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

The Manager of Enterprise Change Enablement, reporting directly to the Director of HR and Talent, manages a team of change enablement professionals as they lead the company through various strategic initiatives, ensuring successful implementations and adoption of change. The Manager must possess strong leadership skills, a deep understanding of change management principles and methodologies, and the ability to collaborate effectively with cross-functional teams.

The Manager sets direction and promotes the change strategy within the team and across the business. The ideal candidate demonstrates a solid understanding of how people go through the change process, strong program management and resource planning skills, strategic thinking, the ability to manage multiple priorities, and excels in navigating ambiguity. The successful candidate possesses exceptional communication and collaboration skills, with proven ability to establish and maintain strong relationships with a wide variety of stakeholders.
Integral to this role is collaboration with the HR Operations team and HR Business Partners, ensuring the seamless integration of change management initiatives with the people-centric aspects of transformation. Additionally, close collaboration with the Project Management offices, business owners, and senior leadership will ensure alignment and support from a change management perspective.

PRIMARY DUTIES AND RESPONSIBILITIES 

•  Lead and mentor a team of change enablement professionals to ensure effective execution of change initiatives.
•  Develop and implement a comprehensive enterprise focused change management strategy to support corporate goals.  Create and establish consistent change tools and processes to allow for a consistent approach to change across the enterprise.
• 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 level of change support needed. 
• Serve as overall change program manager to identify and delegate change support for select large scale initiatives. Monitor and report on current and future change needs and ensure resources are identified.  
• Partners with Operations, HR, Learning and Development groups, and Project Management Offices to identify and diagnose organizational effectiveness challenges and opportunities to develop solutions that meet company, leadership, and workforce needs. Part of this partnership is an awareness that the enterprise change team are the stewards of change, and our collective goal is to build internal capabilities across the business to lead and support effective organizational change management. 
• 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.  
• 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. 
• Support the advancement of the change culture within the organization through learning interventions to equip leaders and employees with the knowledge and skills needed to lead, support, and adapt to change. The goal is to build change capabilities across the business. 
• Establish effective channels for feedback, communication, and collaboration with employees, stakeholders, and external partners where appropriate throughout the change process.
• 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.
• Identify lessons learned and best practices from change initiatives to continuously enhance the change management processes.
• Serve as a subject matter expert on 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.

QUALIFICATIONS

Education
Bachelor’s degree in business administration, change management, human relations, public relations, communication, or a related field. 
Preferred:    ACMP, Prosci® certification or a similar certification is preferred. ICF Coaching Certification a plus. SAFe Agile certification preferred. 

Experience    

• Minimum of seven (7) years' experience leading large and or multiple strategic transformational projects and/or large-scale enterprise-wide change adoption programs plus demonstrated experience managing an enterprise change management organization to include at least 2 years people leadership experience.  
• Excellent leadership, interpersonal, and communication skills, with the ability to effectively influence and engage stakeholders at all levels of the organization.
• Project management skills, with the ability to prioritize tasks, allocate resources, and meet deadlines in a fast-paced environment.
• Experience serving as in organizational wide project and/or program management lead role. 
• Demonstrated analytical and problem-solving abilities, with a 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.
• Proficiency in Microsoft Office Suite and other relevant software applications. 

• Experience with change management tools and platforms is a preferred.

#LI-SAC

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.