HRBP, Branch Operations

Lowe's Home Centers•Mooresville, NC

16d

About The Position

Your Impact The primary purpose of the Branch Operations HRBP role is to lead, support, facilitate and drive people processes and projects across areas of assigned client areas in partnership with the HR Director and field/branch leaders. This role drives overall business performance and employee engagement by proactively diagnosing issues and opportunities and taking the necessary actions to address issues. This role also serves as coordination points to deliver targeted and efficient HR programs and services that drive measurable value for client. The Branch Operations HRBP will work in partnership with the HR Director to assist in coordinating the implementation and administration of HR programs and initiatives within the business. The Branch Operations HRBP leads in the development and execution of project plans as well as leads the HR strategies and business objectives, including but not limited to: talent planning, leadership development, performance management, workforce planning, communication, change management, and diversity initiatives, etc., all of which help further the goals of the HR delivery model. The Branch Operations HRBPs will accomplish this through building, nurturing and sustaining key stakeholder relationships with the HR team, management partners and all associates. In addition, the Branch Operations HRBP will leverage their HR expertise, knowledge and experiences to provide sound judgement and guidance, influence change, and thought partnership to support and drive innovative solutions that will enable the business to achieve their goals. What you will do Provides guidance, coaching, and consultation regarding leadership and organizational management practices to develop leaders and support alignment with policies and procedures Facilitates the execution of annual performance and talent planning processes. Provides support to employees in various HR-related topics such as leaves and accommodations, employee concerns through multiple channels of communication, ie phone, email, chat, etc Supports talent management activities including, onboarding/employee orientation activities, talent reviews, succession planning, etc. Conducts site visits to understand human capital needs, often in partnership with Regional leadership. Leads the execution of change management plans to encourage associates and people leaders to embrace new philosophies, technologies, and company initiatives. 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) Partners with internal HR partners such as Talent Acquisition, Associate Relations, Learning & Development, and Diversity & Inclusion to address issues and develop comprehensive strategies at the organization level Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs; as needed, leverages HR partners for support and deep subject matter expertise Participates in the interview and selection process for leaders to ensure consistent quality of leadership Identifies where inconsistent communications or messaging may appear and aligns communication plan with company strategy to ensure expected results Supports all aspects of HR during new site openings, closings or relocations

Requirements

Bachelor’s degree in business, Human Resources, or a related field
5 years of Progressive HR experience demonstrating increasing levels of responsibility and/or authority
3 years of 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 year of experience managing or supervising others, with either direct or indirect report responsibility
3 years of experience working in a cross-functional team environment with exempt and non-exempt staff
2 years of experience working in multiple locations

Nice To Haves

Master’s degree in business, Human Resources, or a related field
7 years of progressive HR experience
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
3 years of demonstrated experience developing, adapting, or facilitating training
3 years of demonstrated experience actively serving as a strategic business partner for other parts of the organization

Responsibilities

Provides guidance, coaching, and consultation regarding leadership and organizational management practices to develop leaders and support alignment with policies and procedures
Facilitates the execution of annual performance and talent planning processes.
Provides support to employees in various HR-related topics such as leaves and accommodations, employee concerns through multiple channels of communication, ie phone, email, chat, etc
Supports talent management activities including, onboarding/employee orientation activities, talent reviews, succession planning, etc.
Conducts site visits to understand human capital needs, often in partnership with Regional leadership.
Leads the execution of change management plans to encourage associates and people leaders to embrace new philosophies, technologies, and company initiatives.
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)
Partners with internal HR partners such as Talent Acquisition, Associate Relations, Learning & Development, and Diversity & Inclusion to address issues and develop comprehensive strategies at the organization level
Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs; as needed, leverages HR partners for support and deep subject matter expertise
Participates in the interview and selection process for leaders to ensure consistent quality of leadership
Identifies where inconsistent communications or messaging may appear and aligns communication plan with company strategy to ensure expected results
Supports all aspects of HR during new site openings, closings or relocations