Lead HR Business Partner

About the role

The Lead HR Business Partner is an advanced to mastery 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.

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 non-officer 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.
• Conducts organizational assessments, identifying root causes of performance gaps, designing solutions aligned with business strategy, building organizational capacity, and measuring the impact of organizational development initiatives on business outcomes.
• Maintains in-depth knowledge of labor relations 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 VP/GM’s level leaders (typically non-officer leadership) and below (e.g. coaching, counseling, career development).
• Partners and collaborates with up to VP/GM’s level leaders (typically non-officer 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 unit’s 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/GM’s level leaders (typically non-officer 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.

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: 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: Advanced to Mastery proficiency level expectations related to HR Professional Capabilities such as Business and financial acumen, Change management and change leadership, Communication and stakeholder engagement, Compliance and controls, Project management, Strategic Alignment and Vision, Interpret and translate data to enable business decisions, Organizational Development, Talent Management and workforce planning, Technology and AI Applications.

Qualifications

• None

Skills

• 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.

Benefits

N/A

Pay

N/A

Schedule

N/A

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 contact us at [insert contact information].

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.

Accessibility

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.