How does it feel to be part of the only independent manufacturer of composite wind blades for the wind energy market? Exhilarating, engaging and extremely satisfying, all at the same time. We’re the future of renewable, sustainable energy. We’re on the cutting edge of our industry. And we’re growing at a rapid pace. There could not be a better time to join our team and help us shape the future.

Listening to Our Associates

At TPI, we are committed to creating a workforce that is inclusive and engaging. Nothing outweighs the importance of our associates and the consistent feedback they provide. An annual engagement survey is distributed to all associates where we collect data to understand feelings on topics related to professional growth, rewards, the environment, and more. As part of our IDEA program, we conduct an annual IDEA survey and have implemented a Continuous Listening strategy, which aims to elicit associates’ feedback from networked associates monthly. These feedback mechanisms provide an anonymous space for associates to give honest responses. This year, our aggregated participation rate was 98% and we received more than 62,000 associate comments. By collecting continuous feedback, we can better support our associates in cultivating an environment where everyone feels they have a voice.

TPI leadership considers associate engagement a top priority. Around the world, our teams take time to carefully evaluate survey results, share findings with associates, and implement actionable plans specific to their region. Our action plans positively impact our overall engagement and reduce associate turnover rates in each country which are at or below their respective geographic averages in a majority of countries where TPI operates.

Our regional human resource teams and external partners help ensure we maintain compliance with all current labor standards and sustain strong relationships with our labor unions. At all levels of leadership, we have provided training to foster positive labor relations and develop action plans to address changes as needed.

Our organization’s base compensation is established by benchmarking each individual position to the market media utilizing salary surveys from qualified data sources that provide local, regional, and national data on salaries earned in similar positions to TPI. TPI sponsors a review of fair pay practices annually and we utilize disparate impact analysis globally. Disparate impact analysis is a process by which companies ensure that there are no unintended differences in base compensation between associates in the same job. This review is conduced by a third-party law firm. As part of this review, we look at the pay equity between our male and female associates as well as differences between ethnic groups in the United States. The results of the 2023 review showed that we do not have statistically significant gaps in pay in the groups reviewed. Regarding additional benefits, all associates are covered either through social programs or TPI in alignment with the market. Additionally, several of our locations provide medical services through on-site doctors, food services through cafeterias, and transportation services to the facilities.

We also provide regular performance feedback throughout the year for our associates, in addition to managing our annual formal performance review process. Compensation for TPI’s Global Leadership Team has variable performance-based components such as annual bonus and equity incentives. In addition, all manager-level associates and above have a variable incentive as part of their annual compensation. All incentive plans include a weighted measurement for safety, sustainability, IDEA, quality, and profitability.

The passion, commitment, and resilience of our associates is critical in helping us achieve our vision to lead the energy transition through advanced technology and innovative solutions.


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