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5 months ago
Hawaiian Airlines
Location: Honolulu
Job type: Permanent
Sector: Maintenance
Category: Senior Manager
Position Overview

The Director – Maintenance Operations Control (MOC) is responsible for all Maintenance Operations Control (MOC) operations and activities.

Key Responsibilities

Responsibilities include, but are not limited to:

* Ensures performance of MOC operations on HAL aircraft is in accordance with HAL policies (e.g. GMM, SOP, MOPM, JDOC, etc.) and Federal Regulatory requirements

* Ensures MOC personnel are managed to adhere / conform / perform to established HAL policies, I/A/M contract stipulations (I/A/M positions) and classification responsibilities

* Ensures MOC personnel training is managed per the HAL GMM to include recurrent requirements

* Promotes an environment that communicates, coaches, motivates and practices engagement of MOC personnel

* Develops / formulates improvement processes, in conjunction with the Manager – MOC, to overcome department process / policy short-comings to improve upon MOC operational performance

* Monitor and survey fleets for problems and implement necessary corrections to maintain on-time performance, adherence to HAL policies and Federal Regulatory requirements

* In cooperation / conjunction with the Senior Director – Engineering, Senior Director – Quality Assurance, Director – Line Maintenance (Hawaii & International), Director – Base Maintenance, Director – North America Maintenance (as individuals or as a group)
formulates action plans to repair / recover “AOG / AOS / OOS” aircraft, as needed, to return aircraft to service

* In cooperation / conjunction with the Managing Director – Systems Operation Control Center (SOCC), ensures MOC operations adhere / comply to policies, procedures and responsibilities as associated with the SOCC entity (and its associated groups) in support
of the daily flight operation
* Maintains oversight of all MOC personnel (e.g. Manager, Duty Supervisors, Controllers)

* Create standards and policies
* Creates, reviews, explains and manages the budget
* Develop long-term plans and vision for organizational growth
* Fosters and Supports professional development and other related duties as assigned


Minimum Requirements

* High School diploma or equivalent
* FAA Airframe and Powerplant license required
* 7 years FAR 121 operational experience in aircraft maintenance
* 5 years of leadership positions in aviation maintenance
* Strong computer skills with Word, Excel, Adobe Acrobat etc.
* Must have excellent oral and written communication skills
* Able to obtain an AOA badge
* Valid driver’s license and passport
* Must be able to travel and work multiple shifts

Preferred Qualifications

* Bachelor’s Degree

About Hawaiian Airlines

Hawaiian® has led all U.S. carriers in on-time performance for each of the past 15 yearsas reported by the U.S. Department of Transportation. Consumer surveys by
Condé 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
* 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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