Location: North Metro, Twin Cities, MN (onsite) Type: Full-time, exempt Compensation: $90,000 to $105,000 base salary, plus benefits
About the Company
Our client is a fast-growing Twin Cities manufacturer of high-tech equipment serving a global customer base. Driven by strong demand in its industry, the company has grown rapidly over the past year and employs a few hundred people across production, engineering, and business functions. It is a close-knit organization where you can still get to know most of your coworkers, with low turnover, a mix of long-tenured and new employees, and a lot of momentum.
The Opportunity
The Senior HR Generalist joins a small, hands-on HR team at an exciting point. With the foundations in place, the team is now building the next phase of HR: new systems, new programs, and better ways to serve a quickly growing workforce. This role is a true senior generalist position, roughly half strategic and half hands-on, with ownership of select HR functions and a voice in shaping how HR delivers services across the company. It is ideal for someone who thrives on variety, shifting priorities, and the chance to build.
We’re partnering with a privately owned, private equity-backed company to hire their first ever HR Leader. The growth plan is bold: expand the footprint, acquire strong regional businesses, and build the leading platform in the region. They have the momentum and the backing. Now they need an HR leader who can build the foundation that lets them scale.
This a chance to design an HR function from the ground up, with direct access to ownership and senior leadership.
What you’ll do
Build and lead the HR function
Assess current HR processes, capabilities, and infrastructure, then create a practical roadmap for what comes next
Establish consistent policies and best practices across locations without creating red tape
Strengthen the core disciplines: employee relations, performance management, compensation, benefits, talent development, recruiting, retention, and compliance
Build a service-oriented HR team that gives managers and employees the tools they need to succeed
Fuel the buy-and-build strategy
Partner with executive leadership on the people side of acquisition due diligence and integration
Create a repeatable playbook for onboarding acquired businesses and aligning policies, systems, and practices
Retain critical talent, communicate change clearly, and protect the culture that made each business successful
Be a trusted partner to leadership
Coach operating leaders and front-line managers on employee relations, accountability, and team effectiveness
Translate growth goals into actionable people strategies
Bring consistency and structure while preserving the entrepreneurial spirit that got the company here
Own the employee experience
Lead recruiting and retention for drivers, dispatchers, and operational leaders, partnering with local managers to solve real workforce challenges
Track turnover, time-to-fill, and retention to show what’s working
Build HR approaches that fit a hands-on, operational workforce
Create scalable systems
Improve HR technology, employee data, and workforce reporting
Work with payroll and outside providers to tighten processes and controls
Support multi-state compliance, including wage-and-hour, workers’ compensation, and return-to-work coordination
Your first 12 months
Assess HR capabilities and address immediate workforce and compliance needs
Improve recruiting and retention for critical field and operational roles
Put practical, scalable processes, systems, and reporting in place across locations
Build the people-integration playbook for future acquisitions
What we’re looking for
Significant progressive HR experience, including leadership of a broad HR function at the Director level or equivalent
A track record of building, transforming, or professionalizing HR in a growing organization
Experience supporting acquisitions, integrations, organizational change, or multi-entity environments
Background in a multi-site, operationally complex business with a substantial hourly or blue-collar workforce
Strong knowledge of employee relations, compliance, performance management, compensation, benefits, and HR operations
Experience implementing or improving HR systems and workforce reporting
The ability to partner with senior executives, coach operational leaders, and influence business decisions
Overview We are partnering with a client in the south metro who is seeking an HR Manager to serve as the company’s top HR leader. This person will lead an HR Team of 2 and drive recruitment, onboarding, performance management, compensation and benefits, engagement, and compliance in a high-growth, fast-paced environment. This leader will elevate the HR function and build the team’s capabilities to scale alongside the company’s growth.
Responsibilities
Partner with leadership to execute HR and talent strategy, including recruiting, retention, and succession planning
Advise managers and employees on complex and sensitive issues, and serve as the escalation point for employee relations matters
Manage talent acquisition for managerial, exempt, and professional roles
Analyze compensation and benefits trends and propose competitive pay programs
Build learning and development programs
Implement and optimize HR systems (Paylocity)
Maintain compliant policies and practices as employment laws evolve ( Multi State and International would be a huge plus)
Lead, develop, and manage the HR team
Qualifications
Bachelor’s degree in HR, Business Administration, or a related field
7-10 years of HR experience, including 3+ years in HR management
Experience supporting international teams preferred
SHRM-CP or SHRM-SCP highly desired
Strong communication, negotiation, and conflict resolution skills
Thorough knowledge of employment law
Ability to prioritize, delegate, and handle confidential matters with integrity
Location: Eden Prairie, MN (on-site four days per week) Employment type: Full-time, exempt Compensation: $100,000 to $120,000 base, plus 10% annual bonus target and benefits
About the Company
Our client is a private equity-backed life sciences company headquartered in the southwest metro, with a production operations in southern Minnesota and a field sales team across several states. The business has grown significantly over the past several years and is positioned for continued expansion through organic growth and acquisitions. It’s a lean, collaborative, in-person team with a strong entrepreneurial spirit.
