District HR Business Partner
About The Position
The District HR Business Partner will partner with leaders in the planning process to ensure strategic plans drive business results, optimize customer service, and align with company values. This role contributes to the development of people strategies that support business strategies and objectives, helping to drive business and organizational performance. The HR Business Partner will support and influence key operational and strategic decisions, understand general business conditions affecting their industries, functions, and geographical regions, and stay current on HR research and trends to present an informed point of view. They will identify development solutions and provide consulting to leaders on how to effectively accelerate associate development through exposure events, project assignments, and coaching. This role promotes high performance through coaching, constructive feedback, and the annual performance evaluation process. Additionally, the HR Business Partner provides guidance, coaching, and consultation regarding leading people and organizational management practices to develop site people leaders. As a member of the leadership team, they encourage 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. They leverage human capital expertise to advise and hold sites accountable for sustaining engagement action plans, using organizational diagnostics to proactively identify and react to key talent/employee engagement challenges and opportunities. The HR Business Partner partners with leaders and HR COEs to craft, select, implement, and/or support solutions, and promotes the adoption and effective use of company programs. They participate in the interview and selection process for site people leaders, lead talent assessment and development discussions, and lead conversations with site teams on sourcing, recruiting, and staffing plans. They coach leaders on change management strategies and resistance management techniques, and in partnership with other business leaders, create strategies to identify and overcome barriers. The role develops and implements plans to ensure exceptional results from change initiatives, identifies where inconsistent communications may appear, and aligns communication plans with company strategy. They partner with Field Leadership on strategic community outreach and engagement and support all aspects of HR during new site openings, closings, or relocations. In partnership with other senior HR leaders, they provide human capital consultation regarding team, department, or more significant business/operational 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.
Benefits
- Health, Dental and Vision insurance
- Life and Disability insurance
- Paid time off based on role, tenure, and locality, including vacation, holidays, sick and volunteer time
- Flexible spending and health savings accounts
- 401(k) Retirement account with company match
- Employee Assistance Program with concierge, work/life services and no-cost counseling for all kinds of needs
- 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
- annual bonuses
- enrollment in Lowe's Employee Stock Purchase Plan and/or deferred compensation plan
- grant awards
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What This Job Offers
Job Type
Full-time
Career Level
Manager
