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Supply Chain HR Advisor
About the position
This role partners with one or more location leaders in the planning process to ensure HR plans drive business results, optimize customer service, and align with core behaviors and values. The position contributes to the development of people strategies that support business strategies and objectives, helping to drive business and organizational performance. It supports key operational and strategic decisions in assigned locations. The HR Advisor understands general business conditions affecting their industries, functions, and geographical regions, while staying current on HR research and trends to present an informed point of view, escalating to the Network HR Business Partner for support as needed. The role identifies development solutions and consults with leaders on accelerating associate development through exposure events, project assignments, visits to other locations, and coaching. It provides guidance, coaching, and consultation on leading people and organizational management practices to develop location people leaders and their teams. The HR Advisor partners with location leadership teams to engage and coach associates on the floor, promoting Lowe’s core behaviors and values, and drives location accountability for sustaining engagement action plans by suggesting tactics, acting as a sounding board, and reviewing/approving action plans. In collaboration with the Network HR Business Partner, location leaders, and HR Centers of Expertise (COEs), the role crafts, selects, implements, and supports solutions such as assessments, manager assimilations, team building events, coaching, and customized training. It uses organizational diagnostics to proactively identify and react to key talent/associate engagement challenges and opportunities. The position participates in the interview and selection process for location people leaders to ensure consistent leadership quality and supports talent assessment and development discussions, identifying talent across multiple locations for strategic developmental opportunities. It drives conversations with location teams on sourcing, recruiting, and staffing plans and partners with the Talent Acquisition team to determine and support hiring plans. The HR Advisor identifies inconsistent communications, messaging, HR processes, and practices, developing a plan to align with company strategy and ensure expected results. In partnership with the Network HR Business Partner, the role supports all aspects of HR during new location openings, closings, or relocations. The position attends weekly leadership calls for assigned locations and visits each location regularly to interact directly with leaders and associates to assess engagement, deliver training, conduct compliance audits, and perform HR walks.
Responsibilities
- Partners with one or more location leaders in the planning process to ensure HR plans drive business results, optimize customer service and align with core behaviors and values.
- Contributes to the development of people strategies that support business strategies and objectives and help to drive business and organizational performance.
- Supports key operational and strategic decisions in assigned 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.
- Escalates to the Network HR Business Partner for support as needed.
- Identifies development solutions and provides consulting to leaders on how to effectively accelerate the development of associates (i.e., exposure events, project assignments, visits to other locations, coaching, etc.).
- Provides guidance, coaching, and consultation regarding leading people and organizational management practices to develop location people leaders and their leadership teams.
- Partners with location leadership teams to engage and coach associates on the floor to promote Lowe’s core behaviors and values.
- Drives location accountability for sustaining engagement action plans (e.g., by suggesting tactics, acting as a sounding board, and reviewing and approving actions plans within assigned locations).
- Partners with the Network HR Business partner, location 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).
- Uses organizational diagnostics (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.
- Participates in the interview and selection process for location people leaders to ensure consistent quality of leadership.
- Supports talent assessment and development discussions with the Network HR Business Partner and location leaders.
- Identifies talent across multiple locations for strategic developmental opportunities.
- Drives 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.
- In partnership with the Network HR Business Partner, supports all aspects of HR during new location openings, closings or relocations.
- 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.
Requirements
- High School or GED and 4 years experience in a Human Resouces function
- 4 Years Experience administering confidential staff information such as personnel files and employment compliance data
- 3 Years Experience working in a cross-functional team environment with exempt and non-exempt staff
Nice-to-haves
- Bachelor's Degree Business, Human Resources, or related field
- 2 Years Leadership experience with or without direct report responsibility
- 2 Years Experience supporting multiple locations
- Experience in a supply chain, contact center or retail environment
- Professional in Human Resources (PHR)-HRCI Relevant professional certifications (e.g. Professional in Human Resources)
