Talent & HR Business Partner

The Opportunity

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

Why LHB?

At LHB, we want talented people to come here, grow here, and thrive here. For 60 years, we’ve built our company around thoughtful, sustainable design, strong relationships, technical excellence, and a commitment to making a difference.

We invest in our people.
We support professional growth with both time and resources, defined career paths, and a strong commitment to developing and promoting talent from within. We want you to build what’s next in your career at LHB.

Our values guide how we work.
Healthy Relationships, Technical Excellence, Dedicated, and Listen First aren’t just words on a page. They shape how we collaborate, serve our clients, solve problems, and show up for one another.

Your voice matters.
As an employee-owned company, we believe our people should help shape where we’re going. You’ll find opportunities to contribute ideas, participate in committees and initiatives, and influence the future of LHB.

We’re built for the long term.
Our diverse portfolio of projects, clients, and markets creates opportunities to broaden your experience while helping LHB remain resilient through changing market conditions. Sixty years in, we’re still thinking about what’s next.

We care about where we live and work.
Our commitment to stronger communities extends beyond our projects. We give back through nonprofit investments, scholarships, partnerships, and the time and talents of our people.

We want you to thrive—in work and in life.
We support flexibility and recognize that careers and lives have seasons. Our goal is true wellness: an environment where people can do meaningful work, continue growing, and have full lives outside of work.

And when LHB succeeds, our people share in that success through profit-based bonus opportunities and the potential to become an LHB shareholder.

What You’ll Do

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.

What you'll Bring

Minimum Qualifications