Talent & HR Business Partner

We need to output HTML fragment with sections: About the role? Actually the posting includes sections: The Opportunity (intro), Why LHB?, What You'll Do (with subsections: Talent Acquisition, Employee Experience & HR Partnership, Talent & Performance Development, Collaborate HR Leadership), What You'll Bring (Minimum Qualifications, Preferred Qualifications, Knowledge, Skills, Abilities), Compensation & Benefits, Required Submittals, About LHB, etc. We must use

for section headings (e.g., About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We should map content to these headings appropriately. The instruction: "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should create headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections when posting has real specific content. We must not repeat job title as heading. Do not put Job ID/requisition numbers as headings. Remove boilerplate etc. We need to preserve all substantive information. We need to decide which sections to include. We have content: About the role (intro paragraph). Responsibilities (What You'll Do). Requirements (Minimum Qualifications, Preferred Qualifications, Knowledge, Skills, Abilities). Qualifications maybe combine Minimum and Preferred? Could have Qualifications section with subpoints? But we need to use

• for any list of duties/requirements/benefits. So we can list responsibilities as
  • . For requirements we can list qualifications as
    • . For benefits we list as
      • . Pay: we have salary range and bonus. Schedule: we have hybrid work environment (maybe schedule). Could include Schedule section with hybrid work. We must not create sections with filler like "commensurate with experience". We have actual salary range, so Pay section is valid. Benefits: we have list. Schedule: hybrid work environment is mentioned under Benefits Include? Actually "Benefits Include Hybrid work environment Paid time off & Flexible HolidaysMedical and dental insurance..." So hybrid work environment is a benefit, not schedule. But we could still have Schedule section if there is info about work schedule (maybe not). The posting does not specify schedule details besides hybrid. Could treat hybrid as benefit. So maybe we skip Schedule section. We need to include About the role (intro). Responsibilities (What You'll Do). Requirements (Minimum Qualifications, Preferred Qualifications, Knowledge, Skills, Abilities). Benefits (list). Pay (salary range and bonus). Possibly also include "About LHB" as a section? Not in the prescribed headings list, but we could still include if we think it's substantive. The instruction says use

        for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests those as examples. Safer to stick to those headings. However "About LHB" is substantive but not in list; we could incorporate into About the role? Might be okay to add another heading like About the company but not required. The instruction: "Use

        for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." It implies we should use those headings for sections; we can also add others if needed but better to follow. We could treat "About LHB" as part of About the role or maybe as a separate section "About the company". But to be safe, we could include it under About the role? However the About the role heading is for the role description; we already have intro about opportunity. Could combine. Let's structure:

        About the role

        Intro paragraph(s) from The Opportunity and Why LHB? maybe combine.

        Responsibilities

        • ... list each bullet from What You'll Do (including subcategories). We need to preserve all substantive info; we can break into multiple
        • items.

          Requirements

          We could have subheadings? Not allowed? Only

          for section headings; we could still use

          but not specified. Better to keep within Requirements section and use

          • for each qualification item (minimum, preferred, KSAs). Could separate with

            headings inside? Not specified. We'll just list all as

          • .

            Benefits

            • list benefits.

              Pay

              salary range and bonus info. We should not include Schedule. We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions (Cover Letter, Resume, Closing Date). Also remove Required Submittals, Closing Date, About LHB? Actually About LHB is substantive but not in headings; maybe we can include as a separate section "About the company" but not required. However we must preserve ALL substantive information; if we omit About LHB, we lose info. So we need to include it somewhere. Could add a section "About the company" using

              About the company. The instruction didn't forbid other headings; it gave examples. So we can add About the company. Thus sections: About the role, Responsibilities, Requirements, Benefits, Pay, About the company. We must not repeat job title as heading. Good. Now craft HTML. We need to extract substantive paragraphs. Let's parse the posting. Intro: "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" We should keep "Reports to HR Director Located in Minneapolis or Duluth, Minnesota" as part of About the role maybe as a short p. Why LHB? paragraph: "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." We can combine these into About the role section. Now Responsibilities: "What You’ll Do" with subheadings: Talent Acquisition, Employee Experience & HR Partnership, Talent & Performance Development, Collaborate HR Leadership. We'll list each bullet as

              . Let's extract bullet points: Under 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