Job Title:
HR - Business Partner or HR - Business Partner, Sr
Work Place Flexibility:
Hybrid
Legal Entity:
Entergy Services, LLC
"This position will be filled as a HR Business Partner or HR Business Partner, Sr depending on the selected candidates’ qualifications and experience"
Job Summary/Purpose
The HR Business Partner/HR Business Partner Sr is a mid-level 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 HRBP/HRBP Sr 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. The HRBP 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.
The HR Business Partner, Sr 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. The HRBP Sr 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:
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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 employee’s director level leaders and below positions is 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 up to 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
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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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-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.
-HR Business Partner Sr
: 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
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-HR Business Partner:
In addition to Entergy’s Values, and Expectations standards 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:
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-HR Business Partner Sr:
In addition to Entergy’s Values, and Expectations standards HR Business Partners Sr’s 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
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-HR Business Partner
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-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
-HR Business Partner Sr
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-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: olid 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 significa
