VP Human Resources

Title:

VP Human Resources

Company:

Tampa Electric Company

State and City:

Florida - Tampa

Shift:

8 Hr. X 5 Days

The Vice President, Human Resources is a transformative leadership role at Tampa Electric. The VP is responsible for developing and executing human resource strategy in support of the organization’s business plan and strategic direction.

Reporting into the President and CEO of Tampa Electric, the VP of HR plays a unique role in shaping the culture and helping the organization to prepare for the future. The VP provides strategic leadership by articulating HR needs and plans to the executive leadership team and the board of directors. This leader operates with integrity and authenticity and is an influential and trusted member of the executive team supporting operational teams across Tampa Electric and the companies they provide service to. The role requires the ability to be a natural collaborator; someone who excels at balancing the needs of diverse stakeholders.

The VP of HR leads the Tampa Electric HR Team, the US Total Rewards Shared Service Team and champions the employee experience that is supported by the Total Rewards, HR Operations, Labor Relations, Talent Acquisition, Change Management and Learning and Org Effectiveness teams. This role will collaborate with other senior leaders in HR to create and support the Emera talent strategy, policies and processes.

Responsibilities

As a member of the Tampa Electric Officer team, the HR VP leads and collaborates to develop and implement HR strategies, policies and practices that are aligned with and support the overall business strategy. More specifically the HR VP:

- Acts as a strategic advisor to executive leadership. Provides counsel and functional expertise to optimize leadership effectiveness through the business and is responsible for ensuring that HR policies, practices and systems are in place and maintained.

- Leads, motivates, inspires and mentors HR team members to provide expertise to foster, maintain and enhance the employee and manager experience.

- Provides thought leadership leveraging best practices and market data to build a high performing culture with people centric leadership while supporting operational excellence.

- Collaborates with Emera to ensure HR strategic initiatives are aligned with the broader Emera HR strategy. This requires strong collaboration across the Emera HR team and with other VP’s of HR across the Emera group of companies.

- Collaborates with the HR VP’s and the HR Shared Service team regarding the service delivery model and ensuring that the voice of the customer is heard and integrated.

- Serves as the executive sponsor for labor relations & union negotiations, employee relations and employee engagement.

- Leads large change management projects and supports the organization during a time of significant digital change and disruption.

- Develops and ensures strategies around succession planning talent attraction, retention, and the development of strong teams to meet business objectives today and in the future.

- Thinks conceptually to support the company’s strategy while maintaining a practical, sustainable and results driven approach.

- Ensures applicable governance and compliance is adhered to.

- Oversee the budget for the HR operations and shared services.

- Motivates, inspires and mentors HR team members to provide expertise to foster, maintain and enhance the team member experience at all levels.

Requirements

- BA degree in business, HR or related field; Masters or MBA preferred.

- 15 + years of progressive HR experience with at least 5 years in a senior HR leadership role. Previous utility industry experience is a plus.

- Proven experience in strategic planning and execution.

- Deep knowledge in multiple areas of HR/Talent strategy, organizational effectiveness/development, labor relations, and total rewards.

- Must possess excellent communication and influencing skills; able to articulate and introduce new ideas and ignite and facilitate change.

- Experience leading teams or projects across the different HR COE’s.

- Expertise in change management and culture initiatives.

- Demonstrated digital and financial acumen.

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 storms will be considered 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.