People Operations Specialist Jobs in Minnesota
People Operations Specialist jobs in Minnesota are in consistent demand, concentrated in corporate headquarters, healthcare systems, and technology firms across the Twin Cities metro, with additional hiring in Rochester and Duluth. Companies like Target, UnitedHealth Group, and Mayo Clinic maintain large people operations teams and hire at coordinator, specialist, and senior levels on a rolling basis. The most in-demand specialties include HR information systems administration, employee experience programs, and total rewards coordination. Find a role that fits below and apply directly.
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Showing 5 of 118+ People Operations Specialist jobs
About Our Company
We’re a diversified financial services leader with more than $1.5 trillion in assets under management, administration and advisement as of year-end 2024. Our team of 22,000 people across 19 countries, serves more than 3.5 million individual, small business and institutional clients. We are a longstanding leader in financial planning and advice, a global asset manager and an insurer. Our unwavering focus on our clients and strong financial foundation connects each of our unique businesses – Ameriprise Financial, Columbia Threadneedle Investments and RiverSource Insurance and Annuities. Here, we foster meaningful careers, invest in the future, and make a difference for clients, institutions and communities around the world.
Job Description
As Vice President, Global Human Resources Risk and Compliance, you will define and lead the global strategy that safeguards our people, strengthens governance and controls, and supports sustainable business growth across the United States, EMEA (Europe, Middle East and Africa), APAC (Asia-Pacific), and India. Serving as a trusted advisor to senior Human Resources and enterprise leaders, you will anticipate emerging regulatory, operational, and reputational risks and translate them into proactive strategies and measurable actions. You will oversee a comprehensive framework for risk governance, compliance, controls, reporting, and audit readiness while driving consistency, accountability, and operational excellence across the Human Resources function. This is a highly visible leadership role with significant enterprise influence, global team leadership responsibilities, and the opportunity to build resilient, forward-looking programs that strengthen compliance, mitigate risk, and enable responsible growth in an increasingly complex regulatory environment.Responsibilities
- Lead the global Human Resources risk and compliance strategy, establishing objectives and priorities that identify, assess, quantify, mitigate, and monitor risk across Human Resources.
- Oversee the design and execution of Human Resources operational risk management and compliance programs aligned with Enterprise Risk Management Committee, Chief Risk Officer, company, and regulatory expectations.
- Direct monthly and semiannual operational risk reporting, provide clear insights to senior leaders and governance forums, communicate feedback, monitor action plans, and escalate urgent issues.
- Maintain an effective global control environment through proactive risk analysis, control design and testing, regulatory change management, audit readiness, training, and timely remediation of compliance gaps and risk events.
- Provide senior oversight of compliance obligations involving employment and labor laws, employment eligibility, equal employment opportunity, affirmative action, data privacy, financial-services regulation, and other jurisdiction-specific requirements.
- Serve as a senior contact for internal and external auditors and regulators, coordinate regulatory reporting and examinations, influence outcomes, and ensure required follow-up actions are completed.
- Lead, coach, and develop the global Human Resources Risk and Compliance team, strengthening subject matter expertise, consistent processes, accountability, collaboration, and an inclusive, high-performance culture.
- Use analytics and trend intelligence to surface emerging risks, measure program effectiveness, close control gaps, and influence senior Human Resources leaders on required actions and investments.
- Build strong partnerships across Human Resources, Operational Risk Management, Risk and Control Services, Corporate Compliance, legal partners, control functions, and business leaders to deliver an integrated approach to risk management.
- Oversee Human Resources governance and training, including responsibilities related to the Financial Conduct Authority Senior Managers and Certification Regime and other applicable global regulatory frameworks.
Qualifications
- 10+ years of global leadership experience in Human Resources Risk and Compliance within complex, highly regulated environments, preferably in financial services.
- Demonstrated senior leadership experience developing risk and compliance strategy, overseeing operational processes and controls, advising executive leaders, and leading and developing teams.
- Deep knowledge of operational risk management, internal controls, regulatory requirements, audit readiness, and Human Resources-specific compliance obligations across multiple jurisdictions.
- Expertise in key areas such as equal employment opportunity, federal contractor compliance and affirmative action, immigration, fair employment practices, the Senior Managers and Certification Regime (SMCR), Sarbanes-Oxley, Financial Conduct Authority (FCA) requirements, and the General Data Protection Regulation (GDPR).
- Ability to lead compliance monitoring and control initiatives, interpret complex data, establish meaningful metrics, identify emerging trends, and translate findings into practical risk mitigation actions.
- Exceptional executive communication and influencing skills, with the ability to present complex information clearly, negotiate critical matters, and build credibility with senior leaders, auditors, and regulators.
