Entergy Military Talent Strategist, Sr in New Orleans, Louisiana
Military Talent Strategist, Sr
Date: May 5, 2021
Location: LA, US
*The official title for this position will be HR Rep, Sr.*
*This will be a hybrid remote role, with the expectations that the employee is able to report to the New Orleans office on an as needed basis.*
The Military Talent Strategist leads the technical support in developing, implementing, and continuously improving initiatives that support the attraction, hiring and retention of a diverse workforce that will enable Entergy to achieve the vision of becoming the Premier Utility. The Military Talent Strategist is a key technical partner for the business and the Diversity and Workforce Strategies Center of Excellence, operating under the supervision of a more experienced HR Business Partner.
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 strategic and tactical 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 the business, 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
Typically, the Military Talent Strategist will be accountable for providing strategic and tactical support to the HR organization and the business under the supervision of a more experienced HR Business Partner. They have a strong ability to work independently on projects and issues and confer with more senior professionals on unique or highly complex issues.
Through the analysis and interpretation of business and people data, provides insights and recommendations to the business to drive improved programs and initiatives to attract, hire and retain diverse talent. The Military Talent Strategist may be 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 Military Talent Strategist to communicate those insights to the business in a way the business can understand the impacts of their actions. This requires strong influencing skills.
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. Takes a technical lead 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. Can be seen as a support for lesser experienced employees.
Minimum education required of the position
Bachelor's degree in Human Resources or related field and/or equivalent work experience preferred. Masters preferred.
Minimum experience required of the position
Six years without a degree or five years with a degree.
Prior experience recruiting military/veteran talent preferred.
Experience serving in the military preferred.
Minimum knowledge, skills, and abilities required of the position
Has diverse functional knowledge across multiple areas of HR
Can perform work that is complex and may be broad/diverse in scope
Easily adapts to changing circumstances; champions change
May lead projects, processes or resources with minimal supervision
Proficiency in MS Office products (Word, Excel, PowerPoint); able to use without issue, including complex formulas
Advanced knowledge of HR Management systems or other experience with HRIS
Ability to write, run, and analyze queries and reports
Actively monitors external landscape for best practices and provides recommendations on possible enhancements/changes across a variety of HR disciplines
Able to present and communicate both internal and external presentations
Influential communicator; can articulate difficult concepts.
Able to solve complex problems and translate HR data into meaningful advice
Able to proactively identify problems and develop effective solutions or alternative
Able to recommend and implement efficiency improvements, when they arise without waiting for direction
May contribute to projects by serving as a subject matter expert/solving complex problems for their area of developing expertise while maintaining ongoing responsibilities for day-to-day work
Demonstrated ability to influence others internally and externally
Deep understanding of all aspects of HR generalist support
Highly organized and results oriented
Ability to identify and advise on employee relations issues.
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.
Committed to continuous learning / improvement in all aspects of HR.
Judgment - can discern when to inquire, advocate, drive, or resolve more decisively.
Understands applicable laws, regulations, and government requirements and their impact on the business.
Ensures compliance through effective programs, policies, and practices.
Excellent written and verbal 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.
Functional Knowledge Requires depth and/or breadth of expertise in own specialized discipline or field.
Business Expertise Interprets internal/external business challenges and recommends best practices to improve products, processes or services.
Problem Solving May lead functional teams or projects with moderate resource requirements, risk, and/or complexity.
Impact Impacts the achievement of customer, operational, project or service objectives; work is guided by functional policies.
Interpersonal Skills Communicates difficult concepts and negotiates with others to adopt a different point of view.
Working Conditions/Essential Functions/Physical Requirements
Office environment with minimal physical requirements. 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.
As a HR professional, it is imperative that employees have the ability to perform the following functions:
Effective verbal and written communications with others
Ability to analyze, interpret and advise on business and people data/information.
Ability to advise line management on HR related topics.
Primary Location: Louisiana-New Orleans
Job Function :Professional
FLSA Status :Professional
Relocation Option: No Relocation Offered
Union description/code :NON BARGAINING UNIT-NBU
Number of Openings :1
Req ID: 101964
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 full statement.
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.
Job Segment: Strategist, HR, Information Systems, Technical Support, HRIS, Strategy, Human Resources, Technology