HR Business Partner

Tampa Electric Co.; Tampa (FL); On-site; USD 90,000 - 120,000; Full time

Benefits offered by this job

401k Savings plan

Pension plan

Paid time off

Paid Holiday time

Medical, Prescription Drug, & Dental

Tuition Assistance Program

Employee Assistance Program

Wellness Programs

On-site Fitness Centers

Bonus Plan

Job summary

Tampa Electric Co. seeks an HR Business Partner to act as a strategic advisor to senior leaders, aligning HR and talent strategies with business goals.

The role encompasses workforce planning, performance and talent management, and employee and labor relations, including investigations and collective bargaining discussions. You will coach leaders, champion data-driven Human Resources programs, ensure policy compliance, and promote engagement across the organization while supporting continual

Qualifications

• 5+ years HRBP experience in mid/large organizations.
• Experience with regulated utilities a plus.
• Bachelor’s degree required; MBA preferred.
• SHRM or HRCI certification preferred.
• Strong knowledge of employment laws.

Responsibilities

• Serve as strategic partner to senior leadership to align HR with business objectives.
• Lead end-to-end talent and performance management processes.
• Drive change management and promote engagement.
• Manage complex employee and labor relations, including investigations.
• Design and rollout HR programs ensuring compliance.
• Analyze HR metrics for workforce planning and decision-making.
• Collaborate on cross-functional projects delivering value-added solutions.

Skills

Strategic partnership

Talent management

Employee relations

Change management

Labor relations

Data analytics

Coaching

Stakeholder management

Conflict resolution

Performance management

Education

Bachelor’s degree in Business/Human Resources

Master’s degree/MBA

Job description

The Human Resources Business Partner (HRBP) acts as a strategic advisor to senior leadership and managers, aligning HR and talent strategies with organizational goals. This role encompasses workforce planning, performance and talent management, and employee and labor relations, including conducting investigations, managing conflict resolution, and representing the company in collective bargaining discussions and grievances. Partners on cross-functional projects and leverages data-driven insights to anticipate needs and drive initiatives that enhance productivity and business outcomes. As a team member champion and change agent, the HRBP leads the development and rollout of HR programs, ensures compliance with policies, laws, and collective bargaining agreements, and promotes a culture of engagement. By coaching leaders on consistent talent and performance processes and facilitating open communication, the HRBP delivers value-added services that strengthen work relationships, support continual improvement, and reinforce the organization’s culture and values.

Primary Duties And Responsibilities

• Serve as a strategic partner and trusted advisor to senior leadership and managers to align HR strategies with business objectives, driving organizational performance and workforce planning.
• Lead end-to-end talent and performance management processes, including coaching, development, talent planning, and positive discipline to support consistent application of performance frameworks.
• Drive change management initiatives and champion the organization’s culture , strengthening team member engagement through proactive communication and initiatives .
• Manage complex employee and labor relations issues by conducting thorough fact finding, investigations, facilitating fair conflict resolution. May represent the company in collective bargaining discussions and grievances.
• Design, implement, and roll out HR programs and initiatives that enhance service delivery and ensure compliance with company policies, relevant laws and regulations, and collective bargaining agreements.
• Analyze HR metrics and trends to anticipate organizational needs, develop workforce planning strategies, and guide decision-making on talent acquisition and resourcing.
• Collaborate on HR and cross-functional projects to support key organizational and talent initiatives, acting as a change agent and delivering value-added solutions to leaders and team members.

Qualifications

Education

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

Preferred: Master’s degree/MBA

Licenses/Certifications

Required: None

Preferred: SHRM or HRCI certifications (SHRM-PHR, SHRM-SPHR, PHR, SPHR, etc.)

Experience

Required: 5 years of progressive HR business partner experience, preferably in mid/large sized organizations.

Preferred: Prior experience working with regulated utility industry. Previous labor relations experience preferred.

Knowledge/Skills/Abilities (KSA)

• Deep expertise in HR disciplines—talent management, performance management, employee and labor relations, change management, and total rewards.
• Thorough understanding of federal, state, and local employment laws and regulations to ensure compliance.
• Business acumen, including the ability to interpret financial statements and align HR practices with organizational strategy and budgets.
• Stakeholder management and relationship building to influence and partner effectively with leaders and employees across functions.
• Change management proficiency, driving initiatives from design through adoption while overcoming resistance.
• Analytical skills to leverage HR and workforce data to inform strategic decision-making and forecasting.
• Conflict resolution and labor relations expertise, conducting investigations and facilitating fair outcomes.
• Emotional intelligence and effective communication, fostering trust, and inclusive dialogue.
• Strategic thinking to develop and implement workforce planning and succession strategies in support of business goals.
• Coaching and influencing at all levels, ensuring consistent application of performance and positive discipline processes.
• Ability to navigate complex labor relations, represent the organization in collective bargaining and arbitration, and maintain positive union partnerships.

Leadership Competencies

• Put Safety First
• Be Curious & Adapt
• Create Value for Customers
• Be Accountable & Respectful
• Foster Strong Teams

Working Conditions

• Normal office working environment.

Physical Demands/ Requirements

• Prolonged periods of sitting and performing computer-based tasks.
• Occasional standing, walking, and presenting, training sessions, and employee events.
• Ability to lift and carry files, binders, or training materials weighing up to 10 pounds.
• Reliable transportation to travel for on-site and off-site company location visits, college visits, career and job fairs, and professional meetings.

TECO offers a competitive Benefits package!!

• *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.