HR Director

Denver, CO

Position Summary:

This company is seeking an HR Director to design, build, and lead the HR Business Partner function within the Human Resources organization as the business continues its growth. This role will partner closely with senior leaders across the company to align people strategies with business priorities, enabling effective scale while reinforcing a high-performance, values-driven culture. This is a high-impact opportunity for an HR leader who thrives on building functions from the ground up, influencing leadership, and thoughtfully scaling organizations for long-term success.

As an HR Director, you will serve as a strategic advisor to executives and functional leaders, providing guidance on workforce planning, organizational design, leadership effectiveness, and talent strategy. You will play a critical role in ensuring leaders have the right teams, structures, and leadership practices in place to support sustained growth.

A key focus of this role will be developing the HRBP operating model and defining how the function partners with the business. You will work closely with HR leaders across Talent Strategy, Learning & Development, Benefits, Payroll, and HRIS to ensure Human Resources operates as an integrated, strategic partner to the business.

The ideal candidate brings strong technical HR expertise, proven leadership experience, and the ability to guide leaders and teams through change while balancing business needs, employee experience, and compliance requirements. This role leads and develops a geographically dispersed HR team based in Denver, Colorado and Farmington Hills, Michigan. In addition, this role will have direct management responsibility for the Office Manager, who supports the day-to-day office environment, including office events, supplies procurement, and workplace safety initiatives.

Key Responsibilities:

HR Business Partner Function Leadership

• Design, implement, and continuously evolve the HR Business Partner model, including role clarity, engagement standards, and success measures
• Lead and develop a team of HRBPs to operate as proactive, consultative partners aligned to business priorities
• Set clear expectations for how HRBPs partner with leaders on workforce planning, performance management, employee relations, and organizational change
• Elevate HRBP capability in strategic thinking, influence, and systems-level problem solving

Cross-Functional HR Collaboration

• Partner closely with HR leaders across Talent Strategy, Learning & Development, Benefits, Payroll, and HRIS to ensure coordinated planning and execution
• Act as the primary integrator across HR function from the business's perspective, ensuring alignment, clarity, and reduced friction
• Identify and address disconnects, inefficiencies, or gaps across HR processes that negatively impact the employee or leader experience
• Advocate for the business needs while balancing enterprise priorities and HR systems constraints

Employee Relations & Risk Management (HRBP Lens)

• Provide leadership and oversight to HRBPs on employee relations matters, performance issues, and investigations, in partnership with appropriate HR specialist
• Ensure consistent, compliant, and thoughtful application of policies and employment practices across locations
• Support leaders and HRBPs in risk-aware decision-making, particularly in multi-state environments

Culture, Change & Organizational Effectiveness

• Champion a culture of accountability, respect, inclusion, and professional communication
• Partner with leaders to support organizational change, team effectiveness, and leadership capability
• Encourage open dialogue and constructive challenges to improve how work gets done across the organization

Insights & Continuous Improvement

• Use data, trends, and feedback to assess HRBP effectiveness and inform improvements
• Continuously refine HRBP practices to increase strategic impact and business alignment
• Collaborate across HR to improve the end-to-end employee experience

Office Environment & Administrative Oversight

• Provide direct leadership and support to the Office Manager, who is responsible for coordinating office-based activities and administrative support
• Oversee office-related needs including employee events, ordering and maintaining office supplies, and supporting a safe, functional, and welcoming work environment
• Partner with Risk Management and other internal stakeholders as needed to address office safety, employee experience, and workplace needs
• Ensure office operations align with company standards and support employee engagement and productivity

Qualifications:

• Bachelor's degree is preferred but not required; relevant experience will be considered in lieu of a degree
• HR certification preferred (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR)
• 7-10+ years of progressive HR experience, with demonstrated leadership of HR Business Partner teams
• Demonstrated initiative to identify gaps, address root causes, and drive practical solutions that improve outcomes for the business and employees
• Strong attention to detail, with the ability to balance accuracy and compliance while operating at a strategic level
• Exceptional problem-solving skills, including the ability to navigate ambiguity, assess risk, and make sound, well-reasoned decisions
• Strong employee relations background and working knowledge of employment law across multiple states
• Demonstrated ability to lead through influence, build trust, and respectfully challenge leaders and peers
• Exceptional communication, judgement, and relationship-building skills
• Experience leading and developing geographically dispersed teams
• Proficient in Microsoft Office Suite, experience working with HR systems and tools (e.g., HRIS, case management systems, reporting dashboards), with the ability to partner effectively with HRIS teams and leverage data to support decision-making

Working Environment:

This role is primarily performed in a professional office or hybrid work environment. The Director of Human Resources - HR Business Partnering works closely with leaders and HR colleagues across multiple locations and may collaborate virtually with team members and stakeholders in different states.

Some travel is required to visit communicates and business locations in other states, including Michigan and additional locations as needed, to build relationships, support leaders, and maintain strong HR partnership presence.

Physical Requirements:

• Ability to sit or stand for extended periods while working at a computer or participating in meetings
• Ability to communicate effectively in person, via phone, and through virtual platforms
• Ability to travel by car or plane as required to visit out-of-state locations and attend meetings
• Ability to occasionally lift and carry materials (e.g., laptop, documents) weighing up to 15 pounds

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the role.

COMPENSATION: $145,000 - $160,000 + 10% annual bonus opportunity + monthly cell phone allowance

We've been alerted to fraudulent recruiting outreach impersonating our company. We never request payment, gift cards, or personal financial information during hiring. All legitimate roles are posted on our official website https://www.yescommunities.com/Careers and all communication will come from email with the [redacted].com domain.

The YES Difference

Competitive salary | Comprehensive health benefits | Life, long and short-term disability insurance | 401(k) with company match

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