Top Senior HR Jobs in Minneapolis, MN

The Principal HR Business Partner will collaborate with Go-To-Market leaders, designing people strategies, supporting organizational design, and enhancing team performance across various functions in the Americas.

Partner with clinical leaders to align people strategies with operational goals across a multi-state clinical workforce. Lead employee relations, performance management, workforce planning, compliance, and retention initiatives for field-based clinical and non-clinical teams, ensuring multi-state legal compliance and support for high-acuity patient populations.

Act as the primary HR Business Partner for Area Directors and General Managers, translating business priorities into people strategies. Lead talent lifecycle activities, coach leaders, manage complex employee relations and union matters, drive organizational effectiveness, enable change, and use workforce data to inform HR solutions and compliance.

Provide autonomous HR generalist support across international markets: develop and localize policies and contracts, ensure statutory compliance, build SOPs and HR capability, manage employee relations and lifecycle processes, standardize HR reporting, own onboarding, and maintain organized HR records across jurisdictions.

Lead global HR business partnership, driving strategies for organizational effectiveness, employee relations, talent development, and coaching managers. Collaborate with leaders across functions and deliver integrated HR programs aligned with company objectives.

The Human Resources Manager oversees HR operations, manages hiring and onboarding, and collaborates with the team on employee relations and compliance.

Lead HR Generalist responsible for global HR initiatives, regional talent development, performance management, and employee relations within the Americas, ensuring compliance and supporting high-performance teams.

Strategic HR Business Partner advising Engineering, Research, Product Strategy, and Technical Operations on organizational design, workforce planning, leadership coaching, performance management, compensation, employee experience, and HR operations. Build people programs, drive talent and succession planning, partner with recruiting and legal, leverage people data and AI tools, and serve as a Rippling administrator to scale processes across globally distributed technical teams.

Serve as an embedded strategic HR partner for market unit leaders, driving workforce planning, org design, compensation analysis, performance coaching, complex employee relations, HR technology adoption, and harmonization of job architecture across a remote, multi-jurisdictional workforce.

As an HR and Payroll Specialist, you will manage payroll and HR operations, ensuring compliance and efficiency across multiple countries, primarily the US and Canada. Responsibilities include processing payroll, overseeing HR administrative tasks, and managing benefits administration while maintaining legal compliance.

The HR Consultant/Interim CHRO role involves leading HR transformation, implementing HR strategies, and advising on finance projects in higher education settings.

The HR Manager will lead the onboard HR team, provide expert advice on HR policies, manage employee relations, and ensure compliance with regulations while promoting a positive work culture.

Serve as HR Business Partner for multi-site service center operations, leading employee relations, investigations, safety culture (Zero Harm), workforce planning, engagement, compliance, and HR program execution. Coach leaders, support talent lifecycle, manage high-risk ER cases, and partner with legal and HR centers of excellence to drive consistent people practices across distributed frontline teams.

The HR Coordinator will manage HR processes, support onboarding and compliance, maintain employee records, and partner with leaders to ensure HR alignment globally.

Provide strategic, systems-level HR leadership to design and execute people strategy, strengthen HR operations, lead compensation, ensure legal compliance, build and develop HR staff, partner with senior leaders, drive change management, use people data for decisions, and support ministry fund development and travel as required.

The HR Business Partner will drive people performance, leadership development, and employee relations across corporate restaurants, partnering closely with operations leadership to enhance hiring, onboarding, engagement, and compliance practices.