District HR Business Partner

Lowe's Home Centers•Columbia, MD

About The Position

The District HR Business Partner partners 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 strategic and operational guidance on talent, employee engagement, leadership development, organizational effectiveness, staffing, and change management. It also represents business leaders’ needs to HR Centers of Expertise and supports HR activities during site openings, closings, relocations, and 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.
At least 5 years of progressive HR experience demonstrating increasing levels of responsibility and/or authority.
At least 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.
At least 1 year of experience managing or supervising others, with direct or indirect report responsibility.
At least 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.
At least 7 years of progressive HR experience.
At least 2 years of experience working in multiple locations.
At least 3 years of experience managing or supervising others, including 1 year of direct report responsibility.
At least 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 serving as a strategic business partner for other parts of an organization.
Relevant professional certification, such as Professional in Human Resources.

Responsibilities

Partner with leaders in planning to ensure strategic plans drive business results, optimize customer service, and align with company values.
Contribute to people strategies that support business objectives and organizational performance, and influence operational and strategic decisions.
Stay informed about business conditions and HR research and trends, and provide 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, regular constructive 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 adopt 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 on functional strategies, programs, and practices to ensure they meet business needs, and advocate for business leaders and managers.
Advise sites on sustaining engagement action plans, including suggesting tactics, serving 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 talent and employee engagement challenges and opportunities.
Partner with leaders and HR Centers of Expertise to develop, 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, engaging HR Centers of Expertise when needed.
Participate in interviewing and selecting site people leaders to help ensure consistent leadership quality.
Lead talent assessment and development discussions with site leaders using guidance and materials provided by HR Centers of Expertise.
Lead discussions 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 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 strong results from change initiatives; identify potential communication inconsistencies and align communications with company strategy.
Partner with Field Leadership on community outreach and engagement, including local job fairs, community service, and local hiring partnerships.
Support HR activities for 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.

Benefits

Health, dental, and vision insurance
Life and disability insurance
Paid time off, including vacation, holidays, sick time, and volunteer time, based on role, tenure, and locality
Flexible spending and health savings accounts
401(k) retirement account with company match
Employee Assistance Program, including work/life services and no-cost counseling
Education support programs, including tuition assistance and trade skills scholarships
Business Travel Accident insurance
Maternity and parental leave
Adoption assistance
Lowe’s Associate Discount and broad discount platform
Other discretionary benefits, based on eligibility, including annual bonuses, employee stock purchase plan and/or deferred compensation plan enrollment, and grant awards
Wellness programs
Learning and development opportunities