Job Title: WS Program Manager

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

Job Summary/Purpose

The Workforce Strategies (WS) Program Manager will provide strategic and tactical HR leadership to drive the evolution of Entergy HR. This role serves as a program execution leader in developing, implementing, and continuously improving initiatives that support the attraction, hiring and retention of a high performing workforce that enables Entergy to achieve the vision of becoming the Premier Utility. The WS Program Manager is an advisor for the business and the Workforce Strategies Center of Excellence.

This role plays a primary role in developing and executing HR programs and projects aligned to the talent and strategy while working in partnership with the business and human resources teams, including the talent management, employee experience, talent acquisition and HR business partner teams.

Job Duties/Responsibilities

1. Provides Subject Matter Expertise and consultative approach for the Workforce Strategies aspects of the overall HR strategy, including:

• • Utilize a sales and marketing approach to revitalize a “new normal” employment value proposition and tailor to candidate segments.
  • Expand synergistic and scalable workforce development programs across our service territories, and tailor to local capability needs.
  • Redesign, brand, and market a “new normal” premier intern program that results in a high percentage of top talent new hires in positions they desire.
  • Remove the candidate “barriers to entry” in awareness of opportunity, testing, interviewing, and on-boarding that retains new employees.
  • Remove bias in the hiring process through recruiter and hiring manager skill building and development.
  • Engage in community partnerships to market and brand the company and uncover new pools of talent.
  • Ensure hiring, placement, and retention of candidates from Entergy-sponsored school and community programs (Target schools, HBCUs, Mid-Tier Schools).
  • Recruit and hire locally to reflect and represent the communities in which we serve.

2. In conjunction with the HR organization and their respective business unit, leads the identification, development and execution of strategic HR process improvements that significantly improve the employee experience, or improve quality, efficiency, and effectiveness across the team, business unit, and/or the organization including, but not limited to:

• • Workforce Development.
  • Community, Business, and Educational Partnerships.
  • Talent Attraction Programs.
  • Talent Pipeline Programs.
  • Intern Program.
  • Organizational Health.
  • Employee Experience Programs.

Typically, the WS Program Manager will be an advisor and recognized subject matter expert on disciplines within the workforce strategies field. Provides subject matter expertise to and routinely called upon to advise, consult, and assist others based on recognized expertise.

3. Owns implementation of complex enterprise scale programs with considerable risk. Develops plans, specifies scope, manages issues, identifies/mitigates risks, manages interdependencies, and leads the development of program/project implementation plans.
4. Assist the Vice President, Workforce Strategies to build organizational capability within the Workforce Strategies team, and ensures top talent is hired and retained.
5. Maintains knowledge and anticipates current and emerging developments/trends in all aspects of workforce strategy. Supports the Workforce Strategies Leadership Team to incorporate new trends and developments in current and future strategies. Leads the development and interpretation of HR practices, policies and procedures. Actively monitors external landscape for best practices and provides recommendations on possible enhancements/changes.
6. 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 needed groups to deliver strategic Employee Experience and Workforce Development results.

Minimum Requirements

Minimum education & experience required of the position

• • Bachelor's degree in Human Resources or related field plus 5+ years of HR related experience; or, in lieu of degree, 9+ years of HR related experience
  • 2+ years leading teams, or leading programs and initiatives where the employee can demonstrate the ability to effectively influence others.
  • Masters or Advanced degree is a plus.

Minimum knowledge, skills, and abilities required of the position

• • Directs and may lead key initiatives, and/or projects.
  • Strong drive, initiative, and willingness to take risks to learn.
  • Proficiency in MS Office products (Word, Excel, PowerPoint).
  • Advanced knowledge of HR Management systems or other experience with HRIS.
  • Able to analyze and provide input on the most complex situations.
  • Able to communicate complex information to a diverse audience in a way that is easily understood.
  • Exercises independent judgment in selecting methods, techniques and evaluation criteria for obtaining results.
  • When given a leadership role, coordinates the activities of a functional team.
  • Creates formal networks involving coordination among groups.
  • Develops and fosters relationships and able to effectively influence all stakeholders.
  • Informal leadership of peers.
  • High level of understanding of all aspects of HR generalist support.
  • Highly organized and results oriented.
  • Some experience in dealing with senior executives and leaders of the business.
  • Understands and facilitates the change process through completion.
  • 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.
  • Tracks and communicates strategy progress and setbacks.
  • Committed to continuous learning / improvement in all aspects of HR.
  • Judgment - can discern when to inquire, advocate, drive, or resolve more decisively.
  • Developing 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.
  • 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.

Any certificates, licenses, etc. required of the position

SPHR/PHR certification preferred

Primary Location: Arkansas-Russellville Arkansas : Little Rock || Arkansas : Russellville 
Job Function: Professional
FLSA Status: Professional 
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining Unit 
Number of Openings: 1
Req ID: 122434
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.