Responsible for the oversight of maintenance functions and workforce to include but not limited to:
Organize and redirect resources to ensure aircraft availability for line operations and production timeline for aircraft in heavy check.
Responsible for all safety related programs as applicable to assigned personnel, equipment, vehicles, tooling and processes.
Supervise maintenance personnel ensuring all work is performed in accordance with FAA & HA specifications. Responsible for coaching and guidance of Supervisors and Lead Mechanics. Will perform duties and functions of shift supervisor when required.
Ensure accomplishment of the daily work load and high priority tasks for aircraft overhaul and shops.
Provide interface between Maintenance Planning, MOC, Inspection, shops and Base Maintenance to ensure all of the planned objectives are met daily
Enforce work rules holding personnel accountable to the policies and procedures of the company.
Create processes as necessary to ensure safe, consistent, and optimized work habits for night work. Ensure personnel are properly trained, qualified and authorized for their assigned duties and familiar with applicable manuals.
Responsible for preparing the morning briefs for nightly maintenance activities.
Work collaboratively with peers and M&E leadership; communicate resource requirements & challenges; and elevate critical information to department leadership.
Other duties as assigned.
DOT Regulation, 14 CFR Part 120 Subpart E 120.105-120.109 identifies this position as performing safety sensitive functions. Prior to any offer of employment or transfer into this position you will be required to submit to a DOT Pre-employment drug test for evidence of Marijuana, Cocaine, Opiates, Phencyclidine (PCP), and Amphetamines or a metabolite of those drugs.
Attends: Optimization oversight committee, Maintenance Reliability Board and CASS Board
High school diploma or equivalent required
5 years management experience required
5 years experience operating in an MRO or Heavy maintenance
Airframe and Powerplant license required
Experience in overseeing budgets and vendor management
Must have good oral and written communication skills
Must have a valid state driver's license and be able to get a ramp license
Must be able to travel and work flexible shifts
ATR42/72, B717, B767, B787, A321, and A330 experience preferred
Experience in a FAR part 121 and/or 135 operation
Previous IAM management experience
Microsoft Office, Adobe Acrobat, etc.
About Hawaiian Airlines
Hawaiian has led all U.S. carriers in on-time performance for each of the past 15 years (2004-2018) as reported by the U.S. Department of Transportation. Consumer surveys by Cond Nast Traveler, Travel + Leisure and TripAdvisor have placed Hawaiian among the top of all domestic airlines serving Hawai'i.
Now in its 90th year of continuous service, Hawaiian is Hawaii's biggest and longest-serving airline. Hawaiian offers non-stop service to Hawai'i from more U.S. gateway cities (13) than any other airline, along with service from Japan, South Korea, Australia, New Zealand, American Samoa and Tahiti. Hawaiian also provides, on average, more than 170 jet flights daily between the Hawaiian Islands, and over 260 daily flights system-wide.
Hawaiian Airlines, Inc. is a subsidiary of Hawaiian Holdings, Inc. (NASDAQ: HA). Additional information is available at HawaiianAirlines.com. Follow Hawaiian's Twitter updates (@HawaiianAir), become a fan on Facebook (Hawaiian Airlines), and follow us on Instagram (hawaiianairlines). For career postings and updates, follow Hawaiian's LinkedIn page.
For media inquiries, please visit Hawaiian Airlines' online newsroom.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
Please view Equal Employment Opportunity Posters provided by OFCCP here.
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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