Executive Assistant

About the role

The Executive Assistant position is designed for someone who can provide high-level administrative support to multiple Vice Presidents at Tampa Electric. The role involves handling confidential information and documentation, and supporting department directors and staff.

Responsibilities

• Represent the Office of the Vice Presidents on all daily work-related issues and longer-term projects.
• Handle departmental coordination duties of varied scope and complexity.
• Prepare expense reports and review and process invoices and check requests.
• Maintain appointment calendars, answer telephones, screen and refer calls, and greet visitors.
• Ensure all written communication and telephone calls are professionally acknowledged, especially during VP’s absence.
• Make travel and lodging arrangements as requested, including airline ticketing, hotel accommodations, ground transportation, conference registration, etc.
• Serve as department’s event coordinator.
• Order and maintain supplies, as well as contact with outside vendors for maintaining and updating office equipment.
• Aid executives with the preparation of presentations.
• Complete background information and research as requested.
• Perform additional duties and responsibilities as assigned by supported Vice Presidents.

Qualifications

• Education: High school diploma preferred, Associate’s degree from an accredited college.
• Experience: Minimum of 7 years of progressive administrative experience.
• KSA: Excellent interpersonal and communication skills (verbal and written), strong planning and organizational skills, self-motivated, able to work independently, exercise independent judgment, and follow-up as needed.
• Technical Skills: Proficiency in MS Office including Word, Excel, PowerPoint, Outlook and the Internet.

Benefits

• Competitive Salary
• 401(k) Savings plan with company matching
• Pension plan
• Paid time off
• Paid holiday time
• Medical, prescription drug, and dental coverage
• Tuition assistance program
• Employee assistance program
• Wellness programs
• On-site fitness centers
• Bonus plan

Storm Duty Requirements

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.

Leadership Competencies

• Takes Ownership and Acts with Integrity
• Drives Operational Excellence for Customers
• Buils Strong, Collaborative Relationships
• Cultivates Innovation and Embraces Change
• Thinks Strategically and Exercises Sound Judgment

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.