Regional HRBP - HOU/DAL Region

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’ll serve as a strategic, embedded advisor to Ground Operations, Cargo, Provo, and GSE Leaders, shaping People strategies that directly influence our stations’ success. You’ll partner 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 HR expertise with strong business acumen, you’ll guide leaders through complex workforce needs, elevate the Employee experience, and support operational excellence. Ultimately, your work ensures our People are set up to thrive, enabling Southwest to run a reliable, customer‑friendly operation and continue connecting People to what’s important in their lives with the world‑class hospitality we’re known for. 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 would be required to work from our Dallas, TX headquarters 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’re committed 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 developing and delivering documentation Ability to partner and influence across COEs and various key stakeholders to drive alignment and recommend solutions Ability to combine pieces of information to form general rules or conclusions (including finding a relationship among unrelated events) Education Required: High School Diploma or GED Experience Advanced-level experience, seasoned and specialized knowledge in: Human Resources Consulting leadership on people strategies related to talent management & development, performance improvement, HR operations, talent acquisition & strategy, and compensation Working with labor relations and union contract environments Preferred: Knowledgeable of the HR law, principles, practices, and methods related to talent management workforce planning, training, and organizational effectiveness Preferred: Skilled in consulting leadership and tactfully challenging perspectives while maintaining professional credibility and relationships Licensing/Certification N/A Physical Abilities Ability to perform work duties from [limited space work station/desk/office area] for extended periods of time Ability to communicate and interact with others in the English language to meet the demands of the job Ability to use a computer and other office productivity tools with sufficient speed and accuracy to meet the demands of the job Other Qualifications Must maintain a well-groomed appearance per Company appearance standards as described in established guidelines Must be a U.S. citizen or have authorization to work in the United States as defined by the Immigration Reform Act of 1986 Must be at least 18 years of age Must be able to comply with Company attendance Competitive market salary from $108,700 per year to $120,800 per year* depending on qualifications and experience. For eligible Leadership and individual contributor roles, additional bonus opportunities are available and awarded at the discretion of the company. Benefits you’ll love: Fly for free, as a privilege, on any open seat on all Southwest flights (your eligible dependents too) Southwest will help fund your 401(k) retirement savings with Company contributions up to 9.3% of your eligible earnings** Potential for annual ProfitSharing contribution in the Southwest Retirement Savings Plan- when Southwest profits, you profit*** Competitive health insurance for you and your eligible dependents (including pets) Southwest offers health plan coverage options that start from the very first day of employment. You will have 30 days to select and enroll in your health plan with coverage retroactively available to your first day of employment. Explore more Benefits you’ll love:

• Pay amount does not guarantee employment for any particular period of time.
• *401(k) match contributions are subject to Retirement Savings Plan vesting schedule and applicable IRS limits.
• **ProfitSharing contributions are subject to Retirement Savings Plan vesting schedule and are made at the discretion of the Company.