HR Labor Relations Manager
Entergy, New Orleans, LA, United States
Location
This position may be filled in The Woodlands, TX; New Orleans, LA; Jackson, MS; or Little Rock, AR.
Work Place Flexibility Hybrid
Legal Entity Entergy Services, LLC
Job Summary/Purpose Reporting to the Labor Relations Director, the Labor Manager advances Entergy's short and long term strategy on key labor imperatives and works with executives and line management in the development and execution of the strategy. This position will be the primary labor relations leader responsible for negotiating labor contracts, providing expertise on the negotiation process and compliance with labor law bargaining requirements within their respective customer base.
Job Duties/Responsibilities
Serves as the chief negotiator or second chair in contract negotiations.
Uses negotiation strategies to develop bargaining goals and negotiate contracts consistent with the company’s goals.
Prepares and implements schedules and action plans for negotiations including implementing the strategy.
Leads and partners with HR and Total Rewards to implement the labor strategy.
Negotiates side agreements with the union as needed.
Partners with the enterprise and customer base leadership team to create and deliver proactive labor strategies.
Researches and prepares arbitration and labor litigation documents for company attorneys.
Researches and investigates complex labor and employee issues, and if necessary, coordinates efforts with corporate HR and/or legal on recommendations.
Conducts due‑diligence and provides labor relations advice on acquisitions and/or new business ventures involving union operations.
Manages the preparation and presentation of charges related to the National Labor Relations Act, with or without external counsel.
Creates and deploys communications which inform management of pertinent workforce issues and concerns.
Works in partnership with functional leadership to develop and implement HR programs, including engagement actions that support business goals.
Utilizes critical‑thinking skills when assessing issues; focusing on creative and fiscally responsible solutions to meet employee and business needs.
Responsible for developing union‑avoidance programs at non‑union facilities, and for coordinating decertification activities at union facilities.
Develops and maintains positive relationships with Union Leadership; engages Union Leaders regarding enterprise‑specific changes/initiatives such as policies and benefits, DIB strategies, Advanced Metering, and Premier Utility focus areas; facilitates Labor Management Team meetings.
Provides advice and counsel on discipline including Just Cause and contract analysis; provides CBA counsel & interpretation, works with management on labor/contract issues, grievances, arbitrations and overall change management impacting union workforce.
Ensures compliance with corporate directives to negotiating teams; ensures newly ratified contracts are understood and properly implemented by all relevant functions.
Consults and coordinates with the Legal department in accordance with established areas of responsibility between HR Labor Relations and the Legal department; supports additional areas such as adherence to M&A review, EEO, wage & hour, ERISA, OSHA, corporate compliance, and relations with state and federal agencies.
Serves as subject‑matter expert responsible for the interpretation, maintenance and administration of system policies assigned to Labor Relations (e.g. Issue Resolution, Drugs and Alcohol, Nepotism); owns the Labor Relations process while collaborating with HRO, HR Shared Services or other groups.
Creates, evaluates and takes action to manage the metrics associated with role and department goals.
Performs other related duties as assigned.
Travel: 75%
Minimum Education
Bachelor’s degree in a related field preferred or the equivalent work experience.
Master’s degree is a plus.
Minimum Experience
5+ years of HR or related experience.
Experience in a union environment required.
Minimum Knowledge, Skills, and Abilities
Proficient in Microsoft Office Suite (Outlook, Word, PowerPoint, Excel, etc.).
Demonstrated working knowledge of federal, state and local employment laws and regulations, including but not limited to EEO, ADA, ADEA, FLSA, Title VII and FMLA; basic knowledge of NLRA is preferred.
Substantial business acumen.
Clear, comprehensive understanding of the link between HR and business strategy.
Ability to seize opportunities and mitigate risks operationally, organizationally and from a regulatory point of view by anticipating the needs of the business.
Ability to influence and drive change throughout the enterprise, its business units, leaders and employees.
Ability to diplomatically offer objective and creative solutions to client issues.
Ability to respect and maintain confidential and sensitive information.
Ability to champion and influence change and a willingness to take risk.
Ability to build effective relationships with client employees as well as leadership by adapting approach/style.
Ability to champion HR initiatives.
Highly organized and results oriented.
Success managing complex initiatives with matrixed resources.
Comfortable with and influential in dealing with senior executives and leaders of the business.
Understands and facilitates the change process through completion.
Gains leadership involvement and line ownership.
Incorporates the perspectives of all stakeholders and analyzes business and people‑related data to influence people plans and activities.
Tracks and communicates strategy progress and setbacks.
Committed to continuous learning and improvement in all aspects of HR.
Understands and effectively manages complex group dynamics and ambiguity.
Good judgment – can discern when to inquire, advocate, drive, or resolve more decisively.
Understands diverse customer/client needs and demonstrates an ability to flex style when faced with myriad dimensions of culture to be effective across cultural contexts.
Understands the dynamics of cross‑cultural and inclusion‑related conflicts, tensions, misunderstandings, or opportunities.
Ensures compliance through effective programs, policies, and practices.
Excellent communication skills (internal and external) including written communication, executive presentations, and stand‑up speaking skills; comfortable presenting to and facilitating work with all key stakeholders.
Certificates, Licenses, Etc.
SPHR/PHR certification or Labor Relations Professional Certification preferred.
Primary Location Primary location options: The Woodlands, TX; New Orleans, LA; Jackson, MS; Little Rock, AR.
Travel Percentage 50% to 75%.
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.
Additional Responsibilities and Working Conditions 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.
