Top Senior HR Jobs in Minneapolis, MN

Provides outsourced HR consulting and support to clients across benefits administration, performance management, onboarding, offboarding, compliance, HRIS optimization, documentation, and general HR operations. Builds client relationships, addresses HR concerns, researches employment regulations, improves processes, and contributes to service-line growth and business development.

Own end-to-end workplace investigations involving harassment, discrimination, retaliation, and policy violations. Advise leaders and HR partners on employee relations, accommodations, performance, and separations; maintain case documentation and tracking; identify organizational trends; support policy improvements and manager training; and provide impartial HR-for-HR oversight. Partner with Legal and external counsel on sensitive matters while using AI tools to assist investigation planning, evidence summaries, and reporting.

Provides comprehensive HR operations support across the United States and Canada, managing employee lifecycle transactions, employee relations, performance processes, leave and accommodations, compliance, records, reporting, and Workday administration. Advises managers, resolves complex HR issues, maintains confidential documentation, improves processes, supports audits and regulatory changes, and contributes to regional HR projects, systems initiatives, and standardization across the Americas.

Provides consultative HR support to leaders across Human Resources, Marketing, Strategy, and Communications. Responsibilities include workforce and organizational planning, talent management, succession planning, performance management, compensation, employee relations, leadership development, organizational effectiveness, workforce analytics, and enterprise HR program implementation. The role builds trusted relationships, advises on complex people matters, partners with HR centers of excellence, and develops actionable recommendations for organizational and talent needs.

Supports HR and Marketing, Strategy & Communications leaders through workforce planning, talent management, organizational effectiveness, employee relations, performance management, compensation, leadership development, and organizational change. Builds trusted relationships, provides HR consultation, coordinates talent processes, uses workforce insights to inform recommendations, collaborates with HR centers of excellence, and implements enterprise HR programs tailored to business needs.

The Human Resources Business Partner advises leaders and employees on employee relations, talent management, performance, workforce planning, organizational effectiveness, and change management. The role analyzes workforce metrics, supports recruiting and development, ensures employment-law compliance, strengthens engagement and retention, and partners with HR Centers of Excellence to deliver scalable people solutions. This is an onsite position supporting a manufacturing and technology-focused organization.

Provides broad HR support with a primary focus on learning and development. Designs and evaluates training programs, leadership development, learning pathways, and LMS content while supporting talent acquisition, onboarding, employee relations, compliance, performance management, HR records, and process improvement. Partners with leaders and employees to deliver talent development solutions, facilitate learning, maintain compliance, and improve organizational effectiveness.

Leads strategic and day-to-day human resources operations, including employee relations, talent acquisition and development, compliance, compensation, payroll, workforce planning, and organizational change. Advises leaders, manages HR staff, uses HRIS data and technology to improve processes, oversees workers’ compensation, and ensures consistent support across multi-location operations.

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.

Supports recruiting coordination and onboarding by scheduling interviews, communicating with candidates and stakeholders, managing offer documentation and pre-employment requirements, entering new-hire data into HRIS, completing I-9 and E-Verify processes, administering employee referrals, and assisting with new-hire orientation. The role provides administrative support to talent acquisition and HR teams while maintaining confidentiality and delivering a positive candidate and employee experience.

The Human Resources Manager leads employee relations, investigations, performance management, full-cycle recruiting, onboarding, HRIS administration, HR data management, compliance, benefits, compensation support, policies, training, and organizational development. The role partners with leaders on workforce planning, culture, employee engagement, and strategic HR initiatives while ensuring accurate records, legal compliance, and effective HR operations.

Implements client payroll services, serving as the initial payroll contact and subject matter expert. Responsibilities include testing payroll modules and workflows, training clients and internal users, resolving issues, improving processes, and ensuring payroll compliance. The role requires strong knowledge of payroll calculations, auditing, tax withholdings, wage deductions, timekeeping, HRIS platforms, and payroll regulations, with UKG Ready experience required.

