HR Labor Relations Manager
Entergy Corporation, New Orleans, LA, United States
Job Summary
Reporting to the Labor Relations Director, this role advances Entergy’s strategy on labor imperatives, negotiating labor contracts and ensuring compliance with labor law within the assigned customer base.
Responsibilities
Travel 75%
Serve as chief negotiator or second chair in contract negotiations.
Use negotiation strategies to develop bargaining goals and negotiate contracts consistent with the company’s goals.
Prepare and implement schedules and action plans for negotiations including strategy implementation.
Lead and partner with HR and Total Rewards to implement the labor strategy.
Negotiate side agreements with the union as needed.
Partner with the enterprise and customer base leadership team to create and deliver proactive labor strategies.
Research and prepare arbitration and labor litigation documents for company attorneys.
Research and investigate complex labor and employee issues, and coordinate efforts with corporate HR and/or legal on recommendations.
Conduct due‑diligence and provide labor relations advice on acquisitions and/or new business ventures involving union operations.
Manage the preparation and presentation of charges related to the National Labor Relations Act.
Create and deploy communications to inform management of pertinent workforce issues and concerns.
Work in partnership with functional leadership to develop and implement HR programs, including engagement actions that support business goals.
Utilize critical thinking skills to assess issues; focus on creative and fiscally responsible solutions.
Develop union‑avoidance programs at non‑union facilities and coordinate decertification activities at union facilities.
Maintain positive relationships with Union Leadership; engage Union Leaders regarding enterprise‑specific changes/initiatives.
Provide advice and counsel on discipline, including Just Cause, contract analysis, and counsel on labor/contract issues, grievances, arbitrations and change management impacting union workforce.
Ensure compliance with corporate directives; ensure newly ratified contracts are understood and implemented by relevant functions.
Consult and coordinate with the Legal department on responsibilities between HR Labor Relations and Legal, including M&A review, EEO, wage & hour, ERISA, OSHA, corporate compliance, and agency relations.
Act as SME for Labor Relations policies (e.g., Issue Resolution, Drugs and Alcohol, Nepotism); own the Labor Relations process while collaborating with HRO and other groups.
Create, evaluate, and manage metrics associated with the role and departmental goals.
Perform other related duties as assigned.
Minimum Requirements Education
Bachelor’s degree in a related field preferred or equivalent work experience.
Experience
5+ years of HR or related experience.
Experience in a union environment required.
Knowledge, Skills & Abilities
Demonstrated working knowledge of federal, state and local employment laws and regulations, including EEO, ADA, ADEA, FLSA, Title VII and FMLA; basic knowledge of labor law (NLRA) preferred.
Substantial business acumen.
Clear understanding of the link between HR and business strategy.
Ability to seize opportunities and mitigate risks operationally, organizationally and regulatorily.
Ability to influence and drive change throughout the enterprise.
Ability to provide objective and creative solutions to client issues diplomatically.
Ability to respect and maintain confidentiality.
Ability to champion change and take calculated risks.
Ability to build effective relationships with employees and leadership, adapting approach as needed.
Ability to champion HR initiatives.
Highly organized and results oriented.
Success managing complex initiatives with matrixed resources.
Comfortable influencing senior executives and business leaders.
Understands and facilitates the change process and stakeholder communication.
Incorporates perspectives of all stakeholders to influence people plans.
Tracks and communicates strategy progress and setbacks.
Committed to continuous learning / improvement in all HR aspects.
Effectively manages complex group dynamics and ambiguity.
Judgment when to inquiry, advocate, drive, or resolve decisively.
Understanding of diverse cultural contexts and inclusivity challenges.
Ensures compliance via effective programs, policies, and practices.
Excellent communication skills (internal and external, written, executive presentations, speaking).
Certificates & Licenses
SPHR/PHR certification or Labor Relations Professional Certification preferred.
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 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 Companies 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 their behalf. If you are a person with a disability and need an accommodation for the recruiting process, please provide your name, contact information, the accommodation requested and the requisition number.
Working Conditions Employees may need to work additional hours or in alternate locations, and may be required to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary. Exempt employees are not paid overtime for such duties.
