Entergy Diversity and Workforce Strategies Specialist II in Jackson, Mississippi
Diversity and Workforce Strategies Specialist II
Date: Mar 14, 2023
Location: LA, US
Posting End Date: [[custPostingExpDateInternal]]
Work Place Flexibility: Hybrid
Legal Entity: Entergy Services, LLC
This role may be filled at any location within Entergy's service territory
The Diversity and Workforce Strategies Specialist II provides support in developing, implementing, and continuously improving initiatives to attract, hire and retain a diverse workforce that will enable Entergy to achieve the vision of becoming the Premier Utility. The Diversity and Workforce Strategies Specialist II provides support for the business and the Diversity and Workforce Strategies Center of Excellence, operating under the supervision of a more experienced diversity and workforce strategy professional. The DWS Specialist II will be responsible for full cycle enterprise-wide internship and co-op programs. The DWS Specialist II will report program metrics, develop partnerships, plan intern orientation, develop program guides, and oversee the end-to-end process.
This role will work in partnership with the business and human resources teams, including the talent management, organizational health and diversity, talent acquisition and HR business partner teams.
Provides support for the Diversity and 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 (Candidates don’t hire themselves)
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
Work with leadership teams on their data-driven approach to increase diversity, inclusion, and belonging in our culture
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:
Community, Business, and Educational Partnerships
Talent Attraction Programs
Talent Pipeline Programs
Diversity, Inclusion & Belonging Programs
The Diversity and Workforce Strategies Specialist II supports the collation and preliminary analysis of business and people data to support initiatives that drive the attraction, hiring, and retention of diverse talent.
Maintains knowledge on current and emerging developments/trends in all aspects of diversity and workforce strategy. Supports the Diversity and Workforce Strategies Leadership Team to incorporate new trends and developments in current and future strategies. Assists in the development of HR practices, policies and procedures.
Participates on HR and enterprise wide steering committees and lead special projects. Responsible for building collaborative relationships with all parts of HR, Shared Services and other needed groups to deliver strategic DIB and Workforce Development results.
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
Two years’ experience without a degree or one year of experience with a degree.
Minimum knowledge, skills, and abilities required of the position
Knowledge and ability to apply relevant fundamental concepts
Ability to perform tasks using prescribed methods
Applies knowledge and experience to simple HR issues/assignments
Intermediate knowledge of MS Office products (Word, Excel, PowerPoint)
Working knowledge of HR management systems
Understands of best practices and how own discipline integrates with others
Basic understanding of the utility industry
Effective communication skills such that data can be requested, analysis performed, and conclusions detailed
Can explain more difficult concepts and handle sensitive information
Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors.
Exercises judgment within defined procedures and practices to determine appropriate action
Learning and applying basic project management skills
Able to contribute as part of a project team
Developing ability to influence
Organized and results oriented
Committed to continuous learning / improvement in all aspects of HR.
Understands applicable laws, regulations, and government requirements and their impact on the business.
Supports compliance through effective programs, policies, and practices.
Any certificates, licenses, etc. required of the position
Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Arkansas : Little Rock || Louisiana : Baton Rouge || Mississippi : Jackson || Texas : The Woodlands
Job Function :Professional
FLSA Status :Professional
Relocation Option: No Relocation Offered
Union description/code :NON BARGAINING UNIT-NBU
Number of Openings :1
Req ID: 110766
Travel Percentage :Up to 25%
An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=en_US) to navigate to 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, 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, 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 (email@example.com?subject=Accessibility) 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 (https://www.dol.gov/agencies/ofccp/manual/fccm/2l-equal-opportunity-clauses-and-other-requirements/2l00-equal-opportunity) and Pay Transparency (https://www.dol.gov/sites/dolgov/files/OFCCP/pdf/pay-transp_%20English_formattedESQA508c.pdf) .
Pay Transparency Notice:
Pay Transparency Nondiscrimination Provision (dol.gov) (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp_%20English_formattedESQA508c.pdf)
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.
One way that Entergy has found to identify and assess the abilities and skills needed for certain jobs is through pre-employment testing. If this position does require an EEI test, the type of test will be located under the qualifications section of the job posting. If you are invited to a test session, we strongly recommend you review and complete the practice test as well as review the testing brochure for your respective test. The test brochure will give you critical information on the test such as time allocated and Pre-employment Testing: of questions. Also, keep in mind that the actual test is timed; you should practice timing yourself while doing the practice tests. The practice test information and test brochures can be located by going to the EEI website, http://www.eei.org/practicetests , numberLogon ID: entergy, password: practice test (2 words). Travel expenses incurred in connection with EEI testing are non-reimbursable.
In addition to EEI testing there is also Fit-for-Duty testing which will identify and assess the abilities and skills needed for certain jobs. If this position does require Fit-for-Duty testing, the type of test will be located under the qualifications section of the job posting.
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.
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