Hawaiian Airlines Fleet Manager, Fleet Introduction & Performance - B787 in Honolulu, Hawaii

Requisition Number 18-0670

Post Date 4/4/2018

Title Fleet Manager, Fleet Introduction & Performance - B787

Department Maintenance

City Honolulu

State HI

Part-Time No

Part-Time Weekend No

Description

Position Overview

The Fleet Manager will be responsible for a holistic view of the overall health of each fleet, and cross-functional coordination required to improve fleet performance – integrating engineering, operational, and commercial considerations to ensure the safe, reliable, and cost-effective operations of the said fleet.

Key Responsibilities

  • Act as the integrator to compile a holistic view of fleet health, with a monthly fleet-specific report of key operational and financial performance indicators, top reliability drivers, cost drivers, opportunities and threats, mandatory and discretionary engineering projects, major issues and action items. Leverages data, analysis, and dashboard already done by Reliability and BP&I

  • With the holistic view of the fleet health as the foundation, works with various disciplines within engineering, including reliability, maintenance program, configuration controls, and commodity engineering groups, to advocate for focus on the fleet issues

  • Participates in aircraft configuration project serving as primary participant for M&E issues related to systems and avionics configuration of the aircraft definition

  • Participates in aircraft induction phase to represent M&E addressing aircraft integration issues related to the maintenance and technical induction of the new fleet

  • Works with OEM, Reliability Engineering and BP&I as well as configuration control to establish comprehensive health monitoring reporting, and baseline configuration management of the new fleet

  • Participates in new aircraft delivery activities as needed to ensure aircraft meets acceptance criteria

  • Provides a level of oversight for the portfolio of engineering projects affecting the assigned fleet to ensure schedule and cost adherence

  • Collaborates with various areas of maintenance operations and planning to understand issues related to fleet reliability. Make use of crew and passenger feedback to identify improvement opportunities

  • Work with BP&I to understand contractual and commercial implications of technical options to help ensure that the solutions that we implement is optimized both technically and financially

  • Works with OEM, Reliability Engineering and BP&I as well as configuration control to establish comprehensive health monitoring reporting, and baseline configuration management of the new fleet

  • Participates in OEM and other industry forums related to the fleet type, understand and anticipate current and emerging issues for the assigned fleet

  • Attends reliability IRG and MRRB meetings

  • Other related duties as assigned

Requirements

Minimum Requirements

  • Bachelor’s degree in Engineering, business, or related field

  • Minimum 5 years of aviation industry experience

Preferred Qualifications

  • Master’s degree engineering, and/or MBA

  • Experience on A330/B787 family

  • Project, program, and/or portfolio management experience, preferably with PMI PMP certification

  • A successful track record of effectively leading concurrent, complex and large-scale engineering projects from initiation through closing, and defining the order of when to execute those projects based on priorities and available resources

  • Passion for instilling process and order to empower teams to perform at their best and in the most efficient way

  • Proficient in use of Microsoft Word, Excel, Project, Visio, and PowerPoint, and working knowledge of TRAX

  • Understands continuous improvement mindset and toolset, with ability to systematically analyze a large quantity of data utilizing statistical analysis techniques

  • Thrives in an environment of constant change and effectively steers disparate teams to adapt and march at the same pace and direction

  • Communicates clearly and concisely with data and facts, both verbally and written, to be able to deliver salient messaging and enable quick decision-making especially amongst senior level executives

  • Solves complex problems, both collaboratively and independently, but also recognize when and how to escalate issues at the right time to the right audience

About Hawaiian Airlines

Hawaiian® has led all U.S. carriers in on-time performance for each of the past 14 years (2004-2017) as reported by the U.S. Department of Transportation. Consumer surveys by/Condé Nast Traveler/and/Travel + Leisure/have placed Hawaiian among the top of all domestic airlines serving Hawai‘i.

Now in its 89th year of continuous service, Hawaiian is Hawai‘i’s biggest and longest-serving airline. Hawaiian offers non-stop service to Hawai‘i from more U.S. gateway cities (11) than any other airline, along with service from Japan, South Korea, China, Australia, New Zealand, American Samoa and Tahiti. Hawaiian also provides approximately 170 jet flights daily between the Hawaiian Islands, with a total of more than 250 daily flights system-wide.

Hawaiian Airlines, Inc. is a subsidiary of Hawaiian Holdings, Inc. (NASDAQ: HA). Additional information is available atHawaiianAirlines.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’sLinkedInpage.

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.

  • 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)