Human Resources Associate Visa Sponsorship Jobs in Minnesota
Minnesota's human resources associate roles are concentrated in the Twin Cities metro, where major employers like Target, UnitedHealth Group, and Mayo Clinic maintain large HR functions. Healthcare systems, retail headquarters, and financial services firms in Minneapolis and Saint Paul regularly hire HR associates, making Minnesota one of the more active Midwest markets for this role.
Find Human Resources Associate JobsOverview
Showing 5 of 97+ Human Resources Associate Jobs in Minnesota with Visa Sponsorship
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
Have you applied for this role?
See all 97+ Human Resources Associate Jobs in Minnesota with Visa Sponsorship
Sign up for free to unlock all listings, filter by visa type, and get alerts for new Human Resources Associate Jobs in Minnesota with Visa Sponsorship.
Get Access To All JobsINTRODUCTION
Perforce is a community of collaborative experts, problem solvers, and possibility seekers who believe work should be both challenging and fun. We are proud to inspire creativity, foster belonging, support collaboration, and encourage wellness. At Perforce, you’ll work with and learn from some of the best and brightest in business. Before you know it, you’ll be in the middle of a rewarding career at a company headed in one direction: upward.
With a global footprint spanning more than 80 countries and including over 75% of the Fortune 100, Perforce Software, Inc. is trusted by the world’s leading brands to deliver solutions for the toughest challenges. The best run DevOps teams in the world choose Perforce.
Position Summary:
Perforce Software’s Chief People Officer is seeking an experienced, strategic Senior Director, HR Business Partner to serve as the senior-most HR leader responsible for aligning global talent management, HR operations, and organizational development strategies with the company's business objectives. This executive will lead and develop a team of regional and strategic HR Business Partners worldwide, ensuring consistent, high-impact people programs that enable Perforce to scale effectively across its global footprint.
This role is both a strategic architect and a hands-on operator responsible for designing enterprise-wide talent frameworks, coaching senior leaders, and driving execution through a geographically distributed HRBP team. The ideal candidate brings deep expertise in organizational design, workforce planning, change leadership, and talent development, along with a proven track record of partnering with executive teams in a high-growth, technology-driven environment.
Requirements
Required:
- 12+ years of progressive HR experience, with a minimum of 5 years in a senior HR Business Partner or HR leadership role at the Director level or above.
- Demonstrated experience leading and developing geographically distributed HRBP teams in a global, matrixed organization.
- Proven track record of designing and executing global talent management, succession planning, and organizational development programs that delivered measurable business outcomes.
- Deep expertise in organizational design, workforce planning, change management, and executive coaching.
- Experience supporting technology or software companies in high-growth environments, including M&A integration experience.
- Exceptional executive presence and influencing skills — ability to counsel and challenge senior leaders with confidence, credibility, data, and empathy.
- Strong data literacy with the ability to leverage people analytics to diagnose trends, build business cases, and guide strategic decisions.
- Bachelor's degree in Human Resources or Business Administration, or a related field.
Preferred:
- Master's degree or MBA with an HR or Organizational Development focus.
- SHRM-SCP, SPHR, or equivalent senior HR certification.
- Familiarity with HR technology ecosystems including Workday, Lattice, or similar platforms.
- Experience operating within private equity-backed or publicly traded software companies.
Responsibilities:
Strategic HR Leadership & Business Partnership
- Serve as a trusted executive advisor to senior business leaders across Perforce's global business units, providing counsel on organizational effectiveness, workforce strategy, and people-related risks.
- Translate business strategy into integrated HR programs, aligning talent acquisition pipelines, leadership development, succession planning, and retention strategies to organizational goals on a global scale.
- Partner with the CPO and C-suite to design and implement enterprise-wide people strategies that support Perforce's growth trajectory, M&A activity, and evolving organizational structure maturation.
- Lead executive-level organizational design and restructuring initiatives, ensuring structural alignment with business priorities while minimizing disruption and maximizing employee experience, standardizing span of control globally.
