Human Resources Business Partner

Lantern•Dallas, TX

1d•$110,000 - $150,000•Hybrid

About The Position

As a Human Resources Business Partner (HRBP) at Lantern, you will play a crucial role in aligning business objectives with employees and management within the organization. This role requires a strategic thinker with exceptional problem-solving abilities and proactive soft skills to drive organizational effectiveness and employee engagement.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or a related field
5+ years of proven experience as an HRBP or in a similar HR role, demonstrating a track record of strategic problem-solving and proactive soft skills.
Strong understanding of employment laws and HR best practices.
Excellent communication, interpersonal, and influencing skills.
Ability to handle confidential information with integrity and professionalism.
Advanced analytical skills with the ability to identify, interpret, and action data and trends.

Nice To Haves

Certification in Human Resources (e.g., PHR, SPHR) is a plus.

Responsibilities

Collaborate closely with leaders to understand organizational goals and challenges, provide human resources expertise on business strategies and offer sound business insights to leaders and teams.
Consistent record of getting things done with grace and skill through formal channels and informal networks, establishes effective relationships and operates with a high degree of emotional intelligence.
Act as a trusted advisor to employees and managers, address workplace concerns, conflicts, and performance issues with empathy and discretion.
Provide developmental coaching and feedback to business leaders, manage difficult employee issues, and deliver on organizational goals.
Identify opportunities for organizational improvements and implement proactive strategies to enhance team dynamics and performance.
Partner with senior leadership to plan, develop and implement talent initiatives in support of strategic business goals.
Lead change initiatives by developing communication plans, training initiatives, and adoption strategies to facilitate smooth transitions.
Drive performance management processes including goal setting, performance reviews, and development plans to promote continuous improvement and employee growth.
Advise, deliver and drive adoption and execution for key company planning and review cycles including feedback, compensation, promotions, and annual workforce management planning.
Establish, uphold, and evolve company policies and procedures, ensuring adherence to legal requirements and best practices.
Utilize data to monitor key employee performance indicators, identify trends, and recommend proactive solutions to enhance organizational effectiveness.
Perform other People Team responsibilities as necessary.