Work Place Flexibility: HybridLegal Entity: Entergy Services, LLCJOB SUMMARY/PURPOSE:At Entergy, We Power Life. We provide safe, affordable and reliable power to our customers and communities. Our work matters. We deliver electricity to 2.9 million utility customers across 4 states. We own and operate power plants with approximately 30,000 megawatts of electric generating capacity, including about 8,000 megawatts of nuclear power.The Health & Wellness team is a part of our Total Rewards department in Human Resources. Here in Total Rewards, #WePowerLife for our employees by designing and administering attractive and competitive compensation and benefits programs. And we work hard to deliver value to the organization that enables our evolution to become the Premier Utility!As the Total Wellbeing Program Manager your job will be to transform the way our employees think about their health & wellbeing. The current state of employer-sponsored benefits is a strong focus on benefits that help employees cover the cost of “sick/recovery care.” Likewise, the traditional model of healthcare is focused on treatment of episodic and chronic illness; it’s reactive. The result is a significant number of resources spent on “sick care” with 80% of spend on about 20%1 of patients. At Entergy, we prioritize innovation and continuous improvement to achieve customer success; we’re proactive. And we want our covered employees and their families to have that same proactive mindset for achieving (or maintaining) their own personal health & wellbeing too.JOB DUTIES/RESPONSIBILITIES:
Develop a total wellbeing strategy focused on equipping employees with the education and tools to achieve total wellbeing (physical, mental, emotional, social and financial), with a secondary focus on education and tools that support recovery from illness or financial setbacks
Regularly analyze all available data to monitor the effectiveness of the existing wellbeing strategy and identifies population segments who require special focus; continuously improves wellbeing strategy based on data, trends and developments
Create and implement a robust plan that targets our employees generating the highest employer cost (e.g., for medical spend- the 20% of members who generate 80% of the spend) that enables the creation of consistent, healthy habits and incentivizes the maintenance of those healthy habits
Provide tools and resources that enable our employees and their families to adopt healthy habits and improve their total wellbeing; focus on digital enablement that allows employees to access the tools when it is most convenient for them and that help us reach beyond employees to their covered family members
Partner with vendors, leaders, HR Business Partners, and wellness champions to execute and deliver the wellbeing strategy
Build relationships and partner with stakeholders such as Diversity & Workforce Strategies, Employee Resource Groups, Leaders and others to market wellbeing programming and information and increase engagement across the Company
Engage with leaders and other stakeholder groups (e.g., enterprise safety, occupational health, employee development) to build relationships that encourage cross-functional collaboration in executing the total wellbeing strategy
Maintain awareness of legislative and regulatory changes applicable to Entergy’s strategy and programs and anticipates changes that could impact both
Maintain knowledge and understanding of laws and regulations applicable to Entergy’s programs to proactively mitigate risk and sustain compliance
Develop and track measurable outcomes for the wellbeing program, set short and long-term objectives for measuring return on investment and continuously measure and report on outcomes
Establish vendor relationships, negotiate contract terms and performance guarantees, monitor vendor performance against established guarantees, monitor utilization of contractual services and continuously measure the return on investment in vendor services
Participate and engage in strategy and design of traditional benefits to ensure strategic alignment with the approved wellness program
MINIMUM REQUIREMENTS:Minimum education required of the position
Bachelor's degree in Human Resources, Business, Finance, Health Administration or related field or equivalent work experience
Master’s Degree in Business Administration, preferred
Minimum experience required of the position
5+ years in HR or related experience with or without a degree.
2+ years leading teams, or leading programs and initiatives where the employee can demonstrate the ability to effectively influence others.
Minimum knowledge, skills and abilities required of the position
Knowledge of traditional employee benefits landscape, evolutions in resources to transform that landscape
Able to analyze data, identify trends and evaluate root cause, create a hypothesis and test that hypothesis, make recommendations for change that are supported with data and logic
Ability to create and execute change management plans
Skilled at creating and executing a long-term strategy for change, with interim milestones as guideposts for success
Skilled at using presentations and conversations to create a compelling case for change
Ability to work professionally cross-functionally with a diverse group of stakeholders
Ability to engage in constructive conflict with colleagues to optimize outcomes for all
Skilled at collaborating and sharing knowledge across boundaries, quickly applying learnings and best practices
Skilled at trying new things and leading innovation, benchmarking and improvement initiatives
Skilled at setting measurable performance objectives, developing systems to assess outcomes, and refinin strategies and methods of executing based on actual outcomes
Any certificates, licenses, etc., required for the positionN/APrimary Location: Louisiana-New Orleans Texas : Woodlands Mississippi : Jackson Texas : HoustonJob Function : ProfessionalFLSA Status :Relocation Option: No Relocation OfferedUnion description/code :Number of Openings : 1Req ID: 116202Travel Percentage :25% to 50%An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=enUS) 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 (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.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.Job Segment: Program Manager, Compliance, Manager, Nuclear, Inspector, Management, Legal, Energy, Quality
