POSITION SUMMARY:
The core purpose of this position is to consult with line and functional managers on
people issues and to improve the people skills of these managers. Specifically, this role
exists to:
recruit, select, develop and supervise Area HR Manager across the country
support recruitment and retention efforts of largely diverse populations of HR staff
across the U.S., including HR Specialists, Area Recruiting Coordinators, HR
Managers and Area HR Managers
manage Region & Market Staff, Store Manager and RDC/MW HR Manager talent
planning and development
ACCOUNTABILITIES:
Outcomes:
Metrics, tracking methods and timelines to be specified by job incumbent and manager
1. A performance and development plan for each Area HR Manager. Development plans for Region & Markwt Staff, Store Managers and RDC/MW HR Managers
3. A replacement plan for Region & Market Staff, Store Managers and RDC/MW HR Managers
4. Talent acquisition (recruiting and selection) plan for Region & Market Staff, Store Managers and RDC/MW HR Managers
5. A plan for fostering good relationships between the market’s operations
management and employees, and otherwise creating high employee engagement
6. A strategic support plan (People Support Plan) to meet market’s HR needs
Business Acumen:
- Applies knowledge of Lowe’s business strategy and goals to align
- HR strategies with business strategies and provide the most relevant HR perspective and support.
Planning & Organizing:
- Develops short- and long-range plans that are realistic and
- effective in meeting internal clients’ HR needs.
Coaching Managers:
- Works to improve the people management skills of managers by
- providing clear, behaviorally specific performance feedback and guidance.
Conflict Resolution:
- Confronts problems head on to facilitate problem solving and mutual understanding, demonstrating a persistence to work through an issue until it is fully resolved.
Employee Advocacy:
Ensures management awareness of the needs and concerns of employees, articulating what is in the best interest of both employees and the company.
Leveraging HR Resources:
- Uses the appropriate HR resources (e.g., higher-level HR managers, employee services, Center of Expertise (CoE) staff) to accomplish a result, to solve a problem, or to best serve one’s internal client group.
Developing Others:
- Provides feedback, developmental experiences and opportunities, helping people identify areas of strengths and developmental opportunities, providing training and other resources to continue professional growth.
Talent Strategist:
- Recruits and develops others strategically to fill critical gaps in the manager pipeline, often thinking a year or more ahead, deploying people where they can learn and achieve optimal results.
Driving Accountability:
Establishes a systematic course of action for self and other managers, following up to ensure high quality performance management and development planning.
Executive Presence:
Presents oneself impressively, demonstrating a positive image on one’s abilities and trusting one’s own judgment, standing firm and maintaining composure under challenging circumstances.
POSITION REQUIREMENTS
- 7 years progressive HR experience, with 5 years Human Resources generalist experience
- 3 years managing / supervising people
- 5 years working in a multi-unit environment with exempt and non-exempt staff
- 3 years replacement and/or workforce planning experience
- 3 years talent acquisition (recruiting, interviewing – including behavioral interviewing using targeted interview guides – and selecting)
- 3 years succession, career and development planning experience for employees in exempt positions
- 7 years experience interpreting and applying HR policies, procedures, programs and processes, including general compensation policies and practices
- Bachelors Degree—Business, HR or HR-related field
PREFERRED QUALIFICATIONS
- 10 years progressive HR experience, with 7 years Human Resources generalist experience
- 5 years managing / supervising people
- 7 years working in a multi-unit environment with exempt and non-exempt staff
- 5 years replacement and/or workforce planning experience
- 5 years talent acquisition (recruiting, interviewing – including behavioral interviewing using targeted interview guides – and selecting)
- 5 years succession, career and development planning experience for employees in exempt positions
- 10 years experience interpreting and applying HR policies, procedures, programs and processes, including general compensation policies and practices Masters Degree – Business, HR or HR-related field
- Bi-lingual, e.g., Spanish/English, French/English, Cantonese/English
- With fiscal year 2011 sales of $50.2 billion, Lowe’s Companies, Inc. is a FORTUNE® 100 company that serves approximately 15 million customers a week at more than 1,745 home improvement stores in the United States, Canada and Mexico. Founded in 1946 and based in Mooresville, N.C., Lowe’s is the second-largest home improvement retailer in the world. For more information, visit Lowes.com.
