District HR Business Partner

Lowe's Companies, Inc.

Jan 22

Applications are closed

Job
Full-time
Senior Level
People, HR & Administration
Business, Operations & Strategy
Starkville

Requirements

Required Qualifications:
• Bachelor's Degree Business, Human Resources, or a related field
• 3-5 Years 5 Years Progressive HR experience demonstrating increasing levels of responsibility and/or authority
• 3-5 Years 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
• 1-2 Years 1 Years Experience managing or supervising others, with either direct or indirect report responsibility
• 3-5 Years 3 Years Experience working in a cross-functional team environment with exempt and nonexempt staff
Preferred Qualifications:
• Master's Degree Business, Human Resources, or a related field and 5-7 Years 7 Years Progressive HR experience
• 1-2 Years 2 Years Experience working in multiple locations
• 3-5 Years 3 Years Experience managing or supervising others, including 1 year of direct report responsibility
• 3-5 Years 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.
Individual Contributor

FAQs

What is the role of a District HR Business Partner?

The District HR Business Partner is responsible for partnering with leaders to ensure strategic plans drive business results, optimize customer service, and align with company values. They contribute to people strategies that support business objectives, coach leaders, and promote high performance within the organization.

What qualifications are required for this position?

A Bachelor's Degree in Business, Human Resources, or a related field is required, along with 3-5 years of progressive HR experience and 3 years of HR generalist experience across multiple disciplines. Experience in managing or supervising others, as well as working in a cross-functional team environment, is also necessary.

Are there preferred qualifications for this job?

Yes, preferred qualifications include a Master's Degree in Business, Human Resources, or a related field, 5-7 years of progressive HR experience, experience working in multiple locations, and experience managing a cross-functional team. Relevant professional certifications are also a plus.

What type of experience is needed in terms of HR disciplines?

Candidates should have 3-5 years of human resources generalist experience across multiple disciplines, which may include workforce planning, talent acquisition, and career development.

What is the expected salary range for this position?

The pay range for the District HR Business Partner position is $85,900.00 - $143,200.00 annually, with the starting rate varying based on factors such as position offered, location, education, training, and experience.

Does Lowe's offer benefits for employees?

Yes, Lowe's provides a range of benefit programs for employees. For detailed information regarding benefits and eligibility, candidates can visit https://talent.lowes.com/us/en/benefits.

What are the responsibilities related to talent development in this role?

The role involves identifying development solutions, providing consulting to leaders on accelerating associate development, leading talent assessment discussions, and promoting high-performance through regular feedback and performance evaluation processes.

How does this position relate to change management?

The District HR Business Partner will coach leaders on change management strategies and assist in developing plans to ensure exceptional results from change initiatives, including addressing barriers and ensuring consistent communication.

Is there any requirement for community engagement in this role?

Yes, the position involves partnering with Field Leadership on strategic community outreach and engagement activities, such as supporting local job fairs and maintaining hiring partnerships.

Does this position require travel?

The job may require travel, particularly if it involves managing or supporting multiple locations.

Lowe's Companies, Inc.

Do it right for less. Start with Lowe's.

Retail & Consumer Goods

Industry

10,001+

Employees

1921

Founded Year

Mission & Purpose

Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 50 home improvement company serving approximately 20 million customers a week in the United States. Lowe’s and its related businesses operate or service more than 2,200 home improvement and hardware stores and employ over 300,000 associates. Based in Mooresville, N.C., Lowe’s supports the communities it serves through programs focused on creating safe, affordable housing and helping to develop the next generation of skilled trade experts.