Entergy Mgr, HR - Business Partners (Information Technology) in New Orleans, Louisiana
Mgr, HR - Business Partners (Information Technology)
Date: Mar 11, 2023
Location: New Orleans, Louisiana, United States
Posting End Date: 01/27/2023
Work Place Flexibility: Hybrid
Legal Entity: Entergy Services, LLC
This position can be filled in New Orleans, LA or The Woodlands, TX
The Manager, HR Business Partner is the key leader in developing, implementing, and continuously improving Talent & Culture plans to maximize the engagement and performance of employees in Corporate Business Services with a focus on Information Technology (IT).
The Manager, HR Business Partner is a key strategic partner and operates as a full member of the Information Technology leadership team. The ideal candidate would have previous HR Business Partner experience, specifically partnering with a technology related client group. Previous transformation and change management experience is also preferred.
This role will work in partnership with Corporate Business Services 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.
Work closely with other parts of Human Resources, Legal, Finance and Regulatory Services to provide subject matter expertise and change management support while supporting the IT business units
Support major strategic imperatives including, but not limited to: strategy design, facilitation, planning and implementation; strategies for how to improve HR policies and process
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 small 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
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
Develop strategic staffing plans, including headcount projections and talent sourcing strategies; Facilitate organizational design and organizational effectiveness programs
Support efforts to improve both employee engagement and diversity and inclusion within the business organizations supported
Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and processes
Minimum education required of the position
- Bachelor's degree in Business Administration or a related discipline or equivalent work experience
Minimum experience required of the position
5+ years HR experience
2+ years leading teams or leading programs and initiatives where the employee can demonstrate the ability to effectively influence others
Previous HR Business Partner experience, specifically partnering with a technology related client group
Previous transformation and change management experience
Minimum knowledge, skills and abilities required of the position
Substantial business acumen
Clear, comprehensive understanding of the link between HR and business strategy
Ability to influence and drive change through the enterprise, it’s 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
Basic HR knowledge, skills and abilities required of the position
Experience responding to formal EEO charges.
Knowledge of employment laws & regulations including but not limited to FLSA, FMLA, ADA, EO, HIPAA, 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 HR general knowledge area.
Excellent computer skills in Microsoft applications (Word, Excel and PowerPoint).
Strong interpersonal communication, listening, critical writing & thinking skills.
Any certificates, licenses, etc. required for the position
Primary Location: Louisiana - New Orleans Louisiana : New Orleans || 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: 110200
Travel Percentage : 25% to 50%
An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=en_US) 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, 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) .
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.
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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