Sr. HR Business Partner

About this role

We are recruiting for a mission-driven Sr. 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 Administration

Job Summary

The Senior HR Business Partner (HRBP) serves as a strategic advisor to leaders, advancing organizational effectiveness through workforce and talent strategy, leadership effectiveness, employee experience, and data-driven decision-making. The Sr HRBP connects workforce, leadership, and business needs across areas to identify broader risks, opportunities, and organizational priorities and develops strategies that drive measurable business outcomes.

As a trusted consultant, the Sr HRBP works across teams and leadership levels to address complex organizational needs, influence direction, and lead strategies that support a high-performing workplace. In addition to assigned business responsibilities, the Sr HRBP leads designated HRBP and organizational initiatives, serves as the Single Point of Accountability (SPA) for assigned work, and provides mentorship and thought partnership to HRBP and Employee Relations (ER) colleagues.

Essential Functions :

• Strategic Workforce Planning and Talent Management • Connect workforce and talent needs across business areas to identify current and future organizational needs, risks, and opportunities. • Advise leaders on workforce design, organizational structure, and talent strategies that support short- and long-term business objectives. • Identify broader workforce trends and implications and influence strategies to address emerging needs. • Partner with Talent Acquisition and other HR functions to develop workforce and talent strategies. • Influence succession planning, talent reviews, and strategies to strengthen leadership pipelines and critical talent. (20%) • Leadership Effectiveness & Development • Serve as a trusted advisor and coach to leaders on leadership, talent, and team effectiveness. • Advise on leadership challenges that cross teams or leadership levels and identify broader organizational implications. • Influence senior leaders on leadership effectiveness, talent priorities, team performance, and organizational needs. • Identify leadership capability needs and partner with Organizational Development and other resources to develop appropriate strategies and interventions. • Facilitate succession and talent management strategies and connect talent needs across business areas. • Reinforce leader accountability and behavior change through ongoing consultation and coaching. (20%) • Employee Experience & Organizational Culture • Connect employee experience, retention, workforce, leadership, and business information across areas to identify broader trends, risks, and opportunities. • Help establish priorities and determine where focused interventions will have the greatest organizational impact. • Advise leaders on strategies to strengthen employee experience, engagement, retention, and organizational culture. • Identify connections between employee experience results and broader leadership, workforce, or business conditions. • Evaluate the effectiveness of interventions and recommend adjustments based on results and changing organizational needs. (20%) • Organizational Effectiveness & Intervention Strategy • Identify when workforce, leadership, or organizational issues across teams are connected and determine when a broader organizational response is needed. • Use business and workforce information to clarify complex problems, identify root causes, and recommend appropriate strategies. • Help establish priorities across competing organizational needs based on business impact, workforce risk, and available resources. • Lead and coordinate interventions that cross business areas or require multiple HR and organizational partners. • Partner with Employee Relations to identify broader organizational implications of employee relations trends and concerns. • Partner with Organizational Development and other HR functions to address needs requiring specialized expertise. • Monitor intervention outcomes and adjust strategies based on results. (20%) • HR Analytics & Workforce Insights • Connect workforce data and business information across areas to identify patterns, emerging risks, and opportunities. • Translate workforce insights into clear recommendations that influence leadership priorities and decisions. • Use multiple sources of information to evaluate organizational conditions rather than relying on individual workforce measures in isolation. • Identify workforce trends that may have implications beyond an individual business area. • Use data and outcomes to evaluate strategies and guide future priorities. (10%) • Change Management & Strategic Implementation • Shape and lead people strategies for organizational changes that cross business areas, leadership levels, or stakeholder groups. • Anticipate workforce, leadership, and employee impacts of organizational change and recommend strategies to address them. • Build stakeholder alignment and develop strategies that support communication, implementation, and sustained adoption. • Lead designated HRBP and organizational initiatives and serve as the Single Point of Accountability (SPA) for assigned work. • Set direction, coordinate contributions across stakeholders, address barriers, and maintain accountability for results. • Communicate the business value and organizational impact of HR and workforce strategies to leaders and stakeholders. (10%)

Education : • Bachelor's Degree Or equivalent level of additional related experience Required

Work Experience : • 7-9 years of progressive Human Resources experience, including strategic and consultative HR support to leaders. Required

Licenses : • SHRMCP-SHRM Certified Professional - SHRM - Society for Human Resources

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