100+ HR & Recruiting Jobs in Minneapolis, MN

The cleanest local government pay anchor is broad rather than HR-specific: all metro workers averaged $35.86 per hour in May 2025, and office and administrative support averaged $56,150 annually. For current HR-specific pricing, local posting data is more useful: posted salary ranges center on about $74k to $111k, hourly-paid roles center on about $25 to $30 / hour, and a specialized interim recruiter opening in Minneapolis recently advertised $50 to $60 / hour. A third-party BLS-based summary puts metro human resources specialists at a median of $80,330, but that figure is best treated as supporting context rather than the main anchor.

Full August 2026 market report

Advertised pay

Across the 88 openings that disclose pay, the advertised range midpoint runs $57,500 at the 25th percentile, $71,638 at the median and $87,500 at the 75th. These are advertised ranges, not earned pay.

Active openings as of September 25, 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 104 openings.

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What our analysts see this month

Balanced market | next 3-6 months

This is a balanced market, not a shut market. Minnesota employment in the HR, recruiting, and people-ops family is up 2.3% year over year, but active postings are down 5.8%, which points to real demand with tighter opening flow than last year. In the metro, the recent posting sample shows more than 150 postings across more than 100 companies and a fragmented employer base rather than one dominant hirer. That combination usually favors candidates with clear specialization and recent hands-on experience over broad generalists who cannot show systems, analytics, or recruiting depth.

Best positioned: Candidates with a few years of experience plus Workday, HRIS, analytics, or specialized recruiting exposure have the best odds right now because about 45% of local openings are mid-level and Workday, HRIS, and data analysis are among the most-requested skills.

Main caution: Do not treat this like an easy remote market: only about 15% of local postings are remote, and public-sector openings face added uncertainty from hiring freezes and budget pressure.

From the August 2026 market report

Who is hiring here

Counted across all 104 openings in this market. 9 of the employers below are hiring for more than one role right now.

1. Aston Carter, Inc.: 3 open roles
2. Agatemn: 2 open roles
3. HTU: 2 open roles
4. Jefferson Lines: 2 open roles
5. Loram Pty Ltd.: 2 open roles
6. Minnesota Cannabis Services: 2 open roles
7. Robert Half: 2 open roles
8. Thomson Reuters Corporation: 2 open roles
9. Thrifty White Pharmacy: 2 open roles
10. Aerotek: 1 open role

Where the openings are

• Minneapolis: 32
• Saint Paul: 12
• Eagan: 6
• Brooklyn Park: 4
• Bloomington: 4
• Roseville: 3
• St. Paul: 3
• Arden Hills: 3

Work arrangement

on-site 52 (52%), hybrid 40 (40%), remote 8 (8%)

Where the demand is

Real opportunity is spread across several employer types rather than one mega-hirer. The recent local sample shows more than 150 postings across more than 100 companies, and hiring is fragmented across employers rather than concentrated in one dominant buyer. The most active industry pockets are insurance, healthcare, and manufacturing at about 20% each, followed by construction and financial services at about 10% each. That mix matters because different slices of HR demand different proof. Healthcare and insurance tend to reward candidates who can handle employee relations, benefits, recruiting coordination, and compliance-heavy workflows, while manufacturing and construction reward hands-on generalists comfortable with on-site work, vendor management, sourcing, and operational staffing. On the more specialized end, Minneapolis listings at RSM included talent analytics and Workday-linked roles, and Versique surfaced an interim recruiter assignment tied to defense and national security, which suggests that analytics, systems, and niche recruiting are where strong candidates can stand out fastest. The weakest concentration right now is municipal HR. Minneapolis has been under a hiring freeze with limited exceptions, and local budget proposals have created uncertainty around staffing cuts and department consolidations.

• Healthcare and insurance people teams (high): These are core local demand pockets because healthcare and insurance each represent about 20% of the posting mix, and they often need steady recruiting, employee-relations, benefits, and compliance support.
• Manufacturing and construction HR generalist work (moderate): Manufacturing accounts for about 20% of the posting mix and construction about 10%, which favors practical HR generalists who can work closely with operations, handle sourcing, and manage vendor-facing workflows.
• Enterprise HR systems and analytics (high): About 25% of sampled postings come from enterprise employers, and local listings highlighted Workday, HRIS, and analytics-heavy roles, especially in firms like RSM.
• Municipal and local-government HR (limited): Budget pressure, hiring freezes, and consolidation risk make public-sector HR less predictable than private-sector paths right now.

Where to focus: Prioritize mid-level generalist, HRIS, analytics, and specialized recruiting openings in healthcare, insurance, manufacturing, and enterprise services; treat municipal roles as selective side bets rather than your core search.

