Lowe's HR Generalist Supervisor in Valdosta, Georgia

Job Description:

The primary function of the Human Resources Coach is to manage the human resources functions for the location. This includes coordinating the hiring and orientation of new employees; administering employee compensation and benefits; handling worker compensation claims and records; and driving employee engagement by managing the EOS process and encouraging employee participation. As such, the HR Coach is required to maintain all employee files to ensure legal compliance of all administrative records (e.g., hiring requisition, employee, and medical files, driver files if applicable) and signage. The HR Coach is also responsible for managing controllable expenses (e.g., utilities, supplies) for the facility and ensuring financial records are accurate and current.

To accomplish this, the Human Resources Coach must have knowledge of human resources functions; human resources policies, strategies and environment; and human resources laws and regulations. An individual in this role must promote a safety culture by continuously monitoring work to ensure all employees understand and implement safety policies and practices.

The Human Resources Coach works closely with Location Leadership in order to align HR strategy with business plans and help implement within their specific location.

Essential Responsibilities:

Change Management

• Proactively support the development and implementation of preventative plans to ensure exceptional results from change initiatives;

• Supports change by providing potential solutions to leaders on ways to overcome obstacles to change;

• Provides objective feedback to leaders when efforts have gone awry and when change efforts are showing up in behaviors or actions from individuals;

• Identifies pockets of resistance or barriers to change efforts with business partners;

Employee Engagement

• Supports engagement efforts across the location through team development and collaboration;

• Encourages teams to drive positive engagement in the location and helps them prepare and sustain engagement action plans (e.g., by reviewing and approving actions plans within prescribed location);

• Fosters and supports the Open-Door Process at every opportunity;

• Actively promotes values of credibility, respect, fairness, pride and camaraderie

Leading Others

• Provides feedback to leaders when behaviors are inconsistent with company expectations, including examples and potential solutions to reduce inconsistency;

• Encourages workforce to embrace new philosophies, technologies, and company initiatives and provides insight to higher level leaders for consideration;

• Promotes open and constructive feedback among team members to encourage collaboration and sharing

Workforce Management

• Contributes to conversations with teams on sourcing, recruiting and staffing plans in advance of major business swings;

• Monitors workforce metrics and identifies trends that may warrant exploration of alternate solutions;

• Streamlines the onboarding process through creative use of talent (e.g., centralized on-boarding, mass hires);

• Supports the development and implementation of a workforce strategy tailored to the unique needs of the location by providing input;

• Supports the management of the workforce by coaching HR teams and ensuring alignment with location workforce strategy

Performance Management

• Coaches and develops new hires;

• Monitors performance based on established standards and influences leadership teams on employee issues;

• Addresses deviations of performance through coaching, constructive and honest regular feedback, and the annual performance evaluation process;

• Ensures fair and consistent accountability is taking place

Talent Development/Succession Planning

• Supports development efforts for new hires through various means (e.g., mentoring, providing development assignments, job shadowing, leader rotations) and provides feedback regarding ways to achieve their goals;

• Works with cross-functional business partners to promote development strategies of identified talent within prescribed location for future needs;

• Identifies trends and develops plans for the ongoing talent pipeline;

• Facilitates various company-delivered training efforts;

• Develops and grows high performing teams, ensuring a talent bench is in place to meet staffing needs timely;

• Conducts interviews to select candidates that best meet the requirements of open positions;

• Manages and enhances the company's brand and reputation for external candidates and the general public

Business Partnerships

• Promotes the value of the HR function and focuses on delivering business outcomes through making best use of the whole HR function;

• Identifies where inconsistent messaging may appear and aligns communication plan with company strategy to ensure expected results;

• Builds long-term, trusting relationships with all relevant HR partners;

• Supports the alignment of corporate and Supply Chain focus with strategic planning by aligning HR strategy within their specific location

Core Responsibilities:

Pursues professional growth and provides developmental opportunities for others by soliciting and acting on performance feedback; building collaborative, cross-functional relationships; hiring, training, and developing talent for growth opportunities; delegating tasks and decisions; fostering open dialogue amongst team members; working closely with employees to set goals and provide open feedback and coaching to drive performance improvement

Executes delegated work stream to meet customer and business needs by translating business plans into tactical action items; communicating goals and objectives; overseeing work assignments; aligning team efforts; building accountability for and measuring progress in achieving results; identifying and addressing improvement opportunities; assuming responsibility for decision making

Required Minimum Qualifications:

• High School Diploma or GED

• 1 year experience as a Human Resources Generalist

• 1 year of experience with either direct or indirect report responsibilities

• Demonstrated increasing responsibilities in a distribution or warehouse facility

• Demonstrated proficiency in Microsoft Office Suite

• Exemplary attendance record

Preferred Qualifications:

• College degree preferred (Business, Accounting, Human Resources, preferred)

• Previous experience at other facilities in the Lowe’s network or in an industrial setting

• Previous experience in Human Resources department

• Previous financial accounting experience

• Bi-lingual skills helpful

• If applicable to the facility relevant professional certifications (e.g., Professional in Human Resources, HRCI- PHR, SPHR)

• Demonstrated experience working in a large, high-volume, multi-shift environment with up to 1,000 employees and/or up to 300 employees per shift

Job ID: 1380932BR

Line of Business: Distribution

Job Category: Distribution

Department: 0302 - DC Supervisors

Employment Type I: Regular

Employment Type II: Full-Time

Location #: 0962

Location Name: Valdosta, GA RDC

City: Valdosta

State: GA

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.