- Strong strategic thinking, judgment, problem-solving, collaboration, and change leadership, with the ability to prioritize effectively and adapt quickly in a dynamic environment.
- Knowledge of regional employment and labor laws, experience with internal and regulatory audit procedures, vendor management exposure, and Six Sigma or another process management methodology are preferred.
Base Pay Salary
Full-Time/Part-Time
Exempt/Non-Exempt
Job Family Group
Line of Business
Ameriprise Financial is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, ancestry, age, physical or mental disability, medical condition, pregnancy, military status, veteran status, genetic information, citizenship, disability status, marital status, family status or any other basis prohibited by law.
We are committed to fostering an inclusive and accessible recruitment process for individuals with disabilities. If you require a reasonable accommodation to participate in the application or interview process, speak to your recruiter to discuss how we can support you.
About Our Company
We’re a diversified financial services leader with more than $1.5 trillion in assets under management, administration and advisement as of year-end 2024. Our team of 22,000 people across 19 countries, serves more than 3.5 million individual, small business and institutional clients. We are a longstanding leader in financial planning and advice, a global asset manager and an insurer. Our unwavering focus on our clients and strong financial foundation connects each of our unique businesses – Ameriprise Financial, Columbia Threadneedle Investments and RiverSource Insurance and Annuities. Here, we foster meaningful careers, invest in the future, and make a difference for clients, institutions and communities around the world.
Job Description
As Vice President, Global Human Resources Risk and Compliance, you will define and lead the global strategy that safeguards our people, strengthens governance and controls, and supports sustainable business growth across the United States, EMEA (Europe, Middle East and Africa), APAC (Asia-Pacific), and India. Serving as a trusted advisor to senior Human Resources and enterprise leaders, you will anticipate emerging regulatory, operational, and reputational risks and translate them into proactive strategies and measurable actions. You will oversee a comprehensive framework for risk governance, compliance, controls, reporting, and audit readiness while driving consistency, accountability, and operational excellence across the Human Resources function. This is a highly visible leadership role with significant enterprise influence, global team leadership responsibilities, and the opportunity to build resilient, forward-looking programs that strengthen compliance, mitigate risk, and enable responsible growth in an increasingly complex regulatory environment.Responsibilities
- Lead the global Human Resources risk and compliance strategy, establishing objectives and priorities that identify, assess, quantify, mitigate, and monitor risk across Human Resources.
- Oversee the design and execution of Human Resources operational risk management and compliance programs aligned with Enterprise Risk Management Committee, Chief Risk Officer, company, and regulatory expectations.
- Direct monthly and semiannual operational risk reporting, provide clear insights to senior leaders and governance forums, communicate feedback, monitor action plans, and escalate urgent issues.
- Maintain an effective global control environment through proactive risk analysis, control design and testing, regulatory change management, audit readiness, training, and timely remediation of compliance gaps and risk events.
- Provide senior oversight of compliance obligations involving employment and labor laws, employment eligibility, equal employment opportunity, affirmative action, data privacy, financial-services regulation, and other jurisdiction-specific requirements.
- Serve as a senior contact for internal and external auditors and regulators, coordinate regulatory reporting and examinations, influence outcomes, and ensure required follow-up actions are completed.
- Lead, coach, and develop the global Human Resources Risk and Compliance team, strengthening subject matter expertise, consistent processes, accountability, collaboration, and an inclusive, high-performance culture.
- Use analytics and trend intelligence to surface emerging risks, measure program effectiveness, close control gaps, and influence senior Human Resources leaders on required actions and investments.
- Build strong partnerships across Human Resources, Operational Risk Management, Risk and Control Services, Corporate Compliance, legal partners, control functions, and business leaders to deliver an integrated approach to risk management.
- Oversee Human Resources governance and training, including responsibilities related to the Financial Conduct Authority Senior Managers and Certification Regime and other applicable global regulatory frameworks.
Qualifications
- 10+ years of global leadership experience in Human Resources Risk and Compliance within complex, highly regulated environments, preferably in financial services.
- Demonstrated senior leadership experience developing risk and compliance strategy, overseeing operational processes and controls, advising executive leaders, and leading and developing teams.
- Deep knowledge of operational risk management, internal controls, regulatory requirements, audit readiness, and Human Resources-specific compliance obligations across multiple jurisdictions.
- Expertise in key areas such as equal employment opportunity, federal contractor compliance and affirmative action, immigration, fair employment practices, the Senior Managers and Certification Regime (SMCR), Sarbanes-Oxley, Financial Conduct Authority (FCA) requirements, and the General Data Protection Regulation (GDPR).
- Ability to lead compliance monitoring and control initiatives, interpret complex data, establish meaningful metrics, identify emerging trends, and translate findings into practical risk mitigation actions.
