Job Title: Organizational Development Manager

Work Place Flexibility: Onsite 

Legal Entity: Entergy Services, LLC 

Job Summary/Purpose

The Organizational Development Manager (OD Manager) is the recognized lead in developing, implementing, and continuously improving organizational development and talent management strategies for their assigned business function to raise the overall performance of the organization.

 

The OD Manager will pair a strong business acumen with confidence to interact with senior executives, deep subject matter expertise and an ability lead groups, and serve as a trusted partner for his or her assigned business function. This role is a senior member of the Human Resources team and provides informal leadership of peers. The OD Manager is a recognized subject matter expert for their assigned business function and acts in a lead capacity in the department to execute the organizational development aspects of the HR Strategy and business-specific performance initiatives aligned with the corporate strategy. 

 

Job Duties/Responsibilities

Use an evidence-based approach to organizational development to drive performance improvement:  [1] organizational assessments; [2] diagnosis; [3] analysis; [4] solution recommendations; [5] implementation. Current business performance defined by operational metrics Strategy to add value Organization structure Leadership and talent capabilities Employee involvement, engagement and enablement Business / operations processes Metrics/balanced scorecards Communication mechanisms and cadence Reward and incentive programs Design and facilitate custom, business-specific working sessions, interventions and/or learning & development initiatives based on business performance gaps. Design, track, analyze and report on organizational development results and outcomes. Engage in internal client consulting in assigned business functions to effectively communicate insights, influence strategic direction, inspire action, and hold leaders accountable to execute agreed-upon actions, solutions and/or interventions. Partner with business leaders, business employees, HR Business Partners, HR COE Partners, Continuous Improvement Business Partners, and other internal/external subject-matter experts to integrate desired behaviors into everyday business activities. Utilize behavioral assessment tools for a data-based approach to diagnostics and/or feedback: Predictive Index, Myers-Briggs, Workplace Big5, DDI, Hogan and 360-degree/multi-rater assessments. Coordinate on the execution of core development programs and relevant third-party courses within assigned business function. Provide coaching, mentoring, and/or performance feedback to leaders to improve the leader-employee relationship and create inclusive and approachable leaders. Contribute deep subject matter expertise in the support and implementation of business-specific people strategies to drive business outcomes.  Areas include, but not limited to: Change Management Strategic Planning Workplace Location Flexibility Leadership Development Employee Development & Reskilling Team Development & Effectiveness Performance Management Talent Reviews, Succession Planning & Development Individual and Team Talent and Behavioral Assessments Coaching and Mentoring Organizational culture and change management initiatives Provide leadership development services such as onboarding/transition planning, new leader integration, and development planning.  Work with leaders to drive the individual development planning process aimed at improving and increasing business, organizational and individual performance.  Mine for external best practices and anticipate current and emerging developments/trends in all aspects of organizational development. Lead the incorporation of new trends and approaches into the practical application of organizational development. Lead special projects / initiatives with enterprise-wide scope and high-degree of complexity utilizing steering committees and formal/informal networks across the Company.

 

Minimum Requirements

Minimum education required of the position:

Bachelor's degree in Human Resources, Organizational Development, Industrial Psychology, or related field is preferred. Masters or Advanced degree desired.

 

Minimum experience required of the position:

5+ years of Human Resources, Organizational Development or related experience with or without a degree. 3+ years leading teams, or leading programs and initiatives where the employee can demonstrate the ability to effectively influence others to achieve business outcomes.  

 

Minimum knowledge, skills, and abilities required of the position

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.  Excellent ability to use evidence to influence business leaders to action. Understands and facilitates the change process through completion.  Demonstrated ability to work with stakeholders, lead cross-functional teams and use change management principles to create and implement successful business performance-improvement initiatives.   Advanced knowledge of adult learning practices, succession planning, high-potential and leadership development, and organizational culture development. Experience strategically assessing an organization through multi-pronged analysis, solution design and execution. Highly organized and results oriented. Success managing complex initiatives with matrixed resources.  Understands and effectively manages complex group dynamics and ambiguity. Comfortable with and astute in dealing with senior executives and leaders in all functional organizations.  Gains leadership involvement and ownership.  Incorporates the perspectives of key stakeholders. Tracks and communicates strategy progress and setbacks. Acknowledges and addresses challenges, obstacles, and opportunities. Committed to continuous learning / improvement in diversity, inclusion, and cultural competence.  Seeks and utilizes feedback from diverse sources. Judgment - can discern when to inquire, advocate, drive, or resolve more decisively. Demonstrates an understanding of 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. Understands applicable laws, regulations, and government requirements and their impact on the business.

 

Any certificates, licenses, etc. required of the position

Special certifications in the areas of Talent Development, Organizational Development, Executive Coaching, Diversity & Inclusion, Predictive Index, Development Dimensions International, PROSCI Change Management and/or Human Resources highly desired.

 

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Primary Location: Mississippi-Port Gibson Mississippi : Port Gibson 
Job Function: Professional
FLSA Status: Professional
Relocation Option: No Relocation Offered
Union description/code: Non-Bargaining
Number of Openings: 1
Req ID: 117351
Travel Percentage:Up to 25%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please click here to view the EEI 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.

Please note: 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.