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about 1 year ago
Hawaiian Airlines
Location: Honolulu
Job type: Permanent
Sector: Finance & Accountancy
Category: Supervisors
Position Summary

The Systems Lead will manage all aspects of revenue management systems, continuously driving enhancements of system capabilities to suit the Revenue Management department's business objectives. This role leverages and shares revenue management system knowledge
across the user community, and performs modifications and ongoing maintenance to ensure data integrity and system reliability.

Key Responsibilities

* Manage Revenue Management systems serving as in-house expert on department processes and methodology standards

* Maintain the revenue management system, leading troubleshooting and incident resolution

* Maximize system performance through analysis and evaluation of functionality, highlighting areas for improvement and expected benefit

* Collaborate with the Revenue Management team to identify opportunities for system improvement and optimize analyst-system interactions

* Partner with the revenue management system vendor to continuously enhance and upgrade system capabilities to suit business objectives

* Lead rollout of system upgrades, testing, and training
* Develop and disseminate revenue management system documentation and training
* Other duties/projects assigned by Manager


Minimum Requirements

* Bachelor’s degree in a technical field (Revenue Management, Operations Research, Analytics, Computer Science, Mathematics, Engineering, etc.), or equivalent experience

* Three years of experience in a revenue management setting, including system support and administration (e.g. Sabre Revenue Manager, PROS O&D III, Amadeus Altéa Segment Revenue Management)

* Expertise in revenue management concepts and data flows
* Demonstrated strong partnership and relationship-building skills
* Demonstrated strong written, verbal communication, and presentation skills, particularly related to translating complex concepts for non-technical audiences

* Experience in data analysis, and practical interpretation of measured outcomes

Preferred Qualifications

* Graduate degree in a technical field (Revenue Management, Operations Research, Analytics, Computer Science, Mathematics, Engineering, etc.), or equivalent experience

* Demonstrated strong leadership skills
* Hands-on experience designing and delivering a training program
* Working knowledge of SQL programming and reporting

About Hawaiian Airlines

Hawaiian®, the world’s most punctual airline as reported by OAG, has led all U.S. carriers in on-time performance for each of the past 13 yearsas reported by the U.S. Department of Transportation. Consumer surveys by
Condé Nast Traveler and Travel + Leisure have ranked Hawaiian the highest of all domestic airlines serving Hawai‘i.

Now in its 88th 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 at
HawaiianAirlines.com. Follow updates on Twitter about Hawaiian (@HawaiianAir) and its special fare offers (@HawaiianFares),
and become a fan on its Facebook page (Hawaiian Airlines). 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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