Director Human Resources Business Partners

Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you. 

The Director, HR Business Partners inspires and leads a strategic business partner team, including programs, and scalable processes to support Alaska Airlines’ high-performance culture. This senior leader forges strong relationships with executive leadership in all divisions by listening, understanding needs, defining shared objectives, proactively consulting, and collaborating to meet organizational goals.  They leads the strategy for the Business Partner team’s development and serves as leader and key subject matter expert on high-impact HR initiatives. This role executes strategy and sustainable processes to advance employee engagement and talent development. 

• Partners with executive leaders to develop a comprehensive people strategy that addresses organizational effectiveness, onboarding of new leaders, leadership development, engagement, workforce and succession planning, performance management, and training support.  
• Establishes appropriate programs to ensure the effectiveness of people strategies, appropriate use of resources, performance against goals, and effectiveness of People team and divisional leaders while managing reports and scorecards to drive results.   
• Develops and implements strategy for the HRBP team’s service delivery, setting and maintaining a roadmap for team development that supports the needs of the organization.
• Works with the leaders of HR centers of excellence to enable the business partners to provide integrated and customer-focused HR business solutions to leaders.
• Project manages various people-related and cross-functional projects, including development and implementation of company-wide people initiatives and programs, and ensures change management best practices are applied.  
• Partners with the leader of Engagement Programs to promote the survey, communicate survey results, and support leaders in taking action to improve engagement, customer satisfaction, and leadership effectiveness.
• Responsible for governance process for new and changing roles, executing job evaluations, org changes, offers and merit increases in coordination with the Compensation team.
• Partners cross-functionally and cross-divisionally to grow and maintain a high-performance culture and to manage non-performers. 
• Cultivates and motivates direct/indirect reports through coaching, mentoring, and by providing regular and meaningful feedback. 

Required 

• Bachelor’s degree, preferably in human resources, business administration, or other related field or an additional two years of relevant training/experience in lieu of this degree.
• A minimum of 8 years of relevant HR experience.
• A minimum of 5 years of hands-on leadership experience, including leading large groups of employees and leading multiple functions simultaneously in a fast-paced, customer-focused environment. 
• Deep experience designing and managing complex processes and projects.
• Good working knowledge of and experience with human resources functions including HRBP teams, compensation, and employee relations. 
• Proven change management skills and a thirst for applying research and best practices to existing business problems. 
• Excellent strategy, organizational, interpersonal, leadership and customer service skills.  
• Ability and willingness to travel for business, often on short notice.
• Proficiency with Microsoft Office applications (e.g., Word, Excel, PowerPoint, and Outlook).
• High school diploma or equivalent. 
• Minimum age of 18.
• Must be authorized to work in the U.S. 

Preferred 

• PHR or SPHR professional certification. 

Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.

The pay range and total target compensation package listed above is the expected pay offered for this position at the start of employment. Your pay will be based on multiple factors, including and not limited to location, your relevant experience/level, experience level, and skillset while balancing internal equity relative to other Alaska/Horizon employees. Alaska/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.

Note: We don't typically hire at the top of the range. 

Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.

• Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air with high priority status 
• Select number of confirmed travel credits provided annually 
• Comprehensive well-being programs including medical, dental and vision benefits
• Generous 401k match program
• Quarterly and annual bonus plans
• Generous holiday and paid time off 

For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.

Equal Employment Opportunity Policy Statement  

It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.   

We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.  

We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”).  All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.   

To implement this policy, we will: 

(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories; 
(2) Ensure that employment decisions are based only on valid job requirements; and 
(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories. 

Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions  of VEVRAA. 

Government Contractor & Department of Transportation (DOT) Regulations 
Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of marijuana, cocaine, opioids, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.