Area 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.

• Provides guidance, coaching, and consultation regarding leading people and organizational
• 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.
• 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.

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.
• 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).
• 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).
• 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.

• Leads talent assessment and development discussions with site leaders leveraging program,
• Participates in the interview and selection process for site people leaders to ensure consistent quality of leadership.

approach, and template guidelines provided by HR COEs.

• Coach leaders on change management strategies and resistance management techniques in
• 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.

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).
• 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.
• 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.

EEO Statement

Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.