JOB DESCRIPTION

The HR Business Partner or Sr is a mid to senior 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 HR Business Partner or Senior does this by supporting and participating in the development, implementation, and continuous improvement of people programs to drive the successful execution of business strategies. The HR Business Partner or Senior provides strong HR business partner functional support and is the face of HR for employees typically up to director level leaders and below within their respective business unit, operating under limited supervision and can work independently and make decisions within their area(s) of expertise.

This position requires a proactive individual who is comfortable with leading and navigating in situations of ambiguity and is passionate about people and committed to supporting our workforce in delivering premier performance.

Fundamental Job Duties/Responsibilities Of All HR Business Partners

• Facilitates and leads the discussion of prioritized meetings related to people and talent related programs within their respective business units.
• Consults and mediates employees (director level leaders and below positions) by providing HR guidance when appropriate.
• Identifies and analyzes trends and metrics in partnership with the HR group and provides recommendations in the development of solutions and business activities to drive desired outcomes.
• Ability to tell the story clearly and concisely with data, considering your audience, determine what data matters to get the message across.
• Consults and participates in managing issues related to employee relations, up to director level leaders and below, by collecting and preserving objective and effective evidence to support recommendations.
• Maintains in-depth knowledge of labor relations and compliance requirements related to day-to-day management of employees to support reducing labor risks and ensuring regulatory compliance. Partners with the labor relations department as needed/required.
• Maintains in-depth knowledge of legal and compliance requirements related to day-to-day management of employees to support reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance for up to director-level leaders and below (e.g. coaching, counseling, career development, disciplinary actions).
• Works closely with director level leaders and below to improve work relationships, build morale, and increase productivity and retention.
• Translates and navigates HR policy guidance and interpretation.
• Delivers guidance and input on respective business unit’s talent and culture initiatives.
• Composes clear, concise, and empathetic messages to deliver sensitive or challenging information to respective business units with the ability to flex and shift styles to ensure the message is delivered.
• Identifies training needs for respective business units and up to director level leaders and below coaching needs by leveraging data and insights.
• Ability to lead and implement change management initiatives with respective business.
• Delivers recommendations as a liaison between the business and other Centers of Excellence (CoE) departments to optimize the impact of programs & change with the business.
• Develops and Facilitates relevant presentations and proposals leveraging data related to HR and people programs.
• Ability to understand and manage one’s own emotions, effectively read and respond to the emotions of others, build strong relationships, communicate clearly, and navigate challenging situations with empathy and composure.
• Advocates, participates, and provides recommendations with influencing improvement strategies to enhance employee experiences and work environments.
  

Minimum Requirements

Minimum education required of the position

Bachelor’s Degree in Human Resources or related field and/or equivalent work experience preferred.

Minimum Experience Required Of The Position

HR Business Partner: Two (2)+ years of HR or related experience with a degree or four(4)+ years of HR or related experienced without a degree.

Senior HR Business Partner: Four (4)+ years of HR or related experience with a degree or six (6)+ years of HR or related experienced without a degree.

Minimum Knowledge, Skills, And Abilities Required Of The Position

In addition to Entergy’s Values, and Expectations standards:

Capabilities, Knowledge & Skills

Proficiency Level Expectations:

HR Business Partners should be able to demonstrate a solid understanding of the profession and its practices, as well as work independently and make decisions within their area(s) of expertise. Based on this level, proficiency

HR Professional Capabilities

expectations are related to the following concepts:

Business and financial acumen

Identify and translate relevancy behind the organization’s mission, vision, and core values, and be able to explain how these elements are related to the overall strategy and show up in day-to-day responsibilities, tasks, and programs with diverse functions and jobs.

Change management and change leadership

Solid understanding of change management frameworks (e.g. Kotter’s 8-Step Process, ADKAR, PROSCI, etc.), and can make recommendations based on the different types of changes organizations undergo (structural, technological, or cultural). Can recommend change initiatives as well as lead the development and execution of change strategies.

