HR - Business Partner or HR - Business Partner, Sr

Job Title: HR - Business Partner or HR - Business Partner, Sr

Work Place Flexibility: Hybrid

Legal Entity: Entergy Services, LLC

"This position will be filled as a HR Business Partner or HR Business Partner, Sr depending on the selected candidates’ qualifications and experience"

Job Summary/Purpose

The HR Business Partner/HR Business Partner Sr is a mid-level 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 HRBP/HRBP Sr 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 basic to moderate HR business partner functional support and is the face of HR typically for employees up to mid-level leaders within their respective business unit, operating under moderate supervision of a more experienced HR Business partner. The HRBP position requires a proactive individual who is comfortable with exercising a stronger leading presence and is passionate about people and committed to supporting our workforce in delivering premier performance.

The HR Business Partner, Sr provides 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. The HRBP Sr 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.

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 employee’s director level leaders and below positions is by providing HR guidance when appropriate.

- Identifies and analyzes trends and metrics in partnership with the HR group and provides recommendations in the development of solutions and business activities to drive desired outcomes.

- Ability to tell the story clearly and concisely with data, considering your audience, determine what data matters to get the message across.

- Consults and participates in managing issues related to employee relations up to director level leaders and below by collecting and preserving objective and effective evidence to support recommendations.

- Maintains in-depth 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 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 director-level leaders and below (e.g. coaching, counseling, career development, disciplinary actions).

- Works closely with up to director level leaders and below to improve work relationships, build morale, and increase productivity and retention.

- Translates and navigates HR policy guidance and interpretation.

- Delivers guidance and input on respective business unit’s talent and culture initiatives.

- Composes clear, concise, and empathetic messages to deliver sensitive or challenging information to respective business units with the ability to flex and shift styles to ensure the message is delivered.

- Identifies training needs for respective business units and up to director level leaders and below coaching needs by leveraging data and insights.

- Ability to lead and implement change management initiatives with respective business.

- Delivers recommendations as a liaison 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 one's 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

- Bachelor’s 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

- HR Business Partner: In addition to Entergy’s Values, and Expectations standards 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 Business Partner Sr: In addition to Entergy’s Values, and Expectations standards HR Business Partners Sr’s should be able to demonstrate a solid understanding of the profession and its practices, as well as work independently and make decisions within their area(s) of expertise. Based on this level, proficiency expectations are related to the following concepts:

HR Professional Capabilities

- HR Business Partner

- Business and financial acumen: Easily identify the organization’s mission, vision, and core values, and be able to explain how these elements are related to the overall strategy.

- Change management and change leadership: Has basic knowledge of change management frameworks (e.g. Kotter’s 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.

- 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.

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

- 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

- HR Business Partner Sr

- 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

- Change management and change leadership: olid understanding of change management frameworks (e.g. Kotter’s 8-Step Process, ADKAR, PROSCI, etc.),and can make recommendations based on the different types of changes organizations undergo (structural, technological, or cultural). Can recommend change initiatives as well as lead the development and execution of change strategies.

- Communication and stakeholder engagement: Can draft and deliver communications such as emails, newsletters, or presentations. Exercises transparency with the limited guidance. Is able to demonstrate how their communications are considerate of stakeholder needs and how the relationship of stakeholder impact/influence directly influences communication styles, approaches, and forums. Demonstrates solid interpersonal skills and can interact positively with team members.

- Compliance and controls: Can translate fundamental employment laws, regulations, and policies/procedures. Demonstrates sensitivities to standards, as well as recognizes areas of flexibility with limited guidance.

- Project management: Demonstrates solid knowledge of project management terminology and project stages (initiation, planning, execution, monitoring, and closure) as well as the ability to deliver and translate the importance of each stage. Can draft and lead projects plans with moderate levels of complexity, and understand more significantly complex projects with limited guidance.

HR Business Partner & HR Business Partner Sr Capabilities

- HR Business Partner:

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

- 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.

- Risk assessment and management: Has basic knowledge of risk management concepts and differentiations (e.g. operational, financial, strategic, compliance). Participates in risk assessments and can perform simple qualitative assessments with categorizations of impact and likelihood.

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

- 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.

- Agile influencer: Is able to identify simple scenarios that require an agile approach to influence or drive desired outcomes. Adjust approaches of delivery and proactively requests for insights and guidance. Assists in the planning strategies to use different approaches for consultative and empowering successes with the business.

- HR Business Partner Sr:

- Strategic Alignment and vision: demonstrates solid strategic alignment to mission and vision by reinforcing alignment in day-to-day interactions, presentations, and consultations.

- Interpret and translate data to enable business decisions: So lid demonstration of key data concepts and data sources. Can translate datasets and recognize relevancy to KPIs. Can present findings in multiple ways using visuals or summarizing findings from charts and graphs. Is able to deliver provocative questions stimulated from the data back to the business based on analytics for continued improvement and business empowerment.

- Risk assessment and management: 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 develops initiatives and planning strategies for improvements.

- Talent Management and workforce planning: Identifies internal and external trends and provides recommendations to address identified opportunities.

- Agile influencer: Actively adjusts approaches of delivery and proactively requests 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.

Primary Location: Louisiana-New Orleans Louisiana : New Orleans

Job Function: Professional FLSA Status: Professional Relocation Option: No Relocation Offered Union description/code: Non-Bargaining Number of Openings: 1 Req ID: 120825 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.

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 Company’s legal duty to furnish information. 41 CFR 60-1.35(c). Equal Opportunity and Pay Transparency.

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision (dol.gov)

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.