HRBP Generalist - Grand Gulf Nuclear Station

Date: Jul 10, 2024

Location: Port Gibson, Mississippi, United States

Company: Entergy

Work Place Flexibility: Onsite 

Legal Entity: Entergy Services, LLC 

*** This position will be filled as HRBP Generalist II, III, or Sr depending on the identified candidates’ qualifications. The Nuclear HRBP Team are binned as onsite workers. Relocation assistance may be considered for qualified candidates. ***

 

JOB SUMMARY/PURPOSE:

The HR Business Partner Generalist leads the support in developing, implementing, and continuously improving people plans to maximize the performance of employees in the business units they support. The HR  Business Partner Generalist is a key technical partner for their respective business unit, operating under the  supervision of a more experienced HR Business Partner. 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.

 

JOB DUTIES/RESPONSIBILITIES:

  • In conjunction with the HR organization and their respective business unit, supports the development and 
    • execution of the business unit people plan, including, but not limited to: 
    • Talent Resource Strategies- including workforce planning   
    • Talent and Performance Calibrations  
    • Pay for Performance & Pay Equity  
    • Talent Reviews  
    • Succession Planning  
    • Agile Career Pathing  
    • Organization Development  
    • Organization Effectiveness  
    • Business Evolution Measures/Metrics  
    • Organization Design  
    • Org-specific On-Boarding  
    • Retention Programs  
    • Engagement Programs  
    • Diversity, Inclusion & Belonging Programs  
    • Organizational Health Programs  
    • Leadership Coaching  
    • Change Management Consulting  
    • Employee Relations  
    • Labor Relations
    • Unusual or highly complex issues
  • Through the analysis and interpretation of business and people data, provides insights and recommendations to the business to drive improved business results. The HRBP Generalist may be required to interpret and translate the data into meaningful actions that the business can take to improve employee performance. Successful execution of this requires the HRBP Generalist, to communicate those insights to the business in a way the business can understand the impacts of their actions. This requires strong influencing skills.    
  • Responsible for providing support in all aspects described above, with specific responsibility for providing line manager support in the areas of performance management, discipline and employee relations. The HRBP Generalist may be responsible for leading simple investigations into workplace concerns.    
  • Maintains knowledge on current and emerging developments/trends in all aspects of HR.  Supports the other HR Business Partners to incorporate new trends and developments in current and future strategies. Leads the provision of advice on HR practices, policies and procedures.   
  • Participates on HR and enterprise wide steering committees and leads special projects. Responsible for building collaborative relationships with all parts of HR, Shared Services and other groups as needed to deliver HR results. Can be seen as a support for lesser experienced employees.
  • Supports 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 and/or equivalent work experience preferred

 

Minimum experience required of the position

  • HRBP Generalist II: 2 years HR or related experience without a degree or 1 year of HR or related experience with a degree
  • HRBP Generalist III: 4 years HR or related experience without a degree or 3 years of HR or related experience with a degree
  • HRBP Generalist Sr: 6 years HR or related experience without a degree or 5 years HR or related experience with a dergee
  • Preferred:
    • Previous HR experience in Performance Management, Discipline, Training/Development

 

Minimum knowledge, skills and abilities required of the position

  • Has diverse functional knowledge across multiple areas of HR  
  • Can perform work that is complex and may be broad/diverse in scope  
  • Easily adapts to changing circumstances; champions change  
  • May lead projects, processes or resources with minimal supervision  
  • Proficiency in MS Office products (Word, Excel, PowerPoint); able to use without issue, including complex  formulas  
  • Advanced knowledge of HR Management systems or other experience with HRIS  
  • Ability to write, run, and analyze queries and reports  
  • Actively monitors external landscape for best practices and provides recommendations on possible  enhancements/changes across a variety of HR disciplines  
  • Able to present and communicate both internal and external presentations  
  • Influential communicator; can articulate difficult concepts
  • Able to solve complex problems and translate HR data into meaningful advice  
  • Able to proactively identify problems and develop effective solutions or alternatives  
  • Able to recommend and implement efficiency improvements, when they arise without waiting for direction  
  • May contribute to projects by serving as a subject matter expert/solving complex problems for their area of  developing expertise while maintaining ongoing responsibilities for day-to-day work  
  • Demonstrated ability to influence others internally and externally  
  • Deep understanding of all aspects of HR generalist support  
  • Highly organized and results oriented  
  • Ability to identify and advise on employee relations issues
  • 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
  • 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.
  • 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 for the position

  • SPHR/PHR certification preferred

 

#LI-Onsite

#LI-RM1

 

Primary Location: Mississippi-Port Gibson  
Job Function: Professional
FLSA Status: [[cust_flsaStatus]]
 
Relocation Option: No Relocation Offered
Union description/code: [[cust_uniondescription]]
 
Number of Openings: 1
Req ID: 114985
Travel Percentage:Up to 25%

 

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.


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