Authorization to Work Authorization to work in the United States is a precondition to employment in this position. Entergy will not sponsor candidates for work visas for this position.
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Work Place Flexibility Hybrid
Legal Entity Entergy Services, LLC
Job Summary/Purpose Reporting to the Labor Relations Director, the Labor Manager advances Entergy's short and long term strategy on key labor imperatives and works with executives and line management in the development and execution of the strategy. This position will be the primary labor relations leader responsible for negotiating labor contracts, providing expertise on the negotiation process and compliance with labor law bargaining requirements within their respective customer base.
Job Duties/Responsibilities
Serves as the chief negotiator or second chair in contract negotiations.
Uses negotiation strategies to develop bargaining goals and negotiate contracts consistent with the company’s goals.
Prepares and implements schedules and action plans for negotiations including implementing the strategy.
Leads and partners with HR and Total Rewards to implement the labor strategy.
Negotiates side agreements with the union as needed.
Partners with the enterprise and customer base leadership team to create and deliver proactive labor strategies.
Researches and prepares arbitration and labor litigation documents for company attorneys.
Researches and investigates complex labor and employee issues, and if necessary, coordinates efforts with corporate HR and/or legal on recommendations.
Conducts due‑diligence and provides labor relations advice on acquisitions and/or new business ventures involving union operations.
Manages the preparation and presentation of charges related to the National Labor Relations Act, with or without external counsel.
Creates and deploys communications which inform management of pertinent workforce issues and concerns.
Works in partnership with functional leadership to develop and implement HR programs, including engagement actions that support business goals.
Utilizes critical‑thinking skills when assessing issues; focusing on creative and fiscally responsible solutions to meet employee and business needs.
Responsible for developing union‑avoidance programs at non‑union facilities, and for coordinating decertification activities at union facilities.
Develops and maintains positive relationships with Union Leadership; engages Union Leaders regarding enterprise‑specific changes/initiatives such as policies and benefits, DIB strategies, Advanced Metering, and Premier Utility focus areas; facilitates Labor Management Team meetings.
Provides advice and counsel on discipline including Just Cause and contract analysis; provides CBA counsel & interpretation, works with management on labor/contract issues, grievances, arbitrations and overall change management impacting union workforce.
Ensures compliance with corporate directives to negotiating teams; ensures newly ratified contracts are understood and properly implemented by all relevant functions.
Consults and coordinates with the Legal department in accordance with established areas of responsibility between HR Labor Relations and the Legal department; supports additional areas such as adherence to M&A review, EEO, wage & hour, ERISA, OSHA, corporate compliance, and relations with state and federal agencies.
Serves as subject‑matter expert responsible for the interpretation, maintenance and administration of system policies assigned to Labor Relations (e.g. Issue Resolution, Drugs and Alcohol, Nepotism); owns the Labor Relations process while collaborating with HRO, HR Shared Services or other groups.
Creates, evaluates and takes action to manage the metrics associated with role and department goals.
Performs other related duties as assigned.
Travel: 75%
Minimum Education
Bachelor’s degree in a related field preferred or the equivalent work experience.
Master’s degree is a plus.
Minimum Experience
5+ years of HR or related experience.
Experience in a union environment required.
Minimum Knowledge, Skills, and Abilities
Proficient in Microsoft Office Suite (Outlook, Word, PowerPoint, Excel, etc.).
Demonstrated working knowledge of federal, state and local employment laws and regulations, including but not limited to EEO, ADA, ADEA, FLSA, Title VII and FMLA; basic knowledge of NLRA is preferred.
Substantial business acumen.
Clear, comprehensive understanding of the link between HR and business strategy.
Ability to seize opportunities and mitigate risks operationally, organizationally and from a regulatory point of view by anticipating the needs of the business.
Ability to influence and drive change throughout the enterprise, its business units, leaders and employees.
Ability to diplomatically offer objective and creative solutions to client issues.
Ability to respect and maintain confidential and sensitive information.
Ability to champion and influence change and a willingness to take risk.
Ability to build effective relationships with client employees as well as leadership by adapting approach/style.
Ability to champion HR initiatives.
Highly organized and results oriented.
Success managing complex initiatives with matrixed resources.
Comfortable with and influential in dealing with senior executives and leaders of the business.
Understands and facilitates the change process through completion.
Gains leadership involvement and line ownership.
Incorporates the perspectives of all stakeholders and analyzes business and people‑related data to influence people plans and activities.
Tracks and communicates strategy progress and setbacks.
Committed to continuous learning and improvement in all aspects of HR.
Understands and effectively manages complex group dynamics and ambiguity.
Good judgment – can discern when to inquire, advocate, drive, or resolve more decisively.
Understands diverse customer/client needs and demonstrates an ability to flex style when faced with myriad dimensions of culture to be effective across cultural contexts.
Understands the dynamics of cross‑cultural and inclusion‑related conflicts, tensions, misunderstandings, or opportunities.
Ensures compliance through effective programs, policies, and practices.
Excellent communication skills (internal and external) including written communication, executive presentations, and stand‑up speaking skills; comfortable presenting to and facilitating work with all key stakeholders.
Certificates, Licenses, Etc.
SPHR/PHR certification or Labor Relations Professional Certification preferred.
Primary Location Primary location options: The Woodlands, TX; New Orleans, LA; Jackson, MS; Little Rock, AR.
Travel Percentage 50% to 75%.
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.
Additional Responsibilities and Working Conditions 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.
Authorization to Work Authorization to work in the United States is a precondition to employment in this position. Entergy will not sponsor candidates for work visas for this position.
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