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People Partner Jobs in Minnesota (NOW HIRING)

Crunch Fitness

Managing Partner

Saint Paul, MN · On-site

$122K/yr

Find Your People. Build Your Future. Position Overview We are looking for a Managing Partner who has the desire to make a real difference in people's lives and wants to be a true business partner in ...

Crunch Fitness

Managing Partner

Eagan, MN · On-site

$118K/yr

Find Your People. Build Your Future. Position Overview We are looking for a Managing Partner in Eagan, MN who has the desire to make a real difference in people's lives and wants to be a true ...

Michels Corporation

Leave Partner

Otsego, MN · On-site

$87 - $113/hr

Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable drive to be the best. Our work improves lives. Find out how a career as a Leave Partner can change ...

Nova-Tech Engineering

Culture Partner

Willmar, MN · On-site

Collaborate with HR and cross-functional partners to integrate culture, leadership development, and people strategies across the organization. * Define success metrics, analyze engagement and ...

Michels

Leave Partner

Elk River, MN · On-site

$87K - $113K/yr

Leave Partner Improving America's infrastructure isn't for the weak. It takes grit, determination ... Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable ...

Michels Corporation

Leave Partner

Otsego, MN · On-site

$68K - $88K/yr

Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable drive to be the best. Our work improves lives. Find out how a career as a Leave Partner can change ...

Nova-Tech Engineering

Culture Partner

Willmar, MN · On-site

$80K - $107K/yr

Collaborate with HR and cross-functional partners to integrate culture, leadership development, and people strategies across the organization. * Define success metrics, analyze engagement and ...

Nova-Tech Engineering

Culture Partner

Willmar, MN · On-site

$80K - $107K/yr

Collaborate with HR and cross-functional partners to integrate culture, leadership development, and people strategies across the organization. * Define success metrics, analyze engagement and ...

Michels Corporation

Leave Partner

Otsego, MN · On-site

$68K - $88K/yr

Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable drive to be the best. Our work improves lives. Find out how a career as a Leave Partner can change ...

Michels

Leave Partner

Otsego, MN · On-site

$87K - $113K/yr

Michels Corporation engages 8,000 people and 18,000 pieces of heavy equipment in our insatiable ... As a Leave Partner, you will be responsible for serving as a trusted HR partner responsible for the ...

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Showing results 1-20

All JobsPeople Partner JobsPeople Partner Jobs in Minnesota

People Partner information

See Minnesota salary details

$29.9K

$115.1K

How much do people partner jobs pay per year?

As of Aug 30, 2026, the average yearly pay for people partner in Minnesota is $110,776.00, according to ZipRecruiter salary data. Most workers in this role earn between $114,100.00 and $114,100.00 per year, depending on experience, location, and employer.

What is a people partner?

People Partners, sometimes referred to as HR Business Partners, are human resources professionals who work closely with leadership and employees to support organizational goals, drive performance, and foster a positive workplace culture. Unlike traditional HR roles, People Partners focus on strategic initiatives, such as talent management, employee engagement, and organizational development. They serve as trusted advisors to managers and employees, helping to resolve issues, implement HR policies, and ensure compliance with labor laws. Their role is crucial in aligning people strategies with business objectives and supporting employee growth.

What are the key skills and qualifications needed to thrive as a people partner?

To thrive as a People Partner, you need a solid background in HR principles, employee relations, and employment law, often supported by a degree in human resources or related fields. Familiarity with HR information systems (HRIS), performance management tools, and certifications like SHRM-CP or PHR is highly valued. Outstanding interpersonal skills, emotional intelligence, and the ability to build trust make someone stand out in this role. These competencies are crucial for effectively supporting employees, driving organizational culture, and ensuring compliance with HR policies.

How does a people partner typically collaborate with managers and employees to address workplace issues?

People Partners work closely with both managers and employees to resolve workplace concerns by facilitating open communication, mediating conflicts, and guiding fair resolution processes. They often conduct one-on-one meetings, support performance management, and help implement HR policies that align with organizational goals. By building trust with all parties and maintaining confidentiality, People Partners foster a positive work environment and ensure that issues are addressed promptly and effectively. Collaboration may also involve coordinating with other HR specialists and leadership to develop training or improvement plans.

What qualifications do you need to be a People Partner?

To become a People Partner, candidates typically need a bachelor's degree in human resources, business, or a related field. Relevant experience in HR, strong communication skills, and knowledge of employment laws and HR software are also important qualifications for this role.

What are popular job titles related to People Partner jobs in Minnesota?

For People Partner jobs in Minnesota, the most frequently searched job titles are:

What job categories do people searching People Partner jobs in Minnesota look for?

The top searched job categories for People Partner jobs in Minnesota are:

What cities in Minnesota are hiring for People Partner jobs?

Cities in Minnesota with the most People Partner job openings:

People Partner jobs near you
Infographic showing various People Partner job openings in Minnesota as of August 2026, with employment types broken down into 78% Full Time, 16% Part Time, and 6% Contract. Highlights an 89% Physical, 3% Hybrid, and 8% Remote job distribution, with an average salary of $110,776 per year, or $53.3 per hour.

