Manager HR Business Partner

Job Title: Manager HR Business Partner

PS Job Title: Mgr, HR - Business Partners

Work Place Flexibility: Hybrid

Legal Entity: Entergy Services, LLC

• This position can be filled in New Orleans, LA or Hammond, LA.*

Job Summary/Purpose

The Mgr, HR Business Partner is a mid-level leader 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 Mgr, HR Business Partners is considered an expert in the HRBP field and will lead as well as respond to escalated needs based on the dynamics and cultural maturity levels of the business to drive the successful execution of business strategies through development, implementation, and continuous improvement of people programs. As a leader, the Mgr, HR Business Partners is a role model with the delivery and behaviors to preserve the credibility and influential nature of the HRBP function and supports and participates developing junior HR Business Partner professionals. The Mgr, HR Business Partner typically provides support and is the face of HR for employees typically up to VP/GM's level leaders (typically officer leadership) within their respective business unit.

This position requires a proactive individual who can easily navigate and lead in situations of ambiguity and can adjust and reprioritize quickly as well as influence the performance and behaviors of others through their passion and engagement about people and committed to supporting our workforce in delivering premier performance.

Job Duties/Responsibilities

• 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/GM's level leaders(typically officer leadership) and below positions is by providing HR guidance when appropriate.
• Delivers and develops capability building support for lower-level HRBP professionals.
• Identifies and communicates trends and metrics in partnership with the HR group and provides recommendations and sometimes leads solutions for business activities to drive desired outcomes.
• Ability to tell the story clearly and concisely with data, tailor the message to the audience, determine what data matters to get the message across.
• Partners with employee relations CoE and leaders on employee issues.
• Maintains in-depth 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 performance management guidance for up to VP/GM's level leaders (typically officer leadership) and below (e.g. coaching, counseling, career development, disciplinary actions). Works closely with up to VP/GM's level leaders (typically officer leadership) and below to improve work relationships, build morale, and increase productivity and retention.
• Translates and navigates HR policy guidance and interpretation.
• Acts as the consultative partner from the business regarding input on business unit restructures, workforce planning and succession planning.
• Model emotionally mature behaviors, such as managing emotions effectively, communicating with tact and diplomacy, navigate challenging situations with empathy and composure and building strong interpersonal relationships.
• Identifies training needs for business units and up to VP/GM's level leaders (typically officer leadership) and below coaching needs.
• Consults, leads, and implements change management initiatives with respective business.
• Delivers recommendations as a liaison and participates in the 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 related to HR and people programs.
• Advocates, participates, and provides recommendations with influencing improvement strategies to enhance employee experiences and work environments.
• Leads and delivers programmatic management of HR/People related projects and processes to support the optimization and effectiveness.

Minimum Requirements

Minimum education required of the position

• Bachelor's degree in human resources or related field and/or equivalent work experience preferred.

Minimum experience required of the position

• Minimum Five (5)+ years, preferred 7+ years of HR or related experience with a degree or eight (8)+ years of HR or related experienced without a degree.

Minimum knowledge, skills, and abilities required of the position

Advanced proficiency level expectations

HRBP Program Manager are typically the resources that are leaned on in leadership roles within their team(s) and have significant impact based on their extensive experience and advanced skills, as well as work relatively independent with little-to-no guidance from higher level HR Business Partner professionals. They are also leaned on to support the reinforcement of standards, as well as imbed continuous performance behaviors within the HR Business Partner team. Based on this level, proficiency expectations are related to the following concepts:

HR Professional Capabilities

1.Business and financial acumen Identify and translate relevancy behind the organization's mission, vision, and core values, and be able to explain how these elements are related to the overall strategy and show up in day-to-day responsibilities, tasks, and programs with diverse functions and jobs. Identify and challenge work that does not correlate with overall business and financial acumen with clients and cross-functionally.

2. Change management and change leadership Considered an expert with understanding of change management frameworks (e.g. Kotter's 8-Step Process, ADKAR, PROSCI, etc.), and recommends based on the different types of changes organizations undergo (structural, technological, or cultural). Leads change initiatives as well as the development and execution of change strategies.

3. Communication and stakeholder engagement Delivers communications such as emails, newsletters, or presentations. Exercises transparency and autonomy associated with their assigned client group(s). Demonstrates expert stakeholder engagement expertise and how the relationship of stakeholder impact/influence directly influences communication styles, approaches, and forums. Has expert interpersonal skills and can interact positively with team members. Can deliver difficult messages to impactful stakeholders with limited support. Demonstrates the ability to recognize and share, collaborate, and celebrate milestones, behaviors, and other achievements.

Compliance and controls

4. Translates fundamental employment laws, regulations, and policies/procedures. Reinforces adherence to standards, as well as can identify alternative approaches when necessary.

Project management

5. Is considered an expert with project management, including terminology and project through the appropriate stages (initiation, planning, execution, monitoring, and closure).

6. Drafts and leads project plans with advanced levels of complexity and understand complex projects with limited guidance. Demonstrates strong ability to delegate tasks through empowerment and holding participating partners accountable for successful execution of project plan(s).

Any certificates, licenses, etc. required of the position

• None

#LI-DE1

Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Louisiana : Hammond

Job Function: Corporate

FLSA Status: Professional

Relocation Option: Level I

Union description/code: non-barganing

Number of Openings: 1

Req ID: 125141

PS Job Title: Mgr, HR - Business Partners

Travel Percentage:Up to 25%

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 behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here 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.

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 contact HRCompliance@entergy.com 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.