Talent Management Specialist

Job Title: Talent Management Specialist

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

The Talent Management Specialist III takes a lead role in developing, implementing, and continuously improving of leadership development, employee development, performance management and succession management programs that will enable Entergy to achieve the vision of becoming the Premier Utility.

The Talent Management Specialist III is an advanced professional with in-depth knowledge of all aspects of talent management who serves as a lead partner for the business and the Talent Management Center of Excellence in their area of specialization. The position identifies and solves highly complex business problems and applies consulting and change management skills.

This role will work in partnership with the business and human resources teams, including the diversity and workforce strategies, HR program management, total rewards, data analytics and reporting, talent acquisition and HR business partner teams. 

Job Duties/Responsibilities

The Talent Management Specialist III will be accountable for applying their subject matter expertise and expert consulting skills to lead and support the talent management aspects of the HR Strategy. This includes activities that:  

• Provide differentiated development opportunities that you can only experience at Entergy (OpCo CEO, Senior / Mid / Front-Line Leaders)
• Engage leaders in a Future-of-Work strategy that provides a positive employment experience with best-in-class return on workplace investments
• Optimize the end-to-end process to redeploy talent and provide enhanced career opportunities at the best cost
• Create a future skills accelerator program to provide critical capabilities in niche skills at the best cost
• Take an external “headhunter” approach internally to scout for and place our best talent and develop a process for leaders’ needs to staff agile teams
• Utilize the Premier Utility competency model by integrating it into interview guides, assessments, development programs, and performance reviews
• Identify a Talent Cohort and Succession Bench and work with leaders facilitate cross-organizational talent insight and robust development for larger roles
• Design development programs for employees and leaders to drive customer-centricity, continuous improvement and diversity, inclusion and belonging across their organizations
• Facilitate leader involvement in career growth networks and mentoring programs to develop a pool of diverse leaders and grow cross-organizational relationships
• Develop a scalable job rotation approach and process to assist leaders in providing experiential development experiences and capability in their organizations
• Prepare leaders and employees to be approachable, inclusive and empathetic for the “new normal” in relationships so employees feel safe, supported and emotionally secure
• Develop leaders to empower and provide responsibility, authority, flexibility and decision-making at the lowest level to drive ownership and accountability
• Enable leaders to drive performance accountability with clear expectations, frequent, constructive performance coaching and pay for performance
• Develop templates and tools for leaders to conduct engaging career development discussions and action plans that retain talent

In conjunction with the HR organization and the business, assists the development and execution of the business unit people plans. Projects could include, but not limited to:

• Leadership Development
• Employee Development
• On-Boarding Program
• Reskilling and Redeployment Processes
• Career Development Processes
• Talent and Performance Management Processes
• Assessments and Coaching
• Succession Development
• Education Reimbursement

Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors and exercises sophisticated judgement to identify innovative solutions to develop leaders, build premier utility capability and capacity and strengthen the leader-employee relationship. The Talent Management Specialist III, presents well-developed solutions in a way the business can understand the impacts of their actions. This requires expert influencing skills. 

Actively monitors the external landscape for best practices and provides recommendations on possible enhancements/changes across a wide variety of talent management disciplines. Plays a lead role in the development of HR practices, policies and procedures.

Fosters cross-functional relationships and utilizes them to achieve business objectives. Leads special projects. Responsible for building collaborative relationships with all parts of HR, Shared Services and other needed groups to deliver HR results.

Informally leads his or her peers and utilizes HR expertise to coach others throughout the organization. Empowers others in the implementation of change.

Minimum Requirements

Minimum education and experience required of the position:

• Talent Management Specialist III: 4 years Human Resources or related experience without a degree or 3 years of Human Resources or related experience with a degree,

Minimum knowledge, skills, and abilities required of the position:

• Able to proactively identify problems and develop effective, innovative solutions or alternatives
• Able to perform and/or lead work that is highly analytical, complex and requires advanced knowledge
• Able to recommend and implement solutions when the needs arise without waiting for direction
• Able to lead projects, processes or resources with minimal supervision
• Fosters cross-functional relationships and utilizes them to achieve business goals
• Demonstrates the qualities needed to be recognized as an expert advisor
• Proficiency in MS Office products (Word, Excel, PowerPoint); able to use without issue, including complex formulas
• Expert knowledge of applicable HR Management systems or data tools, such as query, reporting or other systems within the group
• Actively monitors external landscape for best practices and provides recommendations on possible enhancements/changes across a variety of HR disciplines
• Influential communicator; can articulate difficult concepts.
• Highly organized and results oriented
• Committed to continuous learning / improvement in all aspects of HR. 
• Judgment - can discern when to inquire, advocate, drive, or resolve more decisively.
• Understands applicable laws, regulations, and government requirements and their impact on the business.
• Demonstrates an understanding of 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.
• Ensures compliance through effective programs, policies, and practices.
• Excellent written and verbal 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.

Any certificates, licenses, etc. required of the position:

• SPHR/PHR certification preferred

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Primary Location: Louisiana-New Orleans Louisiana : New Orleans 
Job Function: Professional
FLSA Status: Professional
Relocation Option: Level II
Union description/code: NON BARGAINING UNIT 
Number of Openings: 1
Req ID: 116975
Travel Percentage:25% to 50%

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

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.