Top HR Jobs in Minneapolis, MN

Supports Total Rewards initiatives including compensation benchmarking, job architecture, job description alignment, workforce data analysis, audits, reporting, and HR technology evaluation. Develops documentation and communications, researches global rewards programs, and identifies workflow improvements through automation and self-service. Collaborates with the Total Rewards team and HR Business Partners while maintaining data confidentiality.

Supports benefits administration, payroll changes, HRIS maintenance, employee onboarding, compliance reporting, and employee questions. Responsibilities include managing benefits enrollment and deductions, retirement and HSA contributions, employment verifications, unemployment inquiries, COBRA enrollment, open enrollment, payroll tax updates, year-end reporting, and new-hire documentation. The role requires strong attention to detail, confidentiality, communication skills, and at least three years of HR, benefits, and payroll experience.

Leads HR mergers and acquisitions due diligence, integration strategy, portfolio governance, risk management, and resource planning. Partners with Legal, Business Development, HR business partners, and HR centers of excellence throughout the deal lifecycle. Manages and develops program and project managers, supports compensation, benefits, payroll, data, and people integration workstreams, and provides senior HR leadership during critical milestones.

Provides outsourced and advisory HR services to multiple clients, including HR function assessments, policy and handbook development, payroll processing, benefits administration, performance management, training, HRIS and ATS implementation, compliance, and process improvement. The role requires strong client communication, project management, analytical, organizational, and decision-making skills, with substantial onsite work in the Minneapolis-St. Paul area.

Provides fractional and interim HR leadership for multiple client organizations. Responsibilities include assessing HR functions, advising executives, managing HR teams and daily processes, improving workflows, administering benefits, implementing HR systems, maintaining policies, coaching employees, and ensuring employment-law compliance. The role requires substantial local client-site work in the Minneapolis–St. Paul area, with occasional potential out-of-town travel.

Partners with organizational leaders to align workforce and talent strategies with business priorities. Responsibilities include workforce planning, succession planning, talent development, employee relations, performance management, organizational design, change management, leadership coaching, and using workforce data to identify trends and recommend actions. The role collaborates across HR functions, manages sensitive matters confidentially, and supports teams in a fully remote environment.

Leads HR operations and a team of HR professionals while overseeing employee lifecycle processes, performance and merit reviews, HR policies, compliance, reporting, audits, and process improvements. Advises employees and managers, supports strategic initiatives and organizational changes, improves HR technology workflows, and advances engagement and retention initiatives across a complex, multi-state organization.

Leads workplace accommodation cases from intake through implementation and follow-up. Evaluates ADA-related requests, reviews medical documentation, coordinates leave matters, recommends accommodations, maintains confidential records, and advises employees, managers, HR, Legal, and business leaders. Develops procedures, training, tracking tools, reporting, and manager guidance while supporting employee relations cases and compliance audits.

Leads workplace accommodation cases from intake through implementation, documentation, follow-up, and closure. Evaluates requests under ADA and related laws, manages medical documentation, coordinates leave requests, recommends accommodations, and partners with HR, Legal, managers, Facilities, vendors, and Employee Relations. Develops procedures, training, templates, reporting, and manager guidance while maintaining confidentiality and ensuring consistent, compliant employee experiences.

Build and maintain a pipeline of senior HR executives for interim, fractional, and full-time engagements. Target leaders who develop enterprise HR and people strategies, oversee talent management, shape culture and employee experience, lead organizational design and transformation, ensure HR compliance, and partner with CEOs and boards. Candidates should have extensive HR leadership experience, executive presence, and the ability to drive human-centric, AI-enabled workforce strategies across industries.

Remote HR internship supporting end-to-end talent acquisition. Responsibilities include posting job openings, screening resumes, shortlisting candidates, coordinating interviews, scheduling, and maintaining candidate data. The role includes weekday work from 9 AM to 6 PM, a Saturday discussion session, mentorship, networking, and an internship certificate upon completion.

Lead enterprise people strategy as a senior leader, partnering with executives to drive talent acquisition, leadership development, compensation and benefits, HR operations, compliance, organizational design, workforce planning, employee relations, HRIS/people analytics, and culture. Build scalable HR infrastructure, lead a high-performing HR team, manage external partnerships, and advise on change management and performance accountability to support growth and multi-site operations.

