Manager, Human Resources Business

Role Overview

The Manager, HR Business Partner serves as a senior people leader who shapes, rolls out, and refines workforce plans that improve employee performance across assigned business units. In this role, you act as a strategic partner and sit as part of the business leadership team, working closely with HR centers of excellence and enterprise teams to attract, grow, and retain a diverse workforce that supports Entergy’s goal of becoming the Premier Utility.

This position carries primary responsibility for support of Mississippi Power Delivery Operations, Transmission Control Center, and Distribution Operations Centers across all operating territories. It is a leadership role focused on driving the behaviors and outcomes aligned with company expectations, including making customers more successful, collaborating and sharing knowledge, recognizing and rewarding outcomes, innovating and continuously improving, and being accountable for results. Support areas may shift depending on business needs.

Key Duties

• Work with HR and the business to build and execute the business unit people plan.
• Shape talent resource strategies, talent and performance calibration, pay for performance and pay equity, succession planning, career pathing, organization development, workforce planning, onboarding, retention, engagement, diversity and inclusion, organizational health, coaching, and change management.
• Support employee relations and labor relations matters.
• Partner with HR teams across the enterprise to strengthen talent pipelines, improve team member experience, support organizational health, and address employee and labor relations needs.
• Analyze business and people data, turn findings into practical recommendations, and communicate those insights in a way leaders can act on.
• Lead and develop HR team members, which may include direct reports and dotted-line resources, to deliver on HR programs and initiatives.
• Stay current on emerging HR trends and help integrate them into current and future strategies.
• Take part in HR and enterprise steering committees and lead special projects.
• Build strong working relationships across HR, Shared Services, and other partner groups to deliver results.
• Support efforts that improve employee engagement and strengthen diversity and inclusion within the supported organizations.

Minimum Qualifications

• A bachelor’s degree in human resources or a related discipline is preferred, or an equivalent combination of education and experience.
• An advanced degree is considered an advantage.
• At least 5 years of experience in HR or a related area.
• At least 2 years of experience leading teams, or leading programs and initiatives with demonstrated influence over others.
• At least 2 years of experience advising, coaching, and influencing leaders in operations, trade/craft, or a related function.

Skills and Capabilities

• Strong business understanding and the ability to connect HR priorities with business strategy.
• Ability to anticipate business needs, identify risks, and act from operational, organizational, and regulatory perspectives.
• Proven ability to influence change across teams, leaders, and business units.
• Solid technical knowledge across employee relations, compensation, labor relations, talent acquisition, performance management, organization design, and compliance.
• Working understanding of state and federal employment law, including Title VII-related matters, and the ability to apply it in workplace situations.
• Ability to recommend practical, objective, and creative solutions to client issues.
• Strong handling of confidential and sensitive information.
• Confidence in managing change and willingness to take thoughtful risks.
• Ability to build effective relationships and adapt communication style for different stakeholders.
• Strong organizational skills, results orientation, and comfort managing complex, matrixed initiatives.
• Ability to work effectively with senior executives and business leaders.
• Strong change-management, stakeholder management, and program-tracking capability.
• Commitment to continuous learning and improvement in HR practices.
• Ability to manage ambiguity, complex group dynamics, and cross-cultural situations.
• Excellent written, verbal, presentation, and facilitation skills.
• Ability to identify, develop, coach, and performance-manage talent for strong outcomes.

Additional Information

The role requires ongoing support for compliance with laws, regulations, and government requirements, and responsibility for ensuring that policies and practices remain aligned with those obligations. The position also calls for strong judgment, including knowing when to ask questions, advocate, drive action, or resolve issues decisively.

This is a people leadership role, and success depends on building organizational capability within the HR Business Partner team while retaining top talent. The Manager is expected to incorporate stakeholder perspectives, monitor progress against strategy, and communicate both progress and setbacks clearly.