75+ HR & Recruiting Jobs in Denver, CO

The broad local posting signal is stronger than any single niche salary site: posted salary ranges for Human Resources, Recruiting & People Operations in Denver center on about $80k to $109k, and hourly-paid roles center on about $29 to $34 an hour. A lagged HR specialist benchmark puts Denver's median at $82,550, with a $63,520 to $105,910 middle band, while recruiter-only advertised pay came in lower at $69,392 from a 30-listing sample. Higher recruiter figures such as $127,000 median total compensation and a $99,000 to $149,000 range come from estimated compensation data and should be treated separately from broad posted-pay signals.

Full July 2026 market report

Advertised pay

Across the 78 openings that disclose pay, the advertised range midpoint runs $67,625 at the 25th percentile, $84,878 at the median and $112,035 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 10, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 99 openings.

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What our analysts see this month

Competitive market | next 3-6 months

Denver is a competitive-but-viable market for Human Resources, Recruiting & People Operations right now. Metro unemployment was 3.9% in June 2026, and the more occupation-specific Colorado signals were slightly positive: Human Resources, Recruiting & People Operations employment was up 1.1% year over year and active postings were up 0.8% in July 2026. The catch is fit: we observed more than 150 local postings across more than 125 companies over the last 90 days, but only about 10% were entry-level and only about 15% were remote, so most candidates will be competing for mid-level, mostly on-site or hybrid roles.

Best positioned: The best odds go to mid-career candidates who can show HRIS or ATS fluency, data analysis, stakeholder management, and measurable hiring or process outcomes.

Main caution: The biggest mistake is assuming all HR jobs here pay tech-level compensation; broad local postings center on about $80k to $109k, recruiter-specific advertised pay was $69,392 in a 30-listing sample, and Denver's cost of living index is 128.

From the July 2026 market report

Who is hiring here

Counted across all 99 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. CONMED Corporation: 3 open roles
2. DaVita Inc.: 3 open roles
3. Anduril Industries, Inc.: 2 open roles
4. Crusoe Energy Systems LLC: 2 open roles
5. Denver Public Schools: 2 open roles
6. DSST Public Schools: 2 open roles
7. PCL Construction, Inc.: 2 open roles
8. Primoris Services Corporation: 2 open roles
9. Primoris Services Corporation: 2 open roles
10. Sierra Nevada Corp: 2 open roles

Where the openings are

• Denver: 60
• Broomfield: 7
• Greenwood Village: 6
• Centennial: 4
• Lakewood: 3
• Boulder: 3
• Aurora: 2
• Commerce City: 2

Work arrangement

on-site 62 (64%), hybrid 23 (24%), remote 12 (12%)

Where the demand is

Real opportunities are spread across a long tail of employers rather than concentrated in one or two giants. Over the last 90 days, we observed more than 150 local postings across more than 125 companies, and the employer mix is explicitly fragmented in the sample. Named repeat hirers included DaVita Inc., The Wrap, Legendary Allen Agency, Denver Public Schools, Developmental Pathways, Inc., York Space Systems, and Everforth Co., Ltd., each with around 5 postings in the sample. The category is not evenly distributed by role or industry. The most-active industry buckets were human resources at about 25%, insurance about 20%, hospitals and health care about 10%, manufacturing about 10%, and software development about 10%. The seniority mix skewed mid-career, with about 55% mid-level roles versus about 10% entry, while about 25% of postings came from enterprise employers. In practice, that means the best odds are usually in roles tied to measurable hiring, compliance, systems, or stakeholder delivery rather than broad, undefined people-culture titles.

• Healthcare and care-adjacent employers (moderate): Hospitals and health care accounted for about 10% of the local sample, and repeat hirers included DaVita Inc. and Developmental Pathways, Inc., which points to steady need for operational HR support in care-heavy environments.
• Insurance and corporate shared-services teams (high): Insurance represented about 20% of sampled activity, and about 25% of postings came from enterprise employers, making this one of the better lanes for structured HR operations and business-partner work.
• Manufacturing and technical employers (moderate): Manufacturing made up about 10% of the sample, and named employers such as York Space Systems suggest some demand for recruiting and people support in more technical operating environments.
• Software and startup-adjacent employers (moderate): Software development also represented about 10% of the local sample, which matters most for candidates who can pair recruiting or HR operations with HR tech, analytics, or process automation skills.

Where to focus: Focus on mid-level HR operations, talent acquisition execution, and HRIS-fluent roles at enterprise, insurance, healthcare, and technical employers, and stay open to hybrid or on-site work because that is where most of the inventory sits.

