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.

• 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.

• 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.

• 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.

• 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.

• 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…