Market People Partner

Genuine Parts Company

Minneapolis, MN • On-site

Full-time

Medical, Dental, Vision, Retirement, PTO

Posted 3 days ago

New

Genuine Parts Company rating

7.3

Company rating: 7.3 out of 10

Based on 63 frontline employees who took The Breakroom Quiz

215th of 426 rated retail wholesalers

Job description

Summary
The Market People Partner serves as a trusted HR advisor and leader for the NAPA People (HR) team in their assigned area, to implement high impact people initiatives. Reporting to the Director, People, they partner closely with leaders to develop strategic alignment and guidance on core People functions (e.g., talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance). The Market People Partner ensures the engagement of NAPA's growing employee workforce by effectively managing all components of the employee lifecycle to drive NAPA strategic priorities.
Responsibilities
  • Proactively consults with NAPA leadership to ensure short and long-term talent needs are fulfilled through effectively implementing talent acquisition, talent planning and employee retention efforts.
  • Partner with Talent Acquisition team to review and monitor staffing needs, and ensure facilities remain staffed to meet priority business needs.
  • Partners with HR Talent Planning COE and Managers to assess current workforce capabilities, identify current readiness and succession gaps, and provides targeted development experiences as needed.
  • Requires ambitious standards in performance management, employee coaching, discipline documentation and other employment documentation from People teammates.
  • Manages employee programs, including new hire onboarding and orientation, manager training, compliance training, skill and process-based learning and development, and offboarding.
  • Leads and supports key employee focused events throughout the year such as performance reviews, leadership meetings, monthly meetings, engagement surveys, safety programs, and benefits enrollment.
  • Conducts data collection, reporting and analysis across teammate lifecycle for informed decision-making such as employee retention reporting to identify turnover trends, root causes, and partnering with leaders to implement targeted engagement and development strategies.
  • Maintains compliance with company, federal, state, and local regulations related to policies, employment, compensation, safety, workers compensation and security.
  • Ensures the accurate processing of payroll for hourly and salaried staff (including payroll deductions, salary adjustments, timesheet reconciliation & time/attendance tracking)
  • Ensures relevant administrative employee files are maintained. Including accurate and up-to-date employee data within the HRIS system.
  • Reviews, tracks and documents compliance with required training, continuing education and work assessments.
  • Represents the company in handling unemployment claims processing as needed.
  • Supports benefits administration by conducting benefits orientation, responding to benefits questions, and communicating around the annual enrollment process.
  • Implements excellent HR operations across all sites within designated area of responsibility.
  • Maintains knowledge of trends, best practices, regulatory changes and new technologies in human resources, talent management and employment law.

Qualifications
  • High school diploma and 5 years experience implementing HR process in a high growth environment.
  • 1+ years proven ability to lead teams and drive results without direct reporting authority.
  • Collaboration skills focused on consultations with NAPA leadership, peers, and business partners to drive operational projects and or programs.
  • Experience supporting multiple locations to drive HR operational success.
  • Strong understanding and delivery of People team components to include talent acquisition, talent planning, onboarding, learning and development, employee engagement, performance management, compensation, and compliance.
  • Intermediate proficiency with Microsoft Office applications - Outlook, Excel, Word, PowerPoint.
  • Familiarity with HRIS systems, reporting and analytics tools.
  • Proven ability to manage complex HR challenges and implement solutions in alignment with business goals.
  • Experience with payroll, compliance, benefits administration and unemployment claims processing.
  • Ability to maintain confidential and sensitive information.
  • Familiarity with laws, regulations, and guidelines, related to HR and state-to-state differences.

Preferred Qualifications
  • Bachelor's degree in human resources, Business Administration or related field.
  • 5+ years of experience and 2+ years proven ability to lead teams and drive results without direct reporting authority.
  • SHRM or HRCI certification (SHRM-SCP or SPHR) a plus.
  • Workday and Kronos experience preferred.
  • Experience working in a warehouse, distribution center, or retail environment.

Leadership
  • Embodies the following values: serve, perform, influence, respect, innovate, team.
  • Effectively communicates by motivating and inspiring others through clear and proactive communication.
  • Delivers results and drives customer success by committing and focusing on outcomes to deliver results and making the customer the center of decisions.
  • Makes balanced decisions and thinks strategically by being a forward thinker.
  • Develops high-performing teams by providing inclusive leadership, attracting and developing world-class talent, providing ongoing feedback, and building trust across the organization.

People Capabilities
  • Business Acumen: Must possess industry, organization, and financial knowledge.
  • Strategic Consulting: Must be able to provide consultative problem-solving, as well as project and risk management competency.
  • Relationship Management: Must promote collaboration, networking, persuasion and influence.
  • Data Judgement: Must be able to provide data foundations, interpretation and storytelling.
  • Talent Management: Provide strategic HR expertise, employee experience management, change management and technological savviness.
  • Agility: Must lead with a growth mindset and drive innovation and iteration.

Physical Demands / Working Environment
  • Must be able to work in an office environment.
  • Must be able to work in a distribution, warehouse, or retail environment.
  • Ability to travel up to 60% throughout assigned area or region.

We offer a competitive salary of $89,750 for this position. Please note that total compensation may vary based on individual skills, experience, and qualifications. We believe in rewarding our employees fairly and encourage candidates to discuss their unique backgrounds during the interview process.
Benefits:
Health Insurance: Comprehensive medical, dental, and vision plans.
Retirement Plan: 401(k) with company match.
Paid Time Off: Vacation, personal days, holidays, sick days, and paternal leave
Additional Perks: Employee stock purchase plan, tuition reimbursement, professional development opportunities, and wellness programs.
Not the right fit? Let us know you're interested in a future opportunity by joining our Talent Community on jobs.genpt.com or create an account to set up email alerts as new job postings become available that meet your interest!
GPC conducts its business without regard to sex, race, creed, color, religion, marital status, national origin, citizenship status, age, pregnancy, sexual orientation, gender identity or expression, genetic information, disability, military status, status as a veteran, or any other protected characteristic. GPC's policy is to recruit, hire, train, promote, assign, transfer and terminate employees based on their own ability, achievement, experience and conduct and other legitimate business reasons.

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