Human Resources

• Lead, coach, and develop a high-performing team of HR Business Partners, setting clear expectations and driving accountability
• Partner with the Vice President of Human Resources to continue evolving the HRBP function and expand the team's impact across the business
• Strengthen the team's consulting, business, and leadership capabilities through coaching, development, and continuous improvement
• Standardize practices to strengthen the consistency and effectiveness of the HRBP function
• Partner with business leaders to align people strategies with business priorities
• Advise and coach leaders on organizational design, workforce planning, leadership development, and team effectiveness
• Support organizational changes, acquisitions, and other business initiatives
• Anticipate workforce challenges and develop practical solutions that support business performance
• Lead talent review, succession planning, and performance management processes
• Guide leaders in identifying high-potential talent, critical roles, and development priorities
• Build leadership bench strength and promote internal talent mobility
• Collaborate with Talent Acquisition and Learning & Development to align hiring and development strategies with business needs
• Provide oversight for complex employee relations matters, investigations, and performance issues
• Ensure consistent application of company policies and employment practices
• Oversee EEO, Affirmative Action, and employment law compliance
• Use workforce data and trends to identify risks, opportunities, and priorities
• Develop metrics and dashboards that support business and talent decisions
• Measure and communicate the impact of the HRBP function

HR Business Partner – Leader

• Developing and executing implementation strategies for strategic workforce planning, organizational effectiveness, change management, and operational improvement initiatives across three manufacturing plants in Mexico.
• Leading cross-functional initiatives for implementation of organizational design, workforce planning, talent management, leadership development, culture transformation, change management, employee engagement, and operational optimization efforts.
• Providing strategic leadership and business sponsorship while collaborating with DAA Compensation Team on Compensation Structure Project
• Serving as a strategic advisor and partner to the business and HR leadership to support and execute large scale organizational change and business optimization initiatives.

HR Director, Optimization

• Align human resources strategy with business objectives to drive organizational performance
• Serve as a trusted advisor to leaders and employees
• Deliver comprehensive HR solutions that foster talent growth, engagement, and operational excellence
• Collaborate closely with senior leaders and department heads to understand business priorities
• Serve as a key point of contact for complex employee relations matters
• Conduct investigations of medium to high complexity and risk level
• Identify learning and development needs within the business unit
• Partner with Talent Acquisition teams and hiring managers to anticipate staffing needs
• Lead or participate in cross-functional HR projects or Enterprise Programs
• Utilize data-driven insights to guide decision-making
• Support organizational transformation initiatives and manage the people aspects of change

Senior Human Resources Business Partner

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

• Develop and implement HR processes, practices, and programs
• Ensure proactive planning and effective execution of HR functions
• Partner with leaders in managing the business
• Assist leaders in promoting proactive changes
• Research, analyze, and respond to leader and employee questions
• Conduct exit interviews and investigate concerns
• Support HR data/reporting needs
• Assist leaders in effective communication and problem analysis
• Provide counsel in design and implementation of new structures
• Partner with Talent Acquisition to ensure timely approvals
• Anticipate, identify, and facilitate resolution of employee relations issues
• Implement employee and leadership development strategies
• Communicate compensation and benefits programs

Human Resources Business Partner

• Oversee the daily operations of the Human Resources IT Technology team.
• Oversee the development and implementation of new HR systems and solutions.
• Recommend changes to HR CoE procedures by developing systematic and automated processes to improve work efficiency.
• Prioritize and oversee the HR technology project portfolio, balancing business priorities, resource availability, and system enhancement opportunities.
• Partner with HR Leadership and the CHRO to develop and maintain the HR technology roadmap, identifying opportunities to improve processes, enhance employee experience, and support organizational objectives.
• Serve as the primary HR technology liaison to HR leadership, IT, and key business stakeholders to align technology solutions with organizational priorities.
• Coordinate with IT staff on system upgrades and maintenance.
• Keep abreast of developments in the field of Workday and HR systems to bring innovative solutions and make recommendations for improvements or new technologies.
• Manage and oversee HR’s full technical systems landscape, maintaining secure, available and performant systems.
• Partner with HR leadership to establish and maintain HR technology governance practices, data standards, and system controls to support compliance, reporting accuracy, and operational effectiveness.
• Delegates tasks to team members and third-party consultants and vendors ensuring everyone is working on the right projects.
• Must know how to oversee technical issues and train systems analysts.
• Assist in developing and maintaining documentation, training materials, and functional standards for HR systems and integrations.

