Description

At Hawaiian Airlines, we are all about welcoming our guests with Hawaiian hospitality and aloha, and taking care of our people, our home, and the communities we serve. Join our ‘ohana and be a part of an exciting team of professionals dedicated to serving our kama‘āina and introducing our islands to the world!

• Position Summary*

Reporting to the Director of Technical Operations Training, the Manager of Technical Operations Training provides oversight of assigned instructors and is responsible for the delivery of the regulatory curriculum for 500 aviation maintenance technicians and staff. They will be responsible for oversight of each instructor’s qualification and developing future course schedules to meet operational requirements for Maintenance, Engineering, and Supply Chain Management. The manager will have oversight of the Tech Ops training schedule ensuring a safe and reliable aircraft by implementing a quality program.

The operational instruction areas of supervision include the following:

• Line and Base courses on five Hawaiian Airlines fleets and any requirements to support maintenance contracts.

• Policy and Procedures per aircraft type.

• Part 147 AMTS AERO curriculum partnership support.

• Recurrent training schedule for HA mechanics.

• Plan and assign instructors to train contract maintenance providers (vendors) and support oversight of HA’s Train the Trainer program.

• Provides oversight and ensures proper onboarding of new hire mechanics by assigning instructors and scheduling indoctrination of HA basic training curriculums for new mechanics and maintenance staff.

• Key Responsibilities*

• Provides leadership and oversight in the development and delivery of training programs, leveraging a variety of methods, techniques, learning tools, and best practices to ensure high-quality, relevant, and cost-effective training solutions.

• Leads training needs assessments through job analysis, career paths, and consultation with regulators or clients.

• Ensures compliance with all regulations and company policies by conducting audits and classroom observations, and enforcing established procedures in classrooms and training simulators.

• Collaborates with Tech Ops leadership and Talent Acquisition in assessing training demands by analyzing hiring trends and evaluating operational and business decisions.

• Provides oversight for on-the-job training (OJT) and Operating Experience observations and evaluations.

• Manages a team of instructors, specializing in different fleets and instructor augmentation for Part 147 AMTs AERO programs by regularly meeting to discuss progress, provide performance feedback, and delegate new assignments.

• Other duties as assigned to sustain compliance with current regulations for relevant training materials and if necessary, exercise the delegated authorities of the Director, Tech Ops Training.

• Minimum Requirements*

• Bachelor's degree and five (5) years of related work experience; or an equivalent combination of education and related work experience.

• Two (2) years of experience in managing teams and/or direct reports.

• Experience with policy and strategy implementation for short-term results.

• Self-directed with the ability to manage projects and deadlines independently.

• Literate in MS Office Suite; a working knowledge of computer systems and databases.

• Ability to influence others outside of their job area regarding policies, practices, and procedures.

• ** Ability to travel internationally, and work on weekends, evenings, and holidays, as needed to meet operational demands.

/ **Hawaiian Airlines is regulated by the Department of Transportation (DOT - regulation, 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, PCP (Phencyclidine), and Amphetamine prior to any offer of 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 Hawaiian Airlines and any employment offer will be withdrawn./

/ * In addition to routine employment eligibility verification, U.S.-based airlines must gather information to validate country of citizenship and country of birth. Upon hire, you must provide documentation proving your current country citizenship and birthplace./

/ Must be legally authorized to work in the United States, for any employer, without sponsorship. Hawaiian Airlines will not sponsor applicants for nonimmigrant or immigrant employment visas or status for this position./

/ At Hawaiian Airlines, we are dedicated to offering a comprehensive total rewards package that aims to attract, engage, and retain the finest talent in the industry. Our rewards structure is thoughtfully designed to include a competitive base salary coupled with variable compensation opportunities. This balanced approach ensures a fulfilling and lucrative work environment, aligning individual achievements with the broader organizational success./

/ Please note that the provided salary information serves as a general guideline. Our salary is determined by a candidate's experience and qualifications as well as market and business considerations. The expected pay range is $109,200 - $134,400./

• Preferred Qualifications*

• Two (2) years of experience in aviation training and/or maintenance.

• Proficiency with modern training delivery methods – e.g, e-learning platforms, virtual and instructor-led classrooms, webinars, and other digital tools to create interactive and impactful training experiences

• Proficiency in developing and managing training content, including videos, interactive modules, and other multimedia resources

• Strong understanding of adult learning principles and instructional design methodologies

• Strong project management skills

• Proficiency with evaluating training effectiveness through observations and assessments as well as through metrics and data analysis.

• Ability to work collaboratively with instructors and cross-functional departments

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• About Hawaiian Airlines*

Now in its 95th year of continuous service, Hawaiian is Hawaiʻi's biggest and longest-serving airline. Hawaiian offers approximately 150 daily flights within the Hawaiian Islands, and nonstop flights between Hawaiʻi and 16 U.S. gateway cities – more than any other airline – as well as service connecting Honolulu and American Samoa, Australia, Cook Islands, Japan, New Zealand, South Korea and Tahiti.

Consumer surveys by Condé Nast Traveler and TripAdvisor have placed Hawaiian among the top of all domestic airlines serving Hawaiʻi. The carrier was named Hawaiʻi's best employer by Forbes in 2022 and has topped /Travel + Leisure’s World’s Best/ list as the No. 1 U.S. airline for the past two years. Hawaiian has also led all U.S. carriers in on-time performance for 18 consecutive years (2004-2021) as reported by the U.S. Department of Transportation.

The airline is committed to connecting people with aloha by offering complimentary meals for all guests on transpacific routes and the convenience of no change fees on Main Cabin and Premium Cabin seats. HawaiianMiles members also enjoy flexibility with miles that never expire. As Hawai‘i’s hometown airline, Hawaiian encourages guests to Travel Pono and experience the islands safely and respectfully.

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

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)