Mgr-HR SC Operations

Key Responsibilities

• Partners with multiple location leaders in the planning process to ensure strategic plans drive business results, optimize customer service and align with core behaviors and values.
• Develops the people strategies that support various business strategies and objectives and help to drive business and organizational performance.
• Supports and influences key operational and strategic decisions in multiple building locations.
• 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.
• Provides counsel, coaching, and consultation regarding leading people and organizational management practices to develop location people leaders and their leadership teams.
• Manages and supervises a team of HR Advisors and HR Coordinators. Includes performance management, development, and coaching and training to ensure the continued upskilling of the building HR team.
• Promotes Lowe’s core behaviors and values by engaging and coaching associates on the floor.
• Leverages human capital expertise to advise and hold locations accountable for sustaining engagement action plans (e.g., by suggesting tactics, acting as a sounding board, and reviewing and approving actions plans within assigned locations).
• Uses enterprise data (e.g., surveys, workforce analysis, HR compliance reporting, etc.) to proactively identify and react to key talent/associate engagement challenges and opportunities in the businesses.
• Pairs with location leadership teams 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).
• Participates in the interview and selection process for location people leaders to ensure consistent quality of leadership.
• Leads talent assessment and development discussions with location leaders.
• Identifies talent across multiple locations for strategic developmental opportunities.
• Leads conversations with location teams on sourcing, recruiting and staffing plans (e.g., spring, seasonal conversions) and partners with Talent Acquisition team to determine and support hiring plans for each assigned location.
• Identifies inconsistent communications, messaging, HR processes and practices, and develops a plan to align with company strategy, ensuring expected results.
• Supports all aspects of HR during new location openings, closings or relocations.
• In partnership with other senior HR leaders, provides human capital consultation regarding team, department, or more significant business/operational restructuring for assigned locations.
• Attends weekly leadership calls for assigned locations and visit each location regularly to directly interact with leaders and associates to assess engagement, deliver training as needed, conduct compliance audits and HR walks, etc.

Required Qualifications

• Bachelor’s degree Business, Human Resources, or a related field (or equivalent combination of education and work experience in a related field)
• 6 Years HR experience with increasing levels of responsibility
• 4 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
• 4 Years Leadership experience with or without direct report responsibility
• 4 Years Experience working in a cross-functional team environment with exempt and non-exempt staff

Preferred Qualifications

• Master’s degree Business, Human Resources, or a related field
• 3 Years Experience managing a cross-functional team with exempt and non-exempt staff, while maintaining a union free environment
• 1 Year Leadership experience with direct report responsibility
• Experience developing, adapting, and/or facilitating training
• Experience actively serving as a strategic business partner for other parts of the organization
• Experience in a supply chain or retail environment
• Relevant professional certifications (e.g., Professional in Human Resources)