District HR Business Partner

• 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.

• Bachelor's degree Business Human Resources or a related field or equivalent years of experience in lieu of education requirement if applicable
• 5 Years Progressive HR experience demonstrating increasing s of responsibility and/or authority
• 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 Years Experience managing or supervising others with either direct or indirect report responsibility
• 3 Years Experience working in a cross-functional team environment with exempt and non-exempt staff

• Master's degree Business Human Resources or a related field
• 7 Years Progressive HR experience
• 2 Years Experience working in multiple locations
• 3 Years Experience managing or supervising others including 1 year of direct report responsibility
• 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)

What We Do

It’s curious to think of innovation and stability co-existing. But we pair a 100-year track record of success with a hunger to do things differently. Everyone is in the work — tackling complex problems where your impact can build back or build up the communities we serve. We fill our halls with curious minds from all walks of life. Our differences make us stronger which is why our leaders build cultures of recognition and inclusion. You are heard and your curiosities are celebrated and championed here.

Why Work With Us

We have built a space where the curious can move freely. Up in title up in skills to the side with teams or back to try something completely new. We help you find your path — because when you win we all win.

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