HR Business Partner

TECO Energy•Tampa, FL

9d•Onsite

About The Position

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.

Requirements

Bachelor’s degree in Business, Human Resources or related field.
5 years of progressive HR business partner experience, preferably in mid/large sized organizations.
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.

Nice To Haves

Master’s degree/MBA
SHRM or HRCI certifications (SHRM-PHR, SHRM-SPHR, PHR, SPHR, etc.)
Prior experience working with regulated utility industry.
Previous labor relations experience preferred.

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.