Top HR Jobs in Minneapolis, MN

Provides strategic HR partnership to leaders across assigned sites, supporting workforce planning, talent development, performance management, engagement, succession planning, diversity and inclusion, communications, change management, recruiting, and organizational restructuring. Coaches leaders, diagnoses workforce challenges, develops people strategies, supports site openings and closures, and partners with HR centers of expertise and talent acquisition to implement effective human capital initiatives.

Drive people operations for assigned small business clients: lead hiring, onboarding, performance and compliance; advise leadership on workforce planning, org design, succession, and development; administer HR data, payroll/benefits support, and deliver excellent client service while leveraging HR technology and analytics.

The Senior Director, HR Business Partnering at MongoDB will lead HR strategies, talent management, and organizational design to drive business growth and culture. The role involves partnering with senior leaders, influencing decisions, and managing a global HRBP team.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Serve as the strategic HR partner for G&A leaders, leading organizational design, restructuring, performance calibration, leadership coaching, change communication, and people-program implementation. Use employee data, engagement insights, AI tools, and headcount models to guide decisions and identify organizational risks. Support globally distributed teams while handling sensitive personnel information with discretion and partnering with senior executives across Finance, Legal, Compliance, and People functions.

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.

Provides hands-on experience across human resources functions, including talent acquisition, compliance, compensation and job architecture, HRIS and data management, employee relations, policy administration, and onboarding. Duties include revising job descriptions, researching compensation benchmarks, supporting HCM data integrity, maintaining HR policies and procedures, and assisting with new hire orientation. This is a part-time internship scheduled for 15–20 hours weekly, primarily at the Eagan office with possible remote flexibility after training.

Serves as a strategic HR advisor to business leaders, providing guidance on workforce planning, organizational design, performance management, talent reviews, succession planning, employee relations, employment-law compliance, and change management. Uses people data and AI tools to identify workforce trends, risks, and opportunities, translating insights into action plans. Partners with Talent Acquisition and HR teams across global business units while supporting culture, engagement, and business growth.

Serves as a strategic HR advisor to senior leaders, aligning people strategies with business objectives. Leads workforce planning, organizational design, talent management, succession planning, employee engagement, change management, and employee relations. Coaches leaders, analyzes workforce data, ensures employment-law compliance, and develops scalable HR programs. Supports U.S. Sales and Patient Outcomes within a regulated medical-device organization.

Leads agency-wide employee relations, workplace investigations, performance management, corrective action, leader consultation, employment-risk assessment, policy interpretation, unemployment matters, and people-management training. The role manages complex cases from intake through resolution, advises on employment actions, identifies organizational trends and risks, and partners with HR, legal, compliance, payroll, and agency leaders in a 24/7 multi-site environment.

Provides administrative support to the Human Resources team by maintaining employee and applicant records, managing job postings, responding to employee inquiries, completing employment verifications, gathering audit data, and coordinating information among HR, payroll, and hiring managers. This is a temporary, in-person position with no supervisory or travel responsibilities.

Provides day-to-day HR support for a 500+ employee, multi-shift operations division. Responsibilities include onboarding and offboarding, employee relations, performance management, policy guidance, HR systems administration, job description maintenance, workforce planning, compliance, HR projects, and manager partnership. The role is onsite three days weekly with remote flexibility on Mondays and Fridays and requires occasional travel and work outside regular hours.

Supports day-to-day HR operations for a 500-plus employee, multi-shift operations division. Responsibilities include employee relations, onboarding and offboarding, performance management, policy guidance, job description maintenance, workforce planning, HR system administration, compliance, HR projects, and manager coaching. The role serves as an onsite HR partner across manufacturing, shipping, distribution, order entry, engineering, and training teams in a hybrid work arrangement.

Partner with senior leaders to design and execute talent strategies across recruiting, learning, retention, engagement, and organizational development. Serve as talent advisor and coach, drive inclusion, use workforce and predictive analytics to inform workforce decisions, and coordinate with HR Centers of Excellence and operations to deliver human capital solutions aligned to business objectives.

Lead and execute enterprise and business-line talent strategies. Advise senior leaders on organizational design, coach leaders, champion inclusive culture, and use people analytics and predictive analytics to inform workforce decisions. Partner with HR COEs and operations to implement talent, retention, learning, and engagement initiatives.

Lead design, validation, and implementation of psychometric hiring assessments for tech/data/product roles. Manage assessment projects, vendor collaboration, analytics, compliance with EEOC/UGESP/OFCCP, automation opportunities, and documentation to meet OKRs and improve hiring outcomes.

Provide generalist HR advice across employee relations, onboarding, performance management, global mobility, and cyclical HR processes. Partner with HR Business Partners on salary review, talent mapping, calibration, and engagement analysis. Identify automation and self-service opportunities, support flexible work requests, and contribute to continuous improvement within a distributed, Pacific Time Zone-based team.

Partners with business leaders across recruiting, onboarding, compensation, benefits, performance management, employee relations, training, compliance, engagement, and retention. Conducts workplace investigations, administers HR policies, supports compensation and benefits programs, delivers training, uses HR data for insights, and leads continuous improvement initiatives. The role requires strong communication, coaching, confidentiality, project management, and hands-on HR generalist experience in a fully onsite manufacturing and engineering environment.

Supports the HR team with field hiring initiatives, candidate background checks, employment verifications, E-Verify, I-9 audits, onboarding-related tasks, employee file maintenance, HRIS updates, unemployment claims, benefit audits, and wage verifications. The intern helps coordinate hiring speed and ensures compliance with required candidate and employee notices.

Manages a human resources organizational development team and executes talent strategies focused on recruiting, retention, succession planning, training, engagement, and leadership development. Designs curricula, facilitates workshops, administers performance evaluations and LMS activities, creates learning materials, and leads employee engagement and inclusion initiatives. Ensures compliance with employment laws, county policies, and collective bargaining agreements while coaching staff and collaborating with county leaders.

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.

Provides comprehensive HR support across multiple U.S. microelectronics sites, advising managers and employees on employee relations, investigations, performance management, policy interpretation, compliance, onboarding, compensation, benefits, leave, payroll inquiries, engagement, and workforce transitions. Partners with leadership on organizational effectiveness, employee well-being, safety, and continuous improvement of HR processes in a manufacturing environment.

Maintains HR data integrity in HRIS and LMS systems, processes employee updates, supports audits, handles employment verifications, completes I-9 documentation, maintains confidential files, generates payroll and HR reports, and assists with projects. This temporary hybrid role supports the Human Resources and Payroll teams and may be filled as an HR Assistant or HR Intern.

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.