Senior HR Business Partner

We are recruiting for a mission-driven Senior 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 work full-time onsite, with regular travel to Denver Health clinic locations throughout the Denver metro area.* 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 build trusted partnerships with leaders across our clinic locations and make a meaningful impact on the teams providing essential care to our community, we'd love to talk with you. 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