Provides administrative and operational support across recruiting, onboarding, employee data management, HRIS maintenance, reporting, and HR program administration. Coordinates hiring activities, maintains employee records, supports HR initiatives, and assists employees and managers with HR policies and procedures. Also leads office operations by coordinating with building management, security, and service vendors to maintain a safe and professional workplace.

Serve as a strategic and hands-on HR advisor to multiple departments. Manage employee relations, investigations, performance plans, leave matters, review and pay cycles, workforce reporting, budgeting, compliance audits, engagement, retention, talent assessment, and organizational change. Advise executives and managers while ensuring alignment with US employment regulations. Use generative AI tools for analysis, research, reporting, and communication.

Manage HR strategy and employee lifecycle processes for a globally distributed core business unit. Responsibilities include staffing, onboarding, development, succession planning, performance management, engagement, retention, payroll budgeting, compensation and benefits operations, analytics, compliance, and HR service effectiveness. The role requires strong project management, metric-driven decision-making, resilience, and fluency in both Russian and English.

Support recruitment, campus outreach, and partnership development. Source, screen, and shortlist candidates; hire campus ambassadors and sales interns; coordinate onboarding, meetings, and payments; maintain partner relationships and track deliverables.

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.

Manages human resources programs and partners with museum leaders on employee and labor relations, union matters, performance management, learning and development, compensation, organizational design, recruiting, and compliance. Administers ADP and Culture Amp, leads performance reviews, analyzes HR metrics, supports resource planning, and drives inclusive culture and organizational change.

Executive HR leader responsible for scaling a distributed workforce across U.S. and Canadian manufacturing sites and remote corporate teams. Leads site expansion hiring, manager coaching, performance management, succession planning, onboarding, career architecture, HR technology automation, workforce analytics, labor relations, compliance, payroll, safety, and employee engagement. The role requires transforming HR into a proactive, low-bureaucracy business partner while supporting rapid growth and geographic footprint changes.

Leads the strategy, implementation, configuration, governance, maintenance, and support of Campbell’s Workday-based HR technology portfolio. Partners with HR leadership to translate business needs into technology solutions, manages Workday modules and integrations, oversees vendors and internal teams, directs projects, and ensures compliance, security, system stability, adoption, and service delivery.

Serves as a strategic HR business partner for distribution centers, EHS, and operations support teams. Leads organizational effectiveness, talent management, workforce planning, employee relations, performance management, compensation planning, compliance, leadership development, investigations, and organizational change. Advises leaders, resolves complex employee matters, implements HR policies and programs, and supports organizational capability. The role is remote with travel under 25% and requires at least five years of progressive HR experience, including three years managing direct reports.

Partners with North American business leaders on workforce planning, organizational design, performance management, change management, employee relations, and talent strategy. Executes onboarding, performance, offboarding, compensation, and promotion processes; maintains Workday data and reporting; supports recruitment, engagement, retention, and culture initiatives. Advises managers on employment practices and legal risks across the United States and Canada, with travel to project sites of up to 15%.

Supports the e-Storage business across North America as a hands-on HR Business Partner. Responsibilities include advising leaders, workforce planning, organizational design, performance management, change management, onboarding, compensation, employee relations, HR reporting, Workday data management, recruitment support, engagement, and retention initiatives. The role requires knowledge of Canadian and US employment practices, strong communication and influencing skills, and the ability to balance strategic planning with daily HR execution. Travel to project sites may reach 15%.

Serves as a strategic HR partner to a business unit president and senior leadership team. Leads people strategy, organizational design, workforce and talent planning, succession, change management, employee relations, leadership coaching, compensation decisions, and engagement initiatives. Uses people data to guide workforce decisions and collaborates with HR centers of expertise to deliver integrated solutions. Supports managers and employees through complex organizational and employee relations matters.

The Director will lead HR technology strategy, HRIS modernization, compensation strategy and analysis, pay equity, benchmarking, and total rewards frameworks. The role manages a Compensation Analyst, builds scalable People shared services, automates workflows, oversees HR technology and benefits vendors, and partners with the Chief People Officer on executive-level compensation recommendations and workforce AI enablement.