Director - Human Resource Services

Working at Frontier Airlines

At Frontier, our mission is to Make Every Flight Count. That mission guides how we support our customers, our people and the operation every day.

As a Frontier employee, your work connects to more than a single role. Whether youre supporting flights, helping customers, maintaining aircraft, leading teams or working behind the scenes, you help create a travel experience that is safe, reliable and built around value.

Our work is guided by our core values: customer first, safety always, operational excellence and one team. These values shape how we make decisions, support each other and deliver for the people who count on us.

Support for work, life and travel

Frontier offers benefits, programs and travel privileges designed to support eligible employees at work and beyond. Availability may vary by role, employment status, eligibility, location, schedule, applicable policies and current plan details.

Depending on role and eligibility, available benefits and programs may include:

- Medical, dental and vision coverage

- 401(k) retirement savings options

- Paid holidays, vacation time and sick time

- Travel privileges on Frontier Airlines and participating partner airlines, based on current program rules and availability

- Buddy passes, based on eligibility and program rules

- Travel-related discounts and employee discounts on select products, services and vendors

- A hybrid schedule for eligible headquarters roles based in Denver, Colorado

- Business casual dress options for eligible corporate and support roles

- Employee support programs and resources, including the HOPE League, Frontier Airlines nonprofit organization

About Frontier Airlines

Frontier Airlines is a Denver-based airline serving destinations across the United States and select international markets. Our people support every part of the travel journey, from airport operations and flight crews to aircraft maintenance, customer support, corporate teams and more.

Were focused on delivering meaningful value by making travel more accessible, practical and easy to personalize for our customers. Across the airline, our teams help support a safe, reliable and efficient operation while continuing to strengthen the experience for the people who choose Frontier.

What Will You Be Doing?

The Director, HR Services provides strategic leadership and oversight for Frontier Airlines' HR Services organization, including HR Business Partners, Employee Relations, HR Compliance, Leave Administration, Accommodations, and Workers' Compensation programs. This role is responsible for establishing enterprise-wide strategies, standards, processes, and governance that ensure consistent, compliant, and employee-centered HR service delivery across a geographically dispersed workforce.

The Director partners closely with executive leadership, Operations, Legal, Labor Relations, Safety, Payroll, Benefits, and Talent Acquisition to mitigate workforce risk, strengthen leadership effectiveness, ensure compliance with employment and regulatory requirements, enhance employee experience, and drive organizational performance.

Essential Functions

Employee Relations, HR Business Partner, & Organizational Effectiveness Leadership – 30% :

- Provides strategic leadership and direction for the HR Business Partner and Employee Relations functions across the organization.

- Establishes service delivery strategies, operating standards, and workforce initiatives that align HR priorities with business objectives.

- Serves as the senior escalation point for complex employee relations matters, workplace investigations, disciplinary actions, organizational restructures, reductions in force, executive employee matters, and other high-risk workforce situations.

- Partners with senior leaders to improve organizational effectiveness, leadership capability, employee engagement, retention, workforce planning, and change management outcomes.

- Partners closely with Labor Relations to support consistent application of collective bargaining agreements, workforce policies, investigations, disciplinary processes, and organizational initiatives impacting represented workgroups.

- Ensures consistent application of company policies, employment practices, and employee relations strategies across all business units.

Leave Administration, Accommodations& Workers Compensation Leadership – 20% :

- Provides strategic oversight of leave administration, ADA accommodations, workers' compensation, return-to-work programs, and related vendor partnerships.

- Directs program strategy to ensure compliance, operational effectiveness, employee support, and consistent application of policies and practices across the organization.

- Reviews and provides guidance on complex, sensitive, or high-risk cases requiring executive review or cross-functional coordination.

- Monitors program effectiveness, employee outcomes, compliance trends, and operational impacts to drive continuous improvement initiatives.

HR Compliance, Regulatory Programs, & Risk Management – 25% :

- Provides strategic leadership and governance for HR compliance programs, employment practices, policy administration, workforce regulatory compliance, audit readiness, and risk management initiatives.

- Oversees compliance programs supporting safety-sensitive workforces, including FAA and DOT drug and alcohol testing requirements, regulatory reporting obligations, program audits, inspections, and corrective action activities.

