,081.00, according to ZipRecruiter salary data. Most workers in this role earn between $94,600.00 and $165,600.00 per year, depending on experience, location, and employer.

What is a talent strategy?

A Talent Strategy job focuses on aligning an organization's workforce with its business goals by developing and implementing strategic talent initiatives. This includes workforce planning, talent acquisition, employee development, and retention strategies. Professionals in this role analyze market trends, workforce data, and company objectives to ensure the organization attracts, develops, and retains top talent. They often collaborate with HR, leadership, and other departments to drive long-term workforce success.

What are the key skills and qualifications needed to thrive in talent strategy?

To thrive in a Talent Strategy role, you need expertise in workforce planning, talent acquisition, organizational development, and experience with human resources or related degrees. Familiarity with HR information systems (HRIS), applicant tracking systems (ATS), analytics platforms, and possibly certifications like SHRM-CP help in leveraging data for strategic decision-making. Strong communication, collaboration, and critical thinking skills are essential for navigating complex organizational needs and influencing stakeholders at every level. These abilities are crucial for aligning talent initiatives with business goals, ensuring a competitive and agile workforce.

What are some common challenges faced by professionals in talent strategy roles?

Talent Strategy professionals often navigate challenges such as balancing short-term hiring needs with long-term workforce planning, and staying ahead of rapidly evolving industry trends. They may also encounter difficulties implementing change management initiatives or gaining buy-in from leaders across the organization. Collaboration with multiple departments is frequent, requiring excellent communication and negotiation skills. Successfully overcoming these challenges not only strengthens the organization’s talent pipeline but also provides ongoing opportunities for professional growth and strategic impact.

What does a talent strategy do?

A talent strategy involves planning and implementing methods to attract, develop, and retain skilled employees to meet organizational goals. It includes workforce planning, talent acquisition, and employee development, often utilizing data analysis and HR tools to align talent needs with business objectives.
Talent Strategy jobs near you
Infographic showing various Talent Strategy job openings in Colorado as of August 2026, with employment types broken down into 80% Full Time, 12% Part Time, and 8% Contract. Highlights an 88% Physical, 3% Hybrid, and 9% Remote job distribution, with an average salary of $131,081 per year, or $63 per hour.

Director, Talent Strategy

Denver, CO • On-site

DaVita, Inc.
Health Care and Social Assistance • 10K+ employees
Learn more about DaVita, Inc.external

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 10 days ago

Key responsibilities

  • Build and execute a unified, enterprise clinical talent strategy across DaVita, including external attraction and internal development and retention

  • Partner with clinical and leadership teams to build and scale pipelines, succession planning, and talent reviews for critical clinical roles

  • Develop governance frameworks, executive scorecards, and dashboards to ensure accountability and drive outcomes in clinical talent initiatives

DaVita rating

7.0

Company rating: 7.0 out of 10

Based on 1,189 frontline employees who took The Breakroom Quiz

Job description

Posting Date
08/03/2026
2000 16th Street, Denver, Colorado, 80202, United States of America
About the Role
DaVita is seeking a Director of Clinical Talent Strategy to build and lead an enterprise-wide approach to attracting, developing, and retaining clinical talent.
This role will own the end-to-end clinical talent strategy, ensuring strong pipelines, clear development pathways, and a deep bench of clinical leaders. The Director will unify fragmented efforts across the organization into a cohesive, scalable system while introducing new ideas and challenging legacy processes.
This leader will operate as a change agent, setting enterprise standards for clinical talent while enabling local teams to tailor implementation to their business needs.
Open to remote candidates
What You'll Do
Build and Transform Clinical Talent Strategy
  • Design and execute a unified, enterprise clinical talent strategy across DaVita, including external attraction and internal development and retention

  • Connect and scale existing initiatives into a cohesive, end-to-end talent system including recruiting, development, and talent management.

  • Identify and eliminate fragmented or low-value efforts that do not drive outcomes; introduce new ideas to close gaps

  • Translate business and clinical priorities into a multi-year talent strategy and roadmap

  • Partner with senior leaders, including the Chief People Officer, Operational leadership, and Clinical leadership to align priorities and strategy

Strengthen Internal Talent Pipelines & Bench Strength
  • Establish enterprise standards for clinical talent reviews, including cadence, inputs, and expected outcomes; enable local teams to adapt within defined standards based on their needs

  • Partner with Clinical teams and People Team Centers of Excellence to build and scale pipelines & succession planning for critical clinical leadership roles

  • Increase visibility and mobility of high-potential clinical talent across markets and lanes

