Mgr HRBP

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:

This role serves as a strategic People partner, and plays a key part in developing and implementing the People strategy and programs in support of short-term and long-term business goals with the overall goal of attracting, retaining, and developing the best talent. Responsible for ensuring the overall mission of aligning business objectives with Employees and Leaders in designated departments are successful. Serves as a consultant to Leaders on Human Resources. Partners with People Department Centers of Excellence to deliver Positively Outrageous Service to Leaders and Employees.

Serve as an advisor by appropriately challenging Leaders, while maintaining strong business partnership and relationships with assigned departments, Executives, and Leaders applying a high degree of confidence

Collaborate with assigned departments/portfolios to support people initiatives by understanding the organization's objectives, issues, needs, and key success factors

Develop and maintain partnerships with senior decision makers within assigned department through the development of in-depth knowledge of the business, both strategically and operationally

Act as a consultant to department's Leadership Team by analyzing People issues such as retention, morale and recommending solutions in partnerships with People Department Centers of Excellence

Develop HR plans and strategies to support the achievement of the overall business operations objectives

Manage, coach, and provide subject matter expertise to Teams to ensure they are equipped with the right skills, tools, and talent necessary to achieve their business priorities

Assist and support with the end-to-end employee lifecycle (hire to exit) programs and processes to ensure compliance with procedure.

Coach Leaders on developmental, performance, and career growth

Facilitate talent content to all levels of Employees up to Executives

Partner with Organizational Design, Workforce Effectiveness, and Analytics Team projects and initiatives including, but not limited to indirect headcount planning, department re-organizations, and workforce metrics

Partner with stakeholders with regards to organizational re-design of departments or across multiple departments, including restructuring Teams, capabilities, and developing governance models to help drive effective decision making

Manage employee relations issues and investigations, advising Leaders on resolution while ensuring compliance with Company policy and local labor law

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

Knowledge, Skills and Abilities

Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems

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 processes for providing Customer and personal services, including Customer needs assessment, meeting quality standards for services, and evaluation of Customer Satisfaction

Skilled in identifying complex problems and reviewing related information to develop and evaluate options and implement solutions

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 apply general rules to specific problems to produce answers that make sense

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

Ability to understand and build self-knowledge on businesses supported so as to solve issues in an effective and sensible manner to the business in line with SWA’s overall People approach

Ability to use data effectively and be fluent with HR technology to analyze and tell stories with the data

Required: Bachelor’s degree in any business field or equivalent advanced level experience

Preferred: Master’s degree in human resources or similar fields

Demonstrated experience in directly or indirectly leading team(s)

Fully functioning, broad knowledge in:Multiple Human Resources related functionsWorking with all levels of Employees8-12 years of relevant work-related experience

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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