Hr Labor Relations Manager

Posting End Date: 5/19

Work Place Flexibility: Hybrid

Legal Entity: Entergy Services, LLC

Job 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

• 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.
• Leads and partners with HR and Total Rewards to implement the labor strategy.
• Work in partnership with functional leadership to develop and implement HR programs, including engagement actions that support business goals
• 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.
• 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.
• 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.
• Uses negotiation strategies to develop bargaining goals and negotiate contracts consistent with the company’s goals.
• Create and deploy communications which will inform management of pertinent work force issues and concerns
• Creates, evaluates and takes action to manage the metrics associated with role and departments goals
• 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.).
• Serves as the chief negotiator or second chair in contract negotiations.
• Performs other related duties as assigned
• Research and investigate complex labor and employee issues, and if necessary, coordinate efforts with corporate HR and/or legal on recommendations
• Partner with the enterprise and customer base leadership team to create and deliver proactive labor strategies
• Utilize critical thinking skills when assessing issues; focusing on creative and fiscally responsible solutions to meet employee and business needs
• Conduct due-diligence and provide labor relations advice on acquisitions and/or new business ventures involving union operations.
• Responsible for developing union-avoidance programs at non-union facilities, and for coordinating decertification activities at union facilities.
• Negotiates side agreements with the union as needed
• Research and prepare arbitration and labor litigation documents for company attorneys
• 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.
• Prepares and implements schedules and action plans for negotiations including implementing the strategy.

Minimum Requirements

Minimum education required of the position

Bachelor's degree in related field preferred or the equivalent work experience.

Master’s degree a plus

Minimum Experience Required Of The Position

Ten years’ HR or related experience. Experience in union environment required.

Minimum Knowledge, Skills And Abilities Required Of The Position

• Understands and effectively manages complex group dynamics and ambiguity.
• Ability to diplomatically offer objective and creative solutions to client issues.
• Ability to build effective relationships with client employees as well as leadership by adapting approach/style.
• Ensures compliance through effective programs, policies, and practices.
• 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 respect and maintain confidential and sensitive information.
• Understands and facilitates the change process through completion.
• Highly organized and results oriented
• Substantial business acumen.
• Ability to influence and drive change through the enterprise, it’s business units, leaders and employees.
• Success managing complex initiatives with matrixed resources.
• Committed to continuous learning / improvement in all aspects of HR.
• 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.
• Incorporates the perspectives of all stakeholders and analyzes business and people related data to influence people plans and activities.
• Ability to champion and influence change and a willingness to take risk.
• Understands the dynamics of cross-cultural and inclusion related conflicts, tensions, misunderstandings, or opportunities.
• Tracks and communicates strategy progress and setbacks.
• Clear, comprehensive understanding of the link between HR and business strategy.
• Comfortable with and influential in dealing with senior executives and leaders of the business
• Gains leadership involvement and line ownership.
• Judgment - can discern when to inquire, advocate, drive, or resolve more decisively.
• Ability to champion HR initiatives.
• 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.
• 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.

Required For The Position

Any certificates, licenses, etc.
SPHR/PHR certification or Labor Relations Professional Certification preferred
Primary Location: Texas - The Woodlands Arkansas : Little Rock || Louisiana : New Orleans || Mississippi : Jackson || Texas : The Woodlands
Job Function: Professional
FLSA Status: Professional
Relocation Option: Level I
Union description/code: NON BARGAINING UNIT-NBU
Number of Openings: 1
Req ID: 111363
Travel Percentage: 50% to 75%
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, 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 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 .
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 [email protected] 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.