Energy Services Group International, Inc Hiring for HR Talent Management Specialist Full Time

Our utility client is looking to us to provide a contractor for an anticipated 12-month assignment.

Job Summary/Purpose

The Talent Management Specialist III provides support in developing, implementing, and continuously improving

leadership development, employee development, performance management and succession management programs that will enable Entergy to achieve the vision of becoming the Premier Utility. The Talent Management Specialist III provides support for the business and the Talent Management Center of Excellence, operating under the supervision of a more experienced Talent Management professional. This role will work in partnership with the business and human resources teams, including the talent management, organizational health and diversity, talent acquisition and HR business partner teams.

Job Duties/Responsibilities

1. The Talent Management Specialist III, under the direction of a more experienced Talent Management

professional, will be accountable for providing support and guidance to the HR organization and the

business in executing the talent management aspects of the HR Strategy. This includes activities that:

· Provide differentiated development opportunities that you can only experience at Entergy

(OpCo CEO, Senior / Mid / Front-Line Leaders)

· Engage leaders in a Future-of-Work strategy that provides a positive employment experience

with best-in-class return on workplace investments

· Optimize the end-to-end process to redeploy talent and provide enhanced career opportunities at

the best cost

· Create a future skills accelerator program to provide critical capabilities in niche skills at the

best cost

· Take an external “headhunter” approach internally to scout for and place our best talent and

develop a process for leaders’ needs to staff agile teams

· Develop the Premier Utility competency model and integrate it into interview guides,

assessments, development programs, and performance reviews

· Identify a Talent Cohort and Succession Bench and work with leaders facilitate crossorganizational

talent insight and robust development for larger roles

· ·Design development programs for leaders to drive customer-centricity, continuous improvement

and diversity, inclusion and belonging across their organizations

· Facilitate leader involvement in career growth networks and mentoring programs to develop a

pool of diverse leaders and grow cross-organizational relationships

· Develop a scalable job rotation approach and process to assist leaders in providing experiential

development experiences and capability in their organizations

· Prepare leaders to be approachable, inclusive and empathetic for the “new normal” in

relationships so employees feel safe, supported and emotionally secure

· Develop leaders to empower and provide responsibility, authority, flexibility and decision-making

at the lowest level to drive ownership and accountability

· Enable leaders to drive performance accountability with clear expectations, frequent,

constructive performance coaching and pay for performance

· Develop templates and tools for leaders to conduct engaging career development discussions

and action plans that retain talent

2. In conjunction with the HR organization and the business, assists the development and execution of the

business unit people plans. Projects could include, but not limited to:

· Leadership Development

· Employee Development

· On-Boarding Program

· Reskilling and Redeployment Processes

· Career Development Processes

· Talent and Performance Management Processes

· Assessments and Coaching

· Succession Development

3. The Talent Management Specialist III analyzes data, focus group information and the results of needs

analyses to provide tailored talent program and process recommendations that support efforts to build

premier utility capacity and capability, and strengthen the leader-employee relationship, in the business

organizations supported.

4. Maintains knowledge on current and emerging developments/trends in all aspects of Talent Management.

Supports the Talent Management Leadership Team to incorporate new trends and developments in

current and future strategies. Assists in the development of HR practices, policies and procedures.

5. Participates on HR and enterprise wide steering committees and may lead special projects. Responsible for

building collaborative relationships with all parts of HR, Shared Services and other needed groups to

deliver HR results.

6. Manages the day-to-day execution of assigned talent processes, including properly maintaining all records

and ensuring compliance with all applicable rules and regulations.

Minimum Education Requirements

· Bachelor’s degree in Human Resources or related field preferred.

Minimum experience required of the position

· Four years’ HR or related experience without a degree or three years of HR or related experience with a degree.

· Minimum knowledge, skills, and abilities required of the position

· Builds cross-functional relationships and utilizes them to achieve business goals

· Able to apply change management principles, tools and processes, and carries the process through to

implementation

· Able to apply the ADDIE model and adult learning principles to conduct needs analyses to determine appropriate

business solutions to talent development challenges

· Able to serve as key contact for their discipline on limited scope cross-functional projects

· Able to provide input and suggestions for improvement on written policies, procedures, or checklists to manage

workload; uses as a reference

· Can work independently on routine tasks

· Intermediate knowledge of MS Office products (Word, Excel, PowerPoint)

· Working knowledge of HR management systems

· Working knowledge of queries and system s

· Begins monitoring best practices and developing recommendations on how they impact own discipline; is aware

of the competition and the factors that differentiate them in the market

· Can produce work that articulates and supports recommendations

· Can explain varied and complex concepts

· Can work on problems of diverse scope where analysis of data requires evaluation of identifiable factors.

· Demonstrates good judgment in selecting methods and techniques for obtaining solutions.

· Recognizes problems during analysis or when reviewing results

· Develops alternatives to accomplish work group objectives

· Basic project management skills

· Has good working internal/external relationships

· Engages with cross-functional teams to troubleshoot issues

· Understands of best practices and how own discipline integrates with others

· Can explain more difficult concepts and handle sensitive information

· Works on problems of moderate scope where analysis of situations or data requires a review of a variety of

factors.

· Exercises judgment within defined procedures and practices to determine appropriate action

· Organized and results oriented

· Committed to continuous learning / improvement in all aspects of HR.

· Understands applicable laws, regulations, and government requirements and their impact on the business.

· Supports compliance through effective programs, policies, and practices.

Any certificates, licenses, etc. required of the position

SPHR/PHR certification preferred

Job Types: Full-time, Contract, Temporary

Pay: Up to $69.00 per hour

Benefits:

• 401(k)
• Health insurance

Experience level:

• 4 years

Schedule:

• 8 hour shift
• Monday to Friday

Ability to commute/relocate:

• New Orleans, LA: Reliably commute or planning to relocate before starting work (Required)

Experience:

• HR: 4 years (Preferred)

Work Location: One location