Communication and stakeholder engagement

Can draft and deliver communications such as emails, newsletters, or presentations. Exercises transparency with the limited guidance. Is able to demonstrate how their communications are considerate of stakeholder needs and how the relationship of stakeholder impact/influence directly influences communication styles, approaches, and forums. Demonstrates solid interpersonal skills and can interact positively with team members.

Compliance and controls

Can translate fundamental employment laws, regulations, and policies/procedures. Demonstrates sensitivities to standards, as well as recognizes areas of flexibility with limited guidance.

Project management

Demonstrates solid knowledge of project management terminology and project stages (initiation, planning, execution, monitoring, and closure) as well as the ability to deliver and translate the importance of each stage. Can draft and lead projects plans with moderate levels of complexity, and understand more significantly complex projects with limited guidance

HR Business Partner Capabilities

Strategic Alignment and vision

• Ability to translate work activities and how they align to strategic vision of the company
  

Interpret and translate data to enable business decisions

• Fundamental understanding of key data concepts and data sources. Can interpret simple datasets and recognize relevancy to KPIs. Can present findings in a straightforward manner using simple visuals or summarizing findings from charts and graphs.
  

Risk assessment and management

• Has basic knowledge of risk management concepts and differentiations (e.g. operational, financial, strategic, compliance). Participates in risk assessments and can perform simple qualitative assessments with categorizations of impact and likelihood.
  

Environment and employee experience focused

• Foundational knowledge that employee experiences encompasses workplace culture, engagement, job satisfaction, and well-being. Assists in organizing initiatives and planning strategies associated with employee experiences.
  

Talent Management and workforce planning

• Ability to recognize simple trends and the significance of workforce planning in aligning talent needs with organizational goals and can assist in the development of recommendations to address identified opportunities.
  

Agile influencer

• Is able to identify simple scenarios that require an agile approach to influence or drive desired outcomes. Adjust approaches of delivery and proactively requests for insights and guidance. Assists in the planning strategies to use different approaches for consultative and empowering successes with the business.
  

Senior HR Business Partner Capabilities

Strategic Alignment and vision

• Demonstrates solid strategic alignment to mission and vision by reinforcing alignment in day-to-day interactions, presentations, and consultations.
  

Interpret and translate data to enable business decisions

• Solid demonstration of key data concepts and data sources. Can translate datasets and recognize relevancy to KPIs. Can present findings in multiple ways using visuals or summarizing findings from charts and graphs. Is able to deliver provocative questions stimulated from the data back to the business based on analytics for continued improvement and business empowerment.
  

Risk assessment and management

• Demonstrates solid knowledge of risk management concepts and differentiations (e.g. operational, financial, strategic, compliance). Leads discussions in risk assessments and can performs qualitative assessments with categorizations of impact and likelihood along with recommended of mitigation plans.
  

Environment and employee experience focused

• Solid understanding of employee experiences and develops initiatives and planning strategies for
  

improvements.

Talent Management and workforce planning

• Identifies internal and external trends and provides recommendations to address identified opportunities.
  

Agile influencer

• Actively adjusts approaches of delivery and proactively requests for insights and guidance, as well as engages in independently initiated feedback sessions to confirm impact equaled intent. Leads developing strategies to use different approaches for consultative and empowering successes with the business.
  

Any certificates, licenses, etc. required of the position

ABOUT THE COMPANY

At Entergy (NYSE: ETR), we power life. More than 100 years ago, our founder Harvey Couch started this company with a handshake, some sawdust and a vision. Couch wanted to bring safe, affordable, reliable energy to the Middle South – energy that would power the lives of people and communities.

Today, we own and operate one of the cleanest large-scale U.S. power generating fleets including more than five gigawatts of carbon-free nuclear capacity, a fleet of highly efficient gas resources, and a fast-growing portfolio of renewable resources.

The nearly 12,000 men and women of Entergy deliver electricity and gas services to 3 million utility customers in Arkansas, Louisiana, Mississippi and Texas, generating annual GAAP revenues of $13.8 billion. Headquartered in New Orleans, we continue to play a driving role in the economic growth of the Gulf South.

Our work matters. That’s been true for more than 100 years. And as we look to the next century, we remember the constant that bridges our past and future: We Power Life.r.