HR Business Partner

We are recruiting for a mission-driven HR Business Partner to join our team!

We're with you for life’s journey. At Denver Health, purpose isn’t just something we believe in—it’s something we live every day, for life’s journey.

Our Values

Respect | Belonging | Accountability | Transparency

Department

HR Employee Relations

*This position is expected to be full-time in-office

*May require occasional travel to off-campus clinics in the Denver metro

Join a dynamic HR team where collaboration isn't just a buzzword - it's how we work every day. As part of our close-knit group of HR Business Partners and Employee Relations Specialists, you'll be surrounded by supportive colleagues who share knowledge, tackle challenges together, and celebrate each other's successes. Here, your voice matters and your expertise is valued. We're more than just coworkers; we're strategic partners who learn from each other while contributing to our organization's success.

Beyond the role itself, you'll find an environment where we prioritize strong leadership, a positive employee experience, and exceptional care and service for our patients and community. If you're looking for an opportunity to partner across a complex, mission-driven healthcare system and make a meaningful impact on our leaders and workforce, we'd love to talk with you.

Job Summary

The HR Business Partner (HRBP) serves as a strategic advisor to leaders, advancing organizational effectiveness by driving employee experience initiatives, leadership development, and data-driven workforce planning. Utilizing skills in analytics and change management, the HRBP develops and implements targeted intervention strategies that drive measurable business outcomes. This role ensures workforce planning aligns with organizational goals, championing cultural transformation and fostering a high-performing workplace. Acting as a trusted consultant, the HRBP integrates employment practices, talent management strategies, and regulatory compliance into business planning to support sustainable growth and success.


Essential Functions:

• Strategic Workforce Planning and Talent Management:
  • Analyze workforce trends and metrics to address current and future organizational needs.
  • Guide workforce design and structure to meet short- and long-term business objectives.
  • Partner with Talent Acquisition to develop effective recruitment strategies.
  • Support the development of high-potential employees and leaders.
  (20%)
• Leadership Development
  • Advise leaders on performance management and team engagement strategies.
  • Support leaders in building high-performing teams, operationalizing behavior that leads to desired culture and business outcomes.
  • Provide coaching to reinforce learning and drive behavior change.
  • Facilitate succession planning and talent management initiatives.
  (20%)
• Employee Experience & Culture
  • Collaborate with leaders to enhance engagement and workplace culture.
  • Design and implement initiatives to improve employee satisfaction and retention.
  • Align organizational culture initiatives with business strategy.
  (20%)
• Employee Relations Strategy
  • Analyze performance trends to develop proactive interventions.
  • Create strategies to improve workplace dynamics and mitigate future issues.
  • Consult with employee relations and senior leaders on complex matters.
  (20%)
• HR Technology & Analytics
  • Leverage HR systems and metrics to analyze workforce trends.
  • Develop data-driven strategies to enhance engagement and retention.
  • Provide leaders with actionable insights and recommendations based on analytics.
  (10%)
• Change Management and Program Implementation
  • Lead the rollout of HR initiatives to support business transformation.
  • Develop and execute communication strategies for organizational changes.
  • Promote adoption of new HR programs and processes.
  • Communicate the business value of strategic workforce planning initiatives to stakeholders.
  (10%)

Education:

• Bachelor's degree in business or related field, OR equivalent work experience (Required)

Work Experience:

• 4-6 years Progressive Human Resources experience, with a strong foundation in generalist and employee relations functions (Required)

 

Knowledge, Skills and Abilities:

• Business acumen and consultative skills.
• Advanced problem-solving abilities.
• Experience with HR systems and analytics.
• Change management expertise.
• Strong understanding of employment law.
• Strong written and oral communications skills.
• Intermediate level of p