The Role
Leads global total rewards strategy, including compensation benchmarking, benefits and wellbeing programs, annual pay reviews, recognition, pay equity audits, budgeting, vendor management, and HRIS data governance. Advises HR and business leaders, supports recruiting compensation practices, develops rewards tools and communications, and manages program implementation across non-contract roles.
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 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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Skills Required
- Bachelor's degree in Human Resources or a similar field, or equivalent advanced-level experience
- 8-12 years of relevant work experience
- Broad knowledge of human resources, strategy, planning, and project management
- Knowledge of recruiting and talent acquisition principles and practices
- Ability to maintain confidentiality of proprietary and sensitive company information
- Master's degree in Human Resources or a similar field
- Experience working for technology organizations
- Ability to work extended hours as needed
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.
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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.
