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District HR Business Partner

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Lowe's Companies, Inc.

2mo ago

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

AI generated summary

  • You need a Bachelor's in HR or related field, 3-5 years HR experience, 1-2 years managing others, and cross-functional team experience. Preferred: Master's degree and relevant certifications.
  • You will partner with leaders to drive strategic plans, coach associates, manage talent development, support change initiatives, and enhance employee engagement while ensuring HR alignment with business goals.

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 are the main responsibilities of the District HR Business Partner?

The District HR Business Partner partners with leaders to align strategic plans with company values, develops people strategies to enhance business performance, provides coaching and guidance on organizational management, and promotes a high-performance culture among associates and leaders.

What qualifications are required for the District HR Business Partner position?

Required qualifications include a Bachelor's Degree in Business, Human Resources, or a related field, 3-5 years of progressive HR experience, 3-5 years of HR generalist experience, 1-2 years of management experience, and 3-5 years of experience working in a cross-functional team environment.

Are there preferred qualifications for this position?

Yes, preferred qualifications include a Master's Degree in Business or Human Resources, 5-7 years of progressive HR experience, 1-2 years of experience working in multiple locations, and relevant professional certifications such as Professional in Human Resources.

What is the pay range for the District HR Business Partner role?

The pay range for this role is $88,400.00 - $147,600.00 annually, with starting pay varying based on factors like position offered, location, education, training, and experience.

Is experience in change management important for this role?

Yes, experience in change management is important as the District HR Business Partner will coach leaders on change management strategies and develop plans to ensure successful results from change initiatives.

Does Lowe's provide equal employment opportunities?

Yes, Lowe's is an equal opportunity employer and administers all personnel practices without regard to protected categories such as race, gender, age, disability, and more.

What type of environment will the District HR Business Partner work in?

The District HR Business Partner will work in a cross-functional team environment with both exempt and non-exempt staff in various locations.

What kind of initiatives will the District HR Business Partner be involved in regarding community engagement?

The District HR Business Partner will partner with field leadership on strategic community outreach and engagement, supporting local job fairs, participating in community service, and maintaining local hiring partnerships.

Will the District HR Business Partner be involved in talent acquisition?

Yes, the District HR Business Partner will lead conversations on sourcing, recruiting, and staffing plans, and will partner with the Talent Acquisition team to determine and support hiring plans.

Is prior HR experience managing or supervising others required?

Yes, at least 1-2 years of experience managing or supervising others, with either direct or indirect report responsibility, is required 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.