Top HR Jobs in Minneapolis, MN

Act as an embedded HR advisor to business leaders across regions, guiding performance management, employee relations, workforce planning, talent initiatives, and people-data analysis to translate business goals into practical people actions.

Serve as a strategic HR point of contact delivering end-to-end HR services across the employee lifecycle. Advise managers and employees, manage employee relations and investigations, support cyclical programs (performance, compensation, talent reviews), analyze HR data, maintain Workday records, partner with COEs and business teams, and drive organizational insights to improve employee experience and business outcomes.

Serve as first point of contact for employee HR inquiries via case management. Triage and resolve or escalate issues, maintain employee data, support HR systems and self-service, document knowledge, identify trends and process improvements, and partner with HR Centers of Excellence.

Serve as a strategic HR partner to site leaders, aligning HR initiatives with business objectives. Provide employee relations support, talent management, workforce planning, performance and succession management, change management, and HR data analytics. Drive site-level engagement, compliance with employment and clinical research regulations, and coordinate with Talent Acquisition and leadership to improve retention and productivity.

Senior HR Business Partner will embed with people managers to lead goal-setting and OKRs, build and deliver manager training, coach on employee relations and org design, audit goal quality, and automate People operations using existing tools and AI to improve manager capability and operational efficiency.

Provide on-site HR generalist support at a manufacturing plant including full-cycle hourly recruitment, onboarding, payroll processing, benefits and leave administration, HRIS/LMS administration, employee records and reporting, manager and employee advisory on policies and compliance, and participation in HR projects to support performance management, training, and a positive employee experience in a union environment.

Provide frontline HR support and guidance to employees, maintain and update employee records, prepare queries and reports, execute confidential administrative projects, coordinate HR activities and meetings, and act as liaison between HR and internal/external stakeholders.

Onsite HR Manager responsible for implementing HR strategy and administering employment, compensation, benefits, labor relations, training, recruitment, onboarding, job evaluations, and workers' compensation. Coaches managers, maintains employee relations, develops policies and training programs, and supervises HR activities for the location.

Partner with business leaders to deliver HR strategy and programs including talent management, performance coaching, employee relations, workforce planning, and change management. Advise on policies, support recruitment and retention initiatives, and drive people-related projects to achieve business goals.

The HR Technology Coordinator manages client projects, coordinates communications, organizes documentation, and supports HR technology initiatives, focusing on ADP administration.

Interim HR leader providing maternity-leave coverage with primary ownership of compensation strategy, annual merit and bonus administration, and compensation analytics for ~1,100 employees. Manages merit review and bonus calculations, produces executive dashboards and reports, ensures data integrity and compliance, supports HR operations and analytics, partners with finance and senior leaders, and oversees performance management and MBO processes.

Manage day-to-day HR operations onboard, supervise HR coordinator, administer crew embarkation/disembarkation, maintain crew records in Fidelio/MAPS, handle welfare programs and events, support employee relations, ensure compliance with MLC and safety regulations, and prepare personnel reports for shipboard and shoreside teams.

Serve as senior HR business partner for Minnesota sites (primarily Chaska), lead and develop HR staff, drive culture and change management, coach leaders on performance and employee relations, support organizational design, and provide visible, 24/7 support to hourly and salaried teams in a manufacturing environment.

Drive HR compliance and reporting (AAP, EEO-1, ADA, VETS-4212), maintain and update policies, ensure I-9 and federal contractor compliance, partner with HRIS, Legal, and vendors, conduct audits, deliver training, and support workforce changes and transactions.

Serve as strategic HR partner supporting business units: manage compliance, employee relations, performance management, engagement, DEI, succession planning, training, compensation advising, legal risk mitigation, and HR process improvements.

The HR Generalist manages recruitment, onboarding, staff relations, benefits, performance management, compliance, and HRIS, ensuring organizational effectiveness in staffing.

The Talent Acquisition & HR Specialist will manage full-cycle recruiting, support talent management initiatives, and assist with administrative support for the HR team.

Provide full-scope HR support and strategic HRBP services for multiple clients: develop and implement HR strategies, ensure compliance, administer HRIS/payroll/benefits, manage onboarding/offboarding and LOAs, support employee relations and performance management, and assist with M&A readiness and culture programs.

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.

Provide senior HR leadership and strategy across payroll, benefits, HRIS, talent acquisition, onboarding, employee relations, performance management, and compliance. Build retention frameworks, define HR KPIs, manage HR team and vendors, maintain legal compliance, draft HR budgets, and partner with leadership to drive culture, engagement, and organizational development.

Serve on the centralized Workday team to configure, test, troubleshoot and support multiple Workday modules. Handle escalated tickets, data loads, release testing, root-cause analysis, collaborate with Workday, provide SME guidance and advise leadership on system requirements and best practices.

Manage the full employee lifecycle for a global remote workforce: recruitment operations, onboarding/offboarding, performance management, employee relations, HR policy development, workforce planning, HR records, compliance, and organizational development. Support managers and teams to improve HR processes and build a high-performance company culture.

Support HR initiatives across talent development, HR operations, compensation, benefits, recruiting coordination, HR analytics, and employee engagement. Conduct research, generate HR reports, develop resource materials, assist program implementation, and contribute to special projects under the supervision of HR leadership.

Lead HR data governance and a team responsible for Workday employee data integrity. Set standards, run audits, resolve complex multi-entity data issues, support cyclical programs (comp/performances), and drive automation/AI initiatives while partnering cross-functionally with HRIS, Payroll, Finance, Legal, and internal audit.

Lead people strategy and partner with business leaders to solve organizational challenges. Drive retention, talent assessment, succession planning, org design, compensation, leadership development, and coach managers to enable performance and change.