Global HRBP Team Leadership & Development
- Lead, mentor, and develop a high-performing team of regional and strategic HR Business Partners, setting clear direction, performance expectations, and professional growth plans.
- Establish a consistent HRBP operating model and governance framework across all regions, ensuring unified execution of global HR programs with appropriate local adaptation.
- Build and sustain cross-functional partnerships with Centers of Excellence (CoEs) including Talent Acquisition, Total Rewards, L&D, Communications & Culture, and HR Operations to deliver integrated people solutions.
Global Talent Management & Organizational Development
- Own the global talent management strategy and execution, including talent reviews, succession planning, high-potential identification, and leadership pipeline development.
- Design and lead organizational development initiatives including change management programs, messaging, and resources to support evolving business needs.
- Champion Perforce's performance management philosophy, driving continuous improvement and calibration processes that build a high-performance culture grounded in accountability and growth.
- Lead workforce planning and organizational analytics, leveraging people data and insights to anticipate talent gaps, inform headcount decisions, and drive proactive talent strategies.
- Oversee career architecture, role clarity, and competency framework development to support internal mobility and scalable growth.
- Lead the organization through upskilling change management aligned to a broad, global AI strategy supporting all functions’ growth in AI fluency.
Change Management, Culture & Employee Experience
- Lead enterprise change management for major organizational transformations, M&A integrations, and strategic restructuring efforts, ensuring people-first approaches throughout.
- Act as a champion for Perforce's culture and values and ensure initiatives support inclusion, belonging, and employee well-being at every stage of the employee lifecycle.
- Monitor and respond to employee sentiment through engagement survey data, stay/exit interviews, and listening channels. Translate insights into targeted action plans with measurable outcomes.
- Partner with Communications & Culture team to develop compelling internal narratives that support organizational change and build alignment across the global workforce.
HR Operations, Compliance & Risk Management
- Ensure consistent application of HR policies, employment law compliance, and risk mitigation across all geographies in which Perforce operates.
- Partner with Legal and HR Operations to oversee complex employee relations matters, investigations, and employment disputes, particularly for senior-level or cross-jurisdictional cases.
- Ensure HRBP team readiness for regulatory changes, geographic expansion, and workforce compliance requirements.
Additionally, this position is eligible for benefits including, but not limited to, medical, dental, vision, retirement benefits, life insurance, wellness programs, total time off, and other employee perks that may be offered by Perforce from time to time. The actual offer will depend on a number of factors including, but not limited to, a candidate’s education, skills, qualifications, depth of experience and other relevant business considerations. Perforce reserves the right to amend or modify employee perks and benefits at any time.
All employees are expected to demonstrate AI fluency appropriate to their role and level, including responsible use of AI tools, sound judgment, and adherence to company AI governance and security policy standards.
Come work with us! Our team members are valued for their contributions, introduced to new opportunities, and rewarded well. Perforce combines the experience and rewards of a start-up with the security of an established and privately held profitable company.
If you are passionate about the technology that impacts our day-to-day lives and want to work with talented and dedicated people across the globe, apply today!
Please click here for: EOE & Belonging Statements | Perforce Software
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
INTRODUCTION
Perforce is a community of collaborative experts, problem solvers, and possibility seekers who believe work should be both challenging and fun. We are proud to inspire creativity, foster belonging, support collaboration, and encourage wellness. At Perforce, you’ll work with and learn from some of the best and brightest in business. Before you know it, you’ll be in the middle of a rewarding career at a company headed in one direction: upward.
With a global footprint spanning more than 80 countries and including over 75% of the Fortune 100, Perforce Software, Inc. is trusted by the world’s leading brands to deliver solutions for the toughest challenges. The best run DevOps teams in the world choose Perforce.
Position Summary:
Perforce Software’s Chief People Officer is seeking an experienced, strategic Senior Director, HR Business Partner to serve as the senior-most HR leader responsible for aligning global talent management, HR operations, and organizational development strategies with the company's business objectives. This executive will lead and develop a team of regional and strategic HR Business Partners worldwide, ensuring consistent, high-impact people programs that enable Perforce to scale effectively across its global footprint.
