Analyst II (Compliance)

Entergy•New Orleans, LA

4d•Hybrid

About The Position

The Analyst II (Compliance) supports Entergy’s federal infrastructure compliance program by performing detailed monitoring, documentation, data validation, and reporting across federal and other non revenue infrastructure funding across all jurisdictions. Under the direction of FIP leadership, this role conducts analyses, maintains audit ready records, supports compliance reviews, and ensures federal and state requirements are consistently implemented across projects and operating companies. The Analyst II helps track deadlines, manage compliance evidence, maintain data repositories, and support the organization’s adherence to DOE and other federal grant requirements.

Requirements

Bachelor's Degree in a technical or business related field required OR HS Diploma and 5 plus years work related work experience.
2-4 years of professional experience.
Analytical skill set with advanced knowledge of Microsoft Office: Word, Excel, PowerPoint.
Must exhibit trust and display honesty, integrity, and a commitment to always act in the highest ethical and moral manner in dealings with all parties.
Demonstrates a self starter mindset by proactively identifying opportunities for improvement, following leadership guidance, and delivering creative, efficient solutions that consistently enhance processes and support going above and beyond for customers, colleagues, and the organization.
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.

Nice To Haves

Master's Degree.

Responsibilities

Perform detailed day ‑ to ‑ day compliance monitoring for federal and/or state funded awards and contracts, including documentation reviews, evidence tracking, and data validation.
Research, gather, and document compliance ‑ related information and requirements; ensure sources are accurate, relevant, and preserved for future use.
Review project data, identify inconsistencies or irregularities, and escalate issues to FIP leadership.
Maintain audit ‑ ready records for federal awards, including cost tracking, match documentation, procurement artifacts, and evidence/documentation for various regulations such as Davis ‑ Bacon, NEPA, Cargo Preference, and Build America, Buy America and any other relevant federal rules.
Support preparation of DOE and other federal reports by validating data, organizing documentation, and ensuring submissions meet federal frequency and content requirements.
Track compliance deadlines, reporting cycles, and action items using calendars, dashboards, or databases; ensure timely completion of required tasks.
Assist in reviewing contracts, grant agreements, and subrecipient documentation to confirm federal and state regulatory compliance.
Support FIP leadership during audits, examinations, and internal reviews by preparing evidence and maintaining organized repositories.
Work with cross ‑ functional partners (finance, supply chain, legal, capital projects, external affairs, operating companies) to collect data, align documentation, and resolve compliance questions.
Support grant application and post ‑ award activities by coordinating inputs, organizing supporting documentation, and assisting with funding opportunity announcement compliance checks.
Maintain centralized repositories for compliance documents, federal guidance, audit evidence, and reporting templates; ensure version control and accessibility.
Help prepare recurring internal compliance summaries, project updates, and reporting dashboards for leadership.

Benefits

Equal Opportunity Employer, Minority/Female/Disability/Vets.
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.
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.
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.
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 [email protected] to schedule a time to review the affirmative action plan during regular office hours.