Job Title:
Human Resources Business Partners Manager
Work Place Flexibility:
Hybrid
Legal Entity:
Entergy Services, LLC
Job Summary/Purpose
-The Mgr, 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 Mgr, HR Business Partners is considered an expert in the HRBP field and will lead as well as respond to escalated needs based on the dynamics and cultural maturity levels of the business to drive the successful execution of business strategies through development, implementation, and continuous improvement of people programs.
-As a leader, the Mgr, HR Business Partners is a role model with the delivery and behaviors to preserve the credibility and influential nature of the HRBP function and supports and participates developing junior HR Business Partner professionals.
-The Mgr, HR Business Partner typically provides support and is the face of HR for employees typically up to VP/GM’s level leaders (typically officer leadership) within their respective business unit.
-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 committed to supporting our workforce in delivering premier performance.
Job Duties/Responsibilities
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-Facilitates and leads the discussion of prioritized meetings related to people and talent related programs within their respective business units.
-Consults and mediates employees up to VP/GM’s level leaders(typically officer leadership) and below positions is by providing HR guidance when appropriate.
-Delivers and develops capability building support for lower-level HRBP professionals.
-Identifies and communicates trends and metrics in partnership with the HR group and provides recommendations and sometimes leads solutions for business activities to drive desired outcomes.
-Ability to tell the story clearly and concisely with data, tailor the message to the audience, determine what data matters to get the message across.
-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.
-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 VP/GM’s level leaders (typically officer leadership) and below (e.g. coaching, counseling, career development, disciplinary actions).
-Works closely with up to VP/GM’s level leaders (typically officer leadership) and below to improve work relationships, build morale, and increase productivity and retention.
-Translates and navigates HR policy guidance and interpretation.
-Acts as the consultative partner from the business regarding input on business unit restructures, workforce planning and succession planning.
-Model 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.
-Identifies training needs for business units and up to VP/GM’s level leaders (typically officer leadership) and below coaching needs.
-Consults, leads, and implements change management initiatives with respective business.
-Delivers recommendations as a liaison and participates in the actions/activities 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 related to HR and people programs.
-Advocates, participates, and provides recommendations with influencing improvement strategies to enhance employee experiences and work environments.
-Leads and delivers programmatic management of HR/People related projects and processes to support the optimization and effectiveness.
Minimum Requirements
Minimum education required of the position
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-Bachelor's Degree in Human Resources or related field and/or equivalent work experience preferred.
Minimum experience required of the position
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-Minimum Five (5)+ years, preferred 7+ years of HR or related experience with a degree or eight (8)+ 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:
Advanced proficiency level expectations
HRBP Program Manager are typically the resources that are leaned on in leadership roles within their team(s) and have significant impact based on their extensive experience and advanced skills, as well as work relatively independent with little-to-no guidance from higher level HR Business Partner professionals. They are also leaned on to support the reinforcement of standards, as well as imbed continuous performance behaviors within the HR Business Partner team. Based on this level, proficiency expectations are related to the following concepts:
HR Professional Capabilities
-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. Identify and challenge work that does not correlate with overall business and financial acumen with clients and cross-functionally.
-Change management and change leadership
-Considered an expert with understanding of change management frameworks (e.g. Kotter’s 8-Step Process, ADKAR, PROSCI, etc.), and recommends based on the different types of changes organizations undergo (structural, technological, or cultural). Leads change initiatives as well as the development and execution of change strategies.
-Communication and stakeholder engagement
-Delivers communications such as emails, newsletters, or presentations. Exercises transparency and autonomy associated with their assigned client group(s). Demonstrates expert stakeholder engagement expertise and how the relationship of stakeholder impact/influence directly influences communication styles, approaches, and forums. Has expert interpersonal skills and can interact positively with team members. Can deliver difficult messages to impactful stakeholders with limited support. Demonstrates the ability to recognize and share, collaborate, and celebrate milestones, behaviors, and other achievements.
-Compliance and controls
-Translates fundamental employment laws, regulations, and policies/procedures. Reinforces adherence to standards, as well as can identify alternative approaches when necessary.
-Project management
-Is considered an expert with project management, including terminology and project through the appropriate stages (initiation, planning, execution, monitoring, and closure). Drafts and leads project plans with advanced levels of complexity and understand complex projects with limited guidance. Demonstrates strong ability to delegate tasks through empowerment and holding participating partners accountable for successful execution of project plan(s).
-Strategic Alignment and vision
-Demonstrates solid strategic alignment to mission and vision by reinforcing alignment in day-to-day interactions, presentations, and consultations. Is comfortable to challenge clients and peers regarding misalignment and advise reconnecting value-added work back to the mission/vision.
-Interpret and translate data to enable business decisions
-Expert demonstration of key data concepts and data sources. Translates datasets and connects relevancy to KPIs. Can present findings in multiple ways using visuals or summarizing findings from charts and graphs. Consistently delivers provocative questions stimulated from the data back to the business based on analytics for continued improvement and business empowerment.
-Risk assessment and management
-Exhibits comprehensive knowledge and consistently demonstrates 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. Demonstrates strong influential power with clients navigating through risk, and can demonstrate reduced risk or risk related improvements with their client(s).
-Environment and employee experience focused
-Expert understanding of employee experiences and can lead initiatives and planning strategies for improvements.
-Talent Management and workforce planning
-Identifies internal and external trends and provides recommendations to address identified opportunities. Leads improvements in relevant KPIs associated with Talent Management and workforce planning that are positioned to be adopted cross-functionally. Communicates with peers to preserve fundamental standards of approaches, as well as identifies best practices or improvement opportunities to continuously drive premier behaviors with talent management.
-Agi
