Job Title: HR - Business Partner

Work Place Flexibility: Onsite 

Legal Entity: Entergy Services, LLC 

Job Summary/Purpose 

The HR Business Partner position is a mid-level role 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 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 provides basic to moderate HR business partner functional support and is the face of HR typically for employees up to mid-level leaders within their respective business unit, operating under moderate supervision of a more experienced HR Business partner. This position requires a proactive individual who is comfortable with exercising a stronger leading presence and is passionate about people and committed to supporting our workforce in delivering premier performance.

Fundamental Job Duties/Responsibilities of all HR Business Partners

Participates and facilitates prioritized meetings related to people and talent related programs within their respective business units. Consults and mediates employees up to mid-level leaders by providing HR guidance when appropriate. Reviews and identifies trends and metrics in partnership with the HR group and participates in the development of solutions and business activities to drive desired outcomes. Consults and participates in managing issues related to employee relations up to mid-level leaders by collecting and preserving objective and effective evidence to support conclude recommendations. Maintains 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 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 mid-level leaders (e.g. coaching, counseling, career development, disciplinary actions). Works closely with employees up to mid-level managers to improve work relationships, build morale, and increase productivity and retention. Provides support with HR policy guidance and interpretation. Delivers basic 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. Identifies training needs for respective business units and employees up to mid-level leader coaching needs by leveraging data and insights. Provides support in being a liaison between the business and other Centers of Excellence (CoE) departments to optimize the impact of programs & change with the business. Prepares reports and draft 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 and participates 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

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

Minimum knowledge, skills, and abilities required of the position

Capabilities, Knowledge & Skills

Fundamental proficiency level expectations

HR Business Partners should have foundational knowledge and the ability to perform routine tasks independently as well as take on more complex assignments with guidance. Based on this level, proficiency expectations are related to the following concepts:

HR Professional Capabilities

Business and financial acumen

Easily identify the organization’s mission, vision, and core values, and be able to explain how these elements are related to the overall strategy.

Change management and change leadership

Has basic knowledge of change management frameworks (e.g. Kotter’s 8-Step Process, ADKAR, PROSCI, etc.), and can recognize the different types of changes organizations undergo (structural, technological, or cultural) and the importance of managing these types of changes effectively. Can participate in change initiatives with planning and execution

Communication and stakeholder engagement

Can draft communication materials with moderate guidance(such as emails, newsletters, or presentations) and recognize opportunities with transparency. Have established familiarity with stakeholder needs and how the relationship of stakeholder impact/influence directly influences communication styles, approaches, and forums. Ability to demonstrate basic interpersonal skills and can interact positively with team members.

Compliance and controls

Can find with moderate guidance and translate fundamental employment laws, regulations, and policies/procedures.

Project management

Has basic knowledge of terminology and project stages (initiation, planning, execution, monitoring, and closure) as well as the ability to identify the importance of each stage. Can draft basic project plans, and understand more complex projects with moderate guidance

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.

Any certificates, licenses, etc. required of the position

None

Other Attributes

Functional Knowledge - Requires conceptual and practical expertise in own discipline and basic knowledge of related disciplines.

Business Expertise - Has knowledge of best practices and how own area integrates with others; is aware of the competition and the factors that differentiate them in the market.

Problem Solving - Acts as a resource for colleagues with less experience; may lead small projects with manageable risks and resource requirements.

Impact - Impacts a range of customer, operational, project or service activities within own team and other related teams; works within broad guidelines and policies.

Interpersonal Skills - Explains difficult or sensitive information; works to build consensus.

Working Conditions/Essential Functions/Physical Requirements

Office environment with minimal physical requirements. 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.

Other

Not all aspects of the job are covered by the description - may require "other duties as assigned"

Job may change over time in accordance with business needs

Job description does not guarantee employment

 

 

Primary Location: Louisiana-St. Francisville Louisiana : St. Francisville 
Job Function: Professional
FLSA Status: Professional
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining
Number of Openings: 1
Req ID: 119945
Travel Percentage:Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEO page, or see statements below.

EEO Statement: 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.

Accessibility: 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. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.

Additional Responsibilities: 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.

Know Your Rights: Workplace Discrimination is Illegal

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 HRCompliance@entergy.com to schedule a time to review the affirmative action plan during regular office hours.

WORKING CONDITIONS:
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.