Human Resources Business Partner Advisor

Job Title: Human Resources Business Partner Advisor

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

Job Summary/Purpose

The HR Business Partner, Sr Staff is a senior to advanced level 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 HR Business Partner, Sr Staff does this by supporting and participating in the development, implementation, and continuous improvement of people programs to drive the successful execution of business strategies. The HR Business Partner, Sr Staff provides senior/advanced HR business partner functional support and is the face of HR for employees typically up to VP/GM’s level leaders (non-officer leadership) and below  within their respective business unit, operating under minimal supervision and can work independently and make decisions within their area(s) of expertise. May provide guidance to entry or mid-level HR Business Partners.

This position requires a proactive individual can easily navigate and lead in situations of ambiguity and is passionate about people and committed to supporting our workforce in delivering premier performance.

Fundamental Job Duties/Responsibilities of all HR Business Partners

• Facilitates and leads the discussion of prioritized meetings related to people and talent related programs within their respective business units.
• Consults and mediates employees up to VP/GM’s level leaders(typically non-officer leadership) and below positions is by providing HR guidance when appropriate.
• Identifies and communicates trends and metrics in partnership with the HR group and provides recommendations and may lead solutions for business activities to drive desired outcomes.
• Ability to tell the story clearly and concisely with data, consider your audience, determine what data matters to get the message across.
• 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 recommendations.
• Maintains in-depth knowledge of labor relations and compliance requirements related to day-to-day management of employees to support reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance for up to VP/GM’s level leaders(typically non-officer leadership) and below  (e.g. coaching, counseling, career development, disciplinary actions).
• Partners and collaborates with up to VP/GM’s level leaders(typically non-officer leadership) and below  to improve work relationships, build morale, and increase productivity and retention.
• Translates and navigates HR policy guidance and interpretation.
• Delivers guidance and is received as consultative support from the business regarding input on respective business unit’s talent and culture initiatives.
• Composes clear, concise, and empathetic messages to deliver sensitive or challenging information to respective business units flexing and shifting styles to ensure the message is delivered.
• Identifies training needs for respective business units and up to VP/GM’s level leaders (typically non-officer leadership) and below  coaching needs by leveraging data and insights.
• Leads and implements change management initiatives with respective business.
• Delivers recommendations as a liaison and participates in the development of actions/activities between the business and other Centers of Excellence (CoE) departments to optimize the impact of programs & change with the business.
• Develops and facilitates relevant presentations and proposals leveraging data related to HR and people programs.
• Ability to understand and manage one's own emotions, effectively read and respond to the emotions of
• others, build strong relationships, communicate clearly, and navigate challenging situations with empathy and composure.
• Advocates, participates, and provides recommendations with influencing improvement strategies to enhance employee experiences and work environments.

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

• Five (5)+ years of HR or related experience with a degree or seven (7)+ years of HR or related experienced without a degree.

Minimum knowledge, skills, and abilities required of the position

In addition to Entergy’s Values, and Expectations standards:

Capabilities, Knowledge & Skills

Proficient to advanced proficiency level expectations

Senior HR Business Partners are typically the resources that are leaned on in leadership roles within their team and have significant impact on based on their extensive experience and advanced skills, as well as work relatively independent with little-to-no guidance from higher level HR Business Partner professionals. Based on this level, proficiency expectations are related to the following concepts:

HR Professional Capabilities:

• Business and financial acumen: Identify and translate relevancy behind the organization’s mission, vision, and core values, and be able to explain how these elements are related to the overall strategy and show up in day-to-day responsibilities, tasks, and programs with diverse functions and jobs. Identify and challenge work that does not correlate with overall business and financial acumen.
• Change management and change leadership: Solid understanding of change management frameworks (e.g. Kotter’s 8-Step Process, ADKAR, PROSCI, etc.), and recommends based on the different types of changes organizations undergo (structural, technological, or cultural). Can lead change initiatives as well as the development and execution of change strategies.
• Communication and stakeholder engagement: Drafts and deliver communications such as emails, newsletters, or presentations. Exercises transparency with the little-to-no guidance. Demonstrates strong stakeholder engagement expertise and how the relationship of stakeholder impact/influence directly influences communication styles, approaches, and forums. Has solid interpersonal skills and can interact positively with team members.
• Compliance and controls: Translates fundamental employment laws, regulations, and policies/procedures. Reinforces adherence to standards, as well as can identify alternative approaches when necessary.
• Project management: Leads project management terminology and project through the appropriate stages (initiation, planning, execution, monitoring, and closure). Can draft and lead projects plans with moderate to advanced levels of complexity and understand complex projects with limited guidance.

HR Business Partner Capabilities:

• Strategic Alignment and vision: Demonstrates solid strategic alignment to mission and vision by reinforcing alignment in day-to-day interactions, presentations, and consultations. Is comfortable to challenge clients regarding misalignment, and advise reconnecting value-added work back to the mission/vision.
• Interpret and translate data to enable business decisions: Advanced demonstration of key data concepts and data sources. Can translate datasets and connect relevancy to KPIs. Can present findings in multiple ways using visuals or summarizing findings from charts and graphs. Consistently delivers provocative questions stimulated from the data back to the business based on analytics for continued improvement and business empowerment.
• Risk assessment and management: Consistently demonstrates solid knowledge of risk management concepts and differentiations (e.g. operational, financial, strategic, compliance). Leads discussions in risk assessments and can performs qualitative assessments with categorizations of impact and likelihood along with recommended of mitigation plans.
• Environment and employee experience focused: Solid understanding of employee experiences and can lead initiatives and planning strategies for improvements.
• Talent Management and workforce planning: Identifies internal and external trends and provides recommendations to address identified opportunities. Can demonstrate leading improvements in relevant KPIs associated with Talent Management and workforce planning.
• Agile influencer: Actively adjusts approaches of delivery and proactively requests with more than one key decision maker for insights and guidance, as well as engages in independently initiated feedback sessions to confirm impact equaled intent. Leads developing strategies to use different approaches for consultative and empowering successes with the business.

Any certificates, licenses, etc. required of the position

• PHR, SCHRM-CP or other HR certifications are a plus.

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Primary Location: Texas-The Woodlands Texas : The Woodlands || Arkansas : El Dorado || Arkansas : Little Rock || Arkansas : Malvern || Arkansas : Newark || Arkansas : Redfield 
Job Function: Professional
FLSA Status: Professional
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining
Number of Openings: 1
Req ID: 118782
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.

Equal Opportunity

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.