TR Program Manager

Entergy•New Orleans, LA

8d•Hybrid

About The Position

At Entergy, We Power Life. We provide safe, affordable and reliable power to our customers and communities. Our work matters. We deliver electricity to 2.9 million utility customers across 4 states. We own and operate power plants with approximately 30,000 megawatts of electric generating capacity, including about 8,000 megawatts of nuclear power. The TR Program Manager is a member of the HR Compensation Team, responsible for identifying, evaluating, and implementing compensation programs that deliver an employment value proposition that recruits, retains and drives performance including executive and non-executive base compensation, long-term incentives, annual short-term incentives, pay equity and the rewards and recognition program. The TR Program Manager for executive compensation serves as the primary subject matter expert and program owner for executive compensation, including long-term and short-term incentive plan design and compensation administration for ML1-4 officers. This role reports directly to the Dir., Compensation and functions as a cross-functional partner to HRBPs, Talent Acquisition, Legal, Accounting, Finance and Tax. The TR Program Manager supports the preparation of the Compensation Discussion and analysis (CD&A) for the annual proxy statement and 10-K, prepares executive compensation materials for Talent & Compensation Committee meetings and owns and manages all aspects of executive pay throughout the year.

Requirements

Bachelor’s in Human Resources, Business Administration, Finance, Accounting, or related field.
8+ years of relevant Compensation, Finance, Accounting, Analytical or HR experience with a bachelor’s degree; 8+ years of relevant experience without a bachelor’s degree.
Strategic Thinking : Formulate objectives and priorities, implement plans consistent with long-term interests of the organization in a global environment. Capitalize on opportunities and manage risk.
Communication: Make clear and convincing oral presentations. Listen effectively; clarify information as needed. Write in a clear, concise, organized, and convincing manner for intended audience.
Technical Credibility: Understand and appropriately apply principles, procedures, requirements, regulations, and policies related to compensation.
Problem Solving: Solve problems of diverse scopes where analysis of data requires evaluation of identifiable factors. Demonstrate good judgement in selecting methods and techniques for obtaining solutions. Develop alternatives to accomplish work group objectives.
Partnering: Develop networks and build alliances; collaborate across boundaries to build strategic relationships and achieve common goals.
Accountability: Work with minimum supervision as well as with a team. Hold self and others accountable for measurable high-quality, timely and cost-effective results. Determine objectives, set priorities, and delegate work. Accept responsibility for mistakes.
Project Management: Develop, schedule, coordinate, and manage projects and resources, including monitoring, and inspecting costs, work, and contractor performance.
Planning and Evaluation: Organize work, set priorities, and determine resource requirements; determine short- or long- goals; monitor progress and evaluate outcomes.
Make Customers More Successful: Anticipate and meet the needs of both internal and external customers. Delivering high-quality products and services is committed to continuous improvement.
Innovate and Continuously Improve: Prioritize innovation and continuous improvement by always looking for better ways, small or large, to improve programs or processes – and act on those opportunities. Develop new insights into situations; question conventional approaches; encourage new ideas and innovations; design and implement new or cutting-edge program or processes.
Collaborate and Shares Knowledge: Foster an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.
Accountable for Results: Embrace challenging performance goals for continuous learning and performance improvement. Accountable for results and transparent measurement of performance.
Flexibility: Demonstrate openness to change and new information; rapidly adapt to new information, changing conditions, and unexpected obstacles.

Nice To Haves

MBA or graduate level degree preferred.

Responsibilities

Design, develop and administer market-competitive executive compensation programs.
Rigorously monitor trends and changes in executive compensation practices.
Rigorously monitor the regulatory, legislative and proxy advisory firm developments and landscape for impacts on executive compensation programs.
Own and execute executive compensation activities, including pay recommendations related to executive promotions and hires.
Research and analyze data and prepare recommendations for executive compensation programs to ensure desired competitive market position is maintained.
Partner with Pay Governance, the compensation consultant for the Talent & Compensation Committee, to perform annual assessments and benchmarking of executive jobs.
Analyze and evaluate new and existing executive jobs, utilizing external/internal market data to make appropriate pay recommendations.
Participate in various industry executive benchmarking surveys, to support the determination of benchmark positions for executive compensation roles.
Identify, evaluate and implement incentive designs that produce behaviors and results that add value to customers, communities and shareholders.
Provide oversight and project management for the annual executive compensation cycle (e.g., C-suite annual pay increases, short-term incentives, long-term incentives).
Interface with other corporate functions (Business Partners, HRO, Employment, Labor and SEC Legal, Accounting, Finance, Payroll, IT, etc.) to ensure successful execution of annual executive compensation components.
Responsible for the production of accurate, timely, and high-quality materials requested by Total Rewards leaders in support of the Board of Directors, Talent & Compensation Committee, and all associated preparation meetings, including annual compensation model, annual risk assessment and other materials as needed/requested.
Responsible for oversight of Entergy’s executive pay practices to ensure pay equity across our employee population regardless of race or gender.
Partner with HR Business Partner(s) in support of the HR Talent & Culture strategy as well as the organization’s overall business objective to become the Premier Utility.
Partner with, and provide oversight to, external consultants and vendors such as Pay Governance, Market Pay/PayScale, Fidelity, and Equiniti to achieve business results and ensure optimal services.
Sustaining HR compliance and proactively mitigates risk through internal monitoring of operations and administration, including corrective action of any inadequate controls or failures identified.
Partner with SEC Legal and external reporting to ensure accurate information is provided for all financial filings (CD&A for proxy and 10-K; 10-Q).
Deliver premier cost management by supporting regulatory rate cases and requests for information (RFIs) as need.
Support M&A work as directed.
Engage in key HR & Total Rewards initiatives.