Manager, HR Business Partners

Job Summary Manager, HR Business Partner is a key leader in developing, implementing and continuously improving Talent and Culture plans to maximize the engagement and performance of employees within Technology & Business Services with a focus on Information Technology. The role partners with IT leadership as a full member of the Information Technology leadership team, aligning business objectives with HR strategy and delivering value-added service to employees and management. Job Duties / Responsibilities Lead the development and execution of the business unit people plan, including: Talent Resource Strategies Talent and Performance Calibrations Workforce Planning Pay for Performance & Pay Equity Talent Reviews and Performance Management Succession Planning Agile Career Pathing Organization Development Organization Effectiveness Business Evolution Measures/Metrics Organization Design On-Boarding Retention Programs Engagement Programs Organizational Health Programs Leadership Coaching Change Management Consulting Employee Relations Labor Relations Analyze and interpret business and people data to provide insights and recommendations that drive improved business results. Build organizational capability within the HR Business Partner team and lead a team of HR professionals to deliver on the activities and programs described. Partner with IT leadership to develop, implement and continuously improve the Talent and Culture strategy for the IT department. Support major strategic initiatives, including strategy design, facilitation, planning and implementation of HR policies and processes. Collaborate with Human Resources, Legal and Finance to provide subject matter expertise and change management support for the IT business unit. Lead leadership development and coaching for business leaders and their management teams, including succession planning and workforce readiness. Provide performance management support, including quarterly performance management and compensation support; support Labor Relations with the development and implementation of Labor strategies. Identify new opportunities for HR value-add, stay current on progressive HR practices and key trends, and drive communication of best practices across functions. Execute workforce planning for the IT organization, develop strategic staffing plans, including headcount projections and talent sourcing strategies, and facilitate organization design and organizational effectiveness programs. Support employee experience initiatives within the supported business organizations. Model emotionally mature behaviors, managing emotions effectively, communicating with tact and diplomacy, navigating challenging situations with empathy, and building strong interpersonal relationships. Minimum Requirements Bachelor's Degree in Human Resources or related field, or equivalent work experience. 5+ years of HR experience. 2+ years of leading teams or leading programs where influence produced business results. Desired Qualifications Previous HR Business Partner experience with a technology-related group. Previous experience with transformation and change management. Proven technology ability to navigate day‑to‑day duties. Minimum Knowledge, Skills & Abilities Substantial business acumen. Clear understanding of the link between HR and business strategy. Ability to influence and drive change across the enterprise. Demonstrated technical knowledge of Human Resources areas (Employee Relations, Compensation, Labor Relations, Talent Acquisition, Performance Management, Organizational Design, and Compliance). Diplomatic problem‑solving and communication skills. Handling confidential and sensitive information. Building effective relationships with employees and leadership. Championing HR initiatives. Highly organized and results oriented. Success managing complex initiatives with matrixed resources. Understanding of cross‑cultural and inclusion related issues. Knowledge of applicable laws, regulations and government requirements. Ensuring compliance through programs, policies, and practices. Excellent communication skills (written, executive presentations, and public speaking). Basic HR Knowledge, Skills & Abilities Responding to formal EEO charges. Knowledge of employment laws & regulations (FLSA, FMLA, ADA, EO, HIPAA, OSHA). Knowledge of employer‑sponsored benefit plans and statutory programs. Competency in performance management, compensation, training, recruiting and other HR areas. Proficiency in Microsoft Word, Excel and PowerPoint. Strong interpersonal communication, listening, critical thinking and writing skills. Certifications SPHR/PHR certification (desired). Prosci certification (desired). Location Primary location: Louisiana – New Orleans, Louisiana; Hammond, Louisiana; Texas – The Woodlands. Job Details Job Function: Corporate FLSA Status: Professional Relocation Option: Level I Union: Non‑Bargaining Unit Number of Openings: 1 Req ID: 123866 Travel Percentage: 25% – 50% Equal Opportunity Employer An Equal Opportunity Employer, Minority/Female/Disability/Vets. 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. Accessibility Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing. If you are an individual with a disability and need an accommodation for the recruiting process, please include your name, contact number, the accommodation requested and the requisition number (123866). Employee Services will contact you regarding your request. Additional Responsibilities & Conditions As a provider of essential services, Entergy expects employees to be available to work additional hours, in alternate locations, or perform additional duties in connection with storms, outages, emergencies or other situations as deemed necessary by the company. Exempt employees may not receive overtime pay for such duties. Authorization to work in the United States is a precondition to employment in this position. Entergy will not sponsor candidates for work visas. #J-18808-Ljbffr Entergy