Accounting OPT Jobs in Minnesota
Accounting F-1 OPT sponsorship jobs in Minnesota are concentrated in the Twin Cities metro, where firms like Deloitte, PwC, and KPMG maintain significant offices alongside regional players such as CliftonLarsonAllen, headquartered in Minneapolis. Financial services employers, healthcare systems like Mayo Clinic, and Fortune 500 companies including Target and 3M also hire OPT-eligible accounting professionals across audit, tax, and advisory functions.
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Get Access To All JobsANDERSEN CORPORATION SUMMARY:
At Andersen, we see possibility everywhere, every day and in everything we do. The possibility for our employees to achieve their full potential, for our communities to be stronger and for everyone to have a healthier, happier place to live.
Our portfolio of brands — Andersen Windows & Doors, Renewal by Andersen and Fenetres MQ — is crafted to serve customers across the new residential, home improvement and light commercial building sector.
Join our more than 13,000 employees who are inspired every day to deliver exceptional experiences that turn possibility into reality.
JOB DESCRIPTION:
SUMMARY
The People Reporting Analyst is responsible for delivering accurate, timely, and actionable workforce reporting that enables leaders and HR teams to make informed decisions. This role develops and maintains standard people reporting, self-service dashboards, and reporting tools while ensuring data integrity, consistency, and governance standards. The analyst serves as a trusted partner to HR, business leaders, and HRIS teams by translating workforce data into meaningful reporting solutions that support organizational effectiveness.
JOB RESPONSIBILITIES:
Workforce Reporting & Analytics 25%
- Produce recurring and ad hoc workforce reports from HR systems and people data platforms.
- Deliver standardized people metrics and reporting packages for managers, HR leaders, and business stakeholders.
- Generate reports related to headcount, turnover, hiring, retention, demographics, talent movement, and other workforce metrics.
- Ensure reports are delivered accurately and within established service-level expectations.
Dashboard & Self-Service Reporting Development 20%
- Design, develop, and maintain self-service reporting tools and dashboards.
- Create user-friendly reporting solutions that enable leaders to independently access workforce information.
- Partner with HR and business stakeholders to identify reporting requirements and prioritize enhancements.
- Continuously improve reporting accessibility, usability, and data visualization effectiveness.
Reporting Governance & Documentation 20%
- Maintain reporting documentation, business rules, data definitions, and reporting procedures.
- Support governance processes to ensure consistent use of people metrics across the organization.
- Establish and maintain reporting standards and best practices.
- Document report logic, calculations, and data sources to support transparency and scalability.
Data Quality & Integrity 15%
- Monitor reporting accuracy, consistency, and data reliability across workforce reports.
- Validate workforce metrics and investigate reporting discrepancies.
- Partner with HRIS, People Analytics, and Data Governance teams to resolve data issues.
- Support audit and validation processes to improve confidence in workforce reporting.
Stakeholder Partnership 10%
- Collaborate with HR Business Partners, Centers of Excellence, HR Operations, and business leaders to understand reporting needs.
- Provide guidance and training to stakeholders on available reports and dashboards.
- Translate business requirements into actionable reporting solutions.
- Serve as a resource for workforce reporting questions and metric interpretation.
MINIMUM QUALIFICATION, SKILL AND/OR COMPETENCY REQUIREMENTS:
Required
- Bachelor's degree in Human Resources, Business Analytics, Information Systems, Statistics, or equivalent experience.
- 3+ years of experience in HR reporting, workforce analytics, business intelligence, or data analysis.
- Experience working with HRIS platforms (Workday preferred).
- Strong proficiency in reporting and visualization tools such as Power BI, Tableau, Workday Reporting, or similar platforms.
- Advanced Excel and data analysis skills.
- Strong attention to detail and commitment to data accuracy.
Preferred
- Experience supporting people analytics or workforce reporting functions.
- Knowledge of HR data structures, employee life cycle metrics, and workforce KPIs.
- Experience with SQL, data modeling, or business intelligence tools.
- Familiarity with data governance and reporting controls.
PAY RANGE:
$69,840.00 - $104,760.00
CULTURE AND BENEFITS:
At Andersen, we believe our people are at the heart of everything we do. Every day, their talent, dedication and passion enables us to be the most trusted window & door company. To support our employees, we provide a comprehensive Total Rewards Package – a thoughtful combination of pay and benefits that reflects our commitment to investing in each team member’s wellbeing and success. While specific benefits may vary by position or location, we’re proud to offer a comprehensive Total Rewards Package designed to support your well‑being, growth, and future. Our benefits include:
- 401 (k) Plan, Employer Fixed Contributions & Company Matching
- Profit Sharing*
- Medical, Dental and Vision Coverage*
- Flexible Spending Accounts (FSAs)*, Health Savings Account (HSA) and Health Reimbursement Account (HRA)
- Life Insurance
- Paid Time Off & Paid Holidays
- Paid Maternity Leave & Paid Parental Leave*
- Career Growth Planning & Nationwide Career Opportunities
*For employees covered by a collective bargaining agreement, some benefits may differ or may not be available based on the terms of the agreement.
