TR Program Manager

Job Title:TR Program Manager

Work Place Flexibility:Hybrid

Legal Entity:Entergy Services LLC

SUMMARY/PURPOSE:

At Entergy We Power Life. We provide safe affordable and reliable power to our customers and communities. Our work matters. We deliver electricity to 2.9 million utility customers across 4 states. We own and operate power plants with approximately 30000 megawatts of electric generating capacity including about 8000 megawatts of nuclear power.

The TR Program Manager is a member of the HR Compensation Team responsible for identifying evaluating and implementing compensation programs that deliver an employment value proposition that recruits retains and drives performance including executive and non-executive base compensation long-term incentives annual short-term incentives pay equity and the rewards and recognition program.

The TR Program Manager for executive compensation serves as the primary subject matter expert and program owner for executive compensation including long-term and short-term incentive plan design and compensation administration for ML1-4 officers. This role reports directly to the Dir. Compensation and functions as a cross-functional partner to HRBPs Talent Acquisition Legal Accounting Finance and Tax. The TR Program Manager supports the preparation of the Compensation Discussion and analysis (CD&A) for the annual proxy statement and 10-K prepares executive compensation materials for Talent & Compensation Committee meetings and owns and manages all aspects of executive pay throughout the year.

JOB DUTIES/RESPONSIBILITIES:

• Design develop and administer market-competitive executive compensation programs.
• Rigorously monitor trends and changes in executive compensation practices.
• Rigorously monitor the regulatory legislative and proxy advisory firm developments and landscape for impacts on executive compensation programs.
• Own and execute executive compensation activities including pay recommendations related to executive promotions and hires.
• Research and analyze data and prepare recommendations for executive compensation programs to ensure desired competitive market position is maintained.
• Partner with Pay Governance the compensation consultant for the Talent & Compensation Committee to perform annual assessments and benchmarking of executive jobs.
• Analyze and evaluate new and existing executive jobs utilizing external/internal market data to make appropriate pay recommendations.
• Participate in various industry executive benchmarking surveys to support the determination of benchmark positions for executive compensation roles.
• Identify evaluate and implement incentive designs that produce behaviors and results that add value to customers communities and shareholders.
• Provide oversight and project management for the annual executive compensation cycle (e.g. C-suite annual pay increases short-term incentives long-term incentives).
• Interface with other corporate functions (Business Partners HRO Employment Labor and SEC Legal Accounting Finance Payroll IT etc.) to ensure successful execution of annual executive compensation components.
• Responsible for the production of accurate timely and high-quality materials requested by Total Rewards leaders in support of the Board of Directors Talent & Compensation Committee and all associated preparation meetings including annual compensation model annual risk assessment and other materials as needed/requested.
• Responsible for oversight of Entergys executive pay practices to ensure pay equity across our employee population regardless of race or gender.
• Partner with HR Business Partner(s) in support of the HR Talent & Culture strategy as well as the organizations overall business objective to become the Premier Utility.
• Partner with and provide oversight to external consultants and vendors such as Pay Governance Market Pay/PayScale Fidelity and Equiniti to achieve business results and ensure optimal services.
• Sustaining HR compliance and proactively mitigates risk through internal monitoring of operations and administration including corrective action of any inadequate controls or failures identified.
• Partner with SEC Legal and external reporting to ensure accurate information is provided for all financial filings (CD&A for proxy and 10-K; 10-Q).
• Deliver premier cost management by supporting regulatory rate cases and requests for information (RFIs) as need.
• Support M&A work as directed.
• Engage in key HR & Total Rewards initiatives.

MINIMUM REQUIREMENTS:

Minimum education required of the position

• Bachelors in Human Resources Business Administration Finance Accounting or related field.

• MBA or graduate level degree preferred.

Minimum experience required of the position

• 8 years of relevant Compensation Finance Accounting Analytical or HR experience with a bachelors degree;

• 8 years of relevant experience without a bachelors degree.

Minimum knowledge skills and abilities required of the position

• Strategic Thinking: Formulate objectives and priorities implement plans consistent with long-term interests of the organization in a global environment. Capitalize on opportunities and manage risk.
• Communication: Make clear and convincing oral presentations. Listen effectively; clarify information as needed. Write in a clear concise organized and convincing manner for intended audience.
• Technical Credibility:Understand and appropriately apply principles procedures requirements regulations and policies related to compensation.
• Problem Solving: Solve problems of diverse scopes where analysis of data requires evaluation of identifiable factors. Demonstrate good judgement in selecting methods and techniques for obtaining solutions. Develop alternatives to accomplish work group objectives.
• Partnering:Develop networks and build alliances; collaborate across boundaries to build strategic relationships and achieve common goals.
• Accountability: Work with minimum supervision as well as with a team. Hold self and others accountable for measurable high-quality timely and cost-effective results. Determine objectives set priorities and delegate work. Accept responsibility for mistakes.
• Project Management: Develop schedule coordinate and manage projects and resources including monitoring and inspecting costs work and contractor performance.
• Planning and Evaluation: Organize work set priorities and determine resource requirements; determine short- or long- goals; monitor progress and evaluate outcomes.
• Make Customers More Successful: Anticipate and meet the needs of both internal and external customers. Delivering high-quality products and services is committed to continuous improvement.
• Innovate and Continuously Improve: Prioritize innovation and continuous improvement by always looking for better ways small or large to improve programs or processes and act on those opportunities. Develop new insights into situations; question conventional approaches; encourage new ideas and innovations; design and implement new or cutting-edge program or processes.
• Collaborate and Shares Knowledge:Foster an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.
• Accountable for Results: Embrace challenging performance goals for continuous learning and performance improvement. Accountable for results and transparent measurement of performance.
• Flexibility: Demonstrate openness to change and new information; rapidly adapt to new information changing conditions and unexpected obstacles.

Any certificates licenses etc. required for the position

• None

Primary Location:Louisiana-New OrleansLouisiana : New Orleans
Job Function: Professional
FLSA Status: Professional
Relocation Option:Level I
Union description/code: Non-Bargaining Unit
Number of Openings: 1
Req ID:122810
Travel Percentage:Up to 25%

An Equal Opportunity Employer Minority/Female/Disability/Vets. Please click hereto 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 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 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 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.

Know Your Rights: Workplace Discrimination is Illegal

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 to schedule a time to review the affirmative action plan during regular office hours.

EEI Testing:

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 numberof 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 Logon 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.

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.