Role Summary
The HR Manager will own the people function end to end. This is a hands-on role for an experienced HR generalist who wants to build the function now and grow a team later. A PEO partner handles much of the administrative workload, allowing this role to focus on hiring, onboarding, performance management, compensation, employee relations, and policy. The HR Manager reports to the President and has direct access to senior leadership.
Location: Plymouth, MN Work Model: Onsite, five days per week Compensation: $95,000–$125,000 base salary + 10% STI bonus
The Opportunity
SkyWater is partnering with a high-growth organization in Plymouth to hire an experienced HR Business Partner. The company has grown tremendously over the past decade, and HR plays a visible, influential role in supporting its leaders, employees, and culture.
This is a broad, hands-on position for someone who enjoys variety and can move comfortably between strategic partnership and day-to-day execution. You will coach leaders, recruit talent, support employees, strengthen the culture, and help the organization continue to scale.
The HR team is lean, collaborative, and responsible for a great deal. The ideal candidate will bring strong HR judgment, initiative, and the ability to step in and contribute without requiring significant direction.
Key Responsibilities
Partner with leaders to understand business needs and provide thoughtful, practical HR guidance
Coach managers through employee relations, performance management, team dynamics, and organizational challenges
Build trusted relationships with employees and leaders across the organization
Support full-cycle recruiting, including intake, sourcing partnership, interviews, selection, and onboarding
Help strengthen an engaging, accountable, and people-focused culture
Respond to employee questions and provide guidance regarding policies, benefits, and workplace practices
Support talent planning, employee development, retention, and organizational effectiveness initiatives
Assist with the development and implementation of HR programs, processes, and policies
Identify opportunities to improve the employee experience and create more scalable HR practices
Balance strategic priorities with the hands-on needs of a growing business
Collaborate closely with the broader HR team and step into other priorities as needed
Ideal Candidate Profile
Broad HR experience as an HR Business Partner, Senior HR Generalist, or in a similarly versatile role
Demonstrated experience coaching and advising leaders
Strong employee relations skills and sound judgment
Experience supporting recruiting and talent acquisition activities
Comfortable working across multiple areas of HR rather than within one narrow specialty
Proactive, resourceful, and capable of working independently
Able to manage competing priorities in a fast-paced, evolving environment
Strong relationship-building, communication, and problem-solving skills
Willing to remain close to the work and contribute at both strategic and tactical levels
Energized by growth, change, and the opportunity to make a visible impact
Bachelor’s degree or equivalent professional experience preferred
HR certification is valued but not required
What Makes This Opportunity Unique
Join a successful organization experiencing significant growth
Work directly with leaders and influence how the business supports its people
Take on a broad role with meaningful ownership and variety
Join a collaborative HR team where strong ideas and initiative are valued
Make a visible impact on culture, leadership effectiveness, and the employee experience
Build your scope and earning potential through strong performance and increased contribution
This opportunity is best suited for someone motivated by meaningful work, trusted partnerships, and the ability to make an impact. While the organization does not offer a heavily layered corporate career path, strong performance is recognized and rewarded.
Location: North Metro, Minnesota Work Model: Onsite five days per week Travel: Occasional travel to other markets Compensation: Up to $95,000, based on experience Employment Type: Full-Time, Exempt
Position Overview
A growing, multi-state organization within the construction and exterior services industry is seeking a driven, highly resourceful Corporate Recruiter to support continued expansion across several geographic markets.
This role will own full-cycle recruiting across sales, operations, production, administrative, and leadership functions, with a significant focus on identifying commission-driven, field-based sales talent.
A core part of the company’s growth model involves representatives working directly within communities impacted by severe weather. These professionals build relationships with property owners, identify potential restoration needs, and guide customers through the inspection and restoration process. Recruiting individuals who can thrive in this highly entrepreneurial, door-to-door sales environment will be critical to success.
The ideal recruiter understands how to identify the confidence, resilience, competitiveness, communication skills, and self-motivation required for performance-based field sales. This person must be comfortable proactively creating candidate interest rather than relying primarily on inbound applicants.
