Senior Global HR Business Partner

Department:

People

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:

As a Senior Global HR Business Partner, you’ll help shape the People strategy and infrastructure that support Southwest’s international office and global partnerships. Serving as a trusted advisor to global and local Leaders, you’ll translate enterprise priorities into integrated workforce, talent, organizational, and Employee solutions while balancing Southwest standards with local market, cultural, and statutory requirements. You’ll initially play a critical role in stabilizing and scaling our Hyderabad Office, partnering across People Teams, Legal, Privacy, Finance, HR Technology, and local resources to address complex challenges and build sustainable capabilities. Because this role supports India-based Teams and Leaders, you’ll need the flexibility to work fluctuating hours, including occasional early mornings and late evenings, to align with local working hours and business needs. Beyond supporting today’s international operation, you’ll establish the governance, playbooks, and scalable practices that can guide Southwest’s evolving international presence, reduce risk, and strengthen the Employee and Leader experience.

Additional Details

The Culture of Southwest Airlines values the camaraderie, collaboration, and innovation that come from working together and connecting face-to-face at our vibrant Corporate Campus. This role is based at our Dallas, TX Headquarters facility and will require international travel for trainings, meetings, conferences, and other business needs. Because this role supports international locations, you’ll also need the flexibility to work hours that align with the time zones you support, which may include evenings, late nights, and weekends.

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

• •Lead and support the People strategy for assigned international offices by developing a strong understanding of business objectives, workforce needs, operating realities, risks, and measures of success
• •Serve as a trusted strategic advisor and escalation point to global and local Leaders, providing practical guidance on organizational, workforce, talent, Employee, and change matters
• •Partner with local People Teams, HR Business Partners, Centers of Excellence, HR Technology, and business functions to deliver integrated People solutions that align Southwest standards with local statutory, market, business, and cultural requirements
• •Build and evolve scalable international HR operating practices, including governance, decision rights, service expectations, controls, escalation paths, and repeatable processes
• •Lead or partner on workforce planning, organizational design, restructuring, talent, performance, merit, calibration, succession, and capability initiatives based on the needs and accountabilities of each international operating model
• •Lead complex cross-functional initiatives by aligning stakeholders on priorities, roles, risks, dependencies, and tradeoffs and driving timely decisions through influence.
• •Partner with Legal, Privacy, Finance, HR Technology, local Leaders, and external advisors to identify and address cross border employment, data, payroll, benefits, policy, compliance, and operational risks
• •Support sustainable local ownership through knowledge transfer, documentation, transition planning, role clarity, and continued global functional guidance
• •Use workforce data, technology, and qualitative insights to identify trends, evaluate alternatives, measure outcomes, and provide decision ready recommendations to Leaders
• •Lead continuous improvement efforts and apply lessons learned to strengthen international HR capabilities, playbooks, integration practices, and approaches for future locations
• •May perform other job duties as directed by the Employee’s Leaders

Knowledge, Skills and Abilities

• •Knowledge of HR operating models and Employee lifecycle practices, including workforce planning, organizational design, talent and performance management, Total Rewards, Employee Relations, change management, and HR service delivery
• •Knowledge of international workforce considerations and the relationship between enterprise standards and local employment, statutory, data privacy, payroll, benefits, policy, and cultural requirements
• •Skilled in developing trusted partnerships and influencing senior Leaders, functional stakeholders, and cross-cultural teams without direct authority
• •Skilled in executive communication, facilitation, consulting, structured problem solving, conflict navigation, and risk management
• •Skilled in leading complex cross-functional initiatives and translating ambiguous business needs into practical strategies, plans, governance, and measurable outcomes
• •Skilled in using HR technology, workforce data, and qualitative insights to identify trends, evaluate options, and communicate decision ready recommendations
• •Ability to balance enterprise and local requirements, manage competing priorities across geographies and time zones, exercise sound judgment, and adapt between strategic planning and hands-on delivery

Education

Required: High School Diploma or GED

Experience

• •Expert-level experience, expansive and far-reaching knowledge in:
• •Demonstrated experience advising senior Leaders and leading complex, cross-functional initiatives across multiple functions and stakeholders
• •Demonstrated experience in HR strategy, transformation, consulting, operations, program management, organizational effectiveness, or related disciplines
• •Demonstrated experience supporting global and international Employees, Leaders, and business operations across multiple countries, cultures, or geographic markets

• •Preferred : Advanced experience as a Human Resources Business Partner (HRBP).
• •Preferred: Experience working within a large, complex organization with a global footprint.
• •Preferred: Experience supporting global teams and international business operations.
• •Preferred: Demonstrated project management experience, including cross-functional initiatives.
• •Preferred: GPHR (Global Professional in Human Resources) certification.
• •Preferred: Experience within the aviation industry in a Human Resources strategy function.
• •Preferred: Bachelor’s degree or professional certification in Human Resources, change management, program management, or a related discipline.

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 standards as described in established gui