This role is both a strategic architect and a hands-on operator responsible for designing enterprise-wide talent frameworks, coaching senior leaders, and driving execution through a geographically distributed HRBP team. The ideal candidate brings deep expertise in organizational design, workforce planning, change leadership, and talent development, along with a proven track record of partnering with executive teams in a high-growth, technology-driven environment.
Requirements
Required:
- 12+ years of progressive HR experience, with a minimum of 5 years in a senior HR Business Partner or HR leadership role at the Director level or above.
- Demonstrated experience leading and developing geographically distributed HRBP teams in a global, matrixed organization.
- Proven track record of designing and executing global talent management, succession planning, and organizational development programs that delivered measurable business outcomes.
- Deep expertise in organizational design, workforce planning, change management, and executive coaching.
- Experience supporting technology or software companies in high-growth environments, including M&A integration experience.
- Exceptional executive presence and influencing skills — ability to counsel and challenge senior leaders with confidence, credibility, data, and empathy.
- Strong data literacy with the ability to leverage people analytics to diagnose trends, build business cases, and guide strategic decisions.
- Bachelor's degree in Human Resources or Business Administration, or a related field.
Preferred:
- Master's degree or MBA with an HR or Organizational Development focus.
- SHRM-SCP, SPHR, or equivalent senior HR certification.
- Familiarity with HR technology ecosystems including Workday, Lattice, or similar platforms.
- Experience operating within private equity-backed or publicly traded software companies.
Responsibilities:
Strategic HR Leadership & Business Partnership
- Serve as a trusted executive advisor to senior business leaders across Perforce's global business units, providing counsel on organizational effectiveness, workforce strategy, and people-related risks.
- Translate business strategy into integrated HR programs, aligning talent acquisition pipelines, leadership development, succession planning, and retention strategies to organizational goals on a global scale.
- Partner with the CPO and C-suite to design and implement enterprise-wide people strategies that support Perforce's growth trajectory, M&A activity, and evolving organizational structure maturation.
- Lead executive-level organizational design and restructuring initiatives, ensuring structural alignment with business priorities while minimizing disruption and maximizing employee experience, standardizing span of control globally.
Global HRBP Team Leadership & Development
- Lead, mentor, and develop a high-performing team of regional and strategic HR Business Partners, setting clear direction, performance expectations, and professional growth plans.
- Establish a consistent HRBP operating model and governance framework across all regions, ensuring unified execution of global HR programs with appropriate local adaptation.
- Build and sustain cross-functional partnerships with Centers of Excellence (CoEs) including Talent Acquisition, Total Rewards, L&D, Communications & Culture, and HR Operations to deliver integrated people solutions.
Global Talent Management & Organizational Development
- Own the global talent management strategy and execution, including talent reviews, succession planning, high-potential identification, and leadership pipeline development.
- Design and lead organizational development initiatives including change management programs, messaging, and resources to support evolving business needs.
- Champion Perforce's performance management philosophy, driving continuous improvement and calibration processes that build a high-performance culture grounded in accountability and growth.
- Lead workforce planning and organizational analytics, leveraging people data and insights to anticipate talent gaps, inform headcount decisions, and drive proactive talent strategies.
- Oversee career architecture, role clarity, and competency framework development to support internal mobility and scalable growth.
- Lead the organization through upskilling change management aligned to a broad, global AI strategy supporting all functions’ growth in AI fluency.
Change Management, Culture & Employee Experience
- Lead enterprise change management for major organizational transformations, M&A integrations, and strategic restructuring efforts, ensuring people-first approaches throughout.
- Act as a champion for Perforce's culture and values and ensure initiatives support inclusion, belonging, and employee well-being at every stage of the employee lifecycle.
- Monitor and respond to employee sentiment through engagement survey data, stay/exit interviews, and listening channels. Translate insights into targeted action plans with measurable outcomes.
- Partner with Communications & Culture team to develop compelling internal narratives that support organizational change and build alignment across the global workforce.
