Top HR Jobs in Minneapolis, MN

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 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.

The Director HR Technology & Talent Analytics leads the global ownership of Workday, enhancing HR data capabilities, managing change, and fostering relationships with executives to leverage workforce analytics.

As a Senior HR Business Partner, you'll support leaders in managing performance, employee relations, and organizational priorities while contributing to core HR initiatives and building trust across teams.

Serve as strategic HR partner to North America Commercial leaders, translating commercial priorities into people strategies. Lead change management, talent and succession planning, leadership coaching, performance management, and continuous-improvement initiatives using data and DBS. Represent broader commercial organization, drive organizational capability, manage complex employee relations, and travel 3025-4025 (remote role).

Serve as strategic HR business partner to North America Commercial leaders, driving org effectiveness, talent and succession planning, change management, performance coaching, and continuous-improvement initiatives. Use data and insights to strengthen engagement, development, and talent placement across distributed teams, and act as proxy for Sr. HR Director on high‑impact commercial people priorities. Role is remote with 30–40% travel.

Serve as strategic HR partner to North America Commercial leadership, translating business priorities into talent, org design, succession planning, change management, leader coaching, performance management, and employee relations. Use data and Danaher Business System continuous-improvement methods to strengthen capability and engagement across a distributed, high-performing commercial organization. Remote role with 30–40% travel.

Lead HR for three manufacturing sites, based in Chaska, MN. Coach leaders, drive workforce planning, talent management, change management, and HR transformation. Partner with COEs, use Workday HRIS and metrics to deliver people strategies and support operational performance.

Lead HR for three manufacturing sites, coaching leaders on workforce planning, talent management, inclusion, and engagement. Partner with COEs on employee relations, compensation, HRIS (Workday), recruiting, and change management. Use metrics and project management to drive HR transformation, continuous improvement, and measurable people strategies. On-site in Chaska, MN with regional travel.

Lead HR for three manufacturing sites, coach leaders, partner with COEs on employee relations, compensation, talent management and inclusion, drive HR transformation, use Workday and analytics to implement people strategies and change management.

Serve as strategic HR partner for Business Support Groups, leading talent management, employee relations, HR operations, compensation processes, policy compliance, and company-wide HR initiatives to align people strategies with business goals.

Partner with corporate and sales leaders to align talent and organizational strategies. Lead talent management, performance, succession planning, and complex employee relations investigations. Coach senior leaders, drive organizational effectiveness, leverage workforce data, and coordinate cross-functional HR solutions. Support change enablement and ensure compliant HR policy application to mitigate risk and strengthen leadership capability.

Support HR data management, reporting, and analytics to ensure data accuracy and generate actionable insights. Maintain HR systems, track metrics, validate data, identify trends, and support process improvements in a high-volume federal hiring environment.

Provide recruitment and staffing support by reviewing applications, maintaining HR systems, assisting with hiring actions and onboarding, responding to applicants, and supporting reporting, compliance, and workflow in a high-volume federal hiring environment.

Coordinate and review pre-employment processing including medical, background, and onboarding scheduling; verify documentation for compliance; maintain records and reports; and provide applicant support in a high-volume federal hiring environment.

The Director, Head of Total Rewards will develop and execute global compensation, benefits, and equity strategies to attract and retain talent. This role involves overseeing total rewards programs, ensuring compliance, and advising senior leadership on compensation matters.

Provide administrative HR support and serve as a primary employee contact. Monitor HR inbox/calendar, administer onboarding and I-9s, support benefits enrollment and timekeeping, maintain HRIS records, assist with performance reviews, employee surveys, recognition programs, and manage Concur expense receipts. Support Head of HR and ensure accurate, timely HR process execution.

Partner with business leaders to deliver HR services including benefits administration, employee relations, onboarding/offboarding, performance and talent management, HRIS (Workday) updates, policy compliance, reporting, and coaching. Support HR initiatives, conduct fact-finding on employee concerns, and collaborate with centers of excellence to build capability and an inclusive environment.

Provide recruiting, onboarding, and HR operations support including scheduling interviews, running pre-employment checks, creating HRIS records, facilitating orientation, supporting HR reporting, and assisting process improvements and campus outreach.

Lead delivery of corporate HR operations and shared services, resolving employee questions, advising stakeholders, managing HR data, standardizing processes, driving continuous improvement, and implementing efficient HR systems and administrative solutions to support business objectives.

The VP Human Resources North America will lead HR strategic initiatives, build organizational culture, and support executive leadership in a multi-plant manufacturing environment.

Volunteer HR Generalist to support recruiting (sourcing, screening, interviewing, onboarding), maintain personnel records and new-hire documentation, coordinate office operations and policies, publish job ads, schedule interviews, prepare reports and presentations, and assist with initial fundraising campaign. Attend weekly meetings and commit to minimum 4+ hours weekly.

Lead and optimize HR shared services across the employee lifecycle, drive process improvements and system enhancements, manage escalations and PEO relationships, ensure compliance (benefits, LOA, federal/state laws), administer HR systems and reporting, mentor junior staff, and support immigration case coordination and annual open enrollment.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

Serve as trusted HR advisor supporting leaders and employees on employee relations, performance management, organizational effectiveness, HRIS data and compliance, and HR program improvements across U.S. and international teams.