Mgr Human Resources

Power up a career with us.Ourpeopleare our greatest investments.

Be the light tohelp uskeep our customers connected.If you are interested in a career and not just a position,Tampa Electricis the place to be!Tampa Electric offers competitive pay, acomprehensivebenefitspackageand opportunities for growth and development in a friendly and professional work environment.We embrace diversity and the inclusion of all. We believe our differences, unique perspectives and talents are our strengths and integral to the success of our company.

We're honored to serve approximately 780,000 customers across West Central Floridaand safely providethem with clean, affordable and reliable electricity. We've been doing it formore than 100 years, and there's so much more ahead.

Join our team of energy experts as we build on that legacy through innovation, continued solar investments, cost-effective and sustainable energy solutionsallwhile keepingtop-notchcustomer service at the center of all we do.

Tampa Electricis a subsidiary of Emera Inc., a family of energy companies which alsoincludes TECO Peoples Gas and New Mexico Gas Company. Emera provides energy to residential and commercial customers in the United States, Canada, and the Caribbean, with career opportunities available inall ofthese locations.

The Manager, Human Resources will play a key role in implementing Tampa Electric's people strategy. Reporting to the Director, Human Resources Operations, the successful candidate will be responsible for leading a team of HR Business Partners delivering HR services to the business in support of the organizational strategy. The Manager will also provide consultative HR support to assigned functions. The Manager will work closely with the Director, HR Leadership Team, and other key stakeholders to lead and execute key talent initiatives, enhance employee experience, drive organizational effectiveness, and provide HR solutions that support and optimize the operating objectives of the business and deliver on Tampa Electric's strategy.

RESPONSIBILITIES

Responsibilities include but are not limited to:

• HR Business Partner Leadership: Lead a team of HR Business Partners by providing direction and oversight; coach and develop team/talent in the organization. Supports team members in their career development. Works with leaders to implement people and organization strategy to ensure business objectives are achieved. Consults on business issues and represents business needs when setting HR priorities. Provides proactive HR solutions that are aligned with business objectives. Support client group(s) as the HRBP for their function(s). Be a trusted advisor to managers and employees in all aspects of HR and Talent including employee relations, talent and performance management, employee engagement, conflict management, change management, communications, and HR facilitation. Partners with internal stakeholders as appropriate to understand legal/employment/regulatory requirements to deliver HR solutions. Model collaborative behaviors, strong communications, and build relationships within teams to facilitate resolution of complex employee related issues.

• HR Programs and Initiatives: Execute project management leadership in support of key organizational and talent initiatives including effectively influencing at all levels of the organization. Implements and executes HR programs and initiatives including change management, leadership development, performance management, people leader effectiveness, compensation, compliance, and communications. Liaises with COEs and HR teams to drive critical HR processes. Leverages a variety of communication strategies to ensure leaders and team members are receiving information in a timely and effective manner.

• Talent Management: Works closely with Talent Acquisition Specialists and Hiring Managers to support talent acquisition efforts including guiding HRBP team and hiring leaders on staffing plans, selection, and on-boarding processes. Partners with HR leadership team and functional leaders in support of talent management initiatives, including talent reviews, leadership development and organizational structure. Works with leaders in support of workforce planning which includes forecasting resource needs and skills to support strategic business objectives and implement plans to close gaps.

• Culture and Engagement: Support the company's culture and values. This includes the company's speak up culture - where employees are encouraged to speak up about concerns through consistent application of employee policies and practices and ensure compliance with relevant laws and regulations. Strengthen organization's ability to lead organizational change by delivering proven best practice change management leadership. Partner with organizational effectiveness team and leaders to deliver on employee engagement strategy in support of the business. Work with leaders to identify trends from engagement surveys, exit surveys, turnover, etc. to better understand, recommend, and implement initiatives that improve engagement and retention.

QUALIFICATIONS & EXPERIENCE

• Bachelor's degree in Business, Human Resources or related field required, Master's degree a plus.
• 7+ years of progressive HR/Talent Management experience in mid/large sized organizations including experience effectively leading and developing a team of HR Business Partners. Experience leading and implementing talent and performance management initiatives. Prior HR experience working within the utility industry and previous labor relations experience a plus.
• Demonstrated experience in driving HR operational excellence with strong business acumen.
• Ability to develop credibility and rapport with all levels of the organization; strong interpersonal and influencing skills at all levels of management.
• Skilled facilitator capable of developing learning objectives/content in a concise and modern way; must have experience as an effective facilitator with the desire to develop facilitation skills within the HRBP team.
• Strong project management and change management leadership skills with proven ability/experience leading and managing large, complex projects and initiatives to successful completion without a lot of oversight.
• A natural collaborator that excels at balancing the needs of different stakeholders.
• Superior communicator; delivers clear, concise, and influential messaging - both oral and written.
• Proactive and innovative approach to problem-solving.
• Comfortable operating in an environment with competing priorities; with a strong aptitude for adaptability and innovative thinking.
• Proficient in HR tech platforms; experience with SAP, SuccessFactors, Saba, Qualtrics is a plus.

LI-SAC

TECO offers a competitive Benefits package!!

Competitive Salary *401k Savings plan w/ company matching * Pension plan * Paid time off* Paid Holiday time * Medical, Prescription Drug, & Dental Coverage *Tuition Assistance Program * Employee Assistance Program * Wellness Programs * On-site Fitness Centers * Bonus Plan and more!

STORM DUTY REQUIREMENTS....Please make sure to read below!!! Responding to stormswill beconsidered a condition of employment.

TECO Energy and its companies serve a role in providing critical services to our community during an emergency. Team members are required to participate in the response/recovery activities related to emergencies/disasters to maintain service to our TECO Energy customers. Team members are required to work in their normal job duties or other assigned activities. Proper compensation will be made in accordance with the company's rules and procedures.

TECO Energy is proud to be an Equal Opportunity Employer.

TECO Energy is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, age, disability status, veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by law, except where physical or mental abilities are a bona fide occupational requirement and the individual is unable to perform the essential functions of the position with reasonable accommodations.

In order to provide equal employment and advancement opportunities for all individuals, employment decisions at TECO Energy will be based on skills, knowledge, qualifications and abilities.

Pay Transparency Non-Discrimination Statement

The contractor 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 contractor's legal duty to furnish information. 41 CFR 60-1.35(c)

ADA policy

It is the policy of TECO Energy to provide reasonable accommodation for all qualified disabled individuals who are employees and applicants for employment, unless it would cause undue hardship. The corporation will adhere to applicable federal and state laws, regulations and guidelines, including, but not limited to the Americans with Disabilities Act (ADA) of 1990 and section 503 and 504 of the Rehabilitation Act of 1970s.

Application accommodations

Applicants may request reasonable accommodation in the application process five business days prior to the time accommodation is needed.

Pre-employment physical exams may be required for positions with bona fide job-related physical requirements regardless of disability.