Top Senior HR Jobs in Minneapolis, MN

Strategic HR partner supporting multiple business units by aligning people strategy with organizational goals. Responsibilities include workforce planning, organizational design, talent management, succession planning, employee relations, organizational change, leadership coaching, and data-driven workforce decisions. The role partners with Finance and HR functions to execute scalable initiatives while addressing day-to-day HR needs.

Design evaluation tasks for AI systems in talent management, employee relations, compensation, compliance, and organizational design. Create HR scenarios, reference outputs, policies, investigation reports, compensation analyses, organizational design proposals, and expert-level rubrics across US and international employment-law frameworks. Apply HR methodologies and enterprise HR tools while distinguishing senior HR judgment from generic knowledge.

Supports executive and senior leaders by aligning people strategies with business objectives. Leads workforce planning, organizational design, talent management, succession planning, leadership development, performance management, change management, and employee engagement initiatives. Uses workforce analytics and talent metrics to inform decisions, coaches leaders, facilitates organizational effectiveness, and collaborates with HR Centers of Expertise across a global, matrixed organization.

Owns end-to-end HR operations for US and Canadian employees and contractors, including onboarding, offboarding, benefits, employee records, compliance, employee relations, performance management, compensation reviews, manager training, and HR systems. The role administers Rippling, Lattice, and Ashby, supports SOC 2 compliance, coaches managers through performance issues and PIPs, maintains policies, and coordinates benefits and training vendors.

Own end-to-end multi-state payroll, HRIS administration, compliance, reporting, integrations, and HR operations for clients. Lead HRIS and payroll implementations, system configurations, workflow automation, change management, employee lifecycle processes, and stakeholder workshops. Advise clients on employment law compliance, maintain data integrity and audit readiness, resolve payroll issues, and optimize people processes across varied organizations.

Owns the people workstream for mergers and acquisitions from diligence through close and integration. Responsibilities include building diligence questionnaires, analyzing employment and compensation data, assessing risks, modeling compensation and equity structures, supporting negotiations, managing integration readiness, and developing reusable playbooks and automation. The role partners with corporate development, legal, finance, and people leadership while operating across global, confidential, and often ambiguous transactions.

Partner with business leaders to translate strategy into workforce and talent plans, coach leaders on performance and organizational issues, lead org design and change initiatives, manage employee relations and compliance, drive talent processes, and lead a matrixed HR team supporting commercial functions and M&A activities.

Own the HR function as a hands-on solo operator, managing recruiting, onboarding, multi-state payroll, benefits, HRIS data, compliance, policies, performance cycles, compensation operations, employee relations, engagement, and office administration. Partner with Finance, Legal, IT, and leadership while supporting U.S. and Italy employees, improving workflows, and maintaining reliable people programs in a distributed technology company.

Leads enterprise HR reporting, dashboards, workforce analytics, data governance, quality controls, and reporting automation using Workday and related tools. Partners with HR leaders and business stakeholders to deliver executive-ready insights for workforce planning, talent strategy, compliance, and organizational effectiveness. Serves as a Workday reporting subject matter expert, resolves complex data issues, improves reporting processes, and mentors junior analysts.

The HR Director provides HR leadership and consulting to senior leaders, drives engagement, aligns HR strategies with business needs, and leads initiatives in various HR disciplines.

Lead HR strategy for a global, multi-site manufacturing business segment. Act as strategic partner to senior leaders, drive workforce planning, succession, change management, employee and labor relations, leadership development, HR process standardization, and HR analytics to improve engagement, retention, productivity, safety, and organizational health.

Serve as US HR SME managing compliance, HRIS (HiBob), PEO liaison (ADP TotalSource), onboarding/offboarding, payroll and benefits (including 401(k)), employee relations and ER cases (PIPs), policy updates, audits, and US-specific HR projects while partnering with global HR and payroll teams.

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.

Partner with site leadership to deploy global HR processes, lead integration of an acquired medical device company, manage employee and labor relations, drive talent strategy, compensation, succession planning, workforce planning, and employee engagement. Coach leaders, analyze workforce data, ensure legal compliance, develop direct reports, and support organizational change.

Lead companywide recruiting and help build the organization’s people infrastructure. Responsibilities include sourcing candidates, developing compensation and retention programs, managing payroll and benefits, overseeing performance evaluations, creating onboarding and training processes, and advising leadership on employment-law compliance. The role supports a distributed team and works closely with executive and legal teams.

Provide strategic and operational HR support to managers and employees across employee relations, performance, talent management, organizational development and workforce planning. Serve as primary HR contact for assigned groups, coach leaders, lead cyclical HR processes, support M&A integration, manage factory recruitment and onboarding, investigate and resolve employee issues, and use HRIS and analytics to drive people and business performance.

Lead and manage APAC payroll and HR operations, ensuring accurate, compliant, and timely payroll cycles. Oversee multi-country teams and third-party vendors, implement SOPs and controls, drive continuous improvement, report on SLAs/metrics, support audits, and develop staff performance and processes across the region.

Provide HR generalist support for headquarters and remote employees, focusing on employee relations, investigations, performance management, FMLA/ADA/workers' comp administration, HRIS recordkeeping, legal compliance, policy development, and manager consultation. Handle employee inquiries on benefits and 401(k), maintain records, and assist with trainings and documentation to ensure regulatory and corporate compliance.

Provide administrative and operational HR support including onboarding/offboarding, recruitment administration, HRIS records maintenance, reporting, training documentation, compliance assistance, and responding to routine employee inquiries while handling confidential information and managing multiple priorities in a fully remote environment.

Serve as HR partner providing talent management, compensation guidance, employee relations, investigations, organizational design, leadership development, training, workforce planning, and HR analytics to support business leaders.

The Head of HR strategically leads all HR functions, fostering a positive workplace culture while managing talent acquisition, employee relations, and compliance.

Assist higher education clients in enhancing HR operations as an HR leader. Responsibilities include oversight of projects, training, and aligning HR processes.

Lead and develop a team of HR Business Partners; serve as strategic HR advisor to executives and leaders; partner on hiring, performance, succession, organizational design, change management, employee relations, and HR data-driven strategy while ensuring compliance and collaboration with HR Centers of Excellence.

Serves as the strategic HR partner to Customer Experience leaders across Customer Success, Professional Services, Support, and Renewals. Leads organizational design, workforce planning, talent management, leadership coaching, employee relations, change management, compensation, succession planning, and engagement initiatives. Uses workforce and business insights to improve organizational effectiveness, support transformation, and align people strategies with GTM priorities. Partners across the People Team and mentors HR colleagues.

Serve as a strategic HR partner to leaders in a high-growth SaaS company. Build performance, accountability, culture, leadership judgment, and internal communication systems from the ground up. Coach managers through ambiguous and sensitive employee situations, advise on organizational health, and strengthen consistency across the leadership layer. Partner with HR Operations and the HRBP Lead while using AI to improve HR and company-wide efficiency.