Buscar empleo: 358 ofertas de trabajo de Construction & Trades en Little Rock, Arkansas (mayo 2026)

Lead HR Business Partner - Nuclear Plant (Russellville)

hace 19 horas

Little Rock

Job Title: Lead HR Business Partner - Nuclear Plant (Russellville) Work Place Flexibility: Hybrid Location: Russellville, Arkansas Travel Percentage: Up to 25% Req ID: 123150 This position supports Entergy’s nuclear operations in Russellville, Arkansas. Relocation assistance is available for qualified candidates. Who We Are: Entergy, a Fortune 500 company headquartered in New Orleans, Louisiana, powers life for 3 million customers across Arkansas, Louisiana, Mississippi and Texas. Entergy is creating a cleaner, more resilient energy future for everyone with our diverse power generation portfolio, including increasingly carbon-free energy sources. With roots in the Gulf South region for more than a century, Entergy is a recognized leader in corporate citizenship, delivering more than $100 million in economic benefits to local communities through philanthropy and advocacy efforts annually over the last several years. Our approximately 12,500 employees are dedicated to powering life today and for future generations. Job Summary/Purpose: The Lead HR Business Partner (Nuclear) is a senior-level HR role supporting Entergy’s nuclear operations business. This position partners closely with leaders and employees to align people strategies with business goals while supporting workforce planning, employee relations, talent management, organizational development, and change initiatives. This role serves as a trusted HR advisor to leaders up to the VP/GM level and operates with a high degree of independence in a fast-paced and highly collaborative environment. We are looking for a proactive HR professional who is passionate about people, comfortable navigating ambiguity, and committed to supporting high-performing teams. Responsibilities: • Facilitates and leads discussions related to talent, people, and organizational programs within assigned business units., • Provides HR guidance, coaching, counseling, career development support, and employee relations consultation to leaders up to the VP/GM level (typically non-officer leadership) and below., • Identifies and communicates workforce trends and HR metrics in partnership with HR teams, delivering data-driven recommendations and solutions to support business outcomes., • Uses data storytelling skills to clearly communicate insights and recommendations tailored to different audiences., • Conducts organizational assessments, identifies root causes of performance gaps, designs aligned solutions, builds organizational capability, and measures the impact of organizational development initiatives., • Maintains knowledge of labor relations, employment law, compliance requirements, and HR policies to reduce legal risk and support regulatory compliance in partnership with Legal., • Partners with leaders to strengthen work relationships, improve morale, increase productivity, and support employee retention., • Serves as a consultative partner on talent, culture, and people initiatives within the business., • Communicates sensitive or complex information clearly, concisely, and empathetically while adapting communication style to the audience and situation., • Identifies training and leadership coaching needs using workforce data and business insights., • Leads and supports change management initiatives in partnership with the business and HR Centers of Excellence (CoEs)., • Develops and facilitates presentations, proposals, and recommendations related to HR strategies and people programs., • Demonstrates emotional intelligence, sound judgment, and strong relationship-building skills to effectively navigate challenging situations., • Advocates for continuous improvement strategies that enhance employee experience and workplace culture. Requirements: • Bachelor’s degree in Human Resources or a related field preferred, or equivalent combination of education and experience., • Minimum of 5+ years of HR or related experience with a degree, or 7+ years without a degree., • Strong preference for candidates with experience in the nuclear industry or power plant environment., • Demonstrated advanced to mastery-level HR Business Partner expertise, with the ability to operate independently, influence leaders, and provide strategic guidance with minimal supervision., • Strong business and financial acumen, including workforce analysis, talent forecasting, organizational effectiveness, and data-driven decision-making., • Proven ability to lead change management initiatives, align HR strategies with business objectives, and drive organizational readiness., • Excellent communication, stakeholder management, and relationship-building skills, with the ability to influence and build credibility across the organization., • Strong knowledge of labor relations, compliance, HR policies, controls, and risk mitigation practices., • Experience managing complex HR and business projects, including planning, execution, stakeholder engagement, and continuous improvement., • Ability to interpret and translate workforce data into actionable insights, dashboards, and strategic recommendations., • Expertise in organizational development, talent management, succession planning, workforce planning, and leadership capability building., • Advanced proficiency leveraging HR technology, analytics, and AI-enabled tools to improve HR processes, workflows, and business outcomes., • High level of emotional intelligence, strategic thinking, and ability to navigate complex business environments. What We Offer • Market-competitive compensation, • Comprehensive medical, dental, and vision coverage, • 401(k) savings plan., • Wellness and employee wellbeing programs, • Commuter and transit benefits, • Additional employee perks and benefits An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click 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 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.

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