PROFIT SHARING: In 2026 Andersen has set a profit-sharing target of $3,600 per eligible employee, prorated as appropriate. Profit Sharing will be paid out in quarterly installments to provide eligible employees with payments throughout the year, with payment amounts tied to quarterly operating profit performance.
EEOC EMPLOYER: Andersen is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, marital status, national origin, citizenship, genetic information, protected veteran status, or any other characteristic protected by law. Andersen Corporation will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of all applicable federal, state and local laws.
If you need a reasonable accommodation to complete a job application, participate in a job interview, or engage in any part of the hiring process, please contact HRCompliance@andersencorp.com.
We look forward to seeing how your unique skills, background and experiences will inspire our team and help us continue to be the leader we are today.
ANDERSEN CORPORATION SUMMARY:
At Andersen, we see possibility everywhere, every day and in everything we do. The possibility for our employees to achieve their full potential, for our communities to be stronger and for everyone to have a healthier, happier place to live.
Our portfolio of brands — Andersen Windows & Doors, Renewal by Andersen and Fenetres MQ — is crafted to serve customers across the new residential, home improvement and light commercial building sector.
Join our more than 13,000 employees who are inspired every day to deliver exceptional experiences that turn possibility into reality.
JOB DESCRIPTION:
SUMMARY
The People Reporting Analyst is responsible for delivering accurate, timely, and actionable workforce reporting that enables leaders and HR teams to make informed decisions. This role develops and maintains standard people reporting, self-service dashboards, and reporting tools while ensuring data integrity, consistency, and governance standards. The analyst serves as a trusted partner to HR, business leaders, and HRIS teams by translating workforce data into meaningful reporting solutions that support organizational effectiveness.
JOB RESPONSIBILITIES:
Workforce Reporting & Analytics 25%
- Produce recurring and ad hoc workforce reports from HR systems and people data platforms.
- Deliver standardized people metrics and reporting packages for managers, HR leaders, and business stakeholders.
- Generate reports related to headcount, turnover, hiring, retention, demographics, talent movement, and other workforce metrics.
- Ensure reports are delivered accurately and within established service-level expectations.
Dashboard & Self-Service Reporting Development 20%
- Design, develop, and maintain self-service reporting tools and dashboards.
- Create user-friendly reporting solutions that enable leaders to independently access workforce information.
- Partner with HR and business stakeholders to identify reporting requirements and prioritize enhancements.
- Continuously improve reporting accessibility, usability, and data visualization effectiveness.
Reporting Governance & Documentation 20%
- Maintain reporting documentation, business rules, data definitions, and reporting procedures.
- Support governance processes to ensure consistent use of people metrics across the organization.
- Establish and maintain reporting standards and best practices.
- Document report logic, calculations, and data sources to support transparency and scalability.
Data Quality & Integrity 15%
- Monitor reporting accuracy, consistency, and data reliability across workforce reports.
- Validate workforce metrics and investigate reporting discrepancies.
- Partner with HRIS, People Analytics, and Data Governance teams to resolve data issues.
- Support audit and validation processes to improve confidence in workforce reporting.
Stakeholder Partnership 10%
- Collaborate with HR Business Partners, Centers of Excellence, HR Operations, and business leaders to understand reporting needs.
- Provide guidance and training to stakeholders on available reports and dashboards.
- Translate business requirements into actionable reporting solutions.
- Serve as a resource for workforce reporting questions and metric interpretation.
MINIMUM QUALIFICATION, SKILL AND/OR COMPETENCY REQUIREMENTS:
Required
- Bachelor's degree in Human Resources, Business Analytics, Information Systems, Statistics, or equivalent experience.
- 3+ years of experience in HR reporting, workforce analytics, business intelligence, or data analysis.
- Experience working with HRIS platforms (Workday preferred).
- Strong proficiency in reporting and visualization tools such as Power BI, Tableau, Workday Reporting, or similar platforms.
- Advanced Excel and data analysis skills.
- Strong attention to detail and commitment to data accuracy.
Preferred
- Experience supporting people analytics or workforce reporting functions.
- Knowledge of HR data structures, employee life cycle metrics, and workforce KPIs.
