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Workforce Director Jobs in Minnesota (NOW HIRING)

TriSearch

Director Total Rewards

Eagan, MN · On-site

$127K - $174K/yr

Director of Total Rewards About the Opportunity We are seeking an accomplished Director of Total ... Leverage HR technology, analytics, benchmarking, and workforce data to evaluate program ...

Prinsco, Inc.

Director Of HR

Willmar, MN · On-site

$145K - $180K/yr

Prinsco is seeking a Director of Human Resources, Manufacturing to help shape the future of our ... Identify workforce risks, leadership gaps, and retention opportunities, then drive practical ...

Sedgwick

Workforce Absence Team Lead

Eden Prairie, MN · On-site

... Workforce Absence Team Lead PRIMARY PURPOSE : To supervise the operation of multiple teams of ... Assures that direct reports are properly licensed in the jurisdictions serviced. * Ensures claims ...

PRINSCO

Director Of HR

Willmar, MN · On-site

Prinsco is seeking a Director of Human Resources, Manufacturing to help shape the future of our ... Identify workforce risks, leadership gaps, and retention opportunities, then drive practical ...

Loram

Director, Human Resources

Hamel, MN

Support organization wide workforce planning efforts * Establish and monitor key performance ... Direct experience leading teams in Talent Acquisition, Learning & Development, and/or HRBP ...

Prinsco

Director Of HR

Willmar, MN · On-site

$145 - $180/hr

Prinsco is seeking a Director of Human Resources, Manufacturing to help shape the future of our ... Identify workforce risks, leadership gaps, and retention opportunities, then drive practical ...

Loram

Director, Human Resources

Hamel, MN · On-site

Support organization wide workforce planning efforts * Establish and monitor key performance ... Direct experience leading teams in Talent Acquisition, Learning & Development, and/or HRBP ...

Michael Foods Inc.

Sr. Director, HR

Hopkins, MN · On-site

We are seeking an experienced, strategic, and influential Senior Director, Human Resources to help shape the future of our workforce and drive business success across our organization. This is a ...

Michael Foods Inc.

Sr. Director, HR

Hopkins, MN

Position Summary The Senior Director, Human Resources serves as a key member of the HR leadership ... Lead workforce planning efforts that support current and future organizational needs. Serve as a ...

Daikin Applied

HR Director, Optimization

Plymouth, MN · On-site

The HR Director, Optimization is responsible for developing and executing implementation strategies for strategic workforce planning, organizational effectiveness, change management, and operational ...

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All JobsWorkforce JobsWorkforce Director JobsWorkforce Director Jobs in Minnesota

Workforce Director information

See Minnesota salary details

$26.7K

$79.3K

$133.6K

How much do workforce director jobs pay per year?

As of Sep 6, 2026, the average yearly pay for workforce director in Minnesota is $79,285.00, according to ZipRecruiter salary data. Most workers in this role earn between $54,896.00 and $93,275.00 per year, depending on experience, location, and employer.

What is a workforce director?

A Workforce Director is a senior-level professional responsible for overseeing workforce planning, development, and management within an organization. They ensure that the company has the right number of employees with the appropriate skills to meet business objectives. This role often involves strategic planning, talent acquisition, employee retention, and organizational development. Workforce Directors collaborate with HR and business leaders to align workforce strategies with company goals and improve overall productivity.

How does a workforce director typically collaborate with other departments to ensure staffing aligns with organizational goals?

A Workforce Director works closely with department heads, HR, and senior leadership to forecast staffing needs and develop strategic workforce plans. Regular meetings and data sharing are common to align hiring, training, and resource allocation with business objectives. This role often involves analyzing workforce metrics, identifying skill gaps, and recommending solutions to improve productivity and retention across teams. Collaboration is key to ensuring that workforce strategies support both immediate operational demands and long-term organizational growth.

What are the key skills and qualifications needed to thrive as a workforce director, and why are they important?

To thrive as a Workforce Director, you need expertise in workforce planning, talent management, and organizational development, usually supported by a degree in human resources or business administration. Familiarity with HRIS systems, advanced data analytics tools, and relevant certifications such as SHRM-SCP or SPHR are commonly expected. Strong leadership, strategic thinking, and excellent interpersonal skills set outstanding Workforce Directors apart. These skills and qualifications enable effective alignment of workforce strategies with business goals, ensuring optimal staffing and organizational performance.

What is the difference between Workforce Director vs Human Resources Manager?

AspectWorkforce DirectorHuman Resources Manager
Primary FocusStrategic workforce planning and talent developmentEmployee relations, recruitment, and HR policies
Required CredentialsBachelor's degree; often advanced degrees in HR, business, or related fieldsBachelor's degree in HR, Business, or related field; HR certifications preferred
Work EnvironmentCorporate, government, or large organizational settingsHR departments across various industries and organizations
Employer UsageUsed in organizations focusing on strategic workforce initiativesCommon in daily HR operations and employee management

The Workforce Director typically oversees strategic workforce planning and talent development, working closely with executive leadership. In contrast, the Human Resources Manager handles daily HR functions like employee relations and recruitment. Both roles require similar credentials but differ in scope and focus, with the Workforce Director emphasizing long-term workforce strategies.

