Lead HR Business Partner (Nuclear)

This position will be filled in Russellville, AR at Entergy's Arkansas Nuclear One (ANO) Power Facility.

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. The role involves developing, implementing, and continuously improving people programs to drive the successful execution of business strategies.

The Lead HR Business Partner provides advanced HR business partner functional support, manages a client-base independently, and serves as the face of HR for employees up to VP/GM-level leaders (non-officer leadership) and below. This role requires minimal supervision, the ability to work independently, and a proactive approach to navigating ambiguity while supporting workforce performance.

Responsibilities

• Facilitate and lead discussions on people and talent-related programs within business units.
• Consult and mediate with employees up to VP/GM-level leaders, providing HR guidance as appropriate.
• Identify and communicate trends and metrics in partnership with the HR group, providing recommendations to drive desired business outcomes.
• Conduct organizational assessments, identify root causes of performance gaps, and design solutions aligned with business strategy.
• Maintain in-depth knowledge of labor relations and compliance requirements to reduce legal risks and ensure regulatory compliance; partner with the legal department as needed.
• Provide day-to-day leadership coaching and guidance for leaders up to VP/GM level (e.g., coaching, counseling, career development).
• Collaborate with leaders to improve work relationships, build morale, and increase productivity and retention.
• Translate and navigate HR policy guidance and interpretation.
• Deliver consultative support regarding talent and culture initiatives.
• Compose clear, concise, and empathetic messages for sensitive or challenging communications.
• Identify training and coaching needs using data and insights.
• Lead and implement change management initiatives within the business.
• Act as a liaison between the business and Centers of Excellence (CoE) departments to optimize program impact.
• Develop and facilitate presentations and proposals leveraging HR and people program data.
• Demonstrate emotional intelligence in managing relationships and navigating challenging situations.
• Advocate for and influence strategies to enhance employee experiences and work environments.

Requirements

• Bachelor’s degree in human resources or a related field, or equivalent work experience.
• Five (5)+ years of HR or related experience with a degree, or seven (7)+ years without a degree.

Skills

• Business and financial acumen: Provide strategic HR recommendations grounded in financial and business analysis; analyze workforce trends, forecast talent needs, and optimize resource allocation.
• Change management and leadership: Lead change initiatives with a strategic perspective; develop and implement change management strategies and mobilize change networks.
• Communication and stakeholder engagement: Communicate strategically to influence organizational decisions; build and maintain productive relationships with key business partners; navigate complex stakeholder dynamics.
• Compliance and controls: Provide compliance guidance aligned with business objectives; develop and implement HR policies and procedures to mitigate risks; conduct compliance assessments and coach leaders on best practices.
• Project management: Manage HR and business projects from initiation to closure; manage scope, schedule, resources, and stakeholder expectations.
• Strategic alignment and vision: Provide HR guidance aligned with organizational vision and business strategy; identify talent and capability gaps; coach leaders on strategic thinking.
• Data interpretation and analytics: Conduct data analysis to uncover trends and root causes; build dashboards and analytics tools to enable decision-making; partner with leaders to define data needs.
• Organizational development: Provide guidance aligned with business strategy; conduct organizational assessments; develop capability through coaching and process improvement.
• Talent management and workforce planning: Develop strategies for talent management and workforce planning; forecast talent needs and design acquisition, development, and retention strategies.
• Technology and AI applications: Leverage advanced HR technology and AI to solve complex business problems; design workflow solutions and automate multi-step HR processes.

Primary work locations include Russellville, AR, and surrounding areas in Arkansas.