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District HR Business Partner

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Lowe's Companies, Inc.

1mo ago

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

AI generated summary

  • You need a Bachelor's in HR or related field, 3-5 years HR experience, 1-2 years in management, experience with cross-functional teams, and preferred certifications or a Master's degree.
  • You will partner with leaders to drive performance, coach associates, manage talent development, support HR initiatives, and ensure effective communication and community engagement.

Requirements

  • Required Qualifications:
  • • Bachelor's Degree Business, Human Resources, or a related field
  • • 3-5 Years 5 Years Progressive HR experience demonstrating increasing s 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 collaborates with leaders to develop people strategies, drive business results, and enhance organizational performance while providing guidance on HR practices and managing change initiatives.

What are the required qualifications for this position?

Candidates must have a Bachelor's Degree in Business, Human Resources, or a related field, 3-5 years of progressive HR experience, generalist experience, some managerial experience, and the ability to work in a cross-functional team environment.

Is experience working in multiple locations preferred?

Yes, having experience working in multiple locations is a preferred qualification for this position.

What kind of work environment does this position operate in?

The District HR Business Partner works in a cross-functional team environment with both exempt and non-exempt staff.

Are there opportunities for advancement in this role?

Yes, the role provides opportunities for progressive HR experience and the development and implementation of people strategies that can lead to further advancements in HR leadership.

What tools does the District HR Business Partner use to identify employee engagement challenges?

They use organizational diagnostics such as surveys, workforce analysis, and HR compliance reporting to proactively identify and address key talent and employee engagement challenges.

What is the pay range for this position?

The pay range for the District HR Business Partner position is $93,300.00 to $155,800.00 annually, with starting rates that may vary based on factors like position, location, education, training, and experience.

Does Lowe’s offer benefits to its employees?

Yes, Lowe’s offers a variety of benefit programs to its employees, and details about eligibility can be found on their benefits website.

What is the expected level of leadership involvement in change management?

The District HR Business Partner is expected to coach leaders on change management strategies and facilitate discussions to overcome barriers to change.

Are there specific professional certifications that are beneficial for this position?

Yes, relevant professional certifications, such as Professional in Human Resources (PHR), are considered beneficial for candidates applying for this position.

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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.