Talent & HR Business Partner at LHB in US-MN-Minneapolis

Job description

• LHB is looking for a Talent & HR Business Partner to join our Human Resources team.
• This is an opportunity to help shape how LHB attracts, develops, and supports people across the organization. You’ll lead talent acquisition while also helping strengthen the connections between employee development, leadership development, performance, and the overall employee experience. You’ll work directly with leaders and employees, bringing both strategic thinking and practical HR partnership to the people opportunities and challenges that matter most.
• This is an especially exciting time to join LHB as we continue to evolve our people practices and invest in the systems, tools, and experiences that help employees and leaders thrive. You’ll join a collaborative HR team where you’ll have room to influence how we work, build new approaches, and turn ideas into practices that make a meaningful difference across the organization.
• Reports to: HR Director
• Located in: Minneapolis or Duluth, Minnesota

Responsibilities

• Talent Acquisition
• Bring people in.
• Develop and implement LHB’s talent acquisition strategy and practices to attract and hire talent aligned with organizational and workforce needs.
• Partner with leaders to understand staffing needs, develop recruitment strategies, and guide hiring decisions.
• Lead recruitment from intake through selection and offer, utilizing the HR Coordinator for recruiting administration and logistics.
• Develop sourcing strategies and talent pipelines, including college, professional, and community recruiting relationships.
• Ensure job postings, selection practices, interview processes, and candidate experiences are effective, consistent, inclusive, and compliant.
• Develop tools and resources that strengthen interviewer and hiring-manager capability.
• Monitor recruiting outcomes, candidate sources, hiring trends, and workforce needs to identify opportunities for improvement.
• Develop and maintain HR dashboards and key workforce metrics, translating data and trends into clear insights that inform talent strategies and leadership decision-making.
• Act as point person to ensure firm is following and filing all requirements related to federal, state, and local affirmative action plans.
• Employee Experience & HR Partnership
• Help people successfully join, navigate, and experience LHB.
• Serve as a trusted HR partner to leaders and employees, providing practical guidance and support across the employee experience.
• Partner with leaders and the HR team to support effective onboarding and integration of new employees, with particular focus on the leader and employee experience.
• Coach supervisors and employees through performance, conduct, communication, team, and workplace concerns.
• Provide guidance on employee relations matters and promote fair and consistent application of policies and people practices.
• Conduct or support employee relations reviews and investigations as appropriate.
• Identify patterns and themes across onboarding, employee relations, and day-to-day HR partnership that may indicate broader talent, leadership, workplace, or organizational needs.
• Help leaders anticipate and address people impacts associated with changes in teams, roles, or ways of working.
• Partner with leaders and the HR team to support effective employee transitions and offboarding, including conducting exit interviews and identifying themes and insights that can strengthen the employee experience and inform talent practices.
• Talent & Performance Development
• Help people grow and perform.
• In partnership with HR Director and team, develop LHB’s approach to employee and leadership development in alignment with organizational priorities and workforce needs.
• Build connections between performance, feedback, coaching, learning, career development, and talent planning.
• Assess employee and leadership development needs and translate them into meaningful learning strategies, programs, tools, resources, and experiences.
• Partner with employees and supervisors to strengthen development planning, career growth, and ongoing performance conversations.
• Strengthen supervisor and leadership capability in goal setting, feedback, coaching, employee development, communication, team effectiveness, and performance conversations.
• Develop and facilitate supervisor and leadership learning experiences and development opportunities.
• Develop approaches that strengthen technical, professional, interpersonal, business, and leadership capability across LHB.
• Partner with the People Operations Partner, who owns the performance management process, to strengthen the quality and effectiveness of performance and development practices.
• Identify and manage external learning resources, vendors, facilitators, and development opportunities as appropriate.
• Collaborate HR Leadership
• Lead through partnership and shared accountability.
• Work as an integrated member of the HR team, collaborating closely with the HR Director, People Operations Partner, Total Rewards Specialist, HR Coordinator, and the broader team at LHB.
• Provide leadership and coordination for initiatives within areas of responsibility, including work that requires contributions from multiple members of the HR team.
• Lead through influence rather than formal authority, creating clarity around priorities, responsibilities, decisions, and next steps.
• Draw on the expertise of HR team members and ensure appropriate partners are engaged in work and decisions that affect their areas of responsibility.
• Provide direction and guidance to the HR Coordinator on recruiting, onboarding, and talent-program support while respecting the Coordinator’s reporting relationship.
• Partner with the People Operations Partner to create strong connections between talent practices and people operations.
• Share information, identify dependencies, and help resolve gaps or overlaps across HR work so employees and leaders experience HR as a coordinated team.
• Contribute to HR priorities and team effectiveness beyond individual areas of responsibility when organizational needs require it.

Requirements

• Bachelor’s degree in human resources, organizational development, business, or a related field, or an equivalent combination of education and relevant experience.
• 8 years of progressive talent and/or human resources experience with demonstrated strength in talent acquisition, employee relations, talent development, and/or HR business partnership.
• 3 years of experience with recruiting in a professional services firm setting or environment with salaried, exempt positions.
• One year of experience working in a talent development environment supporting, creating, and/or driving initiatives.
• Demonstrated experience managing HRIS, learning, and/or ATS platforms; and leveraging the data to make thoughtful talent decisions.
• Demonstrated experience operating in an HR role with federal, state, and/or local affirmative action plan and reporting requirements.
• Demonstrated experience managing employee relations issues and ability to navigate sensitive employee matters with sound judgment, discretion, empathy, and appropriate attention to organizational risk.
• Demonstrated experience using systems to create efficiencies with a positive employee/leader experience.
• Demonstrated experience advising and coaching supervisors and leaders on employee and talent matters.
• Ability to develop and implement talent acquisition and employee development practices.
• Ability to lead initiatives and influence outcomes across teams without relying on formal authority.
• Strong facilitation, coaching, consultation, communication, and relationship-building skills.
• Ability to understand business needs and translate them into practical talent and people solutions.
• Ability to work collaboratively in an integrated HR team with shared responsibilities and interdependent work.

Skills

Required

• Recruitment and selection
• Employee relations
• Talent development
• HR business partnership
• HRIS, learning, and/or ATS platforms
• Data analysis and dashboard development
• Coaching and consultation
• Communication and relationship-building
• Influence without formal authority
• Business acumen

Preferred

• Affirmative action plan and reporting
• Employee relations issue management
• Systems efficiency

Benefits

• The anticipated base salary range for this position is $87,000 - $97,000 annually. The selected candidate’s offer will be based on experience, knowledge, skills and abilities, as well as internal equity.
• This position is also eligible for annual bonus opportunities based on company profit and individual performance.
• Hybrid work environment
• Paid time off & Flexible Holidays
• Medical and dental insurance
• HSA/FSA options
• Basic Life and AD&D
• 401(k) matching contributions equal to 100% of your elective deferral rate, up to a maximum of 5% of your pay.
• Employee Assistance Program
• Employee-owned company with opportunities to become a shareholder