HR Business Partner (Power Delivery Operations)

Entergy Corporation

Feb 24, 2025

Applications are closed

Job
Full-time
Mid & Senior Level
Consulting
People, HR & Administration
The Woodlands

Requirements

Bachelor's Degree in Human Resources or related field and/or equivalent work experience preferred.
Four (4)+ years of HR or related experience with a degree or six (6)+ years of HR or related experienced without a degree.
In addition to Entergy’s Values, and Expectations standards:
Proficiency Level Expectations:
Lead 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 expectations are related to the following concepts:
HR Professional Capabilities:
1.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.
2.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.
3.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.
4.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.
5.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
6.Strategic Alignment and vision
Demonstrates solid strategic alignment to mission and vision by reinforcing alignment in day-to-day interactions, presentations, and consultations.
7.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.
8.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.
9.Environment and employee experience focused
Solid understanding of employee experiences and develops initiatives and planning strategies for improvements.
10. Talent Management and workforce planning
Identifies internal and external trends and provides recommendations to address identified opportunities.
11.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.
Desired: PHR, SHRM-CP

Responsibilities

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.

FAQs

What is the work flexibility for the HR Business Partner position?

This position is onsite and does not support remote work.

Where is the desired work location for this role?

The desired work location is The Woodlands, TX, or Little Rock, AR; however, other locations within the TX and AR service territory may also be considered.

What level of experience is required for the HR Business Partner position?

Candidates need a minimum of four (4) years of HR or related experience with a Bachelor's degree, or six (6) years of HR or related experience without a degree.

Is this position eligible for different levels based on qualifications?

Yes, this position may be filled as a HR Business Partner or a Senior HR Business Partner based on the experience and qualifications of the selected candidate.

What kind of certifications are preferred for this role?

Desired certifications include PHR (Professional in Human Resources) and SHRM-CP (Society for Human Resource Management Certified Professional).

What are the main responsibilities associated with the HR Business Partner role?

Responsibilities include facilitating people-related discussions, consulting on employee relations issues, analyzing HR metrics, managing performance guidance, and driving talent and culture initiatives.

What type of candidates is Entergy looking for in this position?

Entergy is seeking proactive individuals who can lead and navigate in situations of ambiguity and are passionate about supporting the workforce to deliver premier performance.

Are there any travel requirements for this position?

Yes, there may be travel requirements of 25% to 50%.

What is the primary focus of this HR Business Partner role?

The primary focus is to align business objectives with employees and management, delivering value-added HR services that support the organization’s goals.

Does Entergy provide equal employment opportunities?

Yes, Entergy provides equal employment opportunities (EEO) without regard to race, color, religion, sex, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, or status as a protected veteran.

Entergy Corporation

We Power Life.

Energy

Industry

10,001+

Employees

1913

Founded Year

Mission & Purpose

Entergy is an integrated energy company engaged primarily in electric power production and retail distribution operations. Serving millions of customers in the southern United States, Entergy generates, transmits, and distributes electricity to residential, commercial, and industrial users. Their mission is to power life today and for future generations by delivering reliable and affordable electricity while fostering environmental stewardship and supporting community development. Entergy is committed to innovation, sustainability, and providing exceptional service to enhance the quality of life for their customers and communities.