HR Regulatory Compliance Lead

Do your Best Work in Mooresville This position is based at our headquarters in Mooresville, North Carolina. Our corporate office is a space where you can collaborate and do your best work. Take a walk, grab a bite (or a cup of coffee), work out or get a check‑up – we invest in you so you can find your inspiration. Your Impact The primary purpose of this role is to ensure HR compliance with all employment/labor laws (federal, state, and local) across all Lowe’s locations. This includes monitoring changes in the business environment, legislation, and regulatory standards that may affect HR policies and procedures. The HR Regulatory Compliance Lead will create and execute audits, conduct benchmarking studies, and evaluate current state processes/practices; provide strategy and execution recommendations for risk mitigation; serve as a project implementation lead for new or amended laws; apply knowledge of employment and labor laws, government regulations, and agency rules to investigations and legislative roll‑outs; standardize compliance reports, processes, and procedures; support HR business partners with training materials; and ensure training and investigative needs are met by internal customers. What You Will Do Proactively monitor changes in legislation and regulatory standards and determine their impact on HR policies and procedures. Serve as subject matter expert for HR regulatory requirements, maintaining and expanding knowledge of existing and proposed laws. Drive compliance for all locations by creating and implementing risk mitigation plans, training, and auditing. Direct and perform internal audits, identify gaps, and complete analysis for all HR functions that impact compliance. Monitor audit processes to ensure consistency, accuracy, and timeliness across locations. Identify emerging trends and risks, recommending improvements or action plans. Collaborate with Legal, HR Policy & Process, HR Leaves & Accommodations, Benefits, and HR Systems teams to ensure adherence to regulatory standards. Serve as a project implementation lead for projects requiring regulatory compliance, providing cross‑functional leadership and stakeholder input on other initiatives. Ensure project deliverables meet legislative and internal deadlines by motivating, influencing partners, and addressing obstacles. Partner with HR operations teams to design functional reports and metrics. Partner with people leaders, stakeholders, and HR business partners at all levels to support employment law and compliance solutions and address complex questions or issues. Respond to complex or escalated workplace compliance inquiries, collaborating with Legal where necessary. Write, revise, or implement company policies, directives, communications, and training. Conduct Regulatory Compliance Review summaries and present actions to senior leadership and HR business partners. Maintain all work in Lowe’s repositories and document all project work accurately. Handle sensitive employee data, reports, and proprietary and confidential information discreetly. Minimum Qualifications Bachelor’s degree in Business, HR, Labor Relations, or related field; or equivalent years of experience. 5 years of experience in HR compliance, compliance project management, HR generalist, employee relations, or a related role focused on regulatory compliance. 4 years of HR experience in an organization with multiple sites. 2 years of direct experience researching, analyzing, and implementing resolutions for federal, state, and local employment and labor law compliance (e.g., wage and hour, anti‑harassment, EEOC, FMLA, paid sick leave, leave of absence). Preferred Skills/Education Master’s degree (MBA, Human Resources, Labor Relations). 2 years serving as a project manager or lead. Starting rate of pay may vary based on factors including position offered, location, education, training, and experience. For information regarding our benefit programs and eligibility, please consult Lowe’s benefits portal. 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, 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. #J-18808-Ljbffr