Manager, HR Business Partners

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Date: Jan 7, 2026

Location: New Orleans, Louisiana, United States

Company: Entergy

Job Title: Manager, HR Business Partners

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

Position may be filled in New Orleans, Louisiana; The Woodlands, Texas.

Hammond, Louisiana to be considered. 

Job Summary/Purpose

 

The Manager, HR Business Parter is the key leader in developing, implementing and continuously improving Talent and Culture plans to maximize the engagement and performance of employees in TBS (Technology & Business Services) with a focus on IT (Information Technology).

 

The Manager, HR Business Partner, is a key strategic partner and operates as a full member of the Information Technology leadership team. The ideal candidate would have previous HR Business Partner experience, specifically partnering with a technology related group. Previous transformation and change management experience is also preferred.

 

The Manager, 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 role will work in partnership with TBS and human resources teams, including talent management, employee experience, talent acquisition and total rewards to develop and execute strategies aimed at attracting, developing and maintaining top talent that will enable Entergy to achieve the vision of becoming the Premier Utility.

 

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 commitment to supporting our workforce in delivering premier performance.

 

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
    • Workforce Planning
    • 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
    • Org-specific On-Boarding
    • Retention Programs
    • Engagement Programs
    • Organizational Health Programs
    • Leadership Coaching
    • Change Management Consulting
    • Employee Relations
    • Labor Relations

 

Typically, the Manager, HR Business Partner will be accountable for the support of a number of large or complex business units 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 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 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. 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.

 

  • Builds organizational capability within the HR Business Partner team, and ensures top talent is hired and retained. 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.

 

  • Partner with the IT leadership team to develop, implement and continuously improve the Talent and Culture strategy for the IT department.

 

  • Support major strategic initiatives including, but not limited to strategy design, facilitation, planning and implementation; strategies for how to improve HR policies and process.

 

  • Work closely with other parts of Human Resources, Legal and Finance to provide subject matter expertise and change management support while supporting the IT business unit.

 

  • Leadership development, including but not limited to personal development and coaching for business leaders and their management teams: Improving work team dynamics at senior levels: Succession planning & workforce readiness.

 

  • Provide performance management support, including 1st quarter performance management and compensation support; Support Labor Relations with the development and implementation of Labor strategies; Ensure that a strong leadership and coaching culture permeates the organization; Supporting large enterprise wide and BU specific projects.

 

  • Identify new opportunities where HR can add value to the business; Maintain a knowledge of progressive HR practices and key trends; Identify and drive the communication and sharing of best practices across functions to facilitate continuous improvement.

 

  • Execute workforce planning for the IT organization. Develop strategic staffing plans, including headcount projections and talent sourcing strategies; Facilitate organization design and organizational effectiveness programs.

 

  • Supports employee experience efforts within the business organizations supported.

 

  • Models 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.

 

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 position

  • 5+ years of HR experience.
  • 2+ years leading teams or leading programs and initiatives where the employee can demonstrate the ability to influence producing business results.

Desired:

  • Previous HR Business partner experience, specifically with a technology related group.
  • Previous transformation and change management experience.
  • Proven technology ability to navigate day-to-day duties.

 

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 influence and drive change through the enterprise, its 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).
  • Ability to diplomatically offer objective and creative solutions to client issues.
  • Ability to respect and maintain confidential and sensitive information.
  • 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.
  • 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.

 

Basic HR knowledge, skills and abilities required of the position

  • Experience responding to formal EEO charges.
  • Knowledge of employment laws & regulations including but not limited to FLSA, FMLA, ADA, EO, HIPPA, and OSHA.
  • Knowledge of employer-sponsored benefit plans (health, 401k, STD, LTD, etc.) and statutory programs (unemployment, workers compensation).
  • Competent in performance management, compensation, training principles, recruiting and other general HR knowledge areas.
  • Excellent computer skills in Microsoft applications (Word, Excel and PowerPoint).
  • Strong interpersonal communication, listening, critical thinking & writing skills.

 

Any certificates, licenses, etc. required for the position

  • Desired:
    • SPHR/PHR certification
    • Prosci certification

Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Louisiana : Hammond || Texas : The Woodlands 
Job Function: Professional
FLSA Status: Professional
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining Unit
Number of Openings: 1
Req ID: 122087
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.

 

Know Your Rights: Workplace Discrimination is Illegal

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.

 

EEI Testing:

One way that Entergy has found to identify and assess the abilities and skills needed for certain jobs is through pre-employment testing. If this position does require an EEI test, the type of test will be located under the qualifications section of the job posting. If you are invited to a test session, we strongly recommend you review and complete the practice test as well as review the testing brochure for your respective test.  The test brochure will give you critical information on the test such as time allocated and number of questions.  Also, keep in mind that the actual test is timed; you should practice timing yourself while doing the practice tests. The practice test information and test brochures can be located by going to the EEI website, http://www.eei.org/practicetests, Logon ID:  entergy, password:  practice test (2 words). Travel expenses incurred in connection with EEI testing are non-reimbursable.

In addition to EEI testing there is also Fit-for-Duty testing which will identify and assess the abilities and skills needed for certain jobs. If this position does require Fit-for-Duty testing, the type of test will be located under the qualifications section of the job posting.

 

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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