Serves as a regional HR advisor for employees and leaders across the United States and Canada. Responsibilities include employee relations investigations, performance management, workforce planning, talent development, organizational change, employment compliance, HR analytics, manager enablement, and employee communications. The role also develops scalable HRBP resources and advances responsible AI and automation across HR processes, partnering with HR, Legal, Information Security, Data Privacy, and business leaders.

Recruit full-cycle talent acquisition for engineering and technical roles across HR Green. Build passive-candidate relationships, develop specialized talent pipelines, source through LinkedIn Recruiter and professional networks, and advise hiring managers using market intelligence. Manage searches from intake through offer, maintain candidate engagement and accurate recruiting data, communicate search progress, and adapt strategies for difficult-to-fill positions. Civil engineering or AEC recruiting experience is strongly preferred.

Provides expert employee-relations guidance to leaders and employees on performance management, misconduct, workplace concerns, absenteeism, and dispute resolution. Owns complex cases from research through resolution, ensuring fair, compliant outcomes aligned with company policies and employment laws. Coaches leaders, assesses risk, documents decisions, and partners with stakeholders to strengthen workplace culture, accountability, and employee experience.

Leads the HR function for a growing, multi-state veterinary company. Responsibilities include HR strategy, M&A due diligence and onboarding, talent acquisition, employee relations, compensation, benefits, payroll, learning and development, compliance, and employee engagement. The director will build the HR team, establish scalable processes, manage vendors and benefits programs, develop hiring pipelines, implement AI tools, and support senior leadership initiatives.

Serves as a strategic HR advisor to leaders across the organization, shaping workforce planning, organizational effectiveness, talent strategies, employee experience, and HR programs. Uses HR systems, data, analytics, and emerging AI technologies to inform decisions and improve processes. Leads cross-functional HR initiatives, change management, compliance efforts, and stakeholder engagement while supporting talent attraction, development, engagement, and retention.

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.

Provides strategic HR partnership to business directors and senior leaders across a complex, multi-site logistics operation. Responsibilities include workforce planning, organisational design, talent and succession, leadership development, employee relations, change management, people analytics, and coaching HR professionals. The role translates business priorities into measurable people strategies, supports senior decision-making, and requires regular travel across the South and East Midlands.

Leads HR business partnering for global business units, aligning people strategy with business goals. Advises executives, implements HR programs, manages cross-functional HR collaboration, supports organizational change, uses analytics for decision-making, and ensures employment-law compliance. The role requires strong business acumen, executive influence, global HR experience, confidentiality, and expertise in HR technologies.

Partners with senior leaders to align people strategies with business goals, coaches leaders, manages performance and employee relations, uses people data to guide decisions, and leads organizational design, workforce planning, talent, engagement, and global HR initiatives.

Supports and optimizes Workday and other HR technology platforms, develops reports, dashboards, metrics, and workforce analytics, and maintains HR data quality, governance, security, and reporting accuracy. Partners with HR, Finance, IT, and business stakeholders on requirements, system enhancements, releases, integrations, process improvements, and data insights. Provides functional troubleshooting, documentation, user guidance, compliance reporting, audits, and recommendations that improve workforce outcomes and HR effectiveness.

Designs and implements HR programs for a manufacturing plant, supporting talent management, employee engagement, leadership development, compensation, benefits, employee relations, compliance, and HR metrics. Advises site leaders on employment laws and HR initiatives, manages employee documentation, supports investigations and disciplinary processes, and helps deliver effective HR services. Requires occasional work in production or warehouse settings and some travel.

Own end-to-end learning and enablement programs, including manager development, onboarding, workshops, People Team playbooks, and learning architecture. Partner with People Business Partners to address talent gaps, operate the LMS and content library, apply AI to learning workflows, and measure program impact. The role requires strategic business partnership, instructional design, hands-on program delivery, stakeholder influence, and continuous improvement of workforce learning.

Leads strategic HR, talent, and organizational effectiveness initiatives in partnership with executive leaders. The role coordinates cross-functional projects, develops workforce analytics and dashboards, supports skills-based hiring, internal mobility, reskilling, and workforce planning, and translates data and AI insights into executive recommendations. Responsibilities also include governance, project tracking, executive presentations, research, communications, and limited administrative support for the VP of Talent and Organizational Effectiveness.