Job Title: Human Resources Business Partners Manager

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

Job Summary/Purpose

• The Mgr, HR Business Partner is a mid-level leader position that provides support in aligning business objectives with employees and management in designated business units.
• This position supports partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.
• The Mgr, HR Business Partners is considered an expert in the HRBP field and will lead as well as respond to escalated needs based on the dynamics and cultural maturity levels of the business to drive the successful execution of business strategies through development, implementation, and continuous improvement of people programs.
• As a leader, the Mgr, HR Business Partners is a role model with the delivery and behaviors to preserve the credibility and influential nature of the HRBP function and supports and participates developing junior HR Business Partner professionals.
• The Mgr, HR Business Partner typically provides support and is the face of HR for employees typically up to VP/GM’s level leaders (typically officer leadership) within their respective business unit.
• This position requires a proactive individual who can easily navigate and lead in situations of ambiguity and can adjust and reprioritize quickly as well as influence the performance and behaviors of others through their passion and engagement about people and committed to supporting our workforce in delivering premier performance.

Job Duties/Responsibilities

• Facilitates and leads the discussion of prioritized meetings related to people and talent related programs within their respective business units.
• Consults and mediates employees up to VP/GM’s level leaders(typically officer leadership) and below positions is by providing HR guidance when appropriate.
• Delivers and develops capability building support for lower-level HRBP professionals.
• Identifies and communicates trends and metrics in partnership with the HR group and provides recommendations and sometimes leads solutions for business activities to drive desired outcomes.
• Ability to tell the story clearly and concisely with data, tailor the message to the audience, determine what data matters to get the message across.
• Consults and participates in managing issues related to employee relations up to VP/GM’s level leaders(typically non-officer leadership) and below by collecting and preserving objective and effective evidence to support conclude recommendations.
• Maintains in-depth knowledge of legal and compliance requirements related to day-to-day management of employees to support reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance for up to VP/GM’s level leaders (typically officer leadership) and below (e.g. coaching, counseling, career development, disciplinary actions).
• Works closely with up to VP/GM’s level leaders (typically officer leadership) and below to improve work relationships, build morale, and increase productivity and retention.
• Translates and navigates HR policy guidance and interpretation.
• Acts as the consultative partner from the business regarding input on business unit restructures, workforce planning and succession planning.
• Model emotionally mature behaviors, such as managing emotions effectively, communicating with tact and diplomacy, navigate challenging situations with empathy and composure and building strong interpersonal relationships.
• Identifies training needs for business units and up to VP/GM’s level leaders (typically officer leadership) and below coaching needs.
• Consults, leads, and implements change management initiatives with respective business.
• Delivers recommendations as a liaison and participates in the actions/activities between the business and other Centers of Excellence (CoE) departments to optimize the impact of programs & change with the business.
• Develops and facilitates relevant presentations and proposals related to HR and people programs.
• Advocates, participates, and provides recommendations with influencing improvement strategies to enhance employee experiences and work environments.
• Leads and delivers programmatic management of HR/People related projects and processes to support the optimization and effectiveness.

Minimum Requirements

Minimum education required of the position

• Bachelor's Degree in Human Resources or related field and/or equivalent work experience preferred.

Minimum experience required of the position

• Minimum Five (5)+ years, preferred 7+ years of HR or related experience with a degree or eight (8)+ years of HR or related experienced without a degree.

Minimum knowledge, skills, and abilities required of the position

In addition to Entergy’s Values, and Expectations standards:

Advanced proficiency level expectations
HRBP Program Manager are typically the resources that are leaned on in leadership roles within their team(s) and have significant impact based on their extensive experience and advanced skills, as well as work relatively independent with little-to-no guidance from higher level HR Business Partner professionals. They are also leaned on to support the reinforcement of standards, as well as imbed continuous performance behaviors within the HR Business Partner team. Based on this level, proficiency expectations are related to the following concepts:

HR Professional Capabilities

1. Business and financial acumen
   • Identify and translate relevancy behind the organization’s mission, vision, and core values, and be able to explain how these elements are related to the overall strategy and show up in day-to-day responsibilities, tasks, and programs with diverse functions and jobs. Identify and challenge work that does not correlate with overall business and financial acumen with clients and cross-functionally.
2. Change management and change leadership
   • Considered an expert with understanding of change management frameworks (e.g. Kotter’s 8-Step Process, ADKAR, PROSCI, etc.), and recommends based on the different types of changes organizations undergo (structural, technological, or cultural). Leads change initiatives as well as the development and execution of change strategies.
3. Communication and stakeholder engagement
   • Delivers communications such as emails, newsletters, or presentations. Exercises transparency and autonomy associated with their assigned client group(s). Demonstrates expert stakeholder engagement expertise and how the relationship of stakeholder impact/influence directly influences communication styles, approaches, and forums. Has expert interpersonal skills and can interact positively with team members. Can deliver difficult messages to impactful stakeholders with limited support. Demonstrates the ability to recognize and share, collaborate, and celebrate milestones, behaviors, and other achievements.
4. Compliance and controls
   • Translates fundamental employment laws, regulations, and policies/procedures. Reinforces adherence to standards, as well as can identify alternative approaches when necessary.
5. Project management
   
   • Is considered an expert with project management, including terminology and project through the appropriate stages (initiation, planning, execution, monitoring, and closure). Drafts and leads project plans with advanced levels of complexity and understand complex projects with limited guidance. Demonstrates strong ability to delegate tasks through empowerment and holding participating partners accountable for successful execution of project plan(s).
6. Strategic Alignment and vision
   • Demonstrates solid strategic alignment to mission and vision by reinforcing alignment in day-to-day interactions, presentations, and consultations. Is comfortable to challenge clients and peers regarding misalignment and advise reconnecting value-added work back to the mission/vision.
7. Interpret and translate data to enable business decisions
   • Expert demonstration of key data concepts and data sources. Translates datasets and connects relevancy to KPIs. Can present findings in multiple ways using visuals or summarizing findings from charts and graphs. Consistently delivers provocative questions stimulated from the data back to the business based on analytics for continued improvement and business empowerment.
8. Risk assessment and management
   • Exhibits comprehensive knowledge and consistently demonstrates risk management concepts and differentiations (e.g. operational, financial, strategic, compliance). Leads discussions in risk assessments and can performs qualitative assessments with categorizations of impact and likelihood along with recommended of mitigation plans. Demonstrates strong influential power with clients navigating through risk, and can demonstrate reduced risk or risk related improvements with their client(s).
9. Environment and employee experience focused
   • Expert understanding of employee experiences and can lead initiatives and planning strategies for improvements.
10. Talent Management and workforce planning
    • Identifies internal and external trends and provides recommendations to address identified opportunities. Leads improvements in relevant KPIs associated with Talent Management and workforce planning that are positioned to be adopted cross-functionally. Communicates with peers to preserve fundamental standards of approaches, as well as identifies best practices or improvement opportunities to continuously drive premier behaviors with talent management.
11. Agile influencer
    • Is able to identify when adjusts approaches of delivery and proactively requests with multiple key decision makers and businesses for insights and guidance, as well as engages in independently initiated feedback sessions to confirm impact equaled intent. Leads developing strategies to use different approaches for consultative and empowering successes with the business.

Any certificates, licenses, etc. required of the position

• None

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Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Louisiana : Baton Rouge || Louisiana : Hammond 
Job Function: Professional
FLSA Status: Professional 
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining Unit 
Number of Openings: 1
Req ID: 120428
Travel Percentage:25% to 50%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here 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, 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 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 and Pay Transparency.

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision (dol.gov)

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.