Top HR Jobs in Minneapolis, MN

Manage the hotel’s human resources function, including recruitment, training, benefits, labor relations, compliance, safety, performance management, employee engagement, HR systems, reporting, unemployment claims, and leave requests. Coach and mentor team members across departments while fostering recognition, retention, and a positive workplace culture.

Provides employee relations consultation, workplace investigations, policy interpretation, conflict resolution, manager coaching, case management, and risk assessment. Tracks workplace trends, analyzes case data, prepares recommendations, and supports process improvements within an HR Solutions Hub. Partners with HR, Legal, and business leaders on sensitive matters while ensuring consistent, confidential, and timely resolutions. Uses Workday, ServiceNow, Microsoft Office, and AI-enabled tools to improve HR workflows and effectiveness.

Provides outsourced HR advisory and operational support to clients, including employment compliance, handbooks and policies, employee lifecycle processes, benefits administration, employee relations, and performance management. Manages smaller client engagements, coordinates deliverables, researches employment requirements, communicates HR guidance, and escalates complex issues. Contributes to internal HR tools, templates, and process improvements while maintaining current knowledge of employment trends.

Manages human resources systems and processes for a senior living campus. Responsibilities include recruiting, employee relations, performance management, compensation and benefits administration, employee records, training and development, workplace safety, compliance monitoring, and implementation of corporate HR policies. The role participates on the site leadership team and may also support office management or resident billing functions.

Supports business leaders and employees through employee relations, performance management, onboarding, offboarding, HRIS administration, compliance, recruiting support, workforce planning, HR analytics, training, and process improvement. The role partners with Recruiting, Benefits, Payroll, Legal, and organizational leaders while maintaining accurate records, interpreting policies, coaching leaders, and ensuring timely HR and payroll processes.

Own the HR agenda across a growing, multi-location organization. Advise leaders and coach managers on employee relations, performance, development, compensation, organizational planning, and sensitive workplace matters. Build scalable HR processes, support talent and leadership development, ensure employment-law compliance, manage documentation and governance, and strengthen retention and employee experience across U.S. and international operations.

Supports corporate and business services activities, including administrative support and shared services. The internship provides exposure to HR and broader corporate operations within a food safety diagnostics company focused on professional and personal growth.

The Human Resources Business Partner provides strategic HR guidance to assigned business groups, aligning talent programs with business goals and employee engagement. Responsibilities include talent acquisition, organizational development, succession planning, performance management, employee relations, change management, total rewards, risk and safety programs, vendor relationships, reporting, and budget input. The role influences business decisions, supports employee experience initiatives, develops leaders, and collaborates with HR leadership and business teams.

The Principal Analyst, HR Analytics delivers workforce insights, metrics, forecasts, dashboards, and reporting for HR Centers of Expertise. The role analyzes workforce, operational, and financial data; evaluates HR programs; translates findings into recommendations; and supports digital, AI, and self-service analytics solutions. Responsibilities include defining analytical needs, developing visualizations, improving reporting scalability, and driving adoption through stakeholder engagement, training, and optimization.

Provides human resources consultation and support on employee relations, leave administration, workplace accommodations, workers’ compensation, performance management, labor relations, and policy interpretation. Advises employees, supervisors, and administrators across two colleges; coordinates leave and workers’ compensation programs; supports return-to-work processes, corrective actions, performance improvement plans, contract administration, and labor-management meetings while maintaining confidentiality and compliance with employment laws and collective bargaining agreements.

Sources and recruits candidates by posting jobs, reviewing applications, conducting phone screens, coordinating interviews, managing offers and negotiations, completing reference checks, and supporting compliant hiring and onboarding processes.

Oversees daily human resources operations for a healthcare campus, including recruitment, onboarding, payroll, benefits administration, employee relations, leave administration, compliance support, unemployment claims, HRIS maintenance, and employee engagement. Partners with managers and employees to implement policies, maintain accurate records, process biweekly payroll, and support retention and benefits enrollment.

Manage the full employee lifecycle, including onboarding, offboarding, benefits, HRIS updates, policy guidance, compliance, and employee relations support across multiple branches. Maintain accurate ADP Workforce Now records, coordinate benefits and employment changes, support acquired-company integrations, and develop scalable HR processes. Serve as a responsive resource to employees and branch leaders while handling confidential matters with discretion.