HR Technology Manager

• Administer health and welfare benefits programs, including medical, dental, vision, life/AD&D, disability, FSA/HSA, EAP, voluntary benefits, and retirement plans
• Support benefits eligibility and enrollments for new hires, annual open enrollment, qualifying life events, and status changes
• Maintain accurate benefit records and employee elections in HRIS/benefits administration platforms
• Provide benefits education and support to employees
• Partner with payroll to ensure accurate deductions and reconciliation of benefit billing and premium payments
• Serve as the primary point of contact for leave requests and administration (FMLA, ADA accommodations, etc.)
• Coordinate with third-party worker’s comp vendor to ensure leave cases are managed appropriately
• Track and update leave statuses accurately in HRIS and communicate with payroll regarding pay status

Benefits and Leave Management Specialist

• Provide expert consultation to team leaders and team members on performance management, misconduct, workplace concerns, and employee experience matters
• Coach team leaders to build capability, drive accountability, and handle situations with consistency and confidence
• Research, assess, and resolve complex employee relations issues, offering clear, well-reasoned recommendations
• Ensure alignment with company policies, practices, and employment legislation while balancing risk and business outcomes
• Partner with key stakeholders to deliver consistent, compliant, and fair outcomes
• Own cases end to end with a focus on timely resolution, strong documentation, and high-quality decision-making

HR Advisor – AVP

• Manage end-to-end accommodation and leave cases involving the Americans with Disabilities Act (ADA), Pregnant Workers Fairness Act (PWFA), Family and Medical Leave Act (FMLA), leaves of absence, and workplace accessibility matters
• Manage and document the interactive process, evaluating medical information, restrictions, job requirements, and accommodation options to determine appropriate solutions
• Analyze complex and often ambiguous situations, applying sound judgment to develop practical, compliant, and business-aligned recommendations
• Partner with Employee Relations, Legal, Leave Administration, and other key stakeholders to assess legal, operational, and employee impacts while balancing risk, employee experience, and business needs
• Serve as a trusted advisor to leaders, HR partners, and stakeholders on accommodation strategies, leave administration, and accessibility-related matters
• Communicate sensitive decisions and complex information with clarity, professionalism, and empathy

HR Advisor, Accessibility & Accommodations

• Support the development, evolution, and governance of executive compensation programs
• Conduct regular market research to stay informed about industry trends, best practices, and emerging compensation strategies
• Manage the administration of the annual incentive program and multiple equity programs
• Benchmark our compensation programs against industry peers and provide insights as appropriate
• Support the creation of high-quality, decision-ready materials for senior leadership and the Compensation Committee
• Lead the development of clear, compelling communication strategies and materials for executive compensation programs
• Support compliance with SEC regulations, IRS rules (e.g., 409A, 162(m)), and other relevant governance requirements
• Establish and uphold robust documentation processes and audit trails for executive compensation decisions
• Contribute to the preparation of public disclosures, when relevant