What are the most commonly searched types of Workforce jobs in Minnesota?

The most popular types of Workforce jobs in Minnesota are:

What are popular job titles related to Workforce Director jobs in Minnesota?

For Workforce Director jobs in Minnesota, the most frequently searched job titles are:

What job categories do people searching Workforce Director jobs in Minnesota look for?

The top searched job categories for Workforce Director jobs in Minnesota are:

What cities in Minnesota are hiring for Workforce Director jobs?

Cities in Minnesota with the most Workforce Director job openings:

Workforce Director jobs near you
Infographic showing various Workforce Director job openings in Minnesota as of August 2026, with employment types broken down into 82% Full Time, 10% Part Time, 7% Contract, and 1% Nights. Highlights an 94% Physical, 3% Hybrid, and 3% Remote job distribution, with an average salary of $79,285 per year, or $38.1 per hour.

Director Total Rewards

TriSearch

Eagan, MN • On-site

$127K - $174K/yr

Full-time

Posted 5 days ago

Key responsibilities

  • Develop and execute a comprehensive Total Rewards strategy aligned with organizational goals, talent priorities, and business objectives.

  • Lead the annual compensation review and planning process to ensure programs remain competitive, equitable, and aligned with company performance.

  • Evaluate and enhance compensation structures, incentive programs, and benefits offerings to improve employee attraction, engagement, and retention.

Job description

Director of Total Rewards

About the Opportunity


We are seeking an accomplished Director of Total Rewards to lead the development and transformation of our compensation and benefits strategy. This highly visible leadership role will be responsible for creating a comprehensive Total Rewards approach that enables the organization to attract, retain, and motivate exceptional talent while supporting continued business growth.


Reporting directly to the Chief Human Resources Officer, the Director of Total Rewards will serve as a strategic advisor to senior leadership and HR partners while overseeing compensation, benefits, rewards strategy, governance, analytics, and related programs.


This is an opportunity for an experienced Total Rewards leader to have a meaningful impact on how a sophisticated, evolving organization rewards and engages its people.


What You'll Do

  • Develop and execute a comprehensive Total Rewards strategy aligned with organizational goals, talent priorities, and business objectives.
  • Lead the annual compensation review and planning process, ensuring programs remain competitive, equitable, and aligned with company performance.
  • Evaluate and enhance compensation structures, incentive programs, and benefits offerings to improve employee attraction, engagement, and retention.
  • Develop innovative, performance-driven reward programs that recognize and motivate employees.
  • Provide strategic oversight of compensation and benefits programs across multiple jurisdictions, ensuring appropriate governance and regulatory compliance.
  • Monitor external compensation, benefits, and workforce trends and recommend changes to maintain a competitive Total Rewards offering.
  • Develop and manage the Total Rewards budget, balancing employee experience, competitiveness, and cost effectiveness.
  • Leverage HR technology, analytics, benchmarking, and workforce data to evaluate program effectiveness and guide decision-making.
  • Partner closely with senior leadership, HR Business Partners, Finance, Legal, and other stakeholders on compensation and benefits initiatives.
  • Serve as a Total Rewards subject-matter expert, providing guidance and coaching to HR leaders and business partners on compensation, benefits, rewards, and recognition.
  • Develop clear recommendations and effectively communicate Total Rewards strategies to executive-level stakeholders.


What We're Looking For

  • 10+ years of progressive experience in Total Rewards, Compensation, Benefits, or a closely related HR discipline.
  • Significant experience developing and executing enterprise-level Total Rewards strategies.
  • Proven success designing compensation and rewards programs that support business performance and talent retention.
  • Strong knowledge of compensation structures, incentive programs, benefits strategy, market benchmarking, and related best practices.
  • Experience overseeing compensation and benefits programs within a complex, multi-jurisdictional organization.
  • Strong understanding of regulatory and compliance requirements affecting compensation and benefits programs.
  • Demonstrated ability to manage significant Total Rewards budgets and evaluate the financial impact of programs.
  • Exceptional analytical capabilities with the ability to turn complex workforce and market data into actionable recommendations.
  • Experience leveraging HR technologies and analytics to support Total Rewards decision-making.
  • Strong executive presence with the ability to influence and advise senior leaders.
  • Excellent communication, collaboration, and stakeholder-management skills.


Why This Opportunity Stands Out


This position offers the opportunity to build, influence, and transform Total Rewards at a strategic level rather than simply administer existing programs.


You'll have direct access to executive leadership, significant ownership over Total Rewards strategy, and the ability to shape compensation and benefits programs that directly influence the organization's ability to attract and retain talent.


You'll join a forward-looking environment that values innovation, continuous learning, data-driven decision-making, diversity and inclusion, and employee well-being. The organization is also embracing emerging technologies and AI-enabled solutions to improve how work gets done.


For a Total Rewards leader who enjoys combining strategy, analytics, program design, executive partnership, and hands-on execution, this is an opportunity to make a significant and lasting impact.


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