District HR Business Partner

Lowes•Sandusky, OH

16h

About The Position

This role partners with leaders in the planning process to ensure strategic plans drive business results, optimize customer service, and align with company values. It contributes to the development of people strategies that support business strategies and objectives, helping to drive business and organizational performance. The position supports and influences key operational and strategic decisions. The HR Business Partner understands general business conditions affecting their industries, functions, and geographical regions, staying current on HR research and trends to present an informed point of view. They identify development solutions and consult with leaders on accelerating associate development through exposure events, project assignments, and coaching. The role promotes high performance through coaching, regular feedback, and the annual performance evaluation process. It provides guidance, coaching, and consultation on leading people and organizational management practices to develop site people leaders. As a member of the leadership team, the HR Business Partner encourages associates and people leaders to embrace new philosophies, technologies, and company initiatives. They partner with site leadership to engage and coach associates on the floor to promote a customer service culture. The role provides input to HR COEs regarding specific functional strategies, programs, and practices to ensure they meet business needs and serves as an advocate for business leaders and managers. Leveraging human capital expertise, they advise and hold sites accountable for sustaining engagement action plans by suggesting tactics, acting as a sounding board, and reviewing/approving action plans. The HR Business Partner uses organizational diagnostics (surveys, workforce analysis, HR compliance reporting) to proactively identify and react to talent/employee engagement challenges and opportunities, partnering with leaders and HR COEs to craft, select, implement, and support solutions. They promote the adoption and effective use of company programs (reward, recognition, talent, communication), leveraging HR COEs for support. The position participates in the interview and selection process for site people leaders to ensure consistent leadership quality. They lead talent assessment and development discussions with site leaders, leveraging guidelines from HR COEs. The role leads conversations with site teams on sourcing, recruiting, and staffing plans, partnering with Talent Acquisition to determine and support hiring plans. The HR Business Partner coaches leaders on change management strategies and resistance management techniques according to Lowe’s methodology. In partnership with other business leaders, they create strategies to identify and overcome barriers by facilitating meetings to identify root-cause issues and coaching managers on appropriate tactics. They develop and implement plans to ensure exceptional results from change initiatives and identify where inconsistent communications may appear, aligning communication plans with company strategy. The role partners with Field Leadership on strategic community outreach and engagement, supporting job fairs, community service, and local hiring partnerships. They support all aspects of HR during new site openings, closings, or relocations and, in partnership with other senior HR leaders, provide human capital consultation regarding restructuring.

Requirements

Bachelor’s degree Business, Human Resources, or a related field or equivalent years of experience in lieu of education requirement, if applicable
5 Years Progressive HR experience demonstrating increasing s of responsibility and/or authority
3 Years Human Resources generalist experience across multiple disciplines (e.g., workforce planning; talent acquisition; career development) while interpreting and applying HR policies, procedures, programs and processes
1 Years Experience managing or supervising others, with either direct or indirect report responsibility
3 Years Experience working in a cross-functional team environment with exempt and non-exempt staff

Nice To Haves

Master’s degree Business, Human Resources, or a related field
7 Years Progressive HR experience
2 Years Experience working in multiple locations
3 Years Experience managing or supervising others, including 1 year of direct report responsibility
3 Years Experience managing a cross-functional team with exempt and non-exempt staff, while maintaining a union-free environment
Demonstrated experience developing, adapting, or facilitating training
Demonstrated experience actively serving as a strategic business partner for other parts of the organization
Relevant professional certifications (e.g., Professional in Human Resources)

Responsibilities

Partners with leaders in the planning process to ensure strategic plans drive business results, optimize customer service and align with company values.
Contributes to the development of people strategies that support business strategies and objectives and help to drive business and organizational performance.
Support and influence key operational and strategic decisions.
Understands the general business conditions that affect their industries, functions and geographical regions while staying current on the research and trends within HR to present an informed point of view.
Identifies development solutions and provides consulting to leaders on how to effectively accelerate the development of associates (i.e. exposure events, project assignments, coaching, etc.).
Promotes high-performance through coaching, constructive and honest regular feedback, and the annual performance evaluation process.
Provides guidance, coaching, and consultation regarding leading people and organizational management practices to develop site people leaders.
As a member of the leadership team, encourages associates and people leaders to embrace new philosophies, technologies, and company initiatives.
Partners with site leadership to engage and coach associates on the floor to promote a customer service culture.
Provides input to HR COEs regarding specific functional strategies, programs, and practices to ensure that they meet business needs.
Serves as an advocate for business leaders and managers.
Leverages human capital expertise to advise and hold sites accountable for sustaining engagement action plans (e.g., by suggesting tactics, acting as a sounding board, and reviewing and approving actions plans within assigned area).
Uses organizational diagnostics (e.g., surveys, workforce analysis, HR compliance reporting, etc.) to proactively identify and react to key talent/employee engagement challenges and opportunities in the business.
Partners with leaders and HR Centers of Expertise (COEs) to craft, select, implement, and/or support solutions (e.g., team or individual assessments, manager assimilations, team building events, coaching, customized training, or other appropriate actions).
Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs; as needed, leverages HR COEs for support and deep subject matter expertise.
Participates in the interview and selection process for site people leaders to ensure consistent quality of leadership.
Leads talent assessment and development discussions with site leaders leveraging program, approach, and template guidelines provided by HR COEs.
Leads conversations with site teams on sourcing, recruiting and staffing plans (e.g., spring, seasonal conversions) and partners with Talent Acquisition team to determine and support hiring plans.
Coach leaders on change management strategies and resistance management techniques in accordance with the Lowe’s change management methodology.
In partnership with other business leaders, create strategies to identify and overcome barriers (e.g., by facilitating meetings/conversations to identify root-cause issues of change blockers and coaching managers on appropriate tactics to mitigate or overcome issues).
Develops and implements plans to ensure exceptional results from change initiatives.
Identifies where inconsistent communications or messaging may appear and aligns communication plan with company strategy to ensure expected results.
Partners with Field Leadership on strategic community outreach and engagement such as supporting local job fairs, participating in community service, and maintaining local hiring partnerships.
Supports all aspects of HR during new site openings, closings or relocations.
In partnership with other senior HR leaders, provides human capital consultation regarding team, department, or more significant business/operational restructuring.