Key Responsibilities
Full-Cycle Recruiting
Lead recruiting for sales, operations, production, administrative, and leadership positions across multiple markets.
Build consistent pipelines of commission-driven, door-to-door and field sales talent.
Proactively source candidates through LinkedIn, job boards, referrals, networking, social media, community relationships, and direct outreach.
Conduct phone screens and structured interviews to evaluate motivation, communication skills, competitiveness, resilience, coachability, and cultural alignment.
Coordinate interviews, candidate communication, offers, pre-employment requirements, and onboarding handoffs.
Maintain accurate candidate records, recruiting activity, and pipeline reporting within the applicant tracking system.
Sales Talent Sourcing
Identify candidates from transferable backgrounds such as construction, home services, roofing, solar, telecommunications, pest control, insurance, automotive sales, athletics, hospitality, and other performance-driven environments.
Clearly communicate the opportunity, expectations, earning potential, and realities of commission-based, door-to-door sales.
Evaluate whether candidates have the discipline and resilience to generate business, manage rejection, build trust quickly, and remain productive in an independent field environment.
Develop creative sourcing strategies to reach passive candidates who may not have previously considered the industry.
Multi-State Growth Partnership
Partner closely with company leadership to understand current and anticipated hiring needs across established and developing markets.
Respond quickly to changing hiring demands driven by company growth, geographic expansion, seasonal business needs, and severe weather activity.
Build talent pipelines before openings become urgent.
Adjust recruiting strategies based on local labor markets and the cultural nuances of each operating location.
Occasionally travel to other markets to learn the business, build relationships with local leaders, and better understand the characteristics needed for success within each team.
Hiring Manager and Candidate Experience
Build trusted relationships with hiring leaders and establish a clear understanding of each position and candidate profile.
Provide market feedback regarding candidate availability, compensation, competitors, and recruiting challenges.
Maintain proactive, timely communication with candidates and hiring managers throughout the process.
Represent the organization professionally and authentically in every candidate interaction.
Support a structured, consistent, and efficient selection process.
Track recruiting outcomes, including candidate flow, sourcing effectiveness, time to fill, offer acceptance, and early retention.
Qualifications
Required
3-5 years of full-cycle recruiting experience in a fast-paced, growth-oriented environment.
Experience recruiting sales professionals, ideally within commission-driven, outside, field-based, or door-to-door environments.
Strong interviewing skills and the ability to assess motivation, resilience, competitiveness, and transferable potential.
Excellent communication, relationship-building, organization, and follow-through.
Ability to manage multiple openings, markets, and shifting priorities simultaneously.
Comfort working in an onsite, highly collaborative environment five days per week.
Ability to travel occasionally to company locations in other states.
Preferred
Recruiting experience within construction, exterior services, home services, restoration, solar, insurance, telecommunications, or a similar industry.
Experience supporting hiring across multiple states or geographically dispersed markets.
Familiarity with applicant tracking systems, LinkedIn Recruiter, job boards, and modern sourcing tools.
Experience building recruiting processes, referral programs, talent pipelines, or employer-branding initiatives within a growing organization.
The Right Fit
The right person for this opportunity is proactive, persuasive, competitive, and energized by finding talent others may overlook. You enjoy initiating conversations, building relationships, and creating interest in an opportunity rather than waiting for candidates to apply.
You also understand that successful door-to-door sales professionals require a unique combination of confidence, resilience, discipline, trustworthiness, and personal drive. You know how to assess those qualities and connect strong candidates with an opportunity where their effort can directly influence their success.
This is a visible, high-impact role for a recruiter who wants to work closely with leadership, help strengthen the company’s talent strategy, and directly support the continued growth of a multi-state organization.
Location: Eden Prairie, MN | 4 days onsite, remote Fridays Compensation: $95,000–$115,000 base + bonus
SkyWater Search Partners is partnering with a well-established, growing organization in the commercial construction/services industry to hire a Payroll Manager. This is a highly visible opportunity for an experienced payroll leader to take ownership of a complex, multi-state payroll function during a significant period of transformation.
The organization supports approximately 750 employees across multiple locations and states, including both union and non-union populations. Payroll is currently being brought in-house, processes are being standardized across the organization, and the company is preparing for a transition to a new payroll platform.
This is an excellent opportunity for someone who enjoys more than simply processing payroll. The Payroll Manager will have the ability to build processes, strengthen controls, influence branch-level payroll practices, and help shape the future state of the function.
