Labor Relations Specialist III or Sr

Labor Relations Specialist III or Sr

Date: Nov 11, 2026

Location: The Woodlands, Texas, United States

Company: Entergy

Job Title: Labor Relations Specialist III or Sr

Work Place Flexibility: Hybrid

Legal Entity: Entergy Services, LLC

Job Summary/Purpose

Under supervision of the Labor Relations Director, the Labor Relations Specialist will perform a full range of professional duties required to support labor relations including complex and/ or sensitive activities. This position will support the collective bargaining process, which includes researching, analyzing and documenting union represented complaints, negotiation process and proposed policies. In addition, performs employee disciplinary investigations and provides guidance to other departments within HR on a variety of compliance matters.

Job Duties/Responsibilities

• Maintains a high level of understanding of laws and regulations related to EEO, affirmative action, collective bargaining, unions, labor relations, and human resources.

• Handle labor relations and employee relations inquiries related to policies, procedures, and bargaining agreements; escalate matters accordingly.

• Assists in representing management as the Labor Relations representative on issues related to bargaining unit employees.

• Primary contact for advising management and responding to 1st and 2nd step grievances.

• Owns and maintains grievance tracking, documentation management, HRIS reporting, and partnership with Legal on arbitration matters.

• Participate as a member of the bargaining team in labor contract negotiations and preparatory sub-teams.

• Provide training and guidance to management on labor relations practices, effective administration of collective bargaining agreements, and the organization's labor relations philosophy.

• Collects data to assess cost and policy implications of negotiations and disputes, including management/union proposals, pay scales, wages, benefits, working conditions, and other mitigating circumstances.

• Collect and organize survey data, interviews, and other research related to policies, compensation, and labor negotiations.

• Support the Labor Relations function to ensure that contracts are negotiated and administered properly and within established objectives.

• Responsible for implementing and administering collective bargaining agreement provisions, including general wage increases, negotiated contract language updates, HRIS system changes, and ensuring accurate application of contractual terms.

• Ascertain and feedback line manager training or education requirements in terms of people management process and practice.

• May act as lead for complex issues within the Nuclear Security Bargaining Units.

• Other duties as required.

Minimum Requirements

Minimum education required of the position

• Bachelor's degree in Human Resources or related field and/or equivalent work experience preferred.

Minimum experience required of the position

• 4+ years’ HR or related experience without a degree or 3+ years of HR or related experience with a degree.

Minimum knowledge , skills , and abilities required of the position

• 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 reports.

• 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.

• 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

Primary Location: Texas - The Woodlands Texas : The Woodlands || Arkansas : Little Rock || Louisiana : New Orleans || Mississippi : Jackson

Job Function : Corporate

FLSA Status : Professional

Relocation Option: No Relocation Offered

Union description/code : Non-Bargaining

Number of Openings : 1

Req ID: 125612

Travel Percentage : 25% to 50%

An Equal Opportunity Employer, Minority/Female/Disability/Vets. Please clickhere (https://jobs.entergy.com/content/EEO/?locale=en\_US) 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 ([email protected]?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\_%20English\_formattedESQA508c.pdf) .

Pay Transparency Notice:

Pay Transparency Nondiscrimination Provision (dol.gov) (https://www.dol.gov/sites/dolgov/files/ofccp/pdf/pay-transp\_%20English\_formattedESQA508c.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 [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.