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Job Description

Job Description

HR Business Partner - Store Merchandising

Job ID 1537785BR Date posted 02/08/2019 Location Mooresville, NC Location Name CSC-Mooresville Address 1000 Lowes Boulevard Employment Type I Regular Employment Type II Full-Time Line of Business Corporate Department 0571 - HRBP Merchandising
Are you looking to join a phenomenal team of HR Leaders who are part of one of the top, home improvement retailers in the business? If so, this could be the opportunity for you!

We have an exceptional opportunity for a HR Business Partner, ideally with experience working both in the corporate setting and in the field supporting store operations or with a merchandising organization. In this role, the HR Business Partner will lead, support, facilitate and drive people processes and projects across the Field Merchandising and Merchandising Operations teams in partnership with the HR Business Partner Director and the Store Merchandising leadership team. This role drives overall business performance and employee engagement by proactively diagnosing issues and opportunities and taking the necessary actions to address issues. This role also serves as coordination points to deliver targeted and efficient HR programs and services that drive measurable value for the client. Must have experience serving in capacity around developing people strategies, proactively coaching and consulting with business leaders.

The HR Business Partner will have a key role in areas such as: talent planning, leadership development, performance management, workforce planning, communication and diversity initiatives, etc., all of which help further the goals of the HR delivery model. The HR Business Partner will accomplish this strategy through building, nurturing and sustaining key stakeholder relationships with HR Business Partners, HR COE partners and Business Clients. In addition, the ideal incumbent will leverage their HR expertise, knowledge and experiences to provide sound judgement, guidance and thought partnership to support and drive innovative solutions that will enable the business to achieve their goals. An understanding of P&L strategy is not required, but encouraged.

To be successful in this role, the individual must be able to develop strong relationships with leaders and executives, work independently, maneuver seamless within the organization, and quickly understand the connection points across the entire enterprise, ultimately yielding influence on business decisions through a trusted advisor partnership.

The environment is fast-paced, fluid and supportive. The organization is in the midst of transformation, opening opportunities to influence, create and strategically impact the future people practices within Lowe’s.

RESPONSIBILITIES:
  • Diagnoses potential issues at the individual, team, leader and organizational level. and executes solutions that address issues and enable the success of the business plan at the individual and team level.
  • Provides leadership development coaching for supervisors and managers by preparing leaders for talent review discussions and facilitating quarterly talent check-in meetings to ensure business follow through on talent commitments and strategies.
  • Consults with business leaders to collaborate on change that is needed, understands the impact of the change and implications, and implements the processes and systems to sustain the change through a comprehensive change management strategy.
  • Partners with internal HR COEs such as Talent Acquisition, Organizational Effectiveness, Learning & Development, Compensation and Employee Relations, to address issues and develop comprehensive strategies at the organization level.
  • 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.
  • Consults with business leadership in the development of engagement action plans based on their Employee Opinion Survey results in alignment with their future business trends.
  • Identifies development solutions and provides consulting to leaders on how to effectively accelerate the development of employees (i.e. exposure events, project assignments, coaching).

PURPOSE



RESPONSIBILITIES:
  • Diagnoses potential issues at the individual, team, leader and organizational level. and executes solutions that address issues and enable the success of the business plan at the individual and team level.
  • Provides leadership development coaching for supervisors and managers by preparing leaders for talent review discussions and facilitating quarterly talent check-in meetings to ensure business follow through on talent commitments and strategies.
  • Consults with business leaders to collaborate on change that is needed, understands the impact of the change and implications, and implements the processes and systems to sustain the change through a comprehensive change management strategy.
  • Partners with internal HR COEs such as Talent Acquisition, Organizational Effectiveness, Learning & Development, Compensation and Employee Relations, to address issues and develop comprehensive strategies at the organization level.
  • 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.
  • Consults with business leadership in the development of engagement action plans based on their Employee Opinion Survey results in alignment with their future business trends.
  • Identifies development solutions and provides consulting to leaders on how to effectively accelerate the development of employees (i.e. exposure events, project assignments, coaching).
REQUIRED EDUCATION/EXPERIENCE:
  • Bachelor’s Degree in HR, Business or related field with 5 years of experience or 8+ years of experience in Human Resources.
  • 4+ years of HR experience with increasing levels of responsibility.
  • 4+ years of experience as a HR Generalist.
  • 1+ years consulting experience, including experience with needs / gap analysis, diagnosis, solution development, and measurement
  • 1+ years of program and project management experience with increasing levels of management responsibility.
  • 4+ years of experience interpreting and applying HR policies, procedures, programs and processes, including generally compensation policies and practices.

PREFERRED EDUCATION/EXPERIENCE:
  • 3+ years direct supervisory experience.
  • 2+ years of multi-unit HR management experience.
  • 2+ years of talent acquisition (recruiting, interviewing – including behavioral interviewing using structured interview guides – and selecting).
  • 1+ year of replacement and / or workforce planning experience.
  • 1+ year of succession, career and development planning experience for employees in exempt positions.
  • 1+ year of working in a corporate headquarters environment.
  • 1+ year of experience managing projects / programs in a matrixed environment.
  • PHR or SPHR Certification preferred


Lowe’s is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, disability, sexual orientation, gender identity or expression, marital status, veteran status, genetics or any other category protected under applicable law.

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