What You’ll Do
Own end-to-end, high-volume payroll operations across multiple states, entities, pay frequencies, and employee populations
Manage weekly payroll for both union and non-union employees
Lead and develop a payroll team member while partnering with payroll administrators across multiple branch locations
Help lead payroll through a significant system transition, process standardization, and organizational change
Ensure compliance with federal, state, and local payroll regulations, wage and hour requirements, union agreements, and company policies
Support prevailing wage administration, certified payroll reporting, union reporting, rate changes, and fringe requirements
Champion SOX compliance, internal controls, documentation, and audit readiness
Oversee payroll adjustments, off-cycle payrolls, final pay, PTO payouts, garnishments, child support, tax levies, and other deductions
Manage payroll-related benefit reconciliations, including 401(k) and Employee Stock Purchase Plan activity
Review payroll calculations, reconciliations, reporting, and data integrity
Partner closely with HR, Finance, Benefits, IT, and operational leadership
Identify opportunities to streamline processes, strengthen controls, and improve the overall payroll experience
What We’re Looking For
5+ years of progressive payroll experience with demonstrated leadership experience
Experience supporting payroll system implementations, integrations, process improvements, or organizational change
Strong understanding of payroll taxes, wage and hour laws, garnishments, reconciliations, and compliance requirements
Experience with SOX controls and internal/external audits preferred
UKG and/or Oracle experience is a plus
Advanced Excel and strong analytical/reconciliation skills
Collaborative, adaptable, and comfortable working in a decentralized organization
Strong communicator who can build relationships across corporate and branch-level teams
Why This Opportunity?
This is a chance to join an established organization at a pivotal point in its payroll evolution. Rather than inheriting a fully built function and maintaining the status quo, you’ll have the opportunity to help bring payroll in-house, modernize systems and processes, establish scalable practices, and create the future state of payroll operations.
The organization offers a comprehensive benefits package, including medical, dental and vision coverage, 401(k) with company match, employee stock purchase opportunities, profit sharing, paid time off, parental leave, tuition reimbursement, professional development opportunities, and an annual bonus opportunity.
SkyWater is partnering with a leading multi-state energy organization to hire a strategic HR Business Partner. This role partners closely with senior leadership to align business strategy with people strategy. Acting as a trusted advisor, this individual will serve as the connective tissue between the HR Centers of Excellence and their respective business groups to deliver high-impact talent solutions and facilitate cyclical talent programs.
This is a hybrid role with the opportunity to work remotely on Mondays and Fridays and the remainder of the week onsite in Minneapolis.
Location: Downtown Minneapolis (hybrid, in-office Tuesday and Thursday)
About the Company
Our client is an established and growing media agency headquartered in downtown Minneapolis. With over 100 employees, this is a culture built on the belief that its people are its greatest competitive advantage. They’re looking for a VP of People to lead their people strategy through its next chapter.
The Role
As a member of the leadership team, the VP of People will own the full employee experience, from talent acquisition and development to culture, engagement, organizational structure, and the systems that let both people and business thrive. Reporting to the co-president overseeing operations, finance, HR, and legal, and partnering in equal day-to-day capacity with the co-president overseeing client delivery, this is not a caretaker HR role: the company is looking for a strategic, hands-on people leader with real executive presence, someone who will bring rigor and intentionality to how they invest in their people, guide the organization through cultural and change-management moments as it grows, and build the programs that have been missing, not just maintain the status quo.
HR Generalist – College Recruiting & Safety Focus Saint Paul, MN (Hybrid) $75,000 – $85,000(flexible to ~$90K for the right candidate)
Our client, a growing distribution company with ~250 employees/contractors across seven states, is adding an HR Generalist to their team. This is a hands-on, high-visibility role reporting directly to the HR leader. You’ll get exposure to nearly every facet of HR while owning two key programs: college recruiting and safety.
The Role This is roughly 70% tactical HR generalist work, 30% program ownership. You won’t be the HR business partner for senior leadership, but you’ll have real autonomy over a well-established college recruiting pipeline and the safety program, with meaningful room to grow into additional areas (benefits strategy, culture initiatives, and more) as you show interest and aptitude.
What You’ll Own:
A well-established rotational entry-level sales pipeline program (multiple hires per year): partnering with engineering schools across the Upper Midwest, attending career fairs, and building lasting relationships that create a real talent pipeline (not just a fair-attendance calendar)
Safety program leadership: managing workers’ comp, coordinating OSHA/insurance inspections, biannual training, and first responder certification. Low-risk distribution environment, well-supported by a dedicated safety team.
visit us
601 Carlson Parkway | Suite 900
Minneapolis, Minnesota 55305
