Entergy Manager, HRO Compliance in New Orleans, Louisiana
Manager, HRO Compliance
Date: Jan 25, 2023
Location: LA, US
Posting End Date: 1/26/23
Work Place Flexibility: Hybrid
Legal Entity: Entergy Services, LLC
Manages a team responsible for implementing and promoting actions that advance HRO compliance with applicable legal requirements (statutory, regulatory, administrative) and business-judgment employee conduct expectations.
Promotes ethical and compliant culture such that it is part of 'DNA' of the department. Conducts periodic compliance and ethics risk assessments across the organization to mitigate risk of non-compliancewith applicable legal requirements (statutory, regulatory, administrative); modifies compliance programs as necessary to reduce risk, including Identify and -implement controls working with appropriate subject matter experts as necessary.
Manages a team to implement department-wide compliance programs in HRO (Benefits Administration Operations, Core HR and Leave, Employee Support Center, HR Technical Applications,and Talent Acquisition). Identifies and delegates compliance responsibilities and activities associated with new or revised legal requirements applicable to HRO scope. Manages departmental and system policies as needed to support program to comply with legal and company requirements. Develop analysis and controls needed to mitigate risks of non-compliance with legal requirements, working with appropriate subject matter experts as necessary.
Develops and delegates compliance training and communications to department employees, working with appropriate subject matter experts as necessary. Manages processes for identifying and resolving compliance program Issues.
Provides oversight to the Company’s pre-employment background screening and drug testing programs which support hiring and of any additional type as business requires. Manage and actively develop a team of coordinators in effectively and efficiently operating the pre-employment screening and employment eligibility verification programs to become some of the best service programs in the Company
Develops collaborative relationships with internal business partners, ethics and compliance, internal audit, and legal.
Leads the identification, development, and implementation of strategic HRO process improvements that significantly reduce workloads, improve the employee experience, or improve quality, efficiency and effectiveness across the team, business unit, and/or the organization.
Minimum Education Required for Position
- Bachelor’s Degree preferred or equivalent work experience in the field of Human Resources, Compliance, Audit, Records Management, a Managerial role, or related field.
Minimum experience required of the position:
6 years of relevant experience with a bachelor’s degree; 10 years of relevant experience in lieu of bachelor’s degree.
3 years of people, program, or project leadership experience
Minimum knowledge, skills and abilities required of the position:
In depth knowledge of audit, human resources, or compliance frameworks
Manage and lead with high integrity, discretion, and ethical standards
Excellent PC Skills with intermediate to advance knowledge of Word, Excel, PowerPoint & Outlook.
Strong communication skills both written & verbal.
Excellent critical thinking skills; Effective at resolving problems by providing creative solutions.
Ability to handle & maintain confidential information.
Expert in balancing multiple priorities, stakeholders, and work streams simultaneously.
Able to interface effectively with senior level clients and to influence outcomes
Analytical skills and ability to work well with tools, metrics, data, and trends
MBA or related graduate level degree
Professional HR or audit Certification
Primary Location: Louisiana - New Orleans Arkansas : Little Rock || Louisiana : New Orleans || Mississippi : Jackson || Texas : The Woodlands
Job Function : Professional
FLSA Status : Exempt
Relocation Option: No Relocation Offered
Union description/code : NON-BARGAINING UNIT
Number of Openings : 1
Req ID: 110387
Travel Percentage : Up to 25%
An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=en_US) to view the EEO page, or see statements below.
EEO Statement: The Entergy System of Companies provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a protected veteran in accordance with applicable federal, state and local laws. The Entergy System of Companies complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment including, but not limited to, recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.
The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, genetic information, disability, or veteran status. Improper interference with the ability of the Entergy System of Company employees to perform their expected job duties is absolutely not tolerated.
Accessibility: Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here (firstname.lastname@example.org?subject=Accessibility) and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.
Additional Responsibilities: As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.
Entergy Pay Transparency Policy Statement: The Entergy System of Companies (the Company) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information. 41 CFR 60-1.35(c). Equal Opportunity (https://www.dol.gov/agencies/ofccp/manual/fccm/2l-equal-opportunity-clauses-and-other-requirements/2l00-equal-opportunity) and Pay Transparency (https://www.dol.gov/sites/dolgov/files/OFCCP/pdf/pay-transp_%20English_formattedESQA508c.pdf) .
Pay Transparency Notice:
Pay Transparency Nondiscrimination Provision (dol.gov) (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf)
The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment. Please contact HRCompliance@entergy.com to schedule a time to review the affirmative action plan during regular office hours.
As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.
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