Director HR Operations

The Director HR Operations provides strategic and operational leadership for human resources service delivery across Tampa Electric, leading the HR Business Partner and HR Operations functions and serving as a trusted advisor to officers, functional leaders, and performance coaches and employees on workforce matters, employee and labor relations, organizational changes, employee experience, and consistent application of enterprise people practices. 

Operates as the business-facing execution partner to the Talent and Total Rewards teams. The HR Operations team executes workforce planning, talent management, succession planning, performance management, engagement, and related enterprise talent and total rewards processes in strong partnership with the Talent and Total Rewards teams. 

PRIMARY DUTIES & RESPONSIBILITIES

1. Strategic HR Partnership & Business Support

• Serve as the senior HR advisor to officers and business leaders, providing practical counsel on workforce, organizational, leadership, employee, and labor matters. 
• Lead the HR Business Partner function and establish clear expectations for proactive consultation, consistent service delivery, leader support, and business alignment. 
• Partner with functional leaders to identify workforce and organizational challenges and develop practical solutions aligned with business priorities. 
• Provide business insight to HR centers of expertise to ensure enterprise programs address operating needs and workforce risks. 

2. Talent Program Execution & COE Partnership

• Partner closely with the Director, Talent Management & Organizational Change to implement enterprise workforce planning, talent management, succession planning, performance management, talent planning, leadership development, engagement and organizational change priorities. 
• Lead business-unit execution through HR Business Partners and HR Operations, ensuring leaders understand expectations, complete required actions, and apply enterprise practices consistently. 
• Support leaders in translating workforce plans and talent planning outcomes into practical actions, including staffing priorities, capability building, development actions, and organizational changes. 
• Equip leaders to execute performance management practices effectively, including goal setting, coaching, development planning, and performance improvement. 
• Provide structured feedback to the talent team regarding business needs, adoption barriers, leader capability, and opportunities to improve program design or execution. 

3. Employee & Labor Relations 

• Lead employee relations activities, including workplace investigations, performance and conduct matters, policy interpretation, conflict resolution, corrective action, and employment decision support. 
• Lead labor relations strategy and execution, including collective bargaining, grievance administration, arbitration preparation, and maintenance of constructive labor-management relationships. 
• Identify, assess, and mitigate workforce-related risk in partnership with Legal, Compliance, Safety, and business leaders. 
• Ensure employment practices and decisions are legally compliant, appropriately documented, and consistently applied across the organization. 
• Oversee the Employee Status Review process and other governance mechanisms supporting fair, timely, and well-informed employment decisions. 

4. HR Operations & Service Delivery 

• Lead HR Operations and ensure efficient, responsive, and compliant administration of HR processes, policies, procedures, and operational controls. 
• Partner with Total Rewards and enterprise functions supporting compensation, benefits, payroll, retirement, and employee administration to resolve issues and provide an integrated leader and employee experience. 
• Identify opportunities to simplify HR processes, clarify service ownership, strengthen controls, and improve the leader and employee experience. 
• Manage external consultants, contractors, and vendors supporting HR Operations, employee relations, and labor relations activities. 

5. Employee Experience & Change Execution

• Lead business-unit implementation of employee engagement strategies and action planning in partnership with leaders and the Talent COE. 
• Reinforce leader accountability for engagement follow-through, employee experience, and sustained improvement. 
• Support implementation of organizational design, workforce transition, and change initiatives developed with the talent team. 
• Ensure people impacts, leader readiness, employee communications, stakeholder needs, and adoption risks are addressed during organizational change. 
• Collaborate with Communications and other internal partners on rollout of HR programs, policies, organizational changes, and employee communications. 
• Partner with the talent team to be a People & Culture champion.

6. Functional Leadership & Team Capability

• Lead, coach, and develop HR Business Partners and HR Operations team members. 
• Establish priorities, service expectations, resource plans, budgets, and operating accountabilities for the function. 
• Build team capability in strategic consultation, employee and labor relations, talent process execution, change support, and operational excellence. 
• Foster a collaborative, accountable, customer-focused team environment and develop future HR leaders. 
• Maintain current knowledge of employment and labor laws, regulations, HR practices, and utility-industry workforce trends. 

QUALIFICATIONS

Education

Required: Bachelor’s Degree in Human Resources, Business Administration or related field.

Preferred: Masters Degree in Human Resources, Business Administration or related field.

Related Experience

Required: 10+ years of progressive human resource management experience or related experience across HR business partnership, employee relations, labor relations, HR operations and service delivery, talent and performance process execution, organizational consulting and change support, and demonstrated experience advising executives and senior leaders and navigating complex/sensitive workplace matters.

Preferred: Experience within a regulated, utility, energy, infrastructure, operational, or similarly complex environment. Experience leading enterprise HR teams and largescale organizational or workforce initiatives. 

Supervisory Experience

Required: 4 years people leadership experience.

Knowledge/Skills/Abilities

Strong business acumen, executive presence, judgment, and discretion. 

Deep employee relations expertise and working knowledge of applicable employment laws and regulations. Labor relations expertise preferred.

Ability to build credibility, influence decisions, and maintain effective relationships at all levels of the organization. 

Strong consultation, coaching, facilitation, conflict resolution, and change leadership capabilities. 

Ability to translate enterprise talent programs into practical business execution while maintaining clear accountability across HR functions. 

Excellent written and verbal communication skills. 

Ability to lead through ambiguity, manage competing priorities, and balance strategic thinking with operational delivery. 

LEADERSHIP COMPETENCIES

Put Safety First

Create Value for Customers

Be Curious & Adapt

Foster Strong Teams

Be Accountable & Respectful

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.