Executive Compensation Specialist

• Serve as a subject matter expert on selection and assessment methodology, providing consultation that supports equitable, compliant, and high-impact talent decisions.
• Design, validate, and implement selection and assessment tools and processes that improve quality of hire, strengthen predictive insights, and support consistency in talent decisions.
• Manage vendor relationships and partner on the development and implementation of scalable, data-driven assessment solutions.
• Contribute to the integrated assessment strategy by connecting selection assessments with broader talent assessments across development, mobility, succession, and other talent lifecycle decisions.
• Evaluate current selection and assessment processes, identify opportunities for optimization, and help drive continuous improvement in team strategy and delivery.
• Review statistical analyses, technical documentation, and policy requirements to ensure assessment tools meet standards for validity, reliability, fairness, and regulatory compliance.
• Partner with Talent Acquisition, Talent Management, HR partners, and business leaders to align selection and assessment practices with skills, workforce priorities, and broader enterprise talent strategies.
• Advance skills-based talent practices by helping connect assessments to skills frameworks, translating assessment insights into actionable talent insights, and enabling recruiters and managers to use tools effectively.
• Manage multiple projects and deliverables, resolve moderately complex issues, and collaborate across a matrixed environment to achieve business and talent outcomes.

Senior Talent Management – Selection & Assessment

• Develop and implement HR processes, practices, and programs for the organization
• Ensure proactive planning and effective execution of talent acquisition and performance management
• Conduct exit interviews and analyze data for HR improvement
• Assist leaders with job description creation and compensation analysis
• Partner with Talent Acquisition for timely approvals and immigration processes
• Anticipate and facilitate resolution of employee relations issues
• Implement employee and leadership development strategy

• Submission of retirement benefits and HSA contributions, verifying accuracy.
• Administer the HRIS system and maintain accurate employee data.
• Process payroll changes, including new hire and termination pay.
• Handle employment verifications, unemployment inquiries, and retirement plan enrollment notifications.
• Manage benefits enrollment, payroll deductions, and related system updates.
• Respond to employee payroll and benefits questions in a timely manner.
• Research and resolve payroll, tax, and benefits issues.
• Support annual year-end reporting, including but not limited to, W-2's, ACA Compliance Reporting and Workers Compensation audits.
• Assist with the preparation of Form 5500 and Safe Harbor Notice distribution.
• Update payroll systems with annual state and federal unemployment rate changes and payroll limitations.
• Handle the benefits enrollment for new hires and changes for existing employees.
• Update termination status in benefits and enroll in COBRA.
• Assist in the annual open enrollment process and update payroll deductions.
• Meet with new hires to go over documentation. Complete new hire checklist and ensure all items are complete.

HR & Benefits Generalist

• HR interns at Caterpillar will perform challenging work while being exposed to a variety of HR functions within CAT.
• We work with our teams to ensure that every intern gains the appropriate professional and personal growth necessary to be successful in the corporate environment.
• Our interns are placed in a variety of HR specialties and locations.

Summer Corporate Intern – Human Resources

• Serve as the HR Business Partner for assigned business groups, working closely with Company Leaders in driving major people & talent-related initiatives
• Lead an HR Process Improvement initiative related to the partnership between HRBPs, Centers of Excellence, and HR Operations
• Support leaders and team members on people management issues by identifying and clarifying problems, evaluating, and implementing potential solutions, and coaching/counseling leaders and team members
• Support the team with various special projects such as process simplification, policy rollouts, or leading high-performing team sessions
• Be the focal point for the deployment of core HR processes such as compensation planning, performance reviews, and other HR initiatives

• Lead workforce readiness and strategic workforce planning efforts in close partnership with talent partners, talent acquisition, and senior leaders to align talent supply with evolving business needs
• Define and advance the enterprise future skills and capability strategy, enabling scalable, role-aligned development
• Drive career development and internal mobility initiatives to strengthen engagement, retention, and talent flow across the organization
• Shape and operationalize the enterprise talent philosophy and talent strategy in partnership with senior leadership
• Champion AI-enabled talent processes and workforce transformation to improve efficiency, insights, and employee experience
• Oversee succession planning and leadership pipeline effectiveness to ensure a strong bench for critical roles
• Set and monitor talent management performance metrics, and engage with external industry peers to benchmark practices
• Other duties as assigned

