Talent & HR Business Partner

LHB • Minneapolis, MN

1d • Hybrid

About The Position

LHB is seeking a Talent & HR Business Partner to join their team. This role focuses on bringing people into the organization, helping them navigate their experience at LHB, and supporting their growth and performance. The Talent & HR Business Partner will partner with leaders and employees to develop and implement talent acquisition strategies, enhance the employee experience, and foster talent and performance development. This position requires collaboration with the broader HR team, including the HR Director, People Operations Partner, Total Rewards Specialist, and HR Coordinator, to ensure a coordinated and effective HR function. The role involves leading initiatives, influencing outcomes, and translating business needs into practical talent solutions.

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.

Nice To Haves

• 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.

Responsibilities

• 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.
• 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.
• 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.
• 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.

Benefits

• 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

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level