Top Senior HR Jobs in Minneapolis, MN

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.

Manages benefits administration, employee relations, performance management, workforce planning, HR compliance, payroll verification, recruiting support, onboarding, and learning and development. Oversees HR systems, investigations, accommodations, leave administration, government correspondence, training programs, and workforce needs across multiple states and locations. The role requires strong knowledge of employment laws, cannabis regulations, HRIS/HCM systems, and multi-site workforce operations.

Owns the HR compliance program by monitoring employment regulations, maintaining policies and procedures, coordinating audits, tracking corrective actions, developing training and guidance, and building enterprise-wide governance frameworks. Partners with Legal, HR Operations, HRIS, Payroll, Benefits, and other teams on compliance reporting, risk assessment, employee investigations, and consistent implementation of regulated HR processes across the organization.

Leads global Human Resources risk and compliance strategy across multiple regions. Oversees operational risk management, controls, regulatory compliance, audit readiness, reporting, governance, training, and remediation. Advises senior HR and enterprise leaders, partners with auditors and regulators, monitors emerging risks, and ensures compliance with employment, labor, privacy, financial-services, and jurisdiction-specific requirements. Manages and develops a global HR Risk and Compliance team while strengthening accountability, control effectiveness, and regulatory resilience.

The Human Resources Business Partner advises leaders on people and culture matters, manages employee relations, and leads performance management and career development programs. Responsibilities include workforce planning, policy guidance, HR metrics analysis, talent initiatives, compensation guidance, retention and engagement efforts, and multiple HR projects. The role requires strong communication, employment law knowledge, confidentiality, and collaboration across a multi-location organization.

Lead Workday product ownership and HR systems delivery: gather requirements, configure Workday HCM modules, manage integrations, testing, releases, reporting, governance, and provide production support and analytics to HR and business leaders.

Owns global Workday Talent Management solution design and configuration across performance, talent reviews, goals, skills, succession, development, and mobility. Leads governance, testing, troubleshooting, release enhancements, documentation, compliance, and audit readiness. Partners with HR, IT, privacy, and business stakeholders to translate requirements into scalable solutions, improve user experiences, and manage integrations. Mentors analysts, leads workshops, provides training, and communicates system impacts and recommendations.

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.

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.

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.

Leads NRDC’s HR technology strategy, HRIS governance, systems implementations, integrations, data integrity, reporting, compliance, and operational workflows. Owns Dayforce HCM and partners with HR, IT, Finance, Payroll, Legal, and vendors to optimize employee lifecycle processes, automate workflows, improve system usability, and support secure, accurate workforce data. Manages and develops the HRIS team while overseeing onboarding, benefits, payroll connections, offboarding, documentation, change management, and technology portfolio improvements.

Leads the global HR Partner team and serves as a strategic HR advisor to executives and internal clients. Responsibilities include workforce planning, organizational design, talent management, employee relations, compensation, DEI, policy interpretation, investigations, performance management, HR analytics, and organization-wide HR initiatives. The role manages team performance, partners with senior leaders, ensures legal and regulatory compliance, and travels to NRDC offices up to 20% annually.

Supports the full employee lifecycle, including payroll, benefits, leave administration, employee relations, performance management, investigations, HRIS data integrity, onboarding, compensation, talent management, compliance, and HR process improvement. Serves as a trusted HR resource to employees and managers while providing operational support across the organization.

Manages HR systems strategy, administration, optimization, integrations, data integrity, governance, reporting, and analytics. Partners with HR, IT, Finance, and business leaders to translate requirements into system solutions, improve workflows, support upgrades, and evaluate AI-enabled tools. Serves as the HR technology subject matter expert and may mentor others without formal supervisory responsibility.

Partner with senior leaders and managers on organizational design, workforce planning, talent development, performance management, employee relations, compensation cycles, and change management. Coach leaders, improve People programs, use Rippling and AI-enabled tools to analyze workforce data, and turn organizational insights into practical improvements across the employee experience.

Performs broad HR generalist duties including onboarding, offboarding, benefits and leave administration, employee relations, performance management, compensation, HRIS administration, policy implementation, employment law compliance, reporting, and employee investigations. Partners with managers and employees, supports training and organizational initiatives, maintains personnel records, and develops HR programs and solutions.

The Director of Human Resources partners with the Bagcraft operating unit and leads HR professionals across six U.S. manufacturing sites. Responsibilities include HR strategy, leadership coaching, employee engagement, recruiting, talent management, organizational development, change management, HR analytics, legal compliance, and labor relations. The role oversees union relationships, collective bargaining, grievances, and arbitration while partnering with centers of excellence in talent acquisition, compensation, benefits, and employee experience. Travel of up to 40% within the United States is required.

Senior HR Business Partner supporting Sales and field-based commercial teams across US and Canada. Provide strategic HR partnership to executive and senior leaders on talent strategy, organization design, succession planning, leadership development, change initiatives, performance management, employee relations, and workforce analytics. Collaborate with HR Centers of Excellence and cross-functional stakeholders to deliver integrated HR solutions, coach leaders, and improve organizational effectiveness and employee experience.

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.

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.

Provides day-to-day HR partnership to assigned business groups, advising managers on employee relations, performance management, talent processes, workforce planning, organizational changes, compensation, and employee lifecycle matters. Analyzes workforce trends, supports investigations and people programs, guides organizational effectiveness initiatives, and partners with senior HR leaders and cross-functional People teams in a remote-first environment.