HR Jobs in Minneapolis, MN

Government wage data shows solid pay for established HR talent: local HR specialists had a $80,330 median annual wage in 2025, with the 25th to 75th percentile running from $63,230 to $102,590, while HR managers had a $159,390 median. Current local posted ranges are directionally similar for the broader category, centering on about $70k to $102k, and Revelio Public Labor Statistics puts the mean offered salary on new Minnesota HR openings at about $87,306 in September 2026 (n=721).

Full September 2026 market report

Advertised pay

Across the 88 openings that disclose pay, the advertised range midpoint runs $62,514 at the 25th percentile, $72,500 at the median and $85,625 at the 75th. These are advertised ranges, not earned pay.

Active openings as of November 10, 2026

Senior roles | Entry level | Remote | Posted this week

Live from the Callings.ai index of over 13 million postings, refreshed hourly and re-checked here nightly. Roles that close are dropped at the next refresh.

Showing 30 of 109 openings.

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What our analysts see this month

Competitive market | next 3-6 months

The Twin Cities still has real demand for HR and recruiting talent, but it is a harder market to win quickly than a year ago. Metro nonfarm employment rose 1.3895% year-over-year and Professional and Business Services employment rose 1.7696% in August 2026, while Minnesota HR employment was up 1.7% year-over-year in September 2026. At the same time, Minnesota HR postings were down 10.1% year-over-year and metro unemployment reached 4.7% in August 2026, so open roles are attracting a deeper candidate pool.

Best positioned: You have the best odds right now if you already have HR specialist, recruiting, or HRBP experience and can show compliance, data analysis, applicant tracking systems, stakeholder management, and willingness to work hybrid or on-site.

Main caution: Do not assume the headline manager pay figures are typical; most current openings skew mid-level, and only about 10% of sampled postings are remote.

From the September 2026 market report

Who is hiring here

Counted across all 109 openings in this market. 10 of the employers below are hiring for more than one role right now.

1. Kris Lindahl: 15 open roles
2. AO Garcia Agency: 9 open roles
3. TQL: 4 open roles
4. Ameriprise Financial, Inc.: 2 open roles
5. Aston Carter, Inc.: 2 open roles
6. Chandler Industries: 2 open roles
7. Cpcworldwide: 2 open roles
8. Evereve: 2 open roles
9. Leonardo DRS: 2 open roles
10. PAI: 2 open roles

Where the openings are

• Minneapolis: 19
• Bloomington: 9
• Saint Paul: 7
• Burnsville: 5
• Plymouth: 5
• Eden Prairie: 5
• St. Paul: 5
• White Bear Lake: 4

Work arrangement

on-site 61 (56%), hybrid 32 (30%), remote 15 (14%)

Where the demand is

Opportunity is spread across a long list of employers rather than one dominant buyer. Over the last 90 days, the local sample showed more than 150 HR, recruiting, and people-ops postings across more than 100 companies, and hiring looked fragmented across employers. That is useful if you are open to several industries, but it also means you need a sharper target list because no single employer cluster is carrying the whole market. The clearest industry concentration sits in insurance (about 25%), hospitals and health care (about 15%), healthcare (about 15%), financial services (about 10%), and construction (about 10%). Repeated employer names in the sample include Mortenson, Thomson Reuters Corporation, Xcel Energy, Fairview Health Services, Berkley, and Berkley Risk. In practice, that favors candidates who can speak compliance, stakeholder management, interviewing, and full-cycle recruiting in a regulated or operationally complex setting. This is also not a remote-first market. About 45% of sampled postings are on-site, about 40% hybrid, and about 10% remote, while about 20% come from large employers and about 20% from enterprise employers. If you are only applying to fully remote recruiter jobs, you are screening yourself out of much of the current market.

• Insurance and financial services (high): Roughly a third of sampled local postings sit in insurance and financial services, and firms such as Berkley appear repeatedly.
• Health systems and care delivery (high): Hospitals and health care plus healthcare account for about 30% of the local posting mix, favoring recruiters and HR specialists who can handle regulated or high-volume environments.
• Construction and field operations (moderate): Construction is about 10% of the local mix, with employers such as Mortenson showing repeated activity; this tends to reward candidates comfortable with on-site and multi-location support.
• Corporate specialist and HRBP tracks (moderate): Mid-level specialist openings dominate the sample, so candidates with data, ATS, interviewing, and stakeholder-management skills fit the center of demand.

Where to focus: Focus first on hybrid or on-site specialist and HRBP-style roles in insurance, health systems, construction, and financial services, not remote-only generalist searches.