- Experience with SQL, data modeling, or business intelligence tools.
- Familiarity with data governance and reporting controls.
PAY RANGE:
$69,840.00 - $104,760.00
CULTURE AND BENEFITS:
At Andersen, we believe our people are at the heart of everything we do. Every day, their talent, dedication and passion enables us to be the most trusted window & door company. To support our employees, we provide a comprehensive Total Rewards Package – a thoughtful combination of pay and benefits that reflects our commitment to investing in each team member’s wellbeing and success. While specific benefits may vary by position or location, we’re proud to offer a comprehensive Total Rewards Package designed to support your well‑being, growth, and future. Our benefits include:
- 401 (k) Plan, Employer Fixed Contributions & Company Matching
- Profit Sharing*
- Medical, Dental and Vision Coverage*
- Flexible Spending Accounts (FSAs)*, Health Savings Account (HSA) and Health Reimbursement Account (HRA)
- Life Insurance
- Paid Time Off & Paid Holidays
- Paid Maternity Leave & Paid Parental Leave*
- Career Growth Planning & Nationwide Career Opportunities
*For employees covered by a collective bargaining agreement, some benefits may differ or may not be available based on the terms of the agreement.
PROFIT SHARING: In 2026 Andersen has set a profit-sharing target of $3,600 per eligible employee, prorated as appropriate. Profit Sharing will be paid out in quarterly installments to provide eligible employees with payments throughout the year, with payment amounts tied to quarterly operating profit performance.
EEOC EMPLOYER: Andersen is an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, disability, marital status, national origin, citizenship, genetic information, protected veteran status, or any other characteristic protected by law. Andersen Corporation will consider for employment qualified applicants with criminal histories in a manner consistent with the requirements of all applicable federal, state and local laws.
If you need a reasonable accommodation to complete a job application, participate in a job interview, or engage in any part of the hiring process, please contact HRCompliance@andersencorp.com.
We look forward to seeing how your unique skills, background and experiences will inspire our team and help us continue to be the leader we are today.
OPT Accounting Job Roles in Minnesota
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Search Accounting Jobs in MinnesotaAccounting OPT Sponsorship Jobs in Minnesota: Frequently Asked Questions
Which accounting companies sponsor F-1 OPT visas in Minnesota?
The Big Four, Deloitte, PwC, EY, and KPMG, have established offices in Minneapolis and Saint Paul that have historically hired F-1 OPT candidates in audit and tax roles. Regional firms such as CliftonLarsonAllen, Wipfli, and Eide Bailly also recruit accounting OPT students. Large Minnesota-based corporations in retail, healthcare, and financial services frequently hire OPT-eligible accountants into their finance and internal audit teams.
Which cities in Minnesota have the most accounting F-1 OPT sponsorship jobs?
Minneapolis and Saint Paul together form the primary market for accounting OPT positions in Minnesota, concentrating the state's public accounting firms, corporate headquarters, and financial institutions. Rochester attracts accounting professionals connected to the Mayo Clinic health system. Bloomington and Eden Prairie, both suburban Twin Cities communities, house regional finance operations for several Fortune 500 companies and mid-size firms that periodically hire OPT-eligible staff.
How do I find accounting F-1 OPT sponsorship jobs in Minnesota?
Migrate Mate filters job listings specifically for F-1 OPT-eligible accounting roles in Minnesota, drawing on DOL Labor Condition Application filing data to surface employers with verified sponsorship history. Searching by accounting job titles, such as staff accountant, tax associate, or audit associate, and filtering for Minnesota locations lets you focus on employers who have actively hired OPT candidates rather than applying speculatively to every firm.
What types of accounting roles typically qualify for F-1 OPT sponsorship in Minnesota?
Roles that align with your accounting degree field qualify for standard OPT, including staff accountant, audit associate, tax associate, financial analyst, and accounts payable or receivable specialist positions. STEM OPT extension eligibility applies if your accounting or finance degree program appears on the DHS STEM-designated degree list, which some quantitative finance and management information systems programs satisfy. Confirm your specific program's STEM designation with your Designated School Official before applying.
Are there any Minnesota-specific considerations for F-1 OPT accounting sponsorship?
Minnesota's concentration of healthcare, retail, and financial services employers creates demand for accounting professionals with industry-specific knowledge, particularly in areas like cost accounting for healthcare or retail inventory accounting. The state's CPA licensure process through the Minnesota Board of Accountancy is separate from OPT authorization, so you can begin OPT employment while working toward the 150 credit-hour requirement for licensure. Employers familiar with Big Ten university recruiting pipelines are generally more accustomed to OPT candidates.