Senior Staff Human Resources Business Partner 118782

Job Title:Senior Staff Human Resources Business Partner

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 valueadded 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 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/GMs level leaders (nonofficer 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 midlevel 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/GMs level leaders(typically nonofficer 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/GMs level leaders(typically nonofficer leadership) and below by collecting and preserving objective and effective evidence to support recommendations.
• Maintains indepth knowledge of labor relations and compliance requirements related to daytoday management of employees to support reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides daytoday performance management guidance for up to VP/GMs level leaders(typically nonofficer leadership) and below (e.g. coaching counseling career development disciplinary actions).
• Partners and collaborates with up to VP/GMs level leaders(typically nonofficer 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 units 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/GMs level leaders (typically nonofficer 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 ones 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

• Bachelors 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 Entergys 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 littletono 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 organizations mission vision and core values and be able to explain how these elements are related to the overall strategy and show up in daytoday 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. Kotters 8Step 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 of change strategies.
• Communication and stakeholder engagement:Drafts and deliver communications such as emails newsletters or presentations. Exercises transparency with the littletono 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 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 daytoday interactions presentations and consultations. Is comfortable to challenge clients regarding misalignment and advise reconnecting valueadded 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 SCHRMCP or other HR certifications are a plus.

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Primary Location: TexasThe WoodlandsTexas : 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:NonBargaining
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 nondiscrimination 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 you are an individual with a disability and you are in need of an accommodation for the recruiting process please clickhereand 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 nonconfidential 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 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.