Lowe's Companies, Inc. · 9 hours ago
District HR Business Partner
Salt Lake City, UT
Full-time
Onsite
Senior Level
5+ years expLowe's Companies, Inc. is seeking a District HR Business Partner to drive business results through strategic planning and people strategies. The role involves consulting with leaders on development solutions, promoting high-performance cultures, and supporting HR initiatives during site openings and changes.
HardwareHome RenovationManufacturing
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
Coach 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
Qualification
Required
Bachelor's degree Business, Human Resources, or a related field or equivalent years of experience in lieu of education requirement, if applicable
5 Years Progressive HR experience demonstrating increasing s of responsibility and/or authority
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 Years Experience managing or supervising others, with either direct or indirect report responsibility
3 Years Experience working in a cross-functional team environment with exempt and non-exempt staff
Preferred
Master's degree Business, Human Resources, or a related field
7 Years Progressive HR experience
2 Years Experience working in multiple locations
3 Years Experience managing or supervising others, including 1 year of direct report responsibility
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)
Company
Lowe's Companies, Inc.
Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE® 50 home improvement company serving approximately 20 million customers a week in the United States.
10001+ employees
H1B Sponsorship
Lowe's Companies, Inc. has a track record of offering H1B sponsorships. Please note that this does not
guarantee sponsorship for this specific role. Below presents additional info for your
reference. (Data Powered by US Department of Labor)
Distribution of Different Job Fields Receiving Sponsorship
Represents job field similar to this job
Trends of Total Sponsorships
2025 (389)
2024 (310)
2023 (388)
2022 (357)
2021 (242)
2020 (394)
Funding
Current Stage
Public CompanyTotal Funding
$22B2025-09-30Post Ipo Debt· $5B
2025-08-20Post Ipo Debt· $9B
2023-03-28Post Ipo Debt· $3B
Leadership Team
Jennifer Wilson
SVP, Chief Marketing Officer
K
Kathy Higgins
VP IT Business Management
Recent News
Digital Commerce 360
2025-12-31
2025-12-31
Company data provided by crunchbase