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Dir-Labor Relations

July 31, 2026

Key Responsibilities<ul><li>Anticipates potential changes and collaborates directly with divisional leadership across Field Operations, HR, and Legal to accomplish implementation of ongoing pro-associate initiatives designed to address changing business initiatives. Partners with appropriate departments (i.e., store operations, supply network, etc.) to drive appropriate pro-associate communications.</li><li>Makes recommendations that avoid and/or mitigate workplace disputes. Provide long-term and broad views regarding labor implications of business decisions.</li><li>Collects, analyzes, interprets and prepares reports on labor union activity. This includes internal (Lowe’s) as well as external data.</li><li>Provides recommendations for identified trends to make effective business decisions regarding labor and associate relations, including improving associate engagement.</li><li>Reviews and provides expertise on labor and associate relations training. Assists in designing and delivering best in class pro-associate training and education to all s of the US enterprise.</li><li>Provides succinct overviews of acute and systemic workplace concerns and the impacts on enterprise pro-associate initiatives to all s of the US enterprise.</li><li>In partnership with HR and people leaders, develops and implements individualized labor relations interventions (including occasional travel to facilities, etc.).</li><li>Advocate for fair and appropriate pro-associate workplace practices in accordance with the company’s mission, core leadership behaviors, and legal parameters.</li><li>Develop, use, and promote technological tools as resources for HR and people leaders. Provide and implement ongoing continuous improvement recommendations regarding resources.</li><li>Analyze labor union activity and act quickly to generate approaches and recommendations for HR and people leaders. Take appropriate partners (i.e., legal department) when formulating action plans in response to labor union activity.</li><li>Build strong relationships with other members of the Associate Relations team. Provide guidance on select Associate Relations situations to Associate Relations consultants and peer Associate Relations Managers.</li><li>Takes on stretch assignments, more complex labor union activity situations, and projects that impact the entire enterprise.</li></ul> Required Qualifications<ul><li>Bachelor’s degree Business, HR, Labor Relations or related field (or equivalent years of experience without a degree) or equivalent years of experience in lieu of education requirement, if applicable</li><li>8 Years Experience at an exempt as a Labor Relations Specialist (or equivalent position) in a unionized or non-unionized organization</li><li>8 Years Advanced knowledge of labor & employee relations principles, including federal and state laws and policies</li><li>8 Years Seasoned understanding of HR management programs and their interrelationships. Appropriately understands and applies policies, procedures, and practices on day-to-day issues.</li></ul> Preferred Qualifications<ul><li>Master’s degree MBA, Human Resources, Employee Relations, Labor Relations or Industrial Relations</li><li>JD with a concentration or experience in employment/labor law</li></ul>About Lowe’sLowe's Companies, Inc. (NYSE: LOW) is a FORTUNE® 100 home improvement company serving approximately 16 million customer transactions a week, with total fiscal year 2025 sales of more than $86 billion. Lowe's employs approximately 300,000 associates and operates over 1,700 home improvement stores, 530 branches and 130 distribution centers. Based in Mooresville, N.C., Lowe's supports the communities it serves through programs focused on creating safe, affordable housing, improving community spaces, helping to develop the next generation of skilled trade experts and providing disaster relief to communities in need. For more information, visit <a href="" target="_blank" rel="noopener noreferrer">Lowes.com</a>.Lowe’s is an equal opportunity employer and administers all personnel practices without regard to race, color, religious creed, sex, gender, age, ancestry, national origin, mental or physical disability or medical condition, sexual orientation, gender identity or expression, marital status, military or veteran status, genetic information, or any other category protected under federal, state, or local law.

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

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Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

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This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...