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Entergy · 1 day ago

Manager, HR Business Partners

New Orleans, LA

Full-time

Hybrid

Mid, Senior Level

5+ years exp

Entergy is a leading utility company focused on providing essential services and maximizing employee engagement. They are seeking a Manager, HR Business Partners, who will develop and implement Talent and Culture plans to enhance employee performance within the IT department, partnering closely with HR and business leaders.

Electrical DistributionEnergyMarketingPower GridRetail TechnologyTrading Platform

No H1B

Responsibilities

In conjunction with the HR organization and their respective business unit, leads the development and execution of the business unit people plan, including, but not limited to: Talent Resource Strategies, Talent and Performance Calibrations, Workforce Planning, Pay for Performance & Pay Equity, Talent Reviews and Performance Management, Succession Planning, Agile Career Pathing, Organization Development, Organization Effectiveness, Business Evolution Measures/Metrics, Organization Design, Org-specific On-Boarding, Retention Programs, Engagement Programs, Organizational Health Programs, Leadership Coaching, Change Management Consulting, Employee Relations, Labor Relations

Through the analysis and interpretation of business and people data, provides insights and recommendations to the business to drive improved business results. The Manager, HR Business Partner is required to interpret and translate the data into meaningful actions that the business can take to improve human performance. Successful execution of this requires the Manager, HR Business Partner to communicate those insights to the business in a way the business can understand the impacts of their actions. This requires strong influencing skills. 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 conclude recommendations

Builds organizational capability within the HR Business Partner team, and ensures top talent is hired and retained. Responsible for leading and developing a team of HR professionals which may include direct reports and/or other dotted line HR employees to deliver on the activities and programs described above

Partner with the IT leadership team to develop, implement and continuously improve the Talent and Culture strategy for the IT department

Support major strategic initiatives including, but not limited to strategy design, facilitation, planning and implementation; strategies for how to improve HR policies and process

Work closely with other parts of Human Resources, Legal and Finance to provide subject matter expertise and change management support while supporting the IT business unit

Leadership development, including but not limited to personal development and coaching for business leaders and their management teams: Improving work team dynamics at senior levels: Succession planning & workforce readiness

Provide performance management support, including 1st quarter performance management and compensation support; Support Labor Relations with the development and implementation of Labor strategies; Ensure that a strong leadership and coaching culture permeates the organization; Supporting large enterprise wide and BU specific projects

Identify new opportunities where HR can add value to the business; Maintain a knowledge of progressive HR practices and key trends; Identify and drive the communication and sharing of best practices across functions to facilitate continuous improvement

Execute workforce planning for the IT organization. Develop strategic staffing plans, including headcount projections and talent sourcing strategies; Facilitate organization design and organizational effectiveness programs

Supports employee experience efforts within the business organizations supported

Models emotionally mature behaviors, such as managing emotions effectively, communicating with tact and diplomacy, navigate challenging situations with empathy and composure and building strong interpersonal relationships

Qualification

HR Business Partner experienceChange management experienceTalent managementEmployee relationsLabor relationsOrganizational designPerformance managementSuccession planningWorkforce planningLeadership coachingMicrosoft OfficeSPHR/PHR certificationProsci certificationInterpersonal communicationEmotional intelligenceCritical thinkingTeam leadership

Required

Bachelor's Degree in Human Resources or related field and/or equivalent work experience preferred

5+ years of HR experience

2+ years leading teams or leading programs and initiatives where the employee can demonstrate the ability to influence producing business results

Substantial business acumen

Clear, comprehensive understanding of the link between HR and business strategy

Ability to influence and drive change through the enterprise, its business units, leaders and employees

Demonstrated technical knowledge of Human Resources is required (Employee Relations, Compensation, Labor Relations, Talent Acquisition, Performance Management, Organizational Design, and Compliance)

Ability to diplomatically offer objective and creative solutions to client issues

Ability to respect and maintain confidential and sensitive information

Ability to build effective relationships with client employees as well as leadership by adapting approach/style

Ability to champion HR initiatives

Highly organized and results oriented

Success managing complex initiatives with matrixed resources

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

Experience responding to formal EEO charges

Knowledge of employment laws & regulations including but not limited to FLSA, FMLA, ADA, EO, HIPPA, and OSHA

Knowledge of employer-sponsored benefit plans (health, 401k, STD, LTD, etc.) and statutory programs (unemployment, workers compensation)

Competent in performance management, compensation, training principles, recruiting and other general HR knowledge areas

Excellent computer skills in Microsoft applications (Word, Excel and PowerPoint)

Strong interpersonal communication, listening, critical thinking & writing skills