HR Business Partner

Job Title:HR - Business Partner

Work Place Flexibility: Hybrid

Legal Entity:Entergy Services LLC

This position will be filled in New Orleans LA.

Hammond LA; Jackson MS; The Woodlands TX; Little Rock AR may be considered.

This position will be filled as a HR - Business Partner or HR - Business Partner Sr

Job Summary/Purpose

The HR Business Partner is a mid to senior 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 value-added service to management and employees that reflects the business objectives of the organization. The HR Business Partner does this by supporting and participating in the development implementation and continuous improvement of people programs to drive the successful execution of business strategies. The HR Business Partner provides moderate to strong HR business partner functional support and is the face of HR for employees typically up to director level leaders and below within their respective business unit operating under limited supervision and can work independently and make decisions within their area(s) of expertise.

This position requires a proactive individual who is comfortable with leading and navigating in situations of ambiguity and is passionate about people and committed to supporting our workforce in delivering premier performance.

Job Duties/Responsibilities

• Participates and facilitates prioritized meetings related to people and talent related programs within their respective business units.
• Consults and mediates employees up to mid-level leaders by providing HR guidance when appropriate.
• Reviews and identifies trends and metrics in partnership with the HR group and participates in the development of solutions and business activities to drive desired outcomes..
• Assess organizational effectiveness design and implement interventions to improve organizational performance culture and capability.
• Maintains knowledge of labor relations and compliance requirements related to day-to-day management of employees to support reducing labor risks and ensuring regulatory compliance. Partners with the labor relations department as needed/required.
• Maintains knowledge of legal and compliance requirements related to day-to-day management of employees to support reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day leadership coaching and guidance for up to mid-level leaders (e.g. coaching counseling career development).
• Works closely with employees up to mid-level managers to improve work relationships build morale and increase productivity and retention.
• Provides support with HR policy guidance and interpretation.
• Delivers basic guidance and 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.
• Identifies training needs for respective business units and employees up to mid-level leader coaching needs by leveraging data and insights.
• Provides support in being a liaison between the business and other Centers of Excellence (CoE) departments to optimize the impact of programs & change with the business.
• Prepares reports and draft 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 and participates 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

• HR - Business Partner:Two (2) years of HR or related experience with a degree or four (4) years of HR or related experienced without a degree.
• HR - Business Partner Sr: Four (4) years of HR or related experience with a degree or six (6) 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:

Proficient to Advanced proficiency level expectations

HR Business Partners should have foundational knowledge and the ability to perform routine tasks independently as well as take on more complex assignments with guidance. Based on this level proficiency expectations are related to the following concepts:

HR Professional Capabilities

1. Business and financial acumen - Easily identify the organizations mission vision and core values and be able to explain how these elements are related to the overall strategy.

2. Change management and change leadership - Has basic knowledge of change management frameworks (e.g. Kotters 8-Step Process ADKAR PROSCI etc.) and can recognize the different types of changes organizations undergo (structural technological or cultural) and the importance of managing these types of changes effectively. Can participate in change initiatives with planning and execution.

3. Communication and stakeholder engagement - Can draft communication materials with moderate guidance (such as emails newsletters or presentations) and recognize opportunities with transparency. Have established familiarity with stakeholder needs and how the relationship of stakeholder impact/influence directly influences communication styles approaches and forums. Ability to demonstrate basic interpersonal skills and can interact positively with team members.

4. Compliance and controls - Can find with moderate guidance and translate fundamental employment laws regulations and policies/procedures.

5. Project management - Has basic knowledge of terminology and project stages (initiation planning execution monitoring and closure) as well as the ability to identify the importance of each stage. Can draft basic project plans and understand more complex projects with moderate guidance.

6. Strategic Alignment and Vision - Ability to translate work activities and how they align to strategic vision of the company.

7. Interpret and translate data to enable business decisions - Fundamental understanding of key data concepts and data sources. Can interpret simple datasets and recognize relevancy to KPIs. Can present findings in a straightforward manner using simple visuals or summarizing findings from charts and graphs.

8. Organizational Development - The ability to conduct organizational assessments and diagnoses root causes of performance gaps. Designs and implements organizational development interventions aligned with business needs. Facilitates team effectiveness and cross-functional collaboration.

9. Environment and employee experience focused - Foundational knowledge that employee experiences encompasses workplace culture engagement job satisfaction and well-being. Assists in organizing initiatives and planning strategies associated with employee experiences.

10. Talent Management and workforce planning - Ability to recognize simple trends and the significance of workforce planning in aligning talent needs with organizational goals and can assist in the development of recommendations to address identified opportunities.

11. Technology and AI Applications - Is able to use HR technology systems and tools effectively to support HR operations. Uses AI-powered features and functions within HR systems in daily work. Applies automation and workflow tools to streamline HR processes.

Any certificates licenses etc. required of the position

• None

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

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 Companys legal duty to furnish information. 41 CFR 60-1.35(c).Equal OpportunityandPay Transparency.

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision ()

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.

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.