HR Operations, Compliance & Risk Management
- Ensure consistent application of HR policies, employment law compliance, and risk mitigation across all geographies in which Perforce operates.
- Partner with Legal and HR Operations to oversee complex employee relations matters, investigations, and employment disputes, particularly for senior-level or cross-jurisdictional cases.
- Ensure HRBP team readiness for regulatory changes, geographic expansion, and workforce compliance requirements.
Additionally, this position is eligible for benefits including, but not limited to, medical, dental, vision, retirement benefits, life insurance, wellness programs, total time off, and other employee perks that may be offered by Perforce from time to time. The actual offer will depend on a number of factors including, but not limited to, a candidate’s education, skills, qualifications, depth of experience and other relevant business considerations. Perforce reserves the right to amend or modify employee perks and benefits at any time.
All employees are expected to demonstrate AI fluency appropriate to their role and level, including responsible use of AI tools, sound judgment, and adherence to company AI governance and security policy standards.
Come work with us! Our team members are valued for their contributions, introduced to new opportunities, and rewarded well. Perforce combines the experience and rewards of a start-up with the security of an established and privately held profitable company.
If you are passionate about the technology that impacts our day-to-day lives and want to work with talented and dedicated people across the globe, apply today!
Please click here for: EOE & Belonging Statements | Perforce Software
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Human Resources Associate Job Roles in Minnesota
See all 97+ Human Resources Associate Jobs in Minnesota
Sign up for free to filter by visa type, set job alerts, and find employers with verified sponsorship history.
Search Human Resources Associate Jobs in MinnesotaHuman Resources Associate Jobs in Minnesota: Frequently Asked Questions
Which companies sponsor visas for human resources associates in Minnesota?
Large employers with established HR departments are the most likely sponsors. In Minnesota, that includes UnitedHealth Group, Target, Best Buy, 3M, and Mayo Clinic, all of which have sponsored H-1B visa workers in HR-related roles in past years according to Department of Labor disclosure data. Smaller regional firms sponsor less frequently, so focusing on Fortune 500 and large healthcare employers in the state improves your odds.
Which visa types are most common for human resources associate roles in Minnesota?
The H-1B is the most common visa category for human resources associates, provided the role qualifies as a specialty occupation requiring a bachelor's degree in human resources, business, psychology, or a related field. Candidates already in the U.S. on F-1 OPT may work in HR associate roles before transitioning to H-1B. The TN visa is available for Canadian and Mexican nationals in qualifying management or HR-adjacent categories.
Which cities in Minnesota have the most human resources associate sponsorship jobs?
Minneapolis and Saint Paul account for the majority of HR associate sponsorship opportunities in Minnesota. The broader Twin Cities metro is home to the state's largest employer headquarters and healthcare systems. Rochester, where Mayo Clinic is headquartered, is a secondary market worth targeting. Duluth and other regional cities have far fewer sponsorship opportunities for this role given the smaller concentration of large corporate employers.
How to find human resources associate visa sponsorship jobs in Minnesota?
Migrate Mate filters job listings specifically by visa sponsorship availability, so you can search human resources associate roles in Minnesota without sorting through positions that won't consider international candidates. The platform surfaces employers who have sponsored HR roles before, which saves significant time. Filtering by Minnesota and the HR associate job category on Migrate Mate gives you a targeted view of what's currently open and sponsor-eligible in the state.
Are there any state-specific considerations for human resources associate visa sponsorship in Minnesota?
Minnesota's strong university system, including the University of Minnesota and several private colleges, creates a consistent pipeline of HR graduates, which means competition for entry-level HR associate roles can be high. Employers sponsoring H-1B workers must pay the prevailing wage determined by the Department of Labor for the Minneapolis-Saint Paul metro area, which is publicly available through DOL's Foreign Labor Certification data. Healthcare and retail headquarters in the Twin Cities tend to have more structured HR sponsorship processes than smaller employers.
What is the prevailing wage for sponsored human resources associate jobs in Minnesota?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.