District HR Business Partner

Lowes•Elkridge, MD

2d•$111,200 - $185,800

About The Position

The District HR Business Partner works with business and site leaders to develop people strategies that support business objectives, improve organizational performance, and align with company values. The role provides human resources expertise and consultation across strategic planning, leadership development, performance management, employee engagement, talent assessment, staffing, and change management. The position also partners with HR Centers of Expertise, Talent Acquisition, and field leadership to implement people programs, address workforce needs, support community hiring efforts, and manage HR requirements related to 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 responsibility and/or authority.
3 years of human resources 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 certifications, such as Professional in Human Resources.

Responsibilities

Partner with leaders in strategic planning to support business results, customer service, and company values; contribute to people strategies and influence operational and strategic decisions.
Stay informed about business conditions, HR research, and trends affecting relevant industries, functions, and regions; provide an informed point of view.
Identify development solutions and advise leaders on accelerating associate development through exposure events, project assignments, coaching, and other methods.
Promote high performance through coaching, regular constructive feedback, and the annual performance evaluation process.
Guide, coach, and consult with site people leaders on people leadership and organizational management practices.
Encourage associates and people leaders to adopt new philosophies, technologies, and company initiatives as a member of the leadership team.
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; advocate for business leaders and managers.
Advise sites and hold them accountable for sustaining engagement action plans, including suggesting tactics, reviewing plans, and serving as a sounding board.
Use organizational diagnostics, including surveys, workforce analysis, and HR compliance reporting, to identify talent and engagement challenges and opportunities; partner with leaders and HR Centers of Expertise on solutions.
Promote effective use of company reward, recognition, talent, and communication programs, drawing on HR Centers of Expertise as needed.
Participate in interviewing and selecting site people leaders to support consistent leadership quality.
Lead talent assessment and development discussions with site leaders using guidance and templates from HR Centers of Expertise.
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 according to Lowe’s change management methodology.
Work with business leaders to identify and address barriers to change, including facilitating discussions to find root causes and coaching managers on mitigation tactics.
Develop and implement plans to achieve strong results from change initiatives.
Identify potential inconsistencies in communications 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 activities during new site openings, closings, and relocations; consult with senior HR leaders on human capital matters related to team, department, or broader business and operational restructuring.

Benefits

Health, dental, and vision insurance.
Life and disability insurance.
Paid time off based on role, tenure, and locality, including vacation, holidays, sick time, and volunteer time.
Flexible spending and health savings accounts.
401(k) retirement account with company match.
Employee Assistance Program with concierge and 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, enrollment in Lowe’s Employee Stock Purchase Plan and/or deferred compensation plan, and grant awards.
Learning and development opportunities.
Wellness programs.
Parental and family-building benefits.