Lowe's Area HR Manager in Hendersonville, Tennessee

Job Description:

The core purpose of this position is to consult with operational and functional management on people issues and to improve the people skills of these managers and enable them to effectively engage the workforce. Specifically, this role exists to: •recruit, select, develop and supervise Store HR staff •direct Assistant Store Manager and Department Manager succession management process •partner, assist and lead the recruitment and selection of Assistant Store Managers and Department Managers with Store Management •lead workforce planning for the area •execute the HR strategy for defined area Outcomes Metrics, tracking methods and timelines to be specified by job incumbent and manager

1. A performance and development plan for each Store HR Manager.

2. Development plans for Assistant Store Managers and Department Managers

3. A replacement plan for Assistant Store Managers and Department Managers

4 .A talent acquisition (recruiting and hiring) plan for Assistant Store Managers and Department Managers

5. A tactical support plan (subset of the People Support Plan) to meet area’s HR needs

6. A plan for fostering good relationships between the area’s operations management and employees, and otherwise creating high employee engagement

Essential Functions and Responsibilities :

Develop and maintain key relationships at all levels throughout the business, and HR. •Develop and leverage appropriate line of business or function knowledge, keeping up to date with the developments in the business. •Coordinate with other Human Resource and Human Capital stakeholders to align work performance efforts with selection, assessments, succession planning, career development, performance evaluation, and other human capital processes. •Keep stakeholders and customers informed appropriately. •Manage and direct multiple concurrent projects. •Manage direct and indirect costs of workforce solutions. •Lead and guide team members in developing communications strategies and tactics related to program implementation and change management. •Manage solutions by establishing a business-oriented measurement system, and then monitoring, communicating, and reacting to the selected metrics. The Area HR Manager –Stores will have demonstrated the ability to: •Apply strategic planning techniques to proactively meet the HR needs of the assigned client group (an indicator of the competency Planning & Organizing) •Stay abreast of and apply all new technologies and practices affecting HR (an indicator of the competency Leveraging HR Resources ) •Create a positive employee environment (an indicator of the competencies Employee Advocacy, Coaching Managers and Conflict Resolution) •Gain managers’ cooperation in complying with HR requirements (an indicator of the competency Influence) •Drive compliance with and ensure the integrity of all HR policies, procedures, programs and processes (an indicator of the competency Influence)

POSITION REQUIREMENTS

●5 years progressive HR experience, with 3 years Human Resources generalist experience

•1 year managing / supervising people

•3 years working in a multi-unit environment with exempt and non-exempt staff

•1 year replacement and/or workforce planning experience

•1 year talent acquisition (recruiting, interviewing – including behavioral interviewing using targeted interview guides – and selecting)

•1 year succession, career and/or development planning experience for employees in exempt positions

•5 years’ experience interpreting and applying HR policies, procedures, programs and processes, including general compensation policies and practices

PREFERRED QUALIFICATIONS

●7 years’ progressive HR experience, with 3 years Human Resources generalist experience

•3 years managing / supervising people

•3 years working in a multi-unit environment in a management capacity with exempt and non-exempt staff, while maintaining a union-free environment

•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

•Bachelor’s Degree—Business, HR or HR-related field

About Lowe’s

Lowe’s Companies, Inc. (NYSE: LOW) is a FORTUNE ® 50 home improvement company serving more than 17 million customers a week in the United States, Canada and Mexico. With fiscal year 2016 sales of $65.0 billion, Lowe’s and its related businesses operate or service 2,365 home improvement and hardware stores and employ over 290,000 people. Founded in 1946 and based in Mooresville, N.C., Lowe’s supports the communities it serves through programs that focus on K-12 public education and community improvement projects. For more information, visit Lowes.com.

Lowe’s is an equal opportunity 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.

Job ID: 1205404BR

Line of Business: Corporate

Job Category: Human Resources

Department: 0071 - Region 6 HR

Employment Type I: Regular

Employment Type II: Full-Time

Location #: 0668

Location Name: Hendersonville, TN

City: Hendersonville

State: TN

EEO Statement:

Lowe’s is an equal opportunity 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.