Regional HRBP - HOU​/DAL Region

Department:

Our Company Promise

We are committed to provide our Employees a stable work environment with equal opportunity for learning and personal growth. Creativity and innovation are encouraged for improving the effectiveness of Southwest Airlines. Above all, Employees will be provided the same concern, respect, and caring attitude within the organization that they are expected to share externally with every Southwest Customer.

Job Description:

Job Summary

As a Regional HR Business Partner for the Houston/Dallas region,you'llserve as a strategic, embedded advisor to Ground Operations, Cargo, Provo, and GSE Leaders, shaping People strategies that directly influence our stations' success.

You'llpartner closely with Station Directors and Leadership Teams to deliver forward thinking HR solutions, while collaborating across People, Learning &Development and other stakeholder groups to attract,retain, and develop top talent. By blending deep HRexpertisewith strong business acumen,you'llguide leaders through complex workforce needs, elevate the Employee experience, and support operational excellence.

Ultimately, yourwork ensures our People are set up to thrive, enabling Southwest to run a reliable, customer friendly operation and continue connecting People towhat'simportant in their lives with the worldclass hospitalitywe'reknown for.

Additional details:

• The culture of Southwest Airlines means we value the camaraderie, collaboration, and innovation that occurs when we come together and interact face-to-face at our vibrant Corporate Campus. Due to the nature of this role, you wouldbe required to work from our Dallas, TXheadquarters facility during business hours.

• U.S. citizenship or current authorization to work in the U.S.required and no current or future work authorization sponsorship available.

We'recommitted to fair hiring practices and to making employment decisions without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, age, military or veteran status, disability, genetic information, or other legally protected characteristics.

Responsibilities

• Serve as the strategic advisor to Ground Ops Station Director(s) and Station Leaders ensuring the People strategy aligns to business objectives
• Partner with Centers of Excellence (COEs) and key partners to recommend solutions and appropriately challenge Leaders, while maintaining strong business partnership and relationships with assigned Departments, Executives, and Leaders
• Champion Talent Management philosophy and delivery of key Talent Management activities
• Serve as a coach for Employees in navigating their careers by directing them to the right resources that will support their continued development
• Collaborate with Leadership and Legal on performance improvement cases
• Make recommendations for progressive discipline and support in the development and delivery of documentation
• Serve as a liaison to the Absence Return Center (FMLA, ADA, leave mgmt), Career Mobility, People Compliance and Employee Services
• Serve as an influential partner regarding solutions that achieve the best outcome for Southwest and our Employees
• Partner with Talent Acquisition to develop hiring strategy and ensure consistency across Ground Ops in talent identification, evaluation, selection
• Maintain awareness of Ground Ops talent movement and anticipate key openings
• Provide insights to Station Leaders and Directors on talent readiness and succession plans across the Ground Ops system
• Partner with Compensation to ensure consistency and equity in job offers, promotion and market adjustments
• May perform other job duties as directed by Employee's Leaders

Knowledge,

Skills and Abilities

• Knowledge of HR law, principles, practices and methods related to recruitment, selection, training, compensation and benefits talent management, workforce planning, and organizational design and effectiveness
• Skilled in consulting Leadership and tactfully challenging perspectives while maintaining professional credibility and relationships
• Skilled in building business cases and developing PowerPoint presentations that tell a story and inform decisions
• Skilled in presenting to Leadership with professional, clear and effective communication that informs decisions
• Skilled in facilitating talent activities (talent and performance calibrations, succession planning, etc.) and providing thoughtful and challenging viewpoints that ensure consistent evaluation of talent
• Skilled in understanding and applying information to contribute to the organization's strategic plan
• Skilled in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems
• Skilled in managing filled and open headcount and executing on hiring plan to achieve Department workforce strategy
• Ability to collect and synthesize information related to Employee performance and behavioral concerns, recommend appropriate progressive discipline approach, and assist in…