- Partners with Legal, Safety, Labor Relations, Internal Audit, operational leaders, and regulatory stakeholders to identify, assess, and mitigate employment, compliance, and operational risks.

- Establishes and maintains governance frameworks, policies, controls, and reporting processes that ensure compliance with federal, state, and local employment laws, FAA and DOT regulations, company policies, and other applicable requirements.

- Provides executive oversight of regulatory inquiries, agency audits, compliance reviews, investigations, litigation support, and responses to government agencies.

- Monitors compliance trends, audit findings, testing program results, and emerging regulatory developments to recommend proactive risk mitigation and continuous improvement strategies.

- Drives accountability and consistency across HR Services through effective governance, training, reporting, and operational controls.

HR Services Strategy, Analytics, & Continuous Improvement – 15% :

- Develops and executes HR Services strategy focused on operational excellence, workforce risk reduction, employee experience, and organizational effectiveness.

- Leverages workforce data, employee relations trends, compliance metrics, leave and workers' compensation reporting, and operational insights to inform strategic decision-making.

- Identifies opportunities to improve HR processes, technology utilization, service delivery models, and organizational efficiency.

- Leads enterprise HR initiatives, system implementations, policy enhancements, and process improvement efforts that strengthen business outcomes.

Leadership and Talent Development – 10% :

- Leads and develops a team of HR leaders and professionals, including multiple managers and HR subject matter experts.

- Establishes performance expectations, succession plans, development strategies, and accountability measures that promote high performance and professional growth.

- Fosters a culture of collaboration, customer service, continuous improvement, inclusion, and operational excellence.

- Serves as a key member of the Human Resources leadership team, contributing to department strategy, budgeting, workforce planning, and organizational priorities.

Other Functions

- Represents Human Resources and HR Services as a strategic partner in enterprise initiatives, cross-functional governance committees, organizational change efforts, audits, system implementations, policy development, and business transformation initiatives.

- Provides executive leadership with reporting and insights regarding workforce trends, employee relations, compliance risks, leave and accommodation activity, workers' compensation outcomes, and other key workforce metrics.

- Serves as a trusted advisor to senior leaders on workforce strategy, organizational effectiveness, employee relations, risk mitigation, and employment practices.

- Sponsors continuous improvement initiatives that enhance HR service delivery, operational efficiency, employee experience, and organizational effectiveness.

- Maintains expertise in evolving employment laws, airline industry practices, regulatory requirements, and emerging HR trends to ensure organizational readiness.

- Performs other duties as assigned.

Qualifications

- Bachelors degree in Human Resources, Business Administration, Labor Relations, Organizational Development, or a related field required; Masters degree preferred.

- Minimum of 10 years of progressive HR experience required, including significant experience in employee relations, HR business partner support, performance management, workplace investigations, policy interpretation, leave and accommodation coordination, workers compensation support, HR compliance, drug and alcohol compliance support, or a closely related function.

- Minimum of 3 years of people leadership experience required, including experience leading HR Business Partners or HR professionals supporting operational leaders and frontline employees.

- Demonstrated experience leading employee relations, HR business partner functions, compliance programs, leave administration, accommodations, workers' compensation, or related HR disciplines within a complex organization.

- Experience developing and executing HR strategies that support organizational objectives and measurable business outcomes.

- Significant experience advising executive leaders on workforce strategy, organizational effectiveness, risk management, and employee relations matters.

- Experience leading or overseeing HR compliance, workforce regulatory compliance, FAA/DOT drug and alcohol testing programs, audit readiness, regulatory reporting, or other highly regulated compliance functions strongly preferred.

- Experience supporting multi-state operations and highly regulated environments strongly preferred.

- Airline, transportation, logistics, hospitality, manufacturing, healthcare, or other operationally intensive industry experience preferred.

- SHRM-SCP, SPHR, or similar advanced professional certification preferred.

Knowledge, Skills and Abilities

- Demonstrated ability to influence executive leaders, drive organizational change, and achieve business objectives through collaboration and strategic partnership.

- Strong business acumen with the ability to align HR strategies, programs, and services with operational, financial, and organizational goals.

