District HR Business Partner

Lowe's Home Centers • New Orleans, LA

2d

About The Position

The District HR Business Partner works with business and site leaders to develop and implement people strategies that support business objectives, improve organizational performance, and align with company values. The role provides human capital expertise, coaching, and consultation on leadership, talent, employee engagement, recruiting, change management, and organizational effectiveness. It also partners with HR Centers of Expertise and Talent Acquisition, supports site leadership and field operations, and contributes to HR support for site openings, closings, relocations, and organizational restructuring.

Requirements

• Bachelor’s degree in Business, Human Resources, or a related field, or equivalent years of experience in lieu of the education requirement, if applicable.
• 5 years of progressive HR experience demonstrating increasing levels of responsibility and/or authority.
• 3 years of HR generalist experience across multiple disciplines, such as workforce planning, talent acquisition, and career development, including interpreting and applying HR policies, procedures, programs, and processes.
• 1 year of experience managing or supervising others, with direct or indirect report responsibility.
• 3 years of experience working in a cross-functional team environment with exempt and non-exempt staff.

Nice To Haves

• Master’s degree in Business, Human Resources, or a related field.
• 7 years of progressive HR experience.
• 2 years of experience working in multiple locations.
• 3 years of experience managing or supervising others, including 1 year of direct-report responsibility.
• 3 years of 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 certification, such as Professional in Human Resources.

Responsibilities

• Partner with leaders in planning so strategic plans drive business results, optimize customer service, and align with company values.
• Contribute to people strategies that support business strategies and objectives and improve business and organizational performance; support and influence operational and strategic decisions.
• Stay informed about business conditions affecting industries, functions, and regions, as well as HR research and trends, and present an informed point of view.
• Identify development solutions and advise leaders on ways to accelerate associate development, including exposure events, project assignments, and coaching.
• Promote high performance through coaching, constructive and honest feedback, and the annual performance evaluation process.
• Guide, coach, and consult site people leaders on people leadership and organizational management practices.
• Encourage associates and people leaders to embrace new philosophies, technologies, and company initiatives.
• Partner with site leadership to engage and coach associates on the floor and promote a customer service culture.
• Provide input to HR Centers of Expertise (COEs) on functional strategies, programs, and practices to ensure they meet business needs; advocate for business leaders and managers.
• Advise sites on engagement action plans, including suggesting tactics, acting as a sounding board, and reviewing and approving plans within the assigned area.
• Use organizational diagnostics, such as surveys, workforce analysis, and HR compliance reporting, to identify and address talent and employee engagement challenges and opportunities.
• Partner with leaders and HR COEs to craft, select, implement, or support solutions such as assessments, manager assimilations, team-building events, coaching, and customized training.
• Promote adoption and effective use of company reward, recognition, talent, and communication programs, leveraging HR COEs when needed.
• Participate in interviews and selection for site people leaders to support consistent leadership quality.
• Lead talent assessment and development discussions with site leaders using guidelines and materials from HR COEs.
• Lead conversations with site teams about sourcing, recruiting, and staffing plans and partner with Talent Acquisition to determine and support hiring plans.
• Coach leaders on change management and resistance management in accordance with Lowe’s change management methodology.
• Work with business leaders to identify and overcome barriers to change, including facilitating root-cause discussions and coaching managers on mitigation tactics.
• Develop and implement plans to achieve exceptional results from change initiatives; identify potential communication inconsistencies and align communication plans with company strategy.
• Partner with Field Leadership on community outreach and engagement, including local job fairs, community service, and local hiring partnerships.
• Support HR during new site openings, closings, and relocations.
• Partner with senior HR leaders to provide human capital consultation for team, department, or broader business and operational restructuring.

What This Job Offers

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