Director of Talent Management

• Serve as a strategic consultant to internal client(s) and functional leadership team(s) on all human resources matters
• Translate business plans into talent and organizational plans
• Develop and/or execute HR strategies in support of the overall business plan and strategic direction of the organization
• Partner with senior leaders to align people strategies with business priorities through organizational transformation & modernization
• Assist leaders in promoting proactive changes enabling the organization to successfully address a rapidly changing external environment
• Use data, insights and external market trends to inform decisions and recommendations
• Lead people strategy for large-scale enterprise transformations including operating model shifts, restructures, digital modernization and cultural change
• Assess organizational readiness, stakeholder impacts & change risks, and adoption strategies
• Coach leaders through ambiguity, resistance, and organizational transitions
• Support, advise and consult with leaders to effectively transition to new operating models and agile ways of working
• Provide counsel to leaders on organizational design efforts ensuring alignment to strategy, operating model and growth priorities

• Provide strategic counsel on a wide range of HR programs such as employment, compensation, EEO, training, benefits, personnel records, and employee relations using county policy and procedure to solve issues.
• Ensure all employment practices comply with federal, state, and local regulations and labor agreements.
• Conduct compensation analysis and modeling to support pay decisions and program evaluations
• Participate in job evaluations – including FLSA classification and leveling alignment – market pricing, and internal equity analyses with review from senior team members
• Assist in the administration and calculation of variable incentive and bonus plans
• Support equity administration activities and documentation requirements
• Prepare reports and materials for compensation review and projects
• Benchmark roles using survey data and market intelligence to ensure external competitiveness
• Serve as a trusted advisor to leaders on offers, promotions, market adjustments, and pay decisions
• Partner with HRIS to improve system structure data flows, and usability within Workday
• Oversee the updates, maintenance and dissemination of job descriptions and job postings, ensuring they are accurate and compliant with federal, state, and local laws.
• Conduct investigations and advise management on the resolution of employee issues, concerns and/or conflicts.
• Make recommendations on corrective action, terminations, employee concerns, training, and organizational changes.
• Support HR Department in the development of objectives, county goals, performance management and policies and procedures.
• Define and execute HR strategies to accomplish county and department objectives.
• Develop workforce plans and maintain an understanding of external trends and issues that may impact county workforce targets.
• Evaluate and anticipate department HR-related needs and communicate needs with the HR Department and county leadership.
• Serve as the liaison between employees and vendors in providing technical assistance in resolving questions/issues.
• Provide leadership, coaching, and/or mentoring to a subordinate group as assigned.

Human Resources Business Partner – Compensation

• Serve as a strategic growth partner to Sales, Marketing, and Performance Partnership leadership
• Shape organizational capability and culture through disciplined change leadership, intentional talent and succession planning, and leader coaching
• Partner with the Sr. HR Director to represent the broader North America Commercial organization
• Lead end-to-end talent and leadership development including hiring, onboarding, and performance management
• Champion DBS and continuous improvement by leveraging people data to generate insights

Senior Human Resources Manager – North America Commercial

• Serve as the primary on‑site point of contact for day‑to‑day HR support
• Build and maintain strong, consultative working relationships with department managers and supervisors
• Act as a liaison between management and employees, handling inquiries and interpreting policies
• Support high‑volume onboarding and offboarding activities
• Partner closely with managers and supervisors on performance management and employee relations
• Manage, maintain, and regularly update job descriptions
• Collaborate with local and regional Talent Attraction / Talent Acquisition teams
• Serve as a system superuser for multiple HR platforms
• Assist with and lead HR projects and initiatives
• Maintain the highest level of confidentiality and discretion

Human Resources jobs in Minnesota

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HR Business Partner – Leader

HR Director, Optimization

Senior Human Resources Business Partner

Senior Human Resources Business Partner

Human Resources Business Partner

HR Technology Manager

Benefits and Leave Management Specialist

HR Advisor – AVP

HR Advisor, Accessibility & Accommodations

Executive Compensation Specialist

Senior Talent Management – Selection & Assessment

Human Resources Business Partner

HR & Benefits Generalist

Summer Corporate Intern – Human Resources

Senior Human Resources Business Partner

Director of Talent Management

Senior Human Resources Business Partner

Human Resources Business Partner – Compensation

Senior Human Resources Manager – North America Commercial

Human Resources Generalist