Job Title: Manager, HR - Health & Wellness

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

Job Summary/Purpose

The Manager, HR - Health & Wellness leads a team in the execution of health & wellness strategy, to drive the evolution of Entergy HR.  This role will serve as an advisor, strategist and program execution leader to engage and influence SMEs, the HR community, and key business/corporate leaders with the goal of achieving the Entergy (HR) evolution enablement outcomes and measurable results.  

This role will have responsibilities related to developing and executing health and wellness programs that support achievement of the HR strategy and enable business priorities and goals.  This role will champion a culture of customer-centricity, continuous improvement and diversity, inclusion and belonging.

This is a leadership role in HR reporting to the Director, Health & Wellness, and will work closely with Legal, HR Operations (HRO), Accounting, Treasury, Tax, the HR Leadership Team, Labor Relations, and the greater Entergy HR community.

JOB DUTIES/RESPONSIBILITIES

Sustains HR compliance and proactively mitigates risk through effective oversight of plan administration and compliance activities; addresses regulatory and legislative impacts to benefits plans.  Projects may include, but are not limited to:

• Internal monitoring and corrective action for control failures.
• External monitoring including maintaining knowledge of laws and regulations with application to ETR’s programs, and modification of programs to ensure compliance and/or enhance the customer experience.
• Working with external reporting to provide data for financial filings (e.g., 10-K/Q).
• Ensuring timely and accurate responses to audits.
• Ensuring compliance with Entergy’s records retention program.

Identifies, develops and implements health & wellness program enhancements that deliver an employment value proposition that recruits, retains, and drives performance. Projects may include:​​​​​​​

• Continuous improvement of operational execution and administration.
• Improvement of the employee experience related to health and wellness.

Supports the identification, development and implementation of strategic health & wellness changes that deliver an employment value proposition that recruits, retains and drives performance.  Projects may include, but are not limited to:​​​​​​​

• Plan design enhancements.
• Total Rewards Strategy and associated projects.
• Health Benefits Strategy.
• Supporting contract negotiations and implementing pension changes into our collective bargaining agreements.
• Rigorously monitoring current and emerging developments/trends in subject area, assessment of the opportunity/impact, and collaboration with SMEs to incorporate new trends and developments in current and future strategies.

Builds enterprise-wide Premier Utility capacity and capability by supporting system projects including but not limited to:​​​​​​​

• M&A projects.
• Partnering with, and providing oversight for, external consultants and vendors to achieve business results and ensure optimal service received.
• Supporting the Employee Benefits Committee (EBC) in carrying out their fiduciary responsibilities.
• Development of analysis, presentations and reports for the Personnel Committee.

Delivers premier people-cost management through projects that may include, but are not limited to:​​​​​​​

• Regulatory support for rate related activities (FRPs and any rate case activity that emerges).
• Driving value in the Benefits Budget.
• Ensuring that Total Rewards does not exceed its O&M budget.

Enhances team and department effectiveness through actions that may include, but are not limited to:

• ​​​​​​​​​​Active leadership in our OHI and Inclusive Climate initiatives.
• Achieving excellence in Health & Safety.
• Building organizational capability within the team, ensuring top talent is hired and retained, and leading and developing a team of subject matter experts and program support staff to deliver on the activities and programs described above.

MINIMUM REQUIREMENTS  

Minimum education required of the position 

• Bachelor’s Degree strongly preferred (Human Resources, Business Administration, Management or related field) or equivalent work experience.
• MBA or graduate level degree is a plus.

Minimum experience required of the position 

• 5+ years in benefits administration, 2+ years demonstrated experience in leading teams

Minimum knowledge, skills and abilities required of the position 

• Ability to think strategically as well as the ability to implement strategic initiatives, including change management activities;
• Ability to successfully manage multiple priorities and projects;
• Ability to develop innovative compensation solutions that balance the employee value proposition and business/financial considerations.
• Demonstrated success partnering, engaging and advising key SMEs on special projects, business objectives and goals; ability to work across organizational groups and influence others in conflict situations.
• Excellent communication skills including written communication, executive presentations, and stand-up speaking skills;
• Comfortable presenting to and facilitating work with all key stakeholders;
• Ability to present and communicate complicated information in an understandable manner.
• Exceptional ability to proactively lead and work across cross functional teams with the proven ability to interact with employees at all levels within the organization with diverse personalities and skill levels. 
• Strong relationship building, emotional intelligence, and collaboration skills are also required.
• Understanding of HR processes, data, and compliance requirements in the subject area.
• External vendor management skills including ensuring the execution of contract provisions and the achievement of SLAs.
• Ability to develop talent, coach and performance manage a team to achieve premier performance.
• Ability to maintain confidential data

Any certificates, licenses, etc. required for the position

• SHRM-CP/SCP, PHR/SPHR, and/or CEBS certifications are a plus

Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Louisiana : Hammond || Mississippi : Jackson || Texas : The Woodlands 
Job Function: Professional
FLSA Status: Professional 
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining 
Number of Openings: 1
Req ID: 121897
Travel Percentage:Up to 25%

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.