District HR Business Partner

Lowe's Companies, Inc.•New Orleans, LA

About The Position

The District HR Business Partner partners with leaders to develop and implement people strategies that support business objectives, improve organizational performance, and align with company values. The role advises leaders on operational and strategic decisions and applies knowledge of business conditions, HR research, and trends to provide informed guidance. The position supports leadership development, performance management, employee engagement, talent assessment, recruiting and staffing, and adoption of company programs. It uses organizational diagnostics to identify workforce challenges and works with leaders and HR Centers of Expertise to develop and implement appropriate solutions. The role also coaches leaders on change management, supports communication planning, and partners with Field Leadership on community outreach and hiring partnerships. The District HR Business Partner supports HR needs during new site openings, closings, or relocations and provides human capital consultation during organizational or operational restructuring. The role participates in site leadership activities and helps promote a customer-service culture and consistent quality of leadership.

Requirements

Bachelor’s degree in Business, Human Resources, or a related field, or equivalent years of experience in lieu of the education requirement where 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 strategic planning to align plans with business results, customer service, and company values.
Contribute to people strategies that support business objectives and organizational performance; support and influence strategic and operational decisions.
Stay informed about business conditions and HR research and trends relevant to industries, functions, and geographical regions.
Identify development solutions and consult with leaders on accelerating associate development through coaching, exposure events, project assignments, and other approaches.
Promote high performance through coaching, constructive feedback, and the annual performance evaluation process.
Guide and coach 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, and advocate for business leaders and managers.
Advise sites and hold them accountable for sustaining engagement action plans.
Use organizational diagnostics, including 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, and support solutions such as assessments, manager assimilations, team-building events, coaching, and training.
Promote effective use of company reward, recognition, talent, and communication programs, leveraging HR Centers of Expertise when needed.
Participate in interviewing and selecting site people leaders to support consistent leadership quality.
Lead talent assessment and development discussions with site leaders using guidelines provided by HR Centers of Expertise.
Lead discussions with site teams on 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.
Partner with business leaders to identify and overcome barriers to change, including facilitating discussions about root causes and coaching managers on 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.
Provide human capital consultation, in partnership with senior HR leaders, for team, department, or broader business and operational restructuring.