Lead HR Business Partner

Job Title: Lead HR Business Partner

Work Place Flexibility: Hybrid 

Legal Entity: Entergy Services, LLC 

 

 

***This posting is for a potential future opening(s) with Entergy. This posting is to build a candidate pool, should the opening(s) become available.*** 

 

Job Summary/Purpose

 

The Lead HR Business Partner is a senior to advanced 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 Lead HR Business Partner 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 Lead HR Business Partner provides senior/advanced HR business partner functional support and is the face of HR for employees typically up to VP/GM’s level leaders (non-officer leadership) and below within their respective business unit, operating under minimal supervision and can work independently and make decisions within their area(s) of expertise. May provide guidance to entry or mid-level HR Business Partners.

 

This position requires a proactive individual that can easily navigate and lead in situations of ambiguity and is passionate about people and committed to supporting our workforce in delivering premier performance.

 

Job Duties/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 up to VP/GM’s level leaders (typically non-officer leadership) and below positions is by providing HR guidance when appropriate.
• Identifies and communicates trends and metrics in partnership with the HR group and provides recommendations and may lead solutions for business activities to drive desired outcomes.
• Ability to tell the story clearly and concisely with data, consider your audience, determine what data matters to get the message across.
• Conduct organizational assessments, identifying root causes of performance gaps, designing solutions aligned with business strategy, building organizational capacity, and measuring the impact of organizational development initiatives on business outcomes.
• Maintains in-depth knowledge of labor relations 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.
• 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 leadership coaching and guidance for up to VP/GM’s level leaders (typically non-officer leadership) and below  (e.g. coaching, counseling, career development).
• 10Partners and collaborates with up to VP/GM’s level leaders (typically non-officer leadership) and below to improve work relationships, build morale, and increase productivity and retention.
• Translates and navigates HR policy guidance and interpretation.
• Delivers guidance and is received as consultative support from the business regarding 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 flexing and shifting styles to ensure the message is delivered.
• Identifies training needs for respective business units and up to VP/GM’s level leaders (typically non-officer leadership) and below coaching needs by leveraging data and insights.
• Leads and implements change management initiatives with respective business.