Top HR Jobs in Minneapolis, MN

The Senior Manager, HR Compliance is responsible for developing and executing a compliance framework across the Americas, managing immigration and global mobility programs, and ensuring adherence to applicable laws and regulations while fostering a culture of compliance within the organization.

Provides strategic and hands-on HR partnership to Engineering, Product, and R&D leaders. Responsibilities include manager coaching, performance management, employee relations, talent and compensation programs, engagement surveys, exit meetings, organizational effectiveness, risk identification, and policy application. The role supports globally distributed teams during a six-month transition period and requires strong judgment, confidentiality, communication, and operational execution.

Leads PwC’s HR Managed Services payroll team, overseeing global payroll operations, compliance, process improvements, and transformational change. Builds strategic client relationships, develops payroll policies and practices, mentors team members, promotes payroll technology adoption, and establishes industry-leading processes across global teams. The Director provides thought leadership, drives business growth, and maintains trusted relationships across diverse stakeholders.

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Supports employees and managers across the employee lifecycle, including onboarding, offboarding, employee relations, leave and workers’ compensation administration, HRIS and records management, reporting, compliance, recruitment, training, engagement programs, and policy implementation. The role serves as a primary contact for routine HR inquiries, resolves issues, escalates complex matters, and contributes to process improvement and cross-functional HR projects.

Leads HR operations across a multi-site call center network, managing HR Partners and recruiting teams. Oversees employee relations, investigations, multi-state compliance, leadership coaching, high-volume hiring, staffing ramps, retention initiatives, and workforce metrics. Partners with operations and legal leadership to support performance, headcount governance, and consistent people practices for frontline hourly teams.

Serves as a strategic HR advisor to business leaders, supporting workforce planning, employee relations, performance management, talent development, organizational change, engagement, compliance, and HR programs. The role manages complex employee issues, guides leaders through performance processes, analyzes HR metrics, supports hiring and workforce planning, maintains HRIS data, and collaborates on compensation, audits, litigation, and policy improvements. Travel to designated sites may comprise up to 20%.

Leads HR operations through direct reports, overseeing employee lifecycle administration, compliance, policy governance, service delivery, process improvement, budgets, vendors, and operational controls. Partners cross-functionally, supports employee relations and investigations, ensures compliant employment practices, and drives organizational effectiveness. Requires strong HR expertise, leadership, regulatory knowledge, HRIS experience, communication, project management, and change-management skills.

Serve as a trusted employee relations advisor handling performance management, misconduct, absenteeism, and dispute resolution. Coach leaders, investigate complex issues, ensure policy and legal compliance, partner with stakeholders, and manage cases end-to-end with timely, well-documented, and fair outcomes that strengthen culture and accountability.

Supports day-to-day HR operations in a manufacturing environment, including recruiting, onboarding, employee relations, compliance, HRIS administration, performance management, training coordination, employee records, and HR projects. Partners with production employees and leaders on workplace policies, investigations, corrective action, accommodations, engagement, and workforce communications. Maintains confidential HR data and supports employment law, safety, attendance, and workforce compliance requirements.

The Human Resources Manager provides strategic and operational HR support to employees and managers. Responsibilities include employee relations, performance management, investigations, talent acquisition coordination, benefits and payroll support, compliance, training, workforce reporting, HR metrics, onboarding, offboarding, and organizational development. The role partners with HR Centers of Excellence and leads initiatives that improve employee engagement, retention, compliance, and operational efficiency.

Leads enterprise accessibility and accommodation advisory services, including ADA-related interactive processes, remote work, medical, religious, and workplace adjustments. Manages complex casework, audits execution, coaches advisors, interprets HR policies, partners with Legal and Employee Relations, and supports risk-informed decisions. Carries an individual caseload while leading a team, improving operational practices, resolving escalated matters, and driving project-based initiatives.

Supports employees and managers across HR operations, employee relations, leave and attendance administration, compliance, onboarding, training coordination, engagement initiatives, and recruitment coordination. Maintains HRIS records, documentation, reports, and audits; assists with investigations, corrective actions, performance plans, and policy administration. Serves as a responsive resource for employee questions while partnering across departments to ensure consistent, compliant, and positive employee experiences.

