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District HR Business Partner

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

AI generated summary

  • You need a Bachelor's in HR or related field, 3-5 years HR generalist experience, 1-2 years managing teams, and proven strategic partnership skills. Certifications are a plus.
  • You will partner with leaders to drive business results, coach associates, manage talent development, and implement HR strategies while promoting a strong customer service culture.

Requirements

  • 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
  • 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.
  • Coaches 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.

FAQs

What are the primary responsibilities of the District HR Business Partner?

The primary responsibilities include partnering with leaders to drive business results, consulting on development solutions, promoting high performance, providing guidance on organizational management, engaging associates in customer service culture, and leading talent assessment discussions, among others.

What qualifications are required for this position?

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

Is a Master’s degree preferred for this role?

Yes, a Master’s Degree in Business, Human Resources, or a related field is preferred, along with 5-7 years of progressive HR experience.

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

The pay range for this position is between $100,300.00 and $167,200.00 annually, with factors such as position offered, location, education, training, and experience influencing the starting rate of pay.

Are there any specific certifications recommended for this position?

Yes, relevant professional certifications such as Professional in Human Resources (PHR) are recommended for this role.

What is expected in terms of community engagement from the District HR Business Partner?

The District HR Business Partner is expected to partner with Field Leadership on strategic community outreach, participate in local job fairs, and maintain hiring partnerships within the local community.

Does the job involve participation in the interview and selection process?

Yes, the District HR Business Partner participates in the interview and selection process for site people leaders to ensure consistent quality of leadership.

Can you describe the work environment for this position?

The work environment is cross-functional, involving collaboration with both exempt and non-exempt staff and requires supporting multiple locations, along with engaging and coaching associates directly on the floor.

Are there opportunities for professional development in this role?

Yes, the role includes identifying development solutions for associates and coaching leaders on effective development strategies, promoting a culture of continuous improvement and professional growth.

Is Lowe's an equal opportunity employer?

Yes, Lowe's is an equal opportunity employer and administers all personnel practices without regard to any protected category under federal, state, or local law.

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.