Roles worth searching next

• Business operations analyst: It uses the same mix of process improvement, stakeholder management, reporting, and policy execution that shows up in HR specialist work.
• Project coordinator or PMO analyst: Local HR postings repeatedly ask for project management and cross-functional coordination, which transfers well into PMO support work.
• Compliance analyst: Compliance is a visible local demand signal, and HR candidates often already know policy interpretation, documentation, and audit readiness.
• Workforce program coordinator: The region is actively investing in employer-worker matching and skills-based hiring, which creates a nearby path for candidates with recruiting or community-partnership skills.

What postings ask for

• Employment law and compliance (premium | immediate): Compliance appears in about 10% of local postings, and employment law and compliance is identified as the fastest-growing HR skill in SHRM's coverage of LinkedIn's analysis. Who: Mid-career generalists, recruiters moving toward HRBP or employee-relations work, and switchers from regulated operations.
• Data analysis (differentiator | immediate): Data analysis is the single most common hard skill in the local sample at about 20%, and national HR skills analysis also flags analytics as rising. Who: Anyone beyond pure coordination work, especially candidates targeting specialist, HRBP, and people-ops roles.
• Applicant tracking systems (table_stakes | immediate): Applicant tracking systems show up in about 10% of local postings, and AI-enabled recruiting tools make systems fluency more visible in screening. Who: Entry-level candidates, recruiters, coordinators, and switchers trying to prove readiness fast.
• Full-cycle recruiting and structured interviewing (table_stakes | immediate): Interviewing and full-cycle recruiting each appear in about 10% of local postings, and employers are spending more time validating applications and credentials in the AI era. Who: Recruiters, TA coordinators, HR specialists who support hiring, and career switchers from customer-facing operations.
• SHRM-CP or PHR (differentiator | near-term): Only about 5% of local postings explicitly require PHR or SHRM-CP, but these remain recognized HR credentials and can help when your experience is just below the title threshold. Who: Early-career HR staff, assistants aiming for specialist roles, and switchers who already have some people-process experience.
• AI literacy and prompt engineering (premium | near-term): AI literacy is listed among the fastest-growing HR skills, and prompt engineering is now framed as a practical skill for HR professionals using AI tools. Who: Mid-career HR, TA, and people-ops candidates who want an edge in sourcing, screening, reporting, and workflow design.

Questions about this market

What do Human Resources, Recruiting & People Operations roles pay in Minneapolis-St. Paul-Bloomington, MN-WI?

Government wage data shows solid pay for established HR talent: local HR specialists had a $80,330 median annual wage in 2025, with the 25th to 75th percentile running from $63,230 to $102,590, while HR managers had a $159,390 median. Current local posted ranges are directionally similar for the broader category, centering on about $70k to $102k, and Revelio Public Labor Statistics puts the mean offered salary on new Minnesota HR openings at about $87,306 in September 2026 (n=721). That places Minneapolis-St. Paul above the national HR specialist median of $75,940, but the better pay is tied to established specialist and management tracks rather than entry-level support work.

Where is demand for Human Resources, Recruiting & People Operations roles in Minneapolis-St. Paul-Bloomington, MN-WI concentrated?

Opportunity is spread across a long list of employers rather than one dominant buyer. Over the last 90 days, the local sample showed more than 150 HR, recruiting, and people-ops postings across more than 100 companies, and hiring looked fragmented across employers. That is useful if you are open to several industries, but it also means you need a sharper target list because no single employer cluster is carrying the whole market. The clearest industry concentration sits in insurance (about 25%), hospitals and health care (about 15%), healthcare (about 15%), financial services (about 10%), and construction (about 10%). Repeated employer names in the sample include Mortenson, Thomson Reuters Corporation, Xcel Energy, Fairview Health Services, Berkley, and Berkley Risk. In practice, that favors candidates who can speak compliance, stakeholder management, interviewing, and full-cycle recruiting in a regulated or operationally complex setting. This is also not a remote-first market. About 45% of sampled postings are on-site, about 40% hybrid, and about 10% remote, while about 20% come from large employers and about 20% from enterprise employers. If you are only applying to fully remote recruiter jobs, you are screening yourself out of much of the current market.

Which employers are hiring the most Human Resources, Recruiting & People Operations talent in Minneapolis-St. Paul-Bloomington, MN-WI?

Recent postings show the most activity from Mortenson (5 postings), AO Garcia Agency (5 postings), Thomson Reuters Corporation (5 postings), AMBA (5 postings), Xcel Energy, Inc. (5 postings). See the full market report for the complete employer landscape.

Can Human Resources, Recruiting & People Operations roles in Minneapolis-St. Paul-Bloomington, MN-WI be done remotely?

Of recent postings, 10% are remote and 40% hybrid, with 45% on-site. Use the Remote filter above to see only remote openings.

How current are these listings?

Openings come from the Callings.ai live index of over 13 million jobs, refreshed hourly. This page searches postings from the last 30 days; run the search yourself to filter by anything else in plain language.

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