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Sr Manager, HR Business Partner

Date: Apr 19, 2024

Location: New Orleans, Louisiana, United States

Company: Entergy

Posting End Date: N/A

Work Place Flexibility: Hybrid

Legal Entity: Entergy Services, LLC

The preferred location for this role is New Orleans, LA. The Woodlands, TX will be considered

JOB SUMMARY/PURPOSE:

The Senior Manager, HR Business Partner is the key leader in developing, implementing, and continuously improving people plans to maximize the performance of employees in their respective business units. The Senior Manager, HR Business Partner is a key strategic partner for their respective business unit/s and operates as a full member of the business leaders’ management teams.

This role will work in partnership with the business and human resources teams, including the talent management, organizational health and diversity, talent acquisition and Total Rewards teams to develop and execute strategies aimed at attracting, developing and retaining diverse talent that will enable Entergy to achieve the vision of becoming the Premier Utility.

The successful candidate for this position will be a key part of the HRBP Leadership Team and provide strategic contribution to the ICO – Integrated Customer Organization. The integrated customer organization leads our strategic efforts aimed at delivering extraordinary customer experiences while also bringing to market innovative solutions to keep pace with evolving customer needs and expectations.

JOB DUTIES/RESPONSIBILITIES:

• In conjunction with the HR organization and their respective business unit, leads the development and execution of the business unit people plan, including, but not limited to:

• Talent Resource Strategies

• Talent and Performance Calibrations

• Pay for Performance & Pay Equity

• Talent Reviews and Performance Management

• Succession Planning

• Agile Career Pathing

• Organization Development

• Organization Effectiveness

• Business Evolution Measures/Metrics

• Organization Design and Workforce Planning

• Org-specific On-Boarding

• Retention Programs

• Engagement Programs

• Diversity, Inclusion & Belonging Programs

• Organizational Health Programs

• Leadership Coaching

• Change Management Consulting

• Employee Relations

• Labor Relations

• Typically, the Senior Manager, HR Business Partner will be accountable for the HR leadership of a number of large or complex business units, multiple Nuclear Power Plants or major strategic initiative.

• Through the analysis and interpretation of business and people data, provides insights and recommendations to the business to drive improved business results. The Senior Manager, HR Business Partner is required to interpret and translate the data into meaningful actions that the business can take to improve human performance. Successful execution of this requires the Senior Manager, HR Business Partner to communicate those insights to the business in a way the business can understand the impacts of their actions. This requires strong influencing skills.

• Builds organizational capability within the HR Business Partner team, and ensures top talent is hired, trained and retained. May be responsible for leading and developing a team of HR professionals which may include direct reports and/or other dotted line HR employees to deliver on the activities and programs described above

• Maintains knowledge on current and emerging developments/trends in all aspects of HR. Supports the HR Business Partner Leadership Team to incorporate new trends and developments in current and future strategies.

• Participates on HR and enterprise-wide steering committees and lead special projects. Responsible for building collaborative relationships with all parts of HR, Shared Services and other needed groups to deliver HR results.

• Leads efforts to improve both employee engagement and diversity and inclusion with the business organizations supported.

MINIMUM REQUIREMENTS:

Minimum education required of the position

Bachelor's degree in Human Resources or related field or equivalent work experience preferred. Advanced degree a plus.

Minimum experience required of the position

7+ years in HR or related experience with or without a degree.

3+ years leading teams, or leading programs and initiatives where the employee can demonstrate the ability to effectively influence others.

Minimum knowledge, skills and abilities required of the position

• Substantial business acumen.

• Clear, comprehensive understanding of the link between HR and business strategy.

• Ability to seize opportunities and mitigate risks operationally, organizationally and from a regulatory point of view by anticipating the needs of the business.

• Ability to influence and drive change through the enterprise, it’s business units, leaders and employees.

• Demonstrated technical knowledge of Human Resources is required (Employee Relations, Compensation, Labor Relations, Talent Acquisition, Performance Management, Organizational Design, and Compliance.).

• Working knowledge of state and federal employment law such as Title VII violations with the ability to apply it practically to workplace situations.

• Ability to diplomatically offer objective and creative solutions to client issues.

• Ability to respect and maintain confidential and sensitive information.

• Ability to champion and influence change and a willingness to take risk.

• Ability to build effective relationships with client employees as well as leadership by adapting approach/style.

• Ability to champion HR initiatives.

• Highly organized and results oriented

• Success managing complex initiatives with matrixed resources.

• Comfortable with and influential in dealing with senior executives and leaders of the business

• Understands and facilitates the change process through completion.

• Gains leadership involvement and line ownership.

• Incorporates the perspectives of all stakeholders and analyzes business and people related data to influence people plans and activities.

• Tracks and communicates strategy progress and setbacks.

• Committed to continuous learning / improvement in all aspects of HR.

• Understands and effectively manages complex group dynamics and ambiguity.

• Judgment - can discern when to inquire, advocate, drive, or resolve more decisively.

• Understands diverse customer/client needs and demonstrates an ability to flex style when faced with myriad dimensions of culture in order to be effective across cultural contexts.

• Understands the dynamics of cross-cultural and inclusion related conflicts, tensions, misunderstandings, or opportunities.

• Understands applicable laws, regulations, and government requirements and their impact on the business.

• Ensures compliance through effective programs, policies, and practices.

• Excellent communication skills (internal and external to Entergy) including written communication, executive presentations, and stand-up speaking skills; comfortable presenting to and facilitating work with all key stakeholders.

• Strong ability to identify and develop talent, coach and performance-manage a team or project to achieve premier performance.

Any certificates, licenses, etc. required for the position

SPHR/PHR certification a plus

#LI-JL1

#LI-DNP

Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Texas : Houston || Texas : The Woodlands

Job Function : Professional

FLSA Status : [[cust_flsaStatus]]

Relocation Option: No Relocation Offered

Union description/code : [[cust_uniondescription]]

Number of Openings : 1

Req ID: 114525

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 EEI 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, sex, 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, sex, 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 (humanr@entergy.com?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.

WORKING CONDITIONS:

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.

Please note: Authorization to work in the United States is a precondition to employment in this position. Entergy will not sponsor candidates for work visas for this position.

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