HR Business Partner Visa Sponsorship Jobs in Arkansas

Job Title: Lead HR Business Partner (Nuclear)
Work Place Flexibility: Onsite
Legal Entity: Entergy Services, LLC

Job Summary/Purpose

The Lead HR Business Partner is an advanced to mastery 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 advanced/mastery HR business partner functional support, manages a client-base independently, 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).
• Partners 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.
• Delivers recommendations as a liaison and participates in the development of actions/activities 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 Requirements

Minimum education required of the position
- Bachelor’s degree in human resources or related field and/or equivalent work experience preferred.

Minimum experience required of the position
- Five (5)+ years of HR or related experience with a degree or seven (7)+ years of HR or related experienced without a degree.

Minimum knowledge, skills, and abilities required of the position

In addition to Entergy’s Values, and Expectations standards:

Advanced to Mastery proficiency level expectations

Lead HR Business Partners are typically the resources that are leaned on in leadership roles within their team and have significant impact based on their extensive experience and advanced skills, as well as work relatively independently with little-to-no guidance from higher level HR Business Partner professionals. Based on this level, proficiency expectations are related to the following concepts:

HR Professional Capabilities

• Business and financial acumen - Ability to provide strategic HR recommendations grounded in financial and business analysis. Analyzes workforce trends, forecasts talent needs, and optimizes resource allocation. Analyze overtime and make recommendations on organizational structure and/coaching for high OT employees. Influence business partner decisions through data-driven insights.

• Change management and change leadership - Ability to lead change initiatives with strategic perspective and business alignment. Develop comprehensive change management strategies and implementation plans. Builds and mobilizes change networks and change champions across the organization.

• Communication and stakeholder engagement - Ability to communicate strategically to influence organizational decisions and outcomes. Build and maintain productive relationships with key business partners. Navigates complex stakeholder dynamics and competing interests. Anticipate stakeholder concerns and proactively address them. Build trust and credibility as a strategic business partner and advisor. Measures stakeholder engagement and communication effectiveness; adjusts strategies based on data.

• Compliance and controls - Ability to provide compliance guidance aligned with business objectives. Develop and implement HR policies, procedures, and controls to mitigate compliance risks. Conducts compliance assessments and gap analyses; recommends remediation strategies. Coach managers and leaders on compliance responsibilities and best practices. Measure compliance effectiveness and monitors control performance.

• Project management - Ability to manage HR and business projects from initiation through closure. Manages project scope, schedule, and quality. Manages project resources, dependencies, and constraints. Manages stakeholder expectations and maintains engagement throughout project lifecycle. Measures project success and capture lessons learned for organizational improvement.

• Strategic Alignment and Vision - Ability to provide HR guidance aligned with organizational vision and business strategy. Recognize emerging business trends and proactively recommend HR responses. Builds organizational capability to execute strategy; identifies talent and capability gaps. Coach leaders and managers on strategic thinking and execution. Measures strategic alignment and organizational readiness; drive continuous improvement.

• Interpret and translate data to enable business decisions - Ability to conduct data analysis and applies analytical techniques to uncover patterns, trends, and root causes. Identify emerging data trends and proactively recommend business responses. Build dashboards and analytics tools to enable ongoing decision-making. Partners with business leaders to define data needs and analytics priorities. Measures analytics impact and drive continuous improvement.

• Organizational Development - Ability to provide organizational development guidance aligned with business strategy. Conducts organizational assessments; identifies systemic and cultural issues. Develops organizational capability through coaching, training, and process improvement. Measures organizational development impact and adjusts strategies based on results.

• Talent Management and workforce planning - Ability to develop talent management and workforce planning strategies. Conducts workforce analytics to forecast future talent needs and gaps. Partner with leaders to identify emerging skill requirements and capability needs. Partner with leaders to design and implement talent acquisition, development, and retention strategies. Build organizational bench strength and leadership pipeline.

• Technology and AI Applications - Ability to leverage advanced HR technology features and capabilities to solve complex business problems. Designs workflow solutions to optimize HR processes. Extracts, analyzes, and interprets complex data from multiple systems and sources. Designs and implements cross-functional AI agentic processes that automate complex, multi-step HR workflows. Orchestrate AI agents to coordinate activities across business units. Manage AI agent performance, accuracy, and continuous improvement across integrated processes. Integrates multiple AI capabilities into cohesive agentic workflows.

Any certificates, licenses, etc. required of the position
- None

Primary Location: Arkansas-Russellville Arkansas : Russellville

Job Function: Professional

FLSA Status: Professional

Relocation Option: Level II

Union description/code: Non-Bargaining

Number of Openings: 1

Req ID: 123150

Travel Percentage: Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets.

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 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 HRCompliance@entergy.com 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.