HR Business Partner

Lowe's Companies, Inc.•Mooresville, NC

22d•Onsite

About The Position

The HR Business Partner leads, supports, facilitates, and drives people processes and projects across assigned client areas in partnership with the HR Business Partner Director and Vice President team. The role supports business performance and employee engagement by diagnosing issues and opportunities, taking appropriate action, and coordinating targeted HR programs and services that provide measurable value. In partnership with the HR Business Partner Director, the position also helps oversee the HR Business Partner Analyst’s work in implementing and administering HR programs and initiatives. The role leads project-plan development and execution and advances HR strategies and business objectives, including talent planning, leadership development, performance management, workforce planning, communications, and diversity initiatives. It builds and maintains relationships with HR Business Partners, HR Centers of Excellence, and business clients, and applies HR expertise and judgment to provide guidance and thought partnership and develop solutions that help the business achieve its goals. The position is based at Lowe’s headquarters in Mooresville, North Carolina.

Requirements

Bachelor’s degree in Human Resources, Business, or a related field plus 5 years of experience, or 8 or more years of Human Resources experience; equivalent experience may substitute for the education requirement where applicable.
At least 4 years of HR experience with increasing levels of responsibility.
At least 4 years of experience as an HR Generalist.
At least 3 years of direct supervisory experience.
At least 1 year of consulting experience, including needs/gap analysis, diagnosis, solution development, and measurement.
At least 1 year of program and project management experience with increasing levels of management responsibility.
At least 3 years of experience interpreting and applying HR policies, procedures, programs, and processes, including compensation policies and practices.

Nice To Haves

At least 2 years of multi-unit HR management experience.
At least 2 years of talent acquisition experience, including recruiting, interviewing (including structured behavioral interviews), and selection.
At least 1 year of replacement and/or workforce planning experience.
At least 1 year of succession, career, and development planning experience for employees in exempt positions.
At least 1 year of experience working in a corporate headquarters environment.
At least 1 year of experience managing projects or programs in a matrixed environment.

Responsibilities

Diagnose potential issues at the individual, team, leader, and organizational levels and implement solutions that address issues and support the business plan.
Coach supervisors and managers on leadership development; prepare leaders for talent review discussions and facilitate quarterly talent check-in meetings to support follow-through on talent commitments and strategies.
Consult with business leaders on needed change, assess its impact and implications, and implement processes and systems to sustain it through a comprehensive change-management strategy.
Partner with internal HR Centers of Excellence, including Talent Acquisition, Organizational Effectiveness, Learning & Development, Compensation, and Employee Relations, to address issues and develop organizational strategies.
Monitor business conditions affecting relevant industries, functions, and regions, and stay current on HR research and trends to provide an informed point of view.
Consult with business leadership to develop engagement action plans based on Employee Opinion Survey results and future business trends.
Identify development solutions and advise leaders on accelerating employee development through approaches such as exposure events, project assignments, and coaching.
Develop and execute project plans and lead HR strategies and objectives, including talent planning, leadership development, performance management, workforce planning, communications, and diversity initiatives.
Partner with the HR Business Partner Director in overseeing the HR Business Partner Analyst’s implementation and administration of HR programs and initiatives.
Build and sustain stakeholder relationships with HR Business Partners, HR Centers of Excellence, and business clients.