Manager, HR Business Partners

Legal Entity: Entergy Services, LLC. Position may be filled in New Orleans, Louisiana; The Woodlands, Texas; or Hammond, Louisiana.

About the Role

The Manager, HR Business Partner is the key leader in developing, implementing, and continuously improving Talent and Culture plans to maximize the engagement and performance of employees in TBS (Technology & Business Services) with a focus on IT (Information Technology). This role serves as a strategic partner and full member of the Information Technology leadership team.

The ideal candidate has previous HR Business Partner experience, specifically partnering with a technology-related group, and transformation and change management experience. This mid-level leader supports aligning business objectives with employees and management in designated business units, partnering across HR functions to deliver value-added service reflecting the organization's business objectives.

The role requires a proactive individual who can navigate ambiguity, adjust priorities quickly, and influence performance and behaviors through passion and engagement about people. The Manager, HR Business Partner will work with TBS and HR teams—including talent management, employee experience, talent acquisition, and total rewards—to develop and execute strategies for attracting, developing, and retaining top talent.

Responsibilities

• Lead the development and execution of the business unit people plan in conjunction with the HR organization, including:
  • Talent Resource Strategies
  • Talent and Performance Calibrations
  • Workforce Planning
  • Pay for Performance & Pay Equity
  • Talent Reviews and Performance Management
  • Succession Planning
  • Agile Career Pathing
  • Organization Development
  • Organization Effectiveness
  • Business Evolution Measures/Metrics
  • Organization Design
  • Org-specific On-Boarding
  • Retention Programs
  • Engagement Programs
  • Organizational Health Programs
• Provide insights and recommendations to drive improved business results through analysis and interpretation of business and people data.
• Communicate data-driven insights to the business to highlight the impact of actions on human performance.
• Consult and participate in managing employee relations issues up to VP/GM-level leaders (non-officer leadership), collecting and preserving objective evidence to support recommendations.
• Build organizational capability within the HR Business Partner team, ensuring top talent is hired and retained.
• Lead and develop a team of HR professionals, including direct reports and dotted-line employees.
• Partner with the IT leadership team to develop, implement, and continuously improve the Talent and Culture strategy for the IT department.
• Support major strategic initiatives, including strategy design, facilitation, planning, and implementation, as well as improving HR policies and processes.
• Work closely with Human Resources, Legal, and Finance to provide subject matter expertise and change management support for the IT business unit.
• Provide leadership development, including coaching for business leaders and their management teams, improving work team dynamics at senior levels, and supporting succession planning and workforce readiness.
• Provide performance management support, including first-quarter performance management and compensation support.
• Support Labor Relations with the development and implementation of labor strategies.
• Ensure a strong leadership and coaching culture permeates the organization.
• Support large enterprise-wide and business-unit-specific projects.
• Identify new opportunities where HR can add value to the business.
• Maintain knowledge of progressive HR practices and key trends.
• Identify and drive the communication and sharing of best practices across functions to facilitate continuous improvement.
• Execute workforce planning for the IT organization, including strategic staffing plans, headcount projections, and talent sourcing strategies.
• Facilitate organization design and organizational effectiveness programs.
• Support employee experience efforts within the business organizations.
• Model emotionally mature behaviors, such as managing emotions effectively, communicating with tact and diplomacy, navigating challenging situations with empathy, and building strong interpersonal relationships.

Requirements

• Bachelor's Degree in Human Resources or related field and/or equivalent work experience.
• 5+ years of HR experience.
• 2+ years leading teams or leading programs and initiatives, demonstrating the ability to influence and produce business results.

Qualifications

• Substantial business acumen and a clear, comprehensive understanding of the link between HR and business strategy.
• Ability to influence and drive change through the enterprise, its business units, leaders, and employees.
• Demonstrated technical knowledge of Human Resources (Employee Relations, Compensation, Labor Relations, Talent Acquisition, Performance Management, Organizational Design, and Compliance).
• Ability to diplomatically offer objective and creative solutions to client issues.
• Ability to respect and maintain confidential and sensitive information.
• Ability to build effective relationships with employees and leadership by adapting approach/style.
• Ability to champion HR initiatives.
• Highly organized and results-oriented, with success managing complex initiatives with matrixed resources.
• Understanding of cross-cultural and inclusion-related conflicts, tensions, misunderstandings, or opportunities.
• Understanding of applicable laws, regulations, and government requirements and their impact on the business.
• Ensures compliance through effective programs, policies, and practices.
• Excellent communication skills (internal and external), including written communication, executive presentations, and stand-up speaking skills; comfortable presenting to and facilitating work with all key stakeholders.
• Experience responding to formal EEO charges.
• Knowledge of employment laws and regulations, including but not limited to FLSA, FMLA, ADA, EO, HIPAA, and OSHA.
• Knowledge of employer-sponsored benefit plans (health, 401k, STD, LTD, etc.) and statutory programs (unemployment, workers compensation).
• Competent in performance management, compensation, training principles, recruiting, and other general HR knowledge areas.
• Excellent computer skills in Microsoft applications (Word, Excel, and PowerPoint).
• Strong interpersonal communication, listening, critical thinking, and writing skills.

Skills

• Desired: Previous HR Business Partner experience, specifically with a technology-related group.
• Desired: Previous transformation and change management experience.
• Proven ability to navigate day-to-day duties using technology.
• Desired: SPHR/PHR certification.
• Desired: Prosci certification.

Schedule

Hybrid work arrangement. Travel percentage: 25% to 50%.