Top Senior HR Jobs in Minneapolis, MN

Leads HR business execution initiatives, including executive human capital reporting, data-driven presentations, strategic implementations, cyclical HR activities, change management, communications, and complex project tracking. Partners with HR business partners and centers of excellence to deliver HR products and services, influence stakeholders, resolve issues, and improve the HRBP operating model across a complex organization.

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.

Manages human resources systems and processes for a senior living campus, including recruiting, employee relations, performance management, compensation and benefits, training, records, compliance, and workplace safety. Partners with campus leadership to implement corporate HR policies, support operational goals, maintain a positive workplace culture, and ensure regulatory compliance. Supervises HR assistants, receptionists, and other applicable staff.

Manages multi-state payroll, employee benefits, leave administration, total rewards, compensation analysis, HRIS administration, HR analytics, compliance, process improvement, and vendor relationships across Minnesota, Wisconsin, and North Dakota. The role oversees payroll audits, benefits enrollment, compensation benchmarking, reporting, operational controls, and HR process optimization while supporting a growing healthcare organization.

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.

Owns the end-to-end HR function for a distributed U.S. and New Zealand organization. Responsibilities include HR strategy, employee lifecycle processes, payroll oversight, HRIS selection and implementation, policies, internal controls, compliance, employee relations, performance management, compensation, benefits, recruiting, and onboarding. The role partners closely with the CFO, executives, managers, Finance, external counsel, vendors, and New Zealand HR support to build a scalable HR operating model.

Supports HR activities throughout mergers and acquisitions, including due diligence, Day 1 readiness, employee transitions, integration planning, workforce changes, compliance, change management, and post-close execution. Coordinates workstreams, tracks milestones, prepares reports and communications, manages confidential information, and collaborates with HR, Legal, Finance, IT, and business stakeholders. Maintains M&A playbooks, project tools, checklists, and lessons learned to improve future integration processes.

Supports Department of the Navy civilian HR operations through DCPDS, DCPS, and DCHRMS transaction processing, testing, quality assurance, troubleshooting, and regulatory compliance. The role analyzes personnel/pay interface issues, prepares system change requests and transmittals, validates releases, maintains salary tables, resolves service tickets, and coordinates with DoD, DFAS, DON, and other stakeholders.

The HR Business Partner advises operational leaders on workforce strategy, employee relations, talent management, leadership development, succession planning, engagement, retention, organizational effectiveness, and change management. The role analyzes workforce data, conducts investigations, manages performance and corrective actions, supports organizational changes, mitigates workforce risk, and translates HR insights into business-focused recommendations.

Leads Workday implementation, configuration, solution design, governance, integrations, reporting, data validation, testing, and post-go-live support. Partners with HR, IT, Finance, and business leaders to translate requirements into scalable solutions, establish HRIS governance and support models, ensure data integrity and compliance, and manage complex global initiatives. Drives automation, process optimization, documentation, stakeholder alignment, and sustainable HR technology operations.

Develop and implement country HR strategies, policies, and procedures while ensuring regulatory compliance. Automate HR workflows using AI, manage HR vendors, advise managers on employee relations and talent development, analyze HR metrics, improve HR practices, and collaborate with global HR teams. The role also supports recruitment and onboarding, promotes an inclusive employee experience, and requires strong HR technology, analytical, communication, and project management skills.

Administers and improves employee benefits and leave programs, including health, retirement, disability, FMLA, accommodations, and annual enrollment. Ensures regulatory compliance, data accuracy, payroll reconciliation, vendor performance, employee communications, and timely case resolution. Partners with HR, Payroll, Legal, managers, employees, third-party administrators, and HRIS teams on complex cases, system testing, reporting, wellness programming, and process improvements.

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.

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.

The HR Business Partner oversees HR functions for assigned CIRI companies and government contracts, including employee and labor relations, performance management, compliance, FMLA and ADA administration, training, HRIS coordination, metrics, recruitment support, onboarding, and transition planning. The role provides guidance to managers and employees, supervises HR transaction functions, implements HR strategies, and ensures compliance with employment laws and government contracting regulations.

Own and build Stryker Digital’s People Operations and HR function for a growing, distributed workforce. Responsibilities include multi-state compliance, onboarding and offboarding, employee relations, terminations, payroll administration in Rippling, benefits, compensation, performance management, policy development, and HR risk management. The role partners directly with executives, employees, payroll and benefits providers, and employment counsel while establishing scalable HR systems and infrastructure.

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.

Partners with senior and executive leaders on workforce strategy, organizational design, succession planning, leadership development, and culture. Leads enterprise-wide transformations, restructures, and change initiatives; diagnoses organizational challenges; manages people risks and governance; coaches leaders and develops HR professionals. The hybrid role is based in Bloomington, Minnesota, with four days in office, one remote day, and frequent travel to Metals locations.

The HR Manager partners with site and senior leadership to deploy global HR strategies, manage talent planning, compensation, employee relations, engagement, succession planning, compliance, and organizational change. The role leads HR integration, analyzes workforce data, coaches leaders, manages training effectiveness, and supervises one direct report. It requires strong business acumen, communication, employment law knowledge, and experience supporting manufacturing or R&D organizations.

Lead enterprise HR strategy and serve as a trusted advisor to executive and business leaders. Oversee HR operations, talent acquisition, compensation, benefits, employee relations, performance management, compliance, learning, succession planning, culture, HR technology, and analytics. Ensure employment-law and FCC EEO compliance while advancing responsible AI-enabled process improvements, organizational effectiveness, leadership capability, and employee engagement across a geographically dispersed organization.