The 2026 Minnesota HR Salary Guide is now available, offering a detailed look at compensation trends and role expectations across the Human Resources function. As organizations navigate new workforce regulations, evolving employee expectations, and increased demand for strategic HR leadership, compensation planning has become a critical component of business readiness.
Based on real hiring activity across Minnesota, the guide provides current salary ranges and market context for a wide range of HR roles, from HR operations and talent acquisition to total rewards, HRIS, and executive leadership.
HR’s Expanding Role in Minnesota Organizations
Human Resources leaders are being asked to do more than ever before. Beyond traditional people operations, HR teams are playing a central role in workforce planning, compliance readiness, organizational design, and employee experience. In Minnesota, changes such as the statewide Paid Leave program that took effect January 1, 2026, have added urgency to these responsibilities.
“HR leaders are balancing compliance, culture, and business strategy all at once,” said Jenna Estlick, President of Human Resources Solutions at Versique. “What we are seeing in the market is that organizations are placing greater value on HR professionals who can lead through change, provide clarity, and build scalable people strategies that support long-term growth.”
In-Demand HR Roles Across Minnesota
The 2026 guide highlights continued demand for HR professionals who bring both technical expertise and strategic insight. Some of the most in-demand HR roles include:
- Director of Human Resources and HR Business Partner roles aligned to strategic workforce planning
- Fractional HR Consultants supporting compliance, risk mitigation, and organizational design
- HRIS Managers and Analysts overseeing system optimization and data integrity
- Compensation and Total Rewards professionals focused on pay equity and competitive programs
- Employee Relations and Leave of Absence specialists supporting compliance and workforce continuity
These roles continue to command competitive compensation as organizations invest in HR capabilities that directly support business outcomes.
What the Salary Data Reflects
Salary ranges within the guide span early-career through executive-level HR positions, including CHRO, VP of HR, Director-level leadership, and specialized functional roles across talent acquisition, HR operations, learning and development, DEI, and total rewards.
The data reflects a market where organizations are prioritizing experienced HR leaders who can manage complexity, guide leaders through change, and ensure readiness for evolving regulatory and workforce demands.
How the Data Was Collected
The 2026 Minnesota HR Salary Guide is built using multiple data sources to ensure accuracy and relevance. These include:
- Hundreds of permanent and interim HR placements completed by Versique’s HR Solutions team
- Insights from thousands of HR professionals within Versique’s applicant tracking system
- Validated third-party compensation data from CompAnalyst
- Ongoing conversations with Minnesota employers and HR leaders throughout the year
Together, these sources provide a reliable view of market pay practices across the 25th to 75th percentile range.
The full 2026 Minnesota HR Salary Guide is available for download here.
A Practical Resource for Employers and HR Professionals
For employers, the guide offers clarity on salary expectations that impact recruiting, retention, and workforce planning decisions. For HR professionals, it provides insight into market value and compensation trends to support informed career planning.
Whether organizations are preparing for Paid Leave implementation, strengthening HR leadership, or evaluating compensation strategies, the 2026 Minnesota HR Salary Guide serves as a practical, market-tested resource grounded in real experience.
