Change Enablement Lead (ADI)

Power up a career with us. Our people are our greatest investments. Be the light to help us keep our customers connected. If you are interested in a career and not just a position, Tampa Electric is the place to be! Tampa Electric offers competitive pay, a comprehensive benefits package and 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 Florida and safely provide them with clean, affordable and reliable electricity. We’ve been doing it for more 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 solutions all while keeping top‑notch customer service at the center of all we do. Tampa Electric is a subsidiary of Emera Inc., a family of energy companies which also includes 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 in all of these locations. Position Concept The Change Enablement Lead, ADI Program is responsible for leading the integration, delivery, and execution of change enablement strategies that support successful adoption of new tools, processes, and ways of working associated with the Advanced Delivery Infrastructure (ADI) program. The role serves as a visible champion for change by partnering with business leaders, stakeholders, and end users to ensure readiness, engagement, and sustained adoption of program outcomes. The Change Enablement Lead drives the development and execution of communication, training, stakeholder engagement, and adoption strategies designed to accelerate business readiness and minimize disruption. The role works across multiple workstreams to identify change impacts, address resistance, monitor adoption, and ensure alignment with Enterprise Change Enablement standards while tailoring approaches to meet the unique needs of the ADI program. The Change Enablement Lead collaborates closely with program leadership, PMO teams, business stakeholders, and implementation partners to ensure employees receive the awareness, leadership support, coaching, and training required for successful transition to future‑state processes and technologies. Primary Duties And Responsibilities Change Enablement Strategy. Lead development and execution of change enablement strategies for the ADI program, ensuring alignment to enterprise methodology while addressing program‑specific adoption needs. Serve as a visible champion for new tools, processes, and ways of working. Communications. Develop and implement comprehensive communication strategies and materials that translate complex program changes into clear and actionable messaging. Partner with leaders and change sponsors to promote awareness, understanding, and engagement. Training. Own end‑to‑end training strategy, planning, curriculum development, delivery coordination, and effectiveness measurement. Ensure governance, safety requirements, and standard operating procedures are incorporated into all learning activities. End‑User Adoption. Support business readiness and adoption by working directly with impacted employees and frontline teams, identifying barriers, gathering feedback, and reinforcing desired behaviors. Stakeholder Engagement. Build strong relationships with business leaders, project teams, and functional areas to drive alignment, accountability, sponsorship, and organizational readiness. RAID and Change Risk Management. Identify, assess, and proactively manage change‑related risks, resistance points, and adoption challenges while integrating mitigation strategies into program RAID processes. Program Integration. Collaborate with PMO and program teams to align change activities with key milestones, deployment schedules, and readiness objectives. Supervision Direct: None Relationships Internal: Requires effective communication across all levels of the organization. Builds and maintains strong working relationships with ADI Program leadership, Technology teams, Operations, Enterprise Change Enablement, and impacted business units. External: Engages with vendors, implementation partners, training providers, and industry resources to support program delivery and adoption efforts. Qualifications Education Required: Bachelor's degree in Human Resources, Communications, Organizational Development, Education, Liberal Arts, Human Relations, Public Relations/Communications, or a related discipline. Education Preferred: Prosci® Practitioner certification or equivalent change management credential. Experience Required: Minimum of five (5) years supporting or leading change management, training, communications, or organizational readiness efforts within project or program environments. Experience Preferred: Experience supporting complex enterprise transformation initiatives, technology implementations, or ADI‑related programs. Complexity Lead change enablement efforts across complex, multi‑workstream programs. Assess change impacts, identify stakeholder groups affected by change, develop tailored strategies, and influence successful adoption outcomes across the organization. Knowledge / Skills / Abilities (KSA) Strong understanding of change management methodologies and practices. Experience developing communications and training solutions. Ability to influence and engage stakeholders at all organizational levels. Strong facilitation, coaching, and presentation skills. Ability to translate complex technical or process changes into end‑user friendly messaging. Strong analytical, planning, and organizational skills. Excellent written and verbal communication skills. Training & Expertise Required: Experience working within project or program teams and supporting structured change enablement activities. Preferred: Experience working in complex, fast‑paced transformation environments with competing priorities. Job Related Dimensions Speaks up on Safety, Health and the Environment Drives Operational Excellence for Customers Builds Strong Collaborative Relationships Develops People and Teams Cultivates Innovation and Embraces Change Work Conditions Hybrid work environment. Employees are expected to work both onsite and remotely based on business needs. Occasional travel, extended hours, deployment support activities, and storm restoration support may be required. Benefits Competitive Salary, 401k Savings plan with 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 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. Equal Opportunity Employer Statement 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. 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 Examinations Pre‑employment physical exams may be required for positions with bona fide job‑related physical requirements regardless of disability. #J-18808-Ljbffr Tampa Electric