Your Impact The primary purpose of this role is to manage the full lifecycle of base salary, variable compensation, and incentive compensation programs for retail stores, distribution centers, and corporate employees in order to ensure competitiveness to market. This includes responsibility for defining metrics, creating plan documents, working with accounting on forecasting/accruals, communicating plan documents, and calculating pay. This role is critical to Lowes as it gives guidance, direction, and advice on many of the work activities affecting employee engagement, retention, and the long-term success of Lowes. What You Will Do<ul><li>Partners and consults with HRBPs and business leaders for assigned areas to design and deliver broad-based compensation programs and practices that ensure market competitiveness, internal equity, and drive appropriate behaviors that link pay and performance.</li><li>Develops strong partnership with HR and business leaders to gain in-depth knowledge of business lines and deliver compensation solutions that meet business needs.</li><li>Develops a robust point of view on how to overcome challenges with streamlining programs or make them more efficient.</li><li>Develops governance controls and guidelines relating to compensation structures that ensure consistency and data integrity.</li><li>Provides recommendations and creative solutions for complex compensation issues to strategically support lines of business.</li><li>Leads larger initiatives that may include oversight of other team members.</li><li>Has experience and knowledge of best practices and uses that to solve business problems.</li><li>Uses multiple sources of information to analyze and exercise judgment.</li><li>Interprets difficult, sensitive, and complex information and data.</li><li>Ensures programs are implemented effectively and timely, within established budgets and complies with all relevant regulations, laws and employment standards.</li><li>Mentors junior team members by openly sharing information, advice, and expertise to solve business problems.</li></ul>Minimum Qualifications<ul><li>Bachelors degree Business, Human Resources, Psychology, Accounting, Financial Planning and Analysis, or related field or equivalent experience</li><li>5+ Years Experience in Compensation in a retail corporate environment.</li><li>Experience dealing with confidential information.</li><li>Experience training/mentoring individual team members.</li></ul>Preferred Skills/Education<ul><li>Masters degree Business, Human Resources, Accounting, or related field or equivalent experience</li><li>5+Years Experience working in a compensation environment.</li><li>Experience managing others in a team environment.</li><li>CCP - Certified Compensation Professional designation</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 in the United States. With total fiscal year 2024 sales of more than $83 billion, Lowe’s operates over 1,700 home improvement stores and employs approximately 300,000 associates. 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 Lowes.com.Pay Range: $98,200.00 - $164,000.00 annuallyStarting rate of pay may vary based on factors including, but not limited to, position offered, location, education, training, and/or experience. For information regarding our benefit programs and eligibility, please visit our <a href="https://talent.lowes.com/us/en/benefits" target="_blank">benefits page</a>.Lowes hourly remote associates cannot reside in Alaska, California or Hawaii. Lowes salaried remote associates cannot reside in Alaska or Hawaii.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.Qualified applicants with arrest or conviction records will be considered for Employment in accordance with applicable laws, including the Los Angeles County Fair Chance Ordinance for Employers, the Los Angeles Fair Chance Ordinance, the San Francisco Fair Chance Ordinance, and the California Fair Chance Act.Lowe’s believes that conviction records may have a direct, adverse, and negative relationship to the following job duties: accessing company property, assets, information and products; partnering, supervising, and regularly working with other Lowe’s employees; and adhering to and monitoring compliance and safety guidelines. <div><div><div>It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.</div></div></div>