Authorization to Work Authorization to work in the United States is a precondition to employment for this position. Entergy will not sponsor candidates for work visas.
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Responsibilities
Travel 75%
Serve as chief negotiator or second chair in contract negotiations.
Use negotiation strategies to develop bargaining goals and negotiate contracts consistent with the company’s goals.
Prepare and implement schedules and action plans for negotiations including strategy implementation.
Lead and partner with HR and Total Rewards to implement the labor strategy.
Negotiate side agreements with the union as needed.
Partner with the enterprise and customer base leadership team to create and deliver proactive labor strategies.
Research and prepare arbitration and labor litigation documents for company attorneys.
Research and investigate complex labor and employee issues, and coordinate efforts with corporate HR and/or legal on recommendations.
Conduct due‑diligence and provide labor relations advice on acquisitions and/or new business ventures involving union operations.
Manage the preparation and presentation of charges related to the National Labor Relations Act.
Create and deploy communications to inform management of pertinent workforce issues and concerns.
Work in partnership with functional leadership to develop and implement HR programs, including engagement actions that support business goals.
Utilize critical thinking skills to assess issues; focus on creative and fiscally responsible solutions.
Develop union‑avoidance programs at non‑union facilities and coordinate decertification activities at union facilities.
Maintain positive relationships with Union Leadership; engage Union Leaders regarding enterprise‑specific changes/initiatives.
Provide advice and counsel on discipline, including Just Cause, contract analysis, and counsel on labor/contract issues, grievances, arbitrations and change management impacting union workforce.
Ensure compliance with corporate directives; ensure newly ratified contracts are understood and implemented by relevant functions.
Consult and coordinate with the Legal department on responsibilities between HR Labor Relations and Legal, including M&A review, EEO, wage & hour, ERISA, OSHA, corporate compliance, and agency relations.
Act as SME for Labor Relations policies (e.g., Issue Resolution, Drugs and Alcohol, Nepotism); own the Labor Relations process while collaborating with HRO and other groups.
Create, evaluate, and manage metrics associated with the role and departmental goals.
Perform other related duties as assigned.
Minimum Requirements Education
Bachelor’s degree in a related field preferred or equivalent work experience.
Experience
5+ years of HR or related experience.
Experience in a union environment required.
Knowledge, Skills & Abilities
Demonstrated working knowledge of federal, state and local employment laws and regulations, including EEO, ADA, ADEA, FLSA, Title VII and FMLA; basic knowledge of labor law (NLRA) preferred.
Substantial business acumen.
Clear understanding of the link between HR and business strategy.
Ability to seize opportunities and mitigate risks operationally, organizationally and regulatorily.
Ability to influence and drive change throughout the enterprise.
Ability to provide objective and creative solutions to client issues diplomatically.
Ability to respect and maintain confidentiality.
Ability to champion change and take calculated risks.
Ability to build effective relationships with employees and leadership, adapting approach as needed.
Ability to champion HR initiatives.
Highly organized and results oriented.
Success managing complex initiatives with matrixed resources.
Comfortable influencing senior executives and business leaders.
Understands and facilitates the change process and stakeholder communication.
Incorporates perspectives of all stakeholders to influence people plans.
Tracks and communicates strategy progress and setbacks.
Committed to continuous learning / improvement in all HR aspects.
Effectively manages complex group dynamics and ambiguity.
Judgment when to inquiry, advocate, drive, or resolve decisively.
Understanding of diverse cultural contexts and inclusivity challenges.
Ensures compliance via effective programs, policies, and practices.
Excellent communication skills (internal and external, written, executive presentations, speaking).
Certificates & Licenses
SPHR/PHR certification or Labor Relations Professional Certification preferred.
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 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 Companies 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 their behalf. If you are a person with a disability and need an accommodation for the recruiting process, please provide your name, contact information, the accommodation requested and the requisition number.
Working Conditions Employees may need to work additional hours or in alternate locations, and may be required to perform additional duties in connection with storms, outages, emergencies, or other situations as deemed necessary. Exempt employees are not paid overtime for such duties.
Authorization to Work Authorization to work in the United States is a precondition to employment for this position. Entergy will not sponsor candidates for work visas.
#J-18808-Ljbffr