District HR Business Partner

District HR Business Partner

Requirements

• 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

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.

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)