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Entergy Sr Manager, Workforce Strategy and Talent Pipeline in New Orleans, Louisiana

Sr Manager, Workforce Strategy and Talent Pipeline

Date: Nov 10, 2022

Location: LA, US

Company: Entergy

Posting End Date: [[custPostingExpDateInternal]]

Work Place Flexibility: Hybrid

JOB SUMMARY/PURPOSE:

The Sr Manager, Enterprise Pipeline Strategy is the key leader in developing, implementing, and continuously improving an employer value proposition that recruits, retains and drives performance. Leading a team of workforce strategy professionals, the role is a key strategic and tactical member of the HR organization. It has ownership of the company’s long-term recruiting strategy by candidate segment and is responsible for the effective and efficient execution of enterprise wide internal pipeline programs, such as internships, craft rotations and military fellowships.

This role will work in partnership with the business and human resources teams, including the diversity and workforce development, organizational health and diversity, talent acquisition, talent management and business partner teams to develop and execute strategies aimed at attracting and acquiring diverse talent that will enable Entergy to achieve the vision of becoming the Premier Utility.

JOB DUTIES/RESPONSIBILITIES:

  1. In conjunction with the HR organization, leads the enterprise talent pipeline aspects of the HR Strategy, including:

  2. Combine a deep understanding of business needs with knowledge of external marketplace trends and workforce supply data to create the big picture workforce strategy (supply & demand) by employee segment used to prioritize external program development and targeted recruiting efforts.

  3. Utilize a sales and marketing approach to revitalize a “new normal” employment value proposition and tailor to candidate segments to recruit and retain a diverse workforce that raises the performance of the organization.

  4. Infuse the employer value proposition throughout all relevant branding, communications, workforce development, talent acquisition and employee resource group activities.

  5. Engage leaders in a future of work strategy connecting to our employer value proposition that provides a positive employment experience with best-in-class return on workplace investments

  6. Research/benchmark best practices and build those into strategies for developing, attracting, hiring and retaining diverse talent.

  7. Develop and coordinate best-in-class targeted talent pipeline programs (i.e. professional interns, craft rotations, military fellows, etc.) that result in a high percentage of top talent new hires in positions they desire.

  8. Remove the candidate “barriers to entry” in awareness of opportunity, testing, interviewing, and on-boarding that retains new employees.

  9. Remove bias in the hiring process and talent pipeline programs through recruiter and hiring manager skill building and development.

  10. Partner with workforce development team to engage in community partnerships market and brand the company and uncover new pools of talent.

  11. Develop internal leaders to support internal pipeline development efforts.

  12. Partner closely with Entergy’s Organizational Health and Diversity, Talent Management, HR Program Management, HRO Recruiting and Communications departments to ensure alignment with Entergy programs, processes, and procedures and to leverage best practices and optimize efforts across groups to attract, retain and develop a pipeline of diverse talent.

  13. Supports employee re-training and re-skilling efforts managed by local partners as part of the talent redeployment priority.

  14. Builds organizational capability within the Enterprise Pipeline Strategy team, and ensures top talent is hired and retained. Responsible for leading and developing a team of workforce strategy professionals and program managers to deliver on the activities and programs described above.

  15. Maintains knowledge on current and emerging developments/trends in Diversity, Inclusion & Belonging; Workforce Development; and Talent Acquisition. Supports the HR Leadership Team to incorporate new trends and developments in current and future strategies.

  16. Participates on HR and enterprise wide steering committees and lead special projects. Responsible for building collaborative relationships with all parts of HR, Shared Services and other needed groups to deliver Enterprise Pipeline Strategy results.

MINIMUM REQUIREMENTS:

Minimum education required of the position

Bachelor's degree in Human Resources or related field preferred. Masters or Advanced degree desired.

Minimum experience required of the position

7+ years in HR or related experience with or without a degree.

3+ years leading teams, or leading programs and initiatives where the employee can demonstrate the ability to effectively influence others.

Minimum knowledge, skills and abilities required of the position

  • Highly organized and results oriented

  • Success managing complex initiatives with matrixed resources.

  • Comfortable with and astute in dealing with senior executives and leaders of externals organizations

  • Understands and facilitates the change process through completion.

  • Gains leadership involvement and line ownership.

  • Incorporates the perspectives of all stakeholders.

  • Tracks and communicates strategy progress and setbacks.

  • Acknowledges and addresses challenges, obstacles, and opportunities.

  • Committed to continuous learning / improvement in diversity, inclusion, and cultural competence. Seeks and utilizes feedback from diverse sources.

  • Understands and effectively manages complex group dynamics and ambiguity.

  • Judgment - can discern when to inquire, advocate, drive, or resolve more decisively.

  • Understands diverse customer/client needs.

  • Demonstrates an ability to flex style when faced with myriad dimensions of culture in order to be effective across cultural contexts.

  • Understands the dynamics of cross-cultural and inclusion related conflicts, tensions, misunderstandings, or opportunities.

  • Understands the history, context, geography, religions, and languages of the regions in which the organization does business.

  • Understands applicable laws, regulations, and government requirements and their impact on the business.

  • Ensures compliance through effective programs, policies, and practices.

  • Excellent communication skills (internal and external to Entergy) including written communication, executive presentations, and stand-up speaking skills; comfortable presenting to and facilitating work with all key stakeholders.

  • Strong ability to identify and develop talent, coach and performance-manage a team to achieve premier performance.

Any certificates, licenses, etc. required for the position

  • Completion of diversity recruiting training or similar program a plus.

  • Special certifications in the areas of Talent Acquisition, Diversity & Inclusion, change management, and/or human resources highly desired

  • SPHR/PHR certification preferred

WORKING CONDITIONS:

Office environment with minimal physical requirements. 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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Primary Location: Louisiana-New Orleans

Job Function :Professional

FLSA Status :Professional

Relocation Option: No Relocation Offered

Union description/code :NON BARGAINING UNIT-NBU

Number of Openings :1

Req ID: 107647

Travel Percentage :Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=en_US) to view the full statement.

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.

Job Segment: Recruiting, Marketing Manager, Change Management, BPO, Branding, Human Resources, Marketing, Management, Operations

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