  • Elevate the quality of talent discussions to drive clear development and succession outcomes

Shape Future External Talent Pipelines
  • Partner with Talent Acquisition to define forward-looking clinical talent needs

  • Influence external pipelining strategies to align with long-term workforce priorities

  • Challenge and elevate thinking to ensure pipelines are proactive, targeted, and sustainable

Lead Clinical Upskilling & Development Strategy
  • Build enterprise roadmaps to upskill clinical roles and expand leadership pipelines

  • Scale successful pilot programs into consistent, enterprise-wide approaches

  • Identify gaps in current pipelines and design innovative solutions to address them

  • Ensure the organization is preparing talent for future roles, not just current demands

Drive Governance and Execution
  • Stand up strong governance across all clinical talent initiatives

  • Develop and maintain executive scorecards, dashboards, project plans and trackers

  • Ensure accountability for outcomes, not just participation

  • Bring structure and discipline to complex, cross-functional workstreams

Influence at the Executive Level
  • Build compelling executive-level materials and narratives to drive decisions

  • Navigate complex stakeholder dynamics with confidence and clarity

  • Challenge assumptions and push for higher standards while maintaining strong relationships

What Success Looks Like
  • A clear, enterprise clinical talent strategy replaces fragmented efforts

  • Strong, visible bench of clinical leaders across key roles

  • Increased internal mobility into clinical leadership positions

  • Consistent, high-impact talent reviews that drive action

  • Scalable pipelines for future clinical leadership needs

  • Clear accountability and alignment across Talent, Clinical, and Operations

What You Bring
Core Capabilities
  • Strategic and critical thinking, ability to connect complex systems

  • Strong project and program management across multiple workstreams

  • Executive communication skills, especially building clear PowerPoint narratives

  • Ability to influence without authority across senior stakeholders

  • Confidence to challenge thinking and introduce new approaches

  • Ability to balance enterprise strategy with local flexibility

Experience
  • Background in consulting, operations, HR, or a hybrid role

  • Experience leading enterprise-level strategy or transformation initiatives

  • Proven ability to work in complex, matrixed environments

  • Track record of driving change and delivering measurable outcomes

  • Healthcare or clinical experience is a plus, not required

What We'll Provide:
More than just pay, our DaVita Rewards package connects teammates to what matters most. Teammates are eligible to begin receiving benefits on the first day of the month following or coinciding with one month of continuous employment. Below are some of our benefit offerings.
  • Comprehensive benefits: Medical, dental, vision, 401(k) match, paid time off, PTO cash out
  • Support for you and your family: Family resources, EAP counseling sessions, access Headspace®, backup child and elder care, maternity/paternity leave and more
  • Professional development programs: DaVita offers a variety of programs to help strong performers grow within their career and also offers on-demand virtual leadership and development courses through DaVita's online training platform StarLearning.

#LI-MS4
At DaVita, we strive to be a community first and a company second. We want all teammates to experience DaVita as "a place where I belong." Our goal is to embed belonging into everything we do in our Village, so that it becomes part of who we are. We are proud to be an equal opportunity workplace and comply with state and federal affirmative action requirements. Individuals are recruited, hired, assigned and promoted without regard to race, national origin, religion, age, color, sex, sexual orientation, gender identity, disability, protected veteran status, or any other protected characteristic.
This position will be open for a minimum of three days.
The Salary Range for the role is $115,000.00 - $183,000.00 per year.
For location-specific minimum wage details, see the following link: DaVita.jobs/WageRates
Compensation for the role will depend on a number of factors, including a candidate's qualifications, skills, competencies and experience. DaVita offers a competitive total rewards package, which includes a 401k match, healthcare coverage and a broad range of other benefits. Learn more at https://careers.davita.com/benefits
Colorado Residents: Please do not respond to any questions in this initial application that may seek age-identifying information such as age, date of birth, or dates of school attendance or graduation. You may also redact this information from any materials you submit during the application process. You will not be penalized for redacting or removing this information.

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About DaVita

Sourced by ZipRecruiter

DaVita is a healthcare company that provides compassionate, quality healthcare. The company’s mission is to be the Provider, Partner, and Employer of Choice. DaVita serves more than 200,000 dialysis patients in 10 countries outside the U.S. and has over 55,000 teammates in the U.S. Since 2011, DaVita teammates have donated $11 million to local nonprofits and have volunteered over 180,000 hours since 2006. DaVita has been on Fortune’s list of the world’s most admired companies for 15 years in a row.

Industry

Health care and social assistance

Company size

10,000+ Employees

Headquarters location

Denver, CO, US

Year founded

1994

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