Top HR Jobs in Minneapolis, MN

Drive operational excellence for global HR Employee Care and shared services by owning case management, analyzing ServiceNow/Workday data, improving SLAs and CSAT, enabling AI/automation solutions, and delivering data-driven recommendations to leadership.

Lead HR Service Delivery Representative oversees HR operations, drives process improvements and automation, manages workflows and escalations, ensures records compliance, coaches team members, supports risk and control activities, and partners with Product and Technology to leverage AI and data-driven insights.

Lead global HR managed services and payroll teams, drive transformational change, ensure payroll compliance, analyze and improve payroll processes, build client relationships, and mentor staff to develop payroll strategy and operations.

Partner with market center leaders to deliver HR solutions: organizational design, talent management, workforce planning, change management, employee relations, compliance, and data-driven engagement across multiple locations.

Serve as strategic HR partner to a 2,000+ R&D organization, leading org design, performance calibration, people programs, engagement analysis, and coaching senior leaders to scale the org and improve talent outcomes.

Administer and optimize the HRMS as a Super Admin, configuring modules (payroll, time, benefits, comp), managing integrations, reporting, audits (SOX/ITGC), testing, troubleshooting, automations, and special projects to ensure data security and system performance.

The role involves end-to-end recruitment and talent management for semiconductor roles, designing onboarding and training strategies, and ensuring strong stakeholder communication.

Serve as the district HR business partner advising site leaders on people strategies, talent development, performance management, change management, workforce planning, and employee engagement. Coach managers, support recruiting and staffing plans, lead talent assessments, implement HR programs, support site openings/closings, and partner with HR Centers of Expertise to align HR solutions with business goals.

The Principal People Success Partner drives talent strategies for Sales and Marketing, partners with senior leaders, influences organizational health, and leads transformations using AI.

Partner with functional leaders to translate business strategy into people strategy. Own org design, performance management, compensation, talent development, engagement, and retention. Provide coaching on career pathing, change management, and sensitive employee issues. Use people data to generate insights and recommendations, build compliant HR policies, manage global employee relations, and collaborate with People Team COEs to deliver cohesive people programs at scale.

Serve as onsite HR business partner for Target Center handling full employee lifecycle: high-volume recruitment, bi-weekly payroll processing, timekeeping reconciliation, onboarding, performance management, employee relations, compliance, benefits/leave administration, investigations, exit interviews, and HR support during events to drive engagement and operational staffing needs.

Lead advanced HR operations, serve as escalation point for complex employee inquiries, manage HRIS and LMS tasks, support onboarding/benefits/performance cycles, mentor junior team members, drive process improvements, ensure compliance and accurate employee records, and partner cross-functionally to enhance HR programs and KPIs.

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.

Provide day-to-day HR support for multiple branches including full-cycle recruitment, onboarding, employee relations (investigations/immigration/terminations), training, performance review tracking, HRIS and documentation management, policy communication, and travel to branch locations (~20–30%). Partner with HR team on transfers, change management, and community outreach.

Lead enterprise HR change enablement to drive Growth Mindset culture and AI-powered talent capability. Design and execute change strategies, stakeholder and sponsor engagement, scalable change artifacts, and AI capability pathways. Integrate change with governance, learning, and communications, measure adoption and business outcomes, and model AI-first ways of working across a multi-year transformation.

Hands-on HR Generalist role supporting recruiting, onboarding, employee relations, performance management, training, benefits, HRIS maintenance, compliance, payroll coordination, and manager support. Acts as HR resource for employees and managers, conducts investigations and documentation, and helps drive engagement and development. Onsite in Golden Valley, MN with opportunities for growth.

Lead HR strategy for Wealth Management Products and Solutions, act as trusted advisor to the EVP, drive organizational change and M&A-related people work, partner with COEs to shape workforce strategy, use data and AI tools to surface trends, coach senior leaders, and implement people solutions to improve performance and manage risk.

Manage day-to-day HR casework for assigned senior living and long-term care clients: triage cases, interpret policies, support employee relations. Initially support Client Engagement with report requests, checklist/access management, and UKG navigation before transitioning to full HR Specialist responsibilities.

Lead HR transformation and continuous improvement initiatives: analyze and redesign HR processes, manage projects end-to-end, drive change management and training, partner with HR and business stakeholders, develop documentation and dashboards, and ensure adoption and measurable outcomes.

Serve as an HR trusted advisor delivering employee relations, performance management, compliance, HRIS transactions, talent support, process improvements, and HR program leadership across the employee lifecycle. Coach leaders, support onboarding/offboarding, analyze HR metrics, ensure legal compliance, and partner on workforce planning and policy updates.

Lead and develop an HR Business Partner team to drive strategic people strategies, organizational design, workforce planning, talent reviews, succession planning, employee relations, compliance, and workforce analytics in partnership with business leaders and HR functions.

Lead and coach a national HR Business Partner team, partner with leaders to align HR strategy with business goals, manage employee relations and investigations, implement performance, compensation, and workforce planning initiatives, support recruitment and change management, and ensure compliance with employment laws.

Lead and implement workforce planning, organizational effectiveness, change management, and operational HR initiatives across multiple manufacturing plants. Advise executives and plant leaders, drive talent management, leadership development, Workday integration, compensation alignment, and employee engagement efforts. Manage cross-functional programs, change communications, and transformation roadmaps to improve productivity, retention, and organizational performance.

Serve as strategic HR business partner to the EVP of Wealth Management Products and Solutions. Embed HR strategy into business planning, coach senior leaders, manage complex employee and organizational change (including M&A), leverage data and COE partners to shape talent strategy, surface human capital trends, and drive implementation of enterprise HR solutions to improve workforce effectiveness.

Serve as a strategic HR partner to Blaine campus integrated supply chain teams. Provide data-driven counseling, drive HR processes (performance management, talent acquisition, career development, employee relations), advise leaders, recommend strategic HR initiatives, partner with COE teams (payroll, compensation, benefits, HRIS), and support Workday data accuracy and employee information processing.