Title: Manager, Technology Change Enablement 
Company: Tampa Electric Company 
State and City: Florida - Tampa
Shift: 8 Hr. X 5 Days

The Manager Technology Change Enablement, reporting directly to the Sr. Director, Enterprise Tech Strategy, Architecture & Fin Ops, manages a specialized team of change enablement professionals within the Technology organization responsible for driving the people side of technology transformation across the organization. The Manager and team lead strategic technology initiatives, ensuring successful implementations and adoption of change. Sets direction and promotes the change strategy within the team and across the business. Partners with the Project Management offices, business owners, and senior leadership to ensure alignment and support from a technology change management perspective. Collaborates with the HR operations and HR business partners, ensuring the seamless integration of change management initiatives with the people-centric aspects of transformation.

PRIMARY DUTIES AND RESPONSIBILITIES

1.Change Management Strategy and Execution

• Develop and implement comprehensive technology change management strategies to support technology initiatives, including but not limited to systems upgrades, digital transformation, cybersecurity enhancements, and grid modernization efforts. Create and establish consistent change tools and processes to allow for a consistent approach to change across the enterprise.
• Partner with project teams to integrate change management into project lifecycles.
• Conduct readiness assessments, stakeholder analyses, and impact evaluations to inform engagement strategies.
• Establish effective channels for feedback, communication, and collaboration with employees, stakeholders, and external partners where appropriate throughout the change process. Design and implement communication, training, and reinforcement plans to drive awareness, understanding, and adoption across all employee groups.
• Monitor, evaluate and report on the effectiveness and value of change management by tracking key performance indicators via a dashboard to measure awareness, engagement, and adoption at the individual and enterprise project level including identifying areas of potential saturation.

2.Leadership

• Lead and mentor a team of change management professionals to ensure effective execution of change initiatives.
• Build organizational change management capability within the Technology function and across the business.
• Oversee the lifecycle of change management resource contracts, including negotiation, execution, performance monitoring, and renewal, ensuring compliance with contractual terms and maximizing value for the organization. Effectively manage costs and budget.

3.Functional Management

• Participates in early-stage ideation and development discussions of business improvement initiatives to understand change/impact level to provide an accurate estimate of change support. Prioritizes projects and identifies the level of change support needed.
• Serve as overall change program manager to identify and delegate change support for technology change initiatives Serves as player/coach and takes on change management project responsibilities for key initiatives. Monitor and report on current and future change enablement needs and ensure resources are identified.
• Responsible for managing and prioritizing a full portfolio of projects and driving specific initiatives – directly and through team members – providing direction and driving more granular interdependencies across transformational initiatives.

4.Measurement and Continuous Improvement

• Establish measurable outcomes to assess change readiness, adoption, and business value realization.
• Identify lessons learned and best practices from change initiatives to continuously enhance the change management practices, processes and tools.
• Serve as a subject matter expert on technology change management best practices, providing coaching, guidance and support to leaders, project teams, and analysts.
• Stay informed about industry trends and regulatory changes, identifying opportunities for innovation and improvement in change management practices.

Experience

Required:

• 6 years experience in organizational change management with at least 3 years supporting technology or digital transformation initiatives.
• Includes a minimum of 2 years’ experience in a change lead role which may include a combination of managing a team, leading high impact/complex projects/key initiatives, influencing high level stakeholders both internal and external.
• Proven track record leading complex, cross-functional change efforts impacting both corporate and field employees.

Preferred:

• Experience with change management tools and platforms.

Supervisory Experience:

Required:

• 2 years people leadership experience.

Knowledge, Skills, and Abilities:

Required:

• Deep understanding of change management principles and methodologies, and the ability to collaborate effectively with cross-functional teams. Strong understanding of technology project lifecycles.
• Demonstrates a solid understanding of how people go through the change process. Demonstrated strong program management and resource planning skills, strategic thinking. Ability to manage multiple priorities and excels in navigating ambiguity.
• Possess exceptional leadership, communication and collaboration skills, with proven ability to establish and maintain strong relationships with a wide variety of stakeholders.
• Ability to coach and lead conversations and create stakeholder engagement across the organization as well as building and maintaining strong positive working relationships across all levels of the organization.
• Project management skills, with the ability to prioritize tasks, allocate resources, and meet deadlines in a fast-paced environment.
• Proficiency in Microsoft Office Suite and other relevant software applications.
• Demonstrated analytical and problem-solving abilities, with keen attention to detail and the ability to anticipate and address potential challenges and obstacles. Strong business acumen and understanding of organizational dynamics, with the ability to align change initiatives with broader business goals and objectives. Ability to manage a budget and track multiple engagements with both internal stakeholders and external vendors.

Leadership Competencies:

• 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

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.