HR Labor Relations Manager

HR Labor Relations ManagerDate: Apr 12, 2023Location: The Woodlands, Texas, United StatesCompany: EntergyPosting End Date: 04/30/2023Work Place Flexibility: HybridLegal Entity: Entergy Services, LLCJob Summary: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 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

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 if necessary, 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. This may be completed with internal staff and/or outside counsel.

Create and deploy communications which will inform management of pertinent work force 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 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 and business unit-specific changes/initiatives such as policies and benefits, DIB strategies, Advanced Metering, Premier Utility focus areas, etc. Facilitates Labor Management Team meetings.

Provides advice and counsel on discipline including Just Cause and contract analysis. Provides CBA advice, counsel & interpretation, works with management on labor/contract issues, grievances, arbitrations and overall change management impacting union workforce.

Assures compliance with corporate directives to negotiating teams; ensures newly ratified contracts are understood and properly implemented by all relevant functions (line management, HRBPs, HRO, Total Rewards, etc.).

Consults and coordinates with the Legal department in accordance with established areas of responsibilities 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 (SME) responsible for the interpretation, maintenance and administration of System polices assigned to Labor Relations (e.g. Issue Resolution, Drugs and Alcohol, Nepotism). Owns the Labor Relations process, but may work with the HRO, HR Shared Services or other groups to execute the vision.

Creates, evaluates and takes action to manage the metrics associated with role and departments goals

Performs other related duties as assigned

MINIMUM REQUIREMENTSMinimum education required of the positionBachelor's degree in related field preferred or the equivalent work experience.Master’s degree a plusMinimum experience required of the positionTen years’ HR or related experience. Experience in union environment required.Minimum knowledge, skills and abilities required of the position

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 working knowledge of labor law (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 through the enterprise, it’s 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 / improvement in all aspects of HR.

Understands and effectively manages complex group dynamics and ambiguity.

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 in order 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 to Entergy) including written communication, executive presentations, and stand-up speaking skills; comfortable presenting to and facilitating work with all key stakeholders.

Any certificates, licenses, etc. required for the positionSPHR/PHR certification or Labor Relations Professional Certification preferred#LI-JL1#LI-HYBRIDPrimary Location: Texas - The Woodlands Arkansas : Little Rock Louisiana : New Orleans Mississippi : Jackson Texas : The WoodlandsJob Function : ProfessionalFLSA Status : ProfessionalRelocation Option: Level IUnion description/code : NON BARGAINING UNIT-NBUNumber of Openings : 1Req ID: 111363Travel Percentage : 50% to 75%An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=enUS) 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, 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 click here (humanr@entergy.com?subject=Accessibility) 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 (https://www.dol.gov/agencies/ofccp/manual/fccm/2l-equal-opportunity-clauses-and-other-requirements/2l00-equal-opportunity) and Pay Transparency (https://www.dol.gov/sites/dolgov/files/OFCCP/pdf/pay-transp%20EnglishformattedESQA508c.pdf) .Pay Transparency Notice:Pay Transparency Nondiscrimination Provision (dol.gov) (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp%20EnglishformattedESQA508c.pdf)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.Job Segment: Employee Relations, Labor Relations, Compliance, Law, HR Manager, Human Resources, Legal