Top HR Jobs in Minneapolis, MN

Processes high-volume, multi-state bi-weekly payroll; maintains Paylocity and employee data; manages tax compliance, deductions, audits, reporting, reconciliations, and payroll inquiries. Supports onboarding, offboarding, benefits, leave administration, personnel records, HR compliance, manager training, and process improvement. Collaborates with HR, Finance, store leadership, and vendors to ensure accurate payroll and effective HR operations.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

The Human Resources Manager oversees HR activities for assigned locations, including recruiting, onboarding, benefits, compensation, employee relations, investigations, performance management, leave administration, terminations, compliance, and HRIS records. The role partners with leadership on talent strategy, retention, succession planning, training, and policy implementation while supporting employees and HR staff with sensitive issues and regulatory requirements.

The Director HR Business Partner advises the COO and senior operations leaders on enterprise HR strategy across global manufacturing operations. Responsibilities include organizational design, workforce planning, succession, leadership development, employee relations, culture and engagement, change leadership, compliance, HR program execution, and analytics-driven continuous improvement. The role operates on-site in Plymouth, Minnesota, within a complex, regulated healthcare and medical device environment.

Human Resources internship supporting business results through organizational design, talent management, employee relations, process improvement, change leadership, and coaching. The intern will act as a trusted advisor, promote inclusive engagement, and develop HR business-partnering capabilities during a 10-week summer program in Minneapolis.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

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.

A 10-week paid HR internship providing hands-on experience with human resources projects, talent management, organizational culture, and HR operations. Interns receive formal training, mentorship, executive exposure, and opportunities to develop HR and business acumen while collaborating on multidisciplinary teams and managing multiple priorities.

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.

Supports leaders and employees across multiple healthcare locations through employee relations, payroll and benefits administration, performance and talent management, workforce planning, training, policy guidance, and HR program execution. The role answers employee questions, supports organizational goals, and helps improve engagement and the employee experience.

Serve as a fractional Director of HR advising alternative asset firms and family offices on full-scope HR programs: policy design, compliance, compensation, talent management, employee relations, vendor oversight, people analytics, and special projects. Develop actionable plans, KPIs, and measurement frameworks; support managers, handle sensitive investigations and regulatory matters, and drive leadership development and succession planning.

Owns employee relations, HR operations, compliance, policies, HR systems, workforce reporting, performance processes, and employee experience initiatives for multiple client engagements. Advises executives and managers, manages sensitive employee matters, supports multi-state or global teams, and contributes to client proposals and business development. The role requires independent work in a fractional, remote consulting environment with occasional travel.

Leads Synapse Health’s HR technology strategy, HRIS roadmap, compensation philosophy, benchmarking, pay equity, and salary structures. Oversees a Compensation Analyst, builds scalable People shared services, manages HR technology and benefits vendors, and automates manual workflows. Partners with the Chief People Officer on executive-level compensation recommendations and AI enablement while driving system implementations, integrations, process improvements, and workforce-ready operating models.

Supports HR operations by advising managers and employees, conducting onboarding, handling policies and documentation, and coordinating dispute resolution. Oversees general affairs, facility operations, lease vehicles, vendors, invoices, space planning, employee events, SOPs, bilingual communications, and management reporting. Requires Korean-English fluency, supervisory experience, budgeting skills, and proficiency with Microsoft Office.

Lead client engagements on benefits strategy, plan design, open enrollment, and administration. Stabilize operations, manage carriers/brokers, execute transitions and platform migrations, ensure compliance, advise on cost optimization and multi-state/global expansion, and expand client relationships.

Manage HRIS data integrity, employee lifecycle transactions, US benefits administration, vendor reconciliations, compliance, reporting, and employee inquiries. Use AI tools and automation to improve HR workflows, reporting, and self-service. Partner with Payroll, Benefits, IT, and People teams to resolve discrepancies, document procedures, and protect confidential employee information.

Provides hands-on experience across human resources functions, including talent acquisition, compliance, compensation and job architecture, HRIS and data management, employee relations, policy administration, and onboarding. Duties include revising job descriptions, researching compensation benchmarks, supporting HCM data integrity, maintaining HR policies and procedures, and assisting with new hire orientation. This is a part-time internship scheduled for 15–20 hours weekly, primarily at the Eagan office with possible remote flexibility after training.

One-year Human Resources development program featuring three HR rotations, mentorship, training, executive exposure, and early-career programming. Associates may work across HR business partnering, talent acquisition, compensation, benefits, development, shared services, and employee relations. Responsibilities include HR research, analytics, dashboards, compensation projects, leadership materials, colleague experience initiatives, acquisition integration, and diversity strategies. Successful graduates transition into full-time HR roles.

Partners with senior leaders and employees on HR strategy, employee relations, employment-law compliance, workforce planning, talent acquisition, compensation, benefits, engagement, succession planning, onboarding, training, and performance management. Leads change initiatives, investigations, calibration discussions, and people programs while promoting an ethical, inclusive, and high-performing workplace.

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.

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.

Provides day-to-day HR support for a 500+ employee, multi-shift operations division. Responsibilities include onboarding and offboarding, employee relations, performance management, policy guidance, HR systems administration, job description maintenance, workforce planning, compliance, HR projects, and manager partnership. The role is onsite three days weekly with remote flexibility on Mondays and Fridays and requires occasional travel and work outside regular hours.

Supports day-to-day HR operations for a 500-plus employee, multi-shift operations division. Responsibilities include employee relations, onboarding and offboarding, performance management, policy guidance, job description maintenance, workforce planning, HR system administration, compliance, HR projects, and manager coaching. The role serves as an onsite HR partner across manufacturing, shipping, distribution, order entry, engineering, and training teams in a hybrid work arrangement.

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.