Roles worth searching next

• Business systems analyst (HCM / Workday-adjacent): This is a strong bridge for candidates with HRIS, Excel, reporting, and workflow-design strength because the local HR market already rewards systems fluency.
• Business operations analyst: Data analysis, Excel, stakeholder management, and process ownership transfer well from HR operations into general business operations work.
• Project or program coordinator: Candidates who are getting screened out of HR can often reposition their scheduling, documentation, stakeholder, and process skills into coordination roles.
• Compliance coordinator or policy analyst: AI governance, fairness, privacy, documentation, and process controls are becoming more important in HR, which overlaps with compliance-heavy work.

What postings ask for

• Data analysis (table_stakes | immediate): Data analysis was the most requested hard skill in the local posting sample at about 15%, which makes it a baseline capability for screening, reporting, headcount support, and process work. Who: Everyone, especially HR generalists, recruiters, and career switchers who need a concrete skill signal.
• Excel (table_stakes | immediate): Excel appeared in about 10% of local postings, which is a reminder that many teams still expect practical spreadsheet fluency for trackers, audits, and reporting. Who: Entry-level candidates and career switchers first, then mid-career applicants who need cleaner evidence of operational depth.
• HRIS / HCM systems (premium | immediate): HRIS showed up in about 10% of local postings, and national HR salary research points to HRIS and data-driven HR strategy as a growth area, with 2.4% salary growth projected for HRIS roles in 2026. Who: Mid-career HR professionals, analysts, and career switchers coming from systems-heavy operations or business support.
• ATS, sourcing, and interviewing workflows (table_stakes | immediate): Applicant tracking systems, sourcing, interviewing, and talent acquisition each appeared in about 10% of local postings, so recruiters and coordinators need workflow fluency, not just people skills. Who: Recruiters, recruiting coordinators, and anyone trying to break into talent acquisition.
• Stakeholder management (differentiator | near-term): Stakeholder management appeared in about 10% of local postings, which fits a market tilted toward mid-level roles that require hiring-manager partnership and cross-functional follow-through. Who: Mid-career candidates and career switchers with project, client, or operations backgrounds.
• PHR (differentiator | near-term): PHR was the most commonly cited certification requirement locally, but it appeared in only about 5% of postings, so it is more of a screening advantage than a universal gate. Who: Candidates pursuing classic HR generalist, compliance, or employee-relations-leaning roles.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Denver-Aurora-Centennial, CO?

The broad local posting signal is stronger than any single niche salary site: posted salary ranges for Human Resources, Recruiting & People Operations in Denver center on about $80k to $109k, and hourly-paid roles center on about $29 to $34 an hour. A lagged HR specialist benchmark puts Denver's median at $82,550, with a $63,520 to $105,910 middle band, while recruiter-only advertised pay came in lower at $69,392 from a 30-listing sample. Higher recruiter figures such as $127,000 median total compensation and a $99,000 to $149,000 range come from estimated compensation data and should be treated separately from broad posted-pay signals. Denver can pay reasonably well for HR, especially against Colorado's all-occupation mean offered salary of about $83,791 and the statewide HR offered salary of about $93,528, but the city is also expensive, with a cost-of-living index of 128.

Where is demand for Human Resources, Recruiting & People Operations roles in Denver-Aurora-Centennial, CO concentrated?

Real opportunities are spread across a long tail of employers rather than concentrated in one or two giants. Over the last 90 days, we observed more than 150 local postings across more than 125 companies, and the employer mix is explicitly fragmented in the sample. Named repeat hirers included DaVita Inc., The Wrap, Legendary Allen Agency, Denver Public Schools, Developmental Pathways, Inc., York Space Systems, and Everforth Co., Ltd., each with around 5 postings in the sample. The category is not evenly distributed by role or industry. The most-active industry buckets were human resources at about 25%, insurance about 20%, hospitals and health care about 10%, manufacturing about 10%, and software development about 10%. The seniority mix skewed mid-career, with about 55% mid-level roles versus about 10% entry, while about 25% of postings came from enterprise employers. In practice, that means the best odds are usually in roles tied to measurable hiring, compliance, systems, or stakeholder delivery rather than broad, undefined people-culture titles.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Denver-Aurora-Centennial, CO?

Recent postings show the most activity from DaVita Inc. (5 postings), The Wrap (5 postings), Legendary Allen Agency (5 postings), Denver Public Schools (5 postings), Developmental Pathways, Inc. (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Denver-Aurora-Centennial, CO be done remotely?

Of recent postings, 15% are remote and 35% hybrid, with 50% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

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