Work Place Flexibility: Hybrid
Legal Entity: Entergy Services, LLC
***This position may be filled in New Orleans, LA or The Woodlands, TX***
Job Summary/Purpose:
The Sr. Manager, Talent Acquisition reports to the Director of Talent Acquisition and will be responsible for supporting the talent acquisition functions that form the basis of the business and recruitment culture. This position is a key component of Entergy’s Talent Acquisition Leadership Team and will serve as backup to the Director when/if necessary.
The Sr. Manager, Talent Acquisition reports to the Director of Talent Acquisition and will be responsible for supporting the talent acquisition functions that form the basis of the business and recruitment culture. This position is a key component of Entergy’s Talent Acquisition Leadership Team and will serve as backup to the Director when/if necessary.
The primary responsibility of this role is to lead several strategic recruitment teams charged with sourcing, screening, and hiring the best talent available to support the premier utility. The team will source and recruit talent to meet the specified needs of various Entergy business units and will supportthe end to end hiring process in partnership with the Compliance and Core HRO teams. The Sr. Manager will build the competencies within his/her team to become experts on the talent needs of the business functions they support, understanding attrition rates, vacancies, talent gaps, new skills, etc. The Sr.Manager will partner with HR Business Partner’s and senior business function leadership to developstrategic staffing plans to support the current and future needs of the business. This role requires a bias for strategic, long-term thinking with an ability to build and lead teams to identify and address short term opportunities. The expectation is for the Sr. Manager, Talent Acquisition to operate as a trusted advisor to his/her primary stakeholders and to own all business-facing relationships with senior/executive leadership as needed and to fill in for the Director in any capacity required.
The ideal candidate is someone who can provide leadership and coaching to 3+ Team Leads/Sr. Staff andcast a vision for a team of 15+ that inspires and motivates peak performance. This position requires an enthusiastic leader who can transform, develop, and maintain functional areas of full-cycle recruitment while utilizing strong leadership capabilities to drive the team to improve services, increase the quality of hire, ensure the organization’s diversity goals are supported, and develop trusted advisors to the business. The Sr. Manager must be resilient and flexible with an appetite for growth, change initiatives, and change management. The ability to develop relationships, influence across all levels of the organization, and work collaboratively are critical to success in this position.
The Sr. Manager has overall responsibility for ensuring the team achieves all defined success metrics and goals. The Sr. Manager will assume responsibilities for all executive and senior leader business relationships. He/she will implement processes and procedures to ensure all business units are supported adequately and will oversee the execution of these tasks, including but not limited to, individual recurring meetings with senior hiring leaders; presenting quarterly business reviews to stakeholders; owning and distributing team data/metrics; deploying adequate resources to support business hiring boards; and training and supporting the business on standard operating procedures and best practices.
Job Duties/Responsibilities:
- Participate as a member of Entergy’s Talent Acquisition Leadership Team providing strategic oversight to the department and direct leadership to 3+ Team Leads/Sr. Staff to drive the sourcing, screening, and hiring of top talent for assigned business units
- Serve as the backup to the Director, Talent Acquisition as necessary
- Assist in establishing the department’s overall goals and objectives including alignment withEntergy’s Shared Services objectives as well as HR’s strategic objectives.
- Partner with the TA Leadership Team and other stakeholders to manage the department’soverall budget including supporting funding requests for resources (people and technology)needed to develop and implement staffing and talent acquisition processes.
- Participate in creating the strategic vision of Entergy’s Talent Acquisition department and ensure it is cascaded to the Recruiting team and that individuals are held accountable for delivering results
- In partnership with HRBPs and business leadership, lead the development of annual staffing plans based on WFP data and continuous conversations regarding the execution of that plan.
- Become a trusted talent advisor to the senior leaders of aligned business functions; understandfuture-state needs and align team resources to meet those needs
- Create the structure that allows the team to become experts on the hiring needs of the business function in which they support
- Use both internal and external data and intelligence to advise the HR Business Partners and the business on hiring needs and talent gaps
- Work with peer Managers and their teams to ensure consistent, efficient, and highly automated processes. This could involve engaging process analyst and technical expertise from other teams or departments.
- Obtain, analyze, and react to customer feedback with the intent to exceed customer expectations.
- Create a positive workplace culture which attracts talent, drives engagement, impacts satisfaction, and positively affects performance.
- Other duties and responsibilities may be assigned.
Minimum experience required of the position:
- 7 years of relevant experience
- 3 years of people leadership experience or experience leading programs and initiatives with demonstrated ability to influence others
- Experience using an applicant tracking system, customer relationship management system, or asimilar system at an enterprise level.
Preferred experience:
- Experience leading other people leaders
- MBA or related graduate level degree
- SuccessFactors experience
- Professional HR Certification
Minimum knowledge, skills and abilities required of the position:
- In depth knowledge of recruiting, sourcing, and creating optimal candidate experiences
- Manage and lead with high integrity, discretion, and ethical standards
- Strong communication skills both written & verbal.
- Excellent critical thinking skills; Effective at resolving problems by providing creative solutions.
- Ability to handle & maintain confidential information.
- Expert in balancing multiple priorities, stakeholders, and work streams simultaneously.
- Able to interface effectively with senior level clients and to influence outcomes
- Analytical skills and ability to work well with tools, metrics, data, and trends
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Primary Location: Louisiana-New Orleans Louisiana : New Orleans || Texas : The Woodlands
Job Function: Professional
FLSA Status: Exempt
Relocation Option: No Relocation Offered
Union description/code: NON BARGAINING UNIT
Number of Openings: 1
Req ID: 110335
Travel Percentage:Up to 25%
Job Function: Professional
FLSA Status: Exempt
Relocation Option: No Relocation Offered
Union description/code: NON BARGAINING UNIT
Number of Openings: 1
Req ID: 110335
Travel Percentage:Up to 25%
An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEO page, or see statements below.
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, 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, 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.
The Entergy System of Companies expressly prohibits any form of unlawful employee harassment based on race, color, religion, 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 click
here and 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.
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.
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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