Mgr, HR - Business Partners

HR Business Partner Manager Location: Killona, Louisiana, United States Company: Entergy Work Place Flexibility: Hybrid Job Summary The Manager, HR Business Partner is a mid‑level leader position that supports aligning business objectives with employees and management in designated business units, partnering across HR to deliver value‑added services to management and employees that reflect the organization’s objectives. Responsibilities Facilitate and lead discussions of prioritized meetings related to people and talent programs within business units. Consult and mediate employees up to VP/GM level, providing appropriate HR guidance. Develop capability building support for lower‑level HRBPs. Identify and communicate trends and metrics, partner with HR group to recommend and lead solutions for business activities. Deliver clear data‑driven messages tailored to audiences, determining what data matters. Participate in managing employee relations issues, collecting evidence and making recommendations. Maintain in‑depth knowledge of legal and compliance requirements for day‑to‑day employee management, partnering with legal as needed. Provide performance management guidance for leaders up to VP/GM level (coaching, counseling, development, disciplinary actions). Work closely with leaders to improve work relationships, build morale, and increase productivity and retention. Translate and navigate HR policy guidance and interpretation. Act as consultative partner for business unit restructures, workforce and succession planning. Model emotionally mature behaviors, communicate with tact and diplomacy, navigate challenging situations with empathy. Identify training needs for business units and leaders. Lead and implement change management initiatives with respective business units. Deliver recommendations as a liaison and participate in actions between the business and other Centers of Excellence to optimize program impact. Develop and facilitate presentations and proposals related to HR and people programs. Advocate and recommend improvement strategies to enhance employee experiences. Lead programmatic management of HR/People related projects and processes to support optimization and effectiveness. Minimum Education Bachelor's Degree in Human Resources or related field, or equivalent work experience. Minimum Experience Minimum 5 years, preferably 7+ years of HR or related experience; or 8+ years without a degree. Knowledge, Skills, and Abilities Business and financial acumen: Understand and translate relevance of organization’s mission, vision, and core values; explain how they relate to strategy and day‑to‑day responsibilities; challenge work that does not align with overall business and financial objectives. Change management and leadership: Expert understanding of frameworks (Kotter, ADKAR, PROSCI, etc.); recommend approaches; lead change initiatives and execute strategies. Communication and stakeholder engagement: Deliver communications (emails, newsletters, presentations), demonstrate stakeholder engagement expertise, deliver difficult messages, recognize and celebrate milestones. Compliance and controls: Translate employment laws and policies; reinforce adherence to standards; identify alternative approaches. Project management: Lead complex projects through initiation, planning, execution, monitoring, and closure; delegate tasks and hold partners accountable. Strategic alignment and vision: Align day‑to‑day interactions, presentations, and consultations with mission and vision; challenge misalignment. Data interpretation: Demonstrate key data concepts and sources; translate datasets, connect to KPIs; present findings visually or in summary; stimulate questions and decision support. Risk assessment and management: Demonstrate knowledge of operational, financial, strategic, compliance risks; lead risk assessments; recommend mitigation plans; reduce risk or implement improvements. Environment and employee experience focus: Understand employee experiences and lead initiatives to improve. Talent management and workforce planning: Identify trends; recommend opportunities; drive KPIs for talent management and workforce planning; communicate best practices. Agile influencer: Adjust delivery approaches proactively; engage multiple decision makers; develop consultative strategies with business. Certificates None 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. #J-18808-Ljbffr Entergy Corporation