HR - Business Partner, Sr - #262232
Entergy
Date: 14 hours ago
City: The Woodlands, TX
Contract type: Full time

Job Title: HR - Business Partner, Sr
Work Place Flexibility: Hybrid
Legal Entity: Entergy Services, LLC
Job Summary/Purpose
The HR Business Partner, Sr is a mid 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 HR Business Partner, 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, 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.
This 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.
Job Duties/Responsibilities
Minimum education required of the position
Bachelor’s degree in human resources or related field and/or equivalent work experience preferred.
Primary Location: Texas - The Woodlands Texas : The Woodlands || Louisiana : New Orleans
Job Function: Professional
FLSA Status: Professional
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining
Number of Openings: 1
Req ID: 119667
Travel Percentage: Up to 25%
An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEO page, or see statements below.
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.
Accessibility: Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.
Additional Responsibilities: As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.
Entergy Pay Transparency Policy Statement: The Entergy System of Companies (the Company) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information. 41 CFR 60-1.35(c). Equal Opportunity and Pay Transparency .
Pay Transparency Notice
Pay Transparency Nondiscrimination Provision (dol.gov)
The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment. Please contact [email protected] to schedule a time to review the affirmative action plan during regular office hours.
Working Conditions
As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.
Work Place Flexibility: Hybrid
Legal Entity: Entergy Services, LLC
Job Summary/Purpose
The HR Business Partner, Sr is a mid 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 HR Business Partner, 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, 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.
This 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.
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 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 education required of the position
Bachelor’s degree in human resources or related field and/or equivalent work experience preferred.
Primary Location: Texas - The Woodlands Texas : The Woodlands || Louisiana : New Orleans
Job Function: Professional
FLSA Status: Professional
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining
Number of Openings: 1
Req ID: 119667
Travel Percentage: Up to 25%
An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEO page, or see statements below.
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.
Accessibility: Entergy provides reasonable accommodations for online applicants. Requests for a reasonable accommodation may be made orally or in writing by an applicant, employee, or third party on his or her behalf. If you are an individual with a disability and you are in need of an accommodation for the recruiting process please click here and provide your name, contact number, the accommodation requested and the requisition number that you are requesting the accommodation for. Employee Services will contact you regarding your request.
Additional Responsibilities: As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.
Entergy Pay Transparency Policy Statement: The Entergy System of Companies (the Company) will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the Company’s legal duty to furnish information. 41 CFR 60-1.35(c). Equal Opportunity and Pay Transparency .
Pay Transparency Notice
Pay Transparency Nondiscrimination Provision (dol.gov)
The non-confidential portions of the affirmative action program for individuals with disabilities and protected veterans shall be available for inspection upon request by any employee or applicant for employment. Please contact [email protected] to schedule a time to review the affirmative action plan during regular office hours.
Working Conditions
As a provider of essential services, Entergy expects its employees to be available to work additional hours, to work in alternate locations, and/or to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary by the company. Exempt employees may not be paid overtime associated with such duties.
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