Manager, HR Business Partners

Entergy•New Orleans, LA

3d•Hybrid

About The Position

The Manager, HR Business Parter 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). The Manager, HR Business Partner, is a key strategic partner and operates as a full member of the Information Technology leadership team. The ideal candidate would have previous HR Business Partner experience, specifically partnering with a technology related group. Previous transformation and change management experience is also preferred. The Manager, HR Business Partner, is a mid-level leader 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 will work in partnership with TBS and human resources teams, including talent management, employee experience, talent acquisition and total rewards to develop and execute strategies aimed at attracting, developing and maintaining top talent that will enable Entergy to achieve the vision of becoming the Premier Utility. This position requires a proactive individual who can easily navigate and lead in situations of ambiguity and can adjust and reprioritize quickly as well as influence the performance and behaviors of others through their passion and engagement about people and commitment to supporting our workforce in delivering premier performance.

Requirements

Bachelor's Degree in Human Resources or related field and/or equivalent work experience preferred.
5+ years of HR experience.
2+ years leading teams or leading programs and initiatives where the employee can demonstrate the ability to influence producing business results.
Substantial business acumen.
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 is required (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 client employees as well as leadership by adapting approach/style.
Ability to champion HR initiatives.
Highly organized and results oriented.
Success managing complex initiatives with matrixed resources.
Understands the dynamics of cross-cultural and inclusion related conflicts, tensions, misunderstandings, or opportunities.
Understands 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 to Entergy) 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 & regulations including but not limited to FLSA, FMLA, ADA, EO, HIPPA, 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 & writing skills.

Nice To Haves

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

Responsibilities

In conjunction with the HR organization and their respective business unit, leads the development and execution of the business unit people plan, including, but not limited to: 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 Leadership Coaching Change Management Consulting Employee Relations Labor Relations
Typically, the Manager, HR Business Partner will be accountable for the support of a number of large or complex business units or major strategic initiative.
Through the analysis and interpretation of business and people data , provides insights and recommendations to the business to drive improved business results.
The Manager, HR Business Partner is required to interpret and translate the data into meaningful actions that the business can take to improve human performance.
Successful execution of this requires the Manager, HR Business Partner to communicate those insights to the business in a way the business can understand the impacts of their actions. This requires strong influencing skills.
Consults and participates in managing issues related to employee relations up to VP/GM’s level leaders(typically non-officer leadership) and below by collecting and preserving objective and effective evidence to support conclude recommendations.
Builds organizational capability within the HR Business Partner team , and ensures top talent is hired and retained.
Responsible for leading and developing a team of HR professionals which may include direct reports and/or other dotted line HR employees to deliver on the activities and programs described above.
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, but not limited to strategy design, facilitation, planning and implementation; strategies for how to improve HR policies and process.
Work closely with other parts of Human Resources, Legal and Finance to provide subject matter expertise and change management support while supporting the IT business unit.
Leadership development , including but not limited to personal development and coaching for business leaders and their management teams: Improving work team dynamics at senior levels: Succession planning & workforce readiness.
Provide performance management support , including 1st quarter performance management and compensation support; Support Labor Relations with the development and implementation of Labor strategies; Ensure that a strong leadership and coaching culture permeates the organization ; Supporting large enterprise wide and BU specific projects.
Identify new opportunities where HR can add value to the business; Maintain a 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 . Develop strategic staffing plans, including headcount projections and talent sourcing strategies; Facilitate organization design and organizational effectiveness programs.
Supports employee experience efforts within the business organizations supported.
Models emotionally mature behaviors , such as managing emotions effectively, communicating with tact and diplomacy, navigate challenging situations with empathy and composure and building strong interpersonal relationships.