Mgr Total Rewards Global

Department:

Technology

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 This role provides strategic leadership for the design, implementation, and management of compensation and benefits programs, ensuring they support business objectives and attract, retain, and reward talent. Responsibilities include overseeing compensation programs such as salaries, incentives, and market analysis, as well as leading the strategy, administration, and evaluation of healthcare, wellbeing, and other employee benefit programs while serving as a key advisor to HR and business leaders.

Model the Southwest Way Guide and lead Team Members using SWA talent management practices to coach, develop, and engage Employees

Adhere to Company Values and competencies to foster a Culture of inclusion, recognition, and support of a safe work environment

Invest in Leadership and self-growth through participating in continuous learning and development

Responsibilities Conduct and participate in market compensation surveys to benchmark pay practices and ensure market competitiveness across roles

Partner with Centers of Excellence (i.e. HR Operations, HRBP, etc.) as well as leaders to develop understanding and application of compensation principles and benefit policies across all non-contract roles

Collaborate with TA to develop processes and practices that support recruiting efforts based on market competitive compensation. Educates on best practices for communicating compensation philosophy and recruiting techniques that support responsible spending.

Consult on job descriptions and classification systems and define job levels and families, in partnership with HRBPs

Partner and align with Total Rewards strategy, Leadership and Internal Communications while providing support with Benefits program questions and issues

Provide subject matter expertise to support the design, development and implementation and communication of high impact Rewards programs to educate Employees on plans, policies, process, and procedures

Provide program leadership to wellbeing initiatives encompassing mental, physical, financial, career, community, and social health

Manage the design and development of tools to guide Managers through compensation and benefits decisions

Lead the annual compensation review cycle, including merit increases, promotions, bonus/variable pay payouts, etc.

Localize and/or design short term and long term employee recognition programs in line with the organization’s philosophy, culture and values

Conduct periodic pay equity audits and internal parity reviews

Maintain relationships with vendors and monitor programs

Manage compensation budgeting and cost forecasting in partnership with Finance

Ensuring data integrity in HRIS/payroll systems for related fields for data, reporting & governance requirements

May perform other job duties as directed by Employee’s Leaders

Knowledge, Skills and Abilities Knowledge of Compensation, Benefits and Rewards programs

Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources

Knowledge of principles and procedures for compensation and benefits and rewards

Skilled in collecting, organizing, visualizing, and assimilating data including turning raw data into meaningful information using data-oriented programming languages and visualization software

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

Ability to assess compensation and benefits gaps and deliver reasonable alternatives, creatively searching for common ground while supporting efforts to attract, retain and engage Employees with competitive programs

Ability to combine pieces of information to form general rules or conclusions (including finding a relationship among unrelated events)

Ability to work in a fast-paced environment with frequent interruptions and low tolerance for error

Education Required: Bachelor’s degree in Human Resources or similar fields of study or equivalent advanced level experience

Preferred: Master's degree in Human Resources or similar fields of study

Experience Fully functioning, broad knowledge in: Human Resources (i.e. recruiting, or related field), strategy, planning, and project management

Principles, practices, and techniques of effective recruiting and talent acquisition

8-12 years of relevant work-related

Preferred: Experience for Technology organizations

Other Qualifications Must meet confidentiality expectations as to confidential, proprietary and sensitive Company information

Ability to work extended hours as needed

Southwest Airlines is an Equal Opportunity Employer.

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