Job Information
Alaska Airlines Director Culture & Belonging in Seattle, Washington
Company Alaska Airlines
The Team
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.
Role Summary
The Director, Culture and Belonging sets the long-term strategy for creating a culture of belonging where employees feel safe, cared for and empowered to serve the breadth of our customer base. As a people leader, this role establishes strategic goals and direction for a team of culture, accessibility, and engagement specialists, and is responsible for supporting the conditions needed for engaged and empowered employees across the employee lifecycle. This role provides direction, governance, tools and resources to drive our commitment and results that support recruiting, developing and retaining a high-performing workforce.
Key Duties
Establish strategic goals and direction for a team responsible for delivering on shared culture values.
Set long-term values strategy for the Culture and Belonging function with a 12+ month horizon tied to culture, belonging, accessibility, and recognition.
Develop and lead an employee listening strategy, and provide strategic recommendations to enterprise leaders around the moments that matter.
Oversee initiatives and programs that promote and fulfill the Employee Value Proposition.
Direct the implementation of policies and practices that ensure all employees feel safe, included, and that they belong.
Ensure access to resources and opportunities for all employees, promoting access across the organization.
Implement quality assurance measures to maintain high standards across the employee lifecycle.
Enhance the inclusiveness of the employee experience by addressing barriers and creating supportive environments.
Promote and measure the Employee Value Proposition (EVP) that employees believe in, ensuring quality, accessibility, and alignment to attract and retain top talent.
Enhance engagement through programming and events for employee-focused events and initiatives.
Partner with HR business partners and HR functional teams to integrate belonging into critical people related programs, policies, initiatives, systems, tools and processes.
Establish metrics and KPIs to measure the impact of Culture and Belonging initiatives and ensure employee voice informs decisions.
Develop people through effective performance management and ongoing feedback, focusing on fostering strategic and systems thinking, development of talent, and succession planning across teams and disciplines.
Shape the culture of the team through action, presence, and reinforcement of inclusive behaviors.
Develop and manage the budget for multiple disciplines within the Culture and Belonging function.
Job-Specific Experience, Education & Skills
Required
8 years of experience in relevant disciplines such as Human Resources, Organizational Development, or Employee
Engagement related to creating, maintaining, and shifting employee culture.
5 years of leadership experience, with at least 2 of those years directly leading people.
Bachelor’s degree, preferably with a focus in Human Resources, Organizational Development, or a related field, or an additional two years of relevant training/experience in lieu of this degree.
Ability to set data-driven goals, manage/report on metrics, and analyze data to make metrics-driven decisions.
Ability to collaborate, influence, and establish credibility and relationships across multiple organization levels including the executive level.
Proven ability to act at both the strategic and tactical levels in a fast-paced environment.
Ability to manage and execute complex projects and organizational change.
Strong written, presentation and verbal communication skills, particularly at the executive level.
High school diploma or equivalent.
Minimum age of 18.
Must be authorized to work in the U.S.
Job-Specific Leadership Expectations
Embody our values to own safety, do the right thing, be kind-hearted, deliver performance, and be remarkable.
Create a culture where all employees feel safeand they belong.
Salary Range
$167,050 - $258,950 / year
Salary Details
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.
Total Rewards
Alaska 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 & 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/Horizon Total Rewards please visit our career site and view benefits.
FLSA Status Exempt
Employment Type Full-Time
Regular/Temporary Regular
Requisition Type Management
Apply by 7:00 PM Pacific Time on 6/5/2025
Location Seattle - Airport
Regulatory Information Equal Employment Opportunity Policy Statement It is the policy of Alaska 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 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 & 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/Horizon Air and any employment offer will be withdrawn.
A: Y - T1
L: #LI-B
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Job Locations USA-WA-Seattle
Requisition ID 2025-14596
Category Corporate & Operations
Alaska Airlines
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- Alaska Airlines Jobs