Supports day-to-day HR operations across the employee lifecycle, including recruiting coordination, onboarding, Workday transactions, I-9 compliance, benefits, leave administration, workers’ compensation, unemployment claims, separations, and employment documentation. Provides HR customer service to employees, managers, candidates, and HR partners; reviews pre-employment screenings; maintains accurate records; facilitates orientation; and contributes to process improvements.

Leads global human resources strategy for a SaaS organization, including workforce planning, talent acquisition, organizational design, culture, employee engagement, leadership development, HR operations, and international employment compliance. Advises executive leadership, manages global HR teams, develops scalable people programs, and drives organizational transformation, performance, and continuous improvement across multiple geographies.

Serves as the primary HR business partner for 7–9 retail locations, advising store leaders on employee relations, investigations, performance management, policy interpretation, talent strategy, succession planning, engagement, retention, compliance, and leadership development. Analyzes workforce metrics, facilitates training, supports recruiting, and acts as a change advisor. The role is store-based with travel of up to 40% across the Midwest and Western United States.

Leads full-cycle recruiting for hourly and salaried manufacturing roles while supporting onboarding, employee relations, performance management, training, benefits, compliance, and HR records. Builds talent pipelines through job boards, outreach, schools, workforce organizations, and community events. Partners with hiring managers and Corporate HR, manages recruiting data in Paylocity, supports employer branding, and travels between Blaine, Wyoming, recruiting events, and community partners.

Supports HR administration across multiple dealership locations, including onboarding, new-hire paperwork, employee file maintenance, benefits administration, employee relations, HRIS records, reporting, employment-law compliance, leave processes, and onboarding classes. Partners with corporate HR and benefits teams while assisting with policies, special projects, and departmental efficiency.

The HR Generalist manages recruiting, onboarding, employee relations, benefits administration, HR records, compliance, reporting, and employee engagement for a multi-location manufacturing-related business. The role advises managers on workplace issues, supports employment-law compliance, administers HRIS data and benefits, tracks workforce metrics, and improves HR processes.

Senior HR Business Partner serving as a strategic advisor to executives and business leaders. Leads talent strategy, organizational design, succession planning, performance management, compensation planning, employee engagement, change management, and inclusive culture initiatives. Partners with HR Centers of Expertise to execute talent programs, analyze workforce trends, improve organizational effectiveness, coach leaders, and support complex reorganizations. Requires strong HR expertise, business acumen, communication, coaching, compliance, and project execution skills.

Leads full-cycle recruiting from requisition through accepted offer, including sourcing, screening, interviewing, offers, recruiting metrics, and hiring-manager partnerships. Administers FMLA, Minnesota Paid Leave, unemployment claims, and employee leave inquiries. Analyzes turnover and exit data, oversees the volunteer program, supports orientation, maintains procedures, and recommends process improvements while handling confidential employee information.

Partners with manufacturing and operational leaders across multiple sites on employee relations, investigations, performance management, workforce planning, staffing, retention, engagement, and organizational change. Coaches managers, analyzes workforce metrics, supports HR programs and training, facilitates employee communications, and helps implement initiatives during business growth and acquisitions while maintaining confidentiality and compliance.

Provides administrative and operational HR support for employee lifecycle processes, onboarding, payroll and timekeeping, HRIS transactions, recordkeeping, audits, communications, and employee engagement. Serves as a frontline contact for employees and leaders, resolves questions, maintains confidential records, supports HR projects and process improvements, and partners with Payroll, HRIS, Compensation, Benefits, and broader HR teams.

Lead and manage APAC payroll and HR operations, ensuring accurate, compliant, and timely payroll cycles. Oversee multi-country teams and third-party vendors, implement SOPs and controls, drive continuous improvement, report on SLAs/metrics, support audits, and develop staff performance and processes across the region.

Manages HR systems and human capital data, including Workday configurations, data validation, Power BI modeling, Power Automate pipelines, reports, and enterprise dashboards. Analyzes workforce, retention, turnover, demographic, engagement, and survey data; applies predictive analytics; supports functional users; and provides insights and recommendations to HR leaders and stakeholders.