Your Impact
The primary purpose of this role is to implement and support the positive associate relations and labor relations strategy for the organization across the field locations. This role must apply knowledge of employment and labor laws, government regulations, and agency rules in order to make informed decisions, risk assessments, and recommendations to business leaders and HR partners. This role will also work on and implement processes designed to surface and resolve associate engagement issues before they reach critical mass, educate local leaders to drive positive associate engagement, recommend ways to improve conditions in our locations, and develop and implement ongoing training for HR and people leaders.

What you will do

• Supports the implementation and execution of large-scale, ongoing associate engagement strategies, processes and initiatives through the positive associate relations enterprise strategy.
• Utilizes prior experience, external landscape knowledge, risk assessments, project work, data analytics and observations to identify root cause issues and influence site leaders and HRBPs to proactively improve associate engagement.
• Upskills leaders and HR partners on labor risk, while actively listening and assessing issues driving associate dis-engagement.
• Partners directly with Labor Relations Director, Associate Relations Consultants, HRBPs and Legal, where needed to support and resolve associate relations inquiries, concerns, and investigations.
• Advocates for fair and appropriate pro-associate workplace practices in accordance with the company's mission, core leadership behaviors, and legal parameters.
• Maintains working knowledge of the National Labor Relations Act and remains current with external news and political trends related to associate relations and labor law.
• Collects, analyzes, interprets, and prepares reports on labor union activity. This includes internal (Lowe's) as well as external data.
• Uses and promotes technology tools and resources for HR and people leaders.
• Provides and implements ongoing continuous improvement recommendations regarding business practices and processes to drive deeper positive associate engagement.
• Analyzes labor union activity and acts quickly to generate approaches and recommendations for HR and people leaders. Takes appropriate partners (i.e., legal department) when formulating action plans in response to labor union activity.
• Builds strong relationships with other members of the Associate Relations team, Operations, HR and Legal.
• Responds to Labor Relations Support Line calls and provides support to local leadership and travels to locations as needed depending on the situation.
• Analyzes Service Now Cases to identify trends and areas of concern and proactively addresses root cause issues with stakeholders.
• Using predictive tools and technology, conducts onsite visits, partners with local leadership to assess, diagnose and resolve associate pain points.
• Remains current with respect to external trends and the labor landscape to partner with, inform, and train local leaders as appropriate.
• Recommends solutions and assists Operations with facilitation of resolution and action plans related to employee issues and concerns
• Influences leaders by presenting recommendations and findings, working to reach alignment on resolutions, with guidance and feedback from Labor Relations Manager when necessary.
• Takes on stretch assignments such as projects that impact the entire enterprise
• Travels to site locations to support teams (approximately 60% travel)

• Bachelors degree in Business, HR, Labor Relations or related field (OR equivalent years of experience without a degree)
• 6 years of experience in Employee Relations, Labor Relations or HR Generalist / Business Partner work
• 6 years of experience in advanced knowledge of labor and employee relations principles, including federal and state laws and policies
• 6 years of experience in advanced understanding of HR leadership programs; understanding and training/coaching others on the application of HR / leadership policies, procedures and practices

• Masters degree in MBA, Human Resources, Labor Relations, Employee Relations or Industrial Relations
• JD with a concentration or experience in employment /labor law