District HR Business Partner

Lowe's Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company serving approximately 16 million customer transactions a week, with total fiscal year 2025 sales of more than $86 billion. Based in Mooresville, N.C., Lowe's supports communities through programs focused on safe, affordable housing, community spaces, skilled trades development, and disaster relief.

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 to drive business and organizational performance.
• Supports and influences key operational and strategic decisions.
• Understands general business conditions affecting industries, functions, and geographical regions while staying current on HR research and trends to present an informed point of view.
• Identifies development solutions and provides consulting to leaders on accelerating associate development (e.g., exposure events, project assignments, coaching).
• Promotes high performance through coaching, constructive feedback, and the annual performance evaluation process.
• Provides guidance, coaching, and consultation on leading people and organizational management practices to develop site people leaders.
• Encourages associates and people leaders to embrace new philosophies, technologies, and company initiatives as a member of the leadership team.
• Partners with site leadership to engage and coach associates on the floor to promote a customer service culture.
• Provides input to HR Centers of Expertise (COEs) regarding functional strategies, programs, and practices to ensure 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., suggesting tactics, reviewing plans).
• Uses organizational diagnostics (e.g., surveys, workforce analysis, HR compliance reporting) to proactively identify talent and employee engagement challenges.
• Partners with leaders and HR COEs to craft, select, implement, and/or support solutions (e.g., assessments, team-building, coaching, customized training).
• Promotes adoption and effective use of company programs such as reward, recognition, talent, and communication programs.
• 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 using program guidelines provided by HR COEs.
• Leads conversations with site teams on sourcing, recruiting, and staffing plans (e.g., seasonal hiring) and partners with Talent Acquisition to support hiring plans.
• Coaches leaders on change management strategies and resistance management techniques in accordance with Lowe’s change management methodology.
• Creates strategies to identify and overcome barriers (e.g., facilitating meetings to identify root-cause issues, coaching managers on mitigation tactics).
• Develops and implements plans to ensure exceptional results from change initiatives.
• Aligns communication plans with company strategy to address inconsistent messaging and ensure expected results.
• Partners with Field Leadership on strategic community outreach and engagement (e.g., local job fairs, community service, hiring partnerships).
• Supports all aspects of HR during new site openings, closings, or relocations.
• Provides human capital consultation regarding team, department, or business/operational restructuring in partnership with senior HR leaders.

Requirements

• Bachelor’s degree in Business, Human Resources, or a related field (or equivalent years of experience).
• 5 years of progressive HR experience demonstrating increasing responsibility and authority.
• 3 years of 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 year of experience managing or supervising others, with either direct or indirect report responsibility.
• 3 years of experience working in a cross-functional team environment with exempt and non-exempt staff.

Qualifications

• Master’s degree in Business, Human Resources, or a related field.
• 7 years of progressive HR experience.
• 2 years of experience working in multiple locations.
• 3 years of experience managing or supervising others, including 1 year of direct report responsibility.
• 3 years of 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).

Benefits

For information regarding our benefit programs and eligibility, please visit https://talent.lowes.com/us/en/benefits.