- Exceptional executive communication and influencing skills, with the ability to present complex information clearly, negotiate critical matters, and build credibility with senior leaders, auditors, and regulators.
- Strong strategic thinking, judgment, problem-solving, collaboration, and change leadership, with the ability to prioritize effectively and adapt quickly in a dynamic environment.
- Knowledge of regional employment and labor laws, experience with internal and regulatory audit procedures, vendor management exposure, and Six Sigma or another process management methodology are preferred.
Base Pay Salary
Full-Time/Part-Time
Exempt/Non-Exempt
Job Family Group
Line of Business
Ameriprise Financial is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, ancestry, age, physical or mental disability, medical condition, pregnancy, military status, veteran status, genetic information, citizenship, disability status, marital status, family status or any other basis prohibited by law.
We are committed to fostering an inclusive and accessible recruitment process for individuals with disabilities. If you require a reasonable accommodation to participate in the application or interview process, speak to your recruiter to discuss how we can support you.
See All 118+ People Operations Specialist Jobs in Minnesota
Find roles in Minnesota that match your experience and apply in just a few clicks.
Find JobsPeople Operations Specialist Jobs by City in Minnesota
Where Minnesota roles are concentrated, by current openings.
People Operations Specialist Job Market in Minnesota
A snapshot from current Minnesota openings, updated as new roles post.
Who's Hiring
Top Industries Hiring
- Retail
- Manufacturing
- Consulting & Professional Services
What Minnesota Employers Look For
The qualifications that appear most often in people operations specialist jobs across Minnesota.
- Bachelor's degree in human resources, business administration, or a related field
- Two or more years of experience in HR operations, people programs, or a generalist role
- Proficiency with an HRIS platform such as Workday, UKG, or ADP
- Working knowledge of federal and Minnesota employment law and compliance requirements
- Experience supporting onboarding, offboarding, and employee lifecycle processes end to end
- Strong data analysis skills with the ability to build and interpret HR metrics and reports
People Operations Specialist Jobs in Minnesota: Frequently Asked Questions
How do you become a people operations specialist in Minnesota?
Most people operations specialist roles in Minnesota require a bachelor's degree in human resources, business, or organizational psychology. While Minnesota does not issue a state license for this role, employers consistently expect professional credentials such as the SHRM-CP or PHR from HRCI, both of which are recognized by major Minnesota employers. Gaining experience in HR coordination or administrative roles at a Minnesota company is the most common path into a specialist position.
How much do people operations specialists make in Minnesota?
People operations specialists in Minnesota earn a median of about $78,760 a year, based on May 2025 Bureau of Labor Statistics wage data, ranging from around $50,330 for the lowest 10% to over $127,060 for the top 10%. Pay rises with experience, specialty, and employer.
Which companies hire people operations specialists in Minnesota?
Employers hiring people operations specialists in Minnesota right now include Target, Optum, and U.S. Bank, based on current listings on Migrate Mate as of September 2026. Minnesota's concentration of Fortune 500 headquarters and large healthcare systems means sustained demand for people operations professionals across industries.
Which Minnesota cities have the most people operations specialist jobs?
The cities with the most people operations specialist openings in Minnesota are Minneapolis, Saint Paul, and Eagan. The Twin Cities metro drives the majority of hiring due to its dense cluster of corporate headquarters, health insurance carriers, and regional financial institutions, while Rochester's openings are largely tied to Mayo Clinic's expansive workforce operations team.
Are there remote people operations specialist jobs in Minnesota?
Yes, and more than most fields, because people operations work is largely desk-based and system-driven. About 54% of people operations specialist openings tied to Minnesota are remote or hybrid as of September 2026, reflecting how broadly companies have adopted flexible models for this function. HRIS administration, benefits coordination, and people analytics roles tend to be the most amenable to remote arrangements.
How can I get hired as a people operations specialist in Minnesota with little or no experience?
The most realistic entry path is through an HR coordinator or HR assistant role at a large Minnesota employer, which serves as a direct stepping stone into a specialist position. Companies like Target, Ameriprise Financial, and Ecolab regularly bring on early-career HR professionals and offer structured development programs for new graduates. A SHRM student membership and a completed SHRM-CP prep course signal commitment to Minnesota hiring managers and give candidates a clear edge over peers with equivalent experience.
Where can I find and apply to people operations specialist jobs in Minnesota?
You can find and apply to people operations specialist jobs in Minnesota on Migrate Mate, which lists current openings from employers actively hiring in the state. Find roles that fit your experience and location and apply directly through the listings.
See All 118+ People Operations Specialist Jobs in Minnesota
Find roles in Minnesota that match your experience and apply in just a few clicks.
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