The Role
Leads global HR Operations across administration, payroll, benefits, leave, screening, records, case management, compliance, risk controls, vendors, and employee lifecycle processes. Builds and develops HR operations teams, partners with HR centers of excellence and Legal, manages process standards and metrics, oversees HR systems roadmaps, and drives technology-enabled process improvement, audit readiness, and employee experience modernization.
Summary Generated by Built In
Department:
TechnologyOur 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 HR Operations, ensuring the delivery of efficient, compliant, and employee-centered services across the employee lifecycle. Responsibilities include overseeing HR administration, payroll, benefits and leave management, pre-employment screening, employee records, and case management, while leading operational excellence through process improvement, technology enablement, risk management, metrics, change management, and modernization initiatives. The role also serves as a key partner in fostering an inclusive and high-performing employee experience.
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
- Provide subject matter expertise to support the development and implementation of people-based processes and procedures and educate Employees on policies, process, and procedures
- Build, mentor, and lead a high-performing HR operations team of direct reports dedicated to executing HR Operations processes and maintaining integrity throughout the employee lifecycle.
- Partners with the People related Centers of Excellence to design workflows, ensuring seamless employee lifecycle management and efficient HR operations
- Maintain relationships with vendors and monitor programs across the employment lifecycle
- Lead the HR Operations business process and standards work to support overall HR Operations, translating company priorities into goals, metrics and SLAs, risk controls, and delivery plans
- Strengthen compliance, risk management, and audit readiness by maintaining knowledge of applicable laws and regulations, overseeing documentation for compliances, and ensuring programs adhere to Company policies and regulatory standards.
- Partner with People Department Centers of Excellence (COEs), Legal, Safety & Security, Talent Acquisition, HR Product, HR Business Partners to ensure efficient, compliant, and employee-centered execution across all HR Operations processes.
- Define, execute and manage people systems roadmap in partnership with People Product/IT.
- Oversee system and process integrity by managing upstream/downstream impacts and ensure controls are designed and functioning to mitigate operational and regulatory risk.
- Evaluate and improve business processes to enhance speed, quality, efficiency, and output across HR Operations programs, leveraging technology and collaboration with People Systems/IT.
- May perform other job duties as directed by Employee’s Leaders
Knowledge, Skills and Abilities
- 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 personnel recruitment, selection, training, payroll and benefits administration, labor relations and negotiation, and personnel information systems
- 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 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 any field or equivalent advanced level experience
- Preferred: Master's degree in Human Resources or similar fields
Experience
- Demonstrated experience in directly or indirectly leading team(s)
- Fully functioning, broad knowledge in:
- HR Operations administration
- 8-12 years of relevant work-related / leadership experience
- Preferred: Experience in working on Workday HRIS
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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Skills Required
- Bachelor's degree in any field or equivalent advanced-level experience
- Demonstrated experience directly or indirectly leading teams
- 8–12 years of relevant work-related or leadership experience
- Broad knowledge of HR Operations administration
- Ability to maintain confidentiality regarding confidential, proprietary, and sensitive company information
- Ability to work extended hours as needed
- Master's degree in Human Resources or a similar field
- Experience working with Workday HRIS
Southwest Airlines Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Southwest Airlines and has not been reviewed or approved by Southwest Airlines.
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Pay Growth & Progression — Pay progression is described as materially improving after major 2024 union agreements, especially for pilots and flight attendants. Compensation satisfaction is framed as stronger over time as step scales and seniority accumulate.
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Retirement Support — Retirement support stands out through a dollar-for-dollar 401(k) match and the presence of profit-sharing contributions that can add to retirement savings. Stock purchase access is also positioned as an additional ownership-oriented component of total rewards.
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Wellbeing & Lifestyle Benefits — Wellbeing and lifestyle value is elevated by extensive space-available travel privileges and broad travel-related discounts that can materially offset personal travel costs. Recognition mechanisms like points-based rewards are also positioned as an added lifestyle-oriented perk.
Southwest Airlines Insights
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The Company
What We Do
At Southwest Airlines we connect People to what’s important in their lives—that also means connecting our Employees to what’s important in their lives! Our Employees value the opportunity to work hard, be creative, and have fun on the job. Southwest Airlines recognizes, respects, and values differences. By fostering a culture that embraces and utilizes our diversity, we create competitive advantages in teamwork and innovation that contribute to our overall success.