Provides comprehensive HR partnership to assigned departments, advising managers and employees across the employment lifecycle. Responsibilities include workforce planning, recruitment, employee relations, performance management, compensation and classification, policy interpretation, leave and accommodations, onboarding, offboarding, HRIS administration, compliance, investigations, and organizational change support.

Manages and validates HR transactions including hires, terminations, job changes, and compensation updates. Reviews data for accuracy, policy compliance, and payroll or benefits impacts; coordinates with HRIS, payroll, benefits, and compensation teams to resolve discrepancies. Supports payroll adjustments, audits employee data across systems, maintains confidentiality, and contributes to workflow, data governance, and process improvements.

Leads enterprise and business-line talent strategies across recruiting, learning and development, retention, engagement, organizational development, and people analytics. Consults with senior leaders on organizational design, workforce planning, culture, inclusion, and human capital strategy. Uses qualitative, quantitative, and predictive workforce data to support business decisions, coaches leaders, partners with HR centers of excellence, and executes talent initiatives for assigned business units.

Serves as a strategic HR partner to enterprise-function leaders, advising on workforce planning, employee relations, performance management, organizational effectiveness, change management, talent development, succession planning, and employee experience. Uses workforce insights to guide decisions, partners with specialized HR teams, and oversees HR Generalist support. Requires extensive leader coaching, multi-jurisdiction employment-law knowledge, and up to 25% travel.

Serve as the primary HR partner for a 300+ employee business group, advising Director- and VP-level leaders on workforce planning, organizational design, employee relations, talent and performance management, manager development, succession planning, change management, and HR program implementation. Use workforce analytics to provide insights and recommendations while ensuring policy compliance and supporting a high-performance, inclusive culture.

Manages biweekly payroll, full-cycle recruitment, onboarding, benefits administration, HR records, employee engagement events, and HR projects. Ensures accurate personnel documentation, supports compliance with employment laws and data privacy requirements, and serves as a resource for employees throughout the employment lifecycle.

Leads talent acquisition strategy, recruiting, workforce metrics, employee relations, onboarding, performance and leadership development, and HR business partnership. Coaches leaders and employees, supports investigations and transitions, develops talent and learning programs, and coordinates cross-functional HR initiatives. Requires strong recruiting, employee development, HR systems, analytics, coaching, and stakeholder partnership capabilities.

Provides client-facing HR generalist services, including payroll, benefits, HRIS administration, leave management, recruiting, onboarding, policy compliance, employee records, and HR projects such as system implementations, compensation initiatives, and M&A transitions. The role supports multiple clients, advises on employment legislation, and performs onsite, remote, and office-based work.

Supports daily HR service delivery by managing AskHR tickets, answering employee questions, monitoring benefits and leave requests, auditing ADP Workforce Now onboarding, supporting I-9 verification, preparing workforce reports, handling employment verifications, identifying data discrepancies, and assisting with HR projects and audits. The role requires strong organization, confidentiality, communication, and proficiency with HRIS and office software.

Leads the global contingent workforce strategy, governance, lifecycle management, supplier ecosystem, compliance, budgeting, technology, analytics, and continuous improvement. Oversees MSPs, staffing suppliers, independent contractors, and statement-of-work engagements while managing labor spend, rate cards, supplier performance, worker classification, co-employment risk, and audit readiness. Partners with HR, Procurement, Legal, Finance, IT, Risk, and business leaders, and leads the contingent workforce team and executive reporting.

The Human Resources Business Partner advises construction leaders on employee relations, investigations, performance management, onboarding, engagement, talent planning, workforce needs, and organizational changes. The role coaches leaders, supports enterprise HR programs, maintains confidential documentation, and partners with specialized HR teams. It requires regular travel to construction jobsites and offices, with on-site presence at least four days weekly.

Leads HR due diligence, planning, and execution for mergers, acquisitions, divestitures, and transformation initiatives. Coordinates HR workstreams, Day-1 readiness, change management, communications, synergies, governance, and operational transitions. Owns the HR M&A playbook and serves as project management lead for strategic cross-functional HR initiatives, establishing standards, tracking risks, and ensuring timely delivery across HR disciplines.