- Expertise in organizational effectiveness, workforce planning, change management, talent development, and employee relations strategy.

- Ability to balance employee advocacy, regulatory compliance, operational requirements, and organizational risk while exercising sound judgment in complex situations.

- Proven success leading managers and developing high-performing teams across multiple HR disciplines.

- Executive presence and the ability to communicate complex workforce issues effectively to frontline employees, operational leaders, executive leadership, legal counsel, regulators, labor representatives, and external stakeholders.

- Strong strategic thinking, analytical, problem-solving, and decision-making capabilities in fast-paced, highly regulated, and operationally complex environments.

- Demonstrated ability to influence without direct authority and build strong cross-functional partnerships across Operations, Safety, Legal, Labor Relations, Finance, and other business functions.

- Expert knowledge of employee relations practices, workplace investigations, performance management, policy interpretation, and employment risk mitigation.

- Strong knowledge of federal, state, and local employment laws and regulations, including FMLA, ADA, Title VII, FLSA, wage and hour requirements, workers' compensation, anti-discrimination laws, and related employment compliance obligations.

- Strong knowledge of FAA and DOT regulatory requirements applicable to safety-sensitive employees, including drug and alcohol testing programs, regulatory reporting, audit readiness, program administration, compliance monitoring, and corrective action processes.

- Experience utilizing workforce analytics, compliance metrics, employee relations data, and operational trends to identify risks, measure performance, and drive continuous improvement.

- Ability to lead through ambiguity, manage competing priorities, and adapt strategies in a dynamic and rapidly changing business environment.

Equipment Operated

Standard office equipment, computer, telephone, mobile device, video conferencing tools, Microsoft Office applications, HR information systems, case management systems, reporting tools, and other business systems required to support HR Business Partner service delivery and cross-functional HR coordination.

Work Environment

General office environment with regular use of computer systems and collaboration tools. This role supports a 24/7 airline operation and may require flexibility outside normal business hours to address urgent employee relations, leader support, operational, compliance, leave, workers compensation, or crisis-response matters in partnership with the appropriate functional leaders. Occasional travel to airports, stations, maintenance facilities, training locations, or other company sites may be required.

Physical Effort

Generally sedentary work requiring prolonged periods of sitting, computer use, reading, writing, speaking, and participating in meetings. May occasionally require standing, walking through operational work areas, carrying standard office materials, or traveling between company locations.

Supervision Received

Works under broad strategic direction from the SVP, Human Resources. Exercises substantial independent judgment, discretion, and decision-making authority in establishing HR Services priorities, leading workforce initiatives, mitigating organizational risk, advising senior leaders, and ensuring effective delivery of HR programs across the enterprise.

Positions Supervised

- HR Business Partners

- Manager, HR Compliance Programs

- Manager, Leaves and Workers Compensation Administration

- HR Generalist(s) and other HR Services team members as assigned

Compensation

- $151,824 - $201,520 BOE

Note: this job requisition will be available until 5 PM on Thursday, October 1st.

Workplace Policies

Disclaimer: The above statements are intended only to describe the general nature and level of work required of the referenced position; they are not intended to be an exhaustive list of all responsibilities, duties, and skills required of individuals in this position. Please be advised that duties and expectations of this position may be subject to change.

Frontier Airlines, Inc. is an equal opportunity employer and, as such, is committed to providing equal employment opportunities to all qualified applicants without regard to race, color, religion, sex, national origin, age, marital status, veteran status, sexual orientation, gender identity or expression, disability status, pregnancy, genetic information, citizenship status or any other basis protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

Frontier Airlines is a Zero Tolerance Drug-Free Workplace. All prospective DOT safety-sensitive employees are subject to pre-employment testing for the following drugs and their metabolites: Marijuana, Cocaine, Amphetamines, Opioids and Phencyclidine (PCP). Further, any DOT safety-sensitive job applicant who is found to have tested positive on any required drug or alcohol test at a former employer will be considered ineligible for employment with Frontier.

Colorado Residents: In any materials you submit, you may redact or remove age-identifying information such as age, date of birth, or dates of school attendance or graduation. You will not be penalized for redacting or removing this information.