Roles worth searching next

• HRIS or Workday analyst: This is a strong pivot because local HR demand consistently asks for Workday and HRIS, and Minneapolis listings included multiple Workday-related talent and compensation roles.
• People or workforce analyst: If your HR background is strong on reporting, dashboards, and process measurement, the move toward analytics is realistic because data analysis is one of the most-requested local skills and a national salary premium area.
• Compliance coordinator or accommodations specialist: Minnesota's 2026 leave and accommodation changes make policy-heavy people work more important, and the workflow is adjacent to HR even when it sits closer to compliance or legal operations.
• Office manager or operations coordinator: At smaller employers, HR, office management, and operations support often overlap; Northern Iron's closure notice grouped Human Resources with office manager and operations management roles.

What postings ask for

• Workday (premium | immediate): Workday is one of the most-requested local hard skills, appearing in about 15% of sampled postings, and late-August Minneapolis listings included multiple Workday-linked talent and compensation roles. Who: Mid-career HR generalists, HRIS candidates, compensation professionals, and recruiters moving toward enterprise employers.
• HRIS (differentiator | immediate): HRIS appears in about 15% of local postings, which makes systems fluency a strong separator in a market that is not hiring indiscriminately. Who: Generalists, coordinators trying to level up, and career switchers entering through systems support.
• Data analysis and people analytics (premium | immediate): Data analysis shows up in about 15% of local postings, and national HR salary guidance says data analytics is one of the skill areas most likely to command stronger pay going into 2027. Who: Mid-career candidates aiming for HRBP, workforce planning, talent analytics, or HR operations roles.
• Applicant tracking systems and sourcing (table_stakes | immediate): Applicant tracking systems appear in about 10% of local postings and sourcing in about 10%, which makes practical recruiting workflow skill essential for TA and recruiting-adjacent roles. Who: Entry-level candidates, recruiters, recruiting coordinators, and career switchers coming from customer-facing or operations roles.
• SHRM-CP or PHR (differentiator | near-term): SHRM-CP and PHR are among the most frequently requested certifications in the local sample, each appearing in about 5% of postings. Who: Generalists, coordinators seeking promotion, and career switchers who need a credibility signal.
• Certified Compensation Professional (CCP) (premium | near-term): CCP also appears among the most commonly requested certifications locally, and compensation-heavy HR work tends to live nearer the upper end of the posted pay range. Who: Compensation, total rewards, and analytically strong HR professionals moving into specialized pay work.

Questions about this market

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

The cleanest local government pay anchor is broad rather than HR-specific: all metro workers averaged $35.86 per hour in May 2025, and office and administrative support averaged $56,150 annually. For current HR-specific pricing, local posting data is more useful: posted salary ranges center on about $74k to $111k, hourly-paid roles center on about $25 to $30 / hour, and a specialized interim recruiter opening in Minneapolis recently advertised $50 to $60 / hour. A third-party BLS-based summary puts metro human resources specialists at a median of $80,330, but that figure is best treated as supporting context rather than the main anchor. This is still a pay-positive field relative to the wider state market. Minnesota's mean offered salary on new HR-family openings was about $88,770 in August 2026, versus about $73,701 across all occupations statewide. In practice, solid generalist and recruiter roles can pay well, but the strongest offers tend to go to HRIS, analytics, compensation, and specialized recruiting work.

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

Real opportunity is spread across several employer types rather than one mega-hirer. The recent local sample shows more than 150 postings across more than 100 companies, and hiring is fragmented across employers rather than concentrated in one dominant buyer. The most active industry pockets are insurance, healthcare, and manufacturing at about 20% each, followed by construction and financial services at about 10% each. That mix matters because different slices of HR demand different proof. Healthcare and insurance tend to reward candidates who can handle employee relations, benefits, recruiting coordination, and compliance-heavy workflows, while manufacturing and construction reward hands-on generalists comfortable with on-site work, vendor management, sourcing, and operational staffing. On the more specialized end, Minneapolis listings at RSM included talent analytics and Workday-linked roles, and Versique surfaced an interim recruiter assignment tied to defense and national security, which suggests that analytics, systems, and niche recruiting are where strong candidates can stand out fastest. The weakest concentration right now is municipal HR. Minneapolis has been under a hiring freeze with limited exceptions, and local budget proposals have created uncertainty around staffing cuts and department consolidations.

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 Fairview Health Services (5 postings), Daikin Applied Ltd. (5 postings), Thomson Reuters (5 postings), Summit Co. (5 postings), mn.gov (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, 15% are remote and 40% hybrid, with 40% 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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