||Supervisor - Maintenance Operations Control
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!
The Maintenance Operations Control Duty Supervisor oversees the Maintenance Operation Control Center daily operation.
- Responsible for ensuring that the VP of M&E, SOCC Manager on Duty, Directors (M&E) are notified of all aircraft accidents, incidents, ETOPS significant items, in-flight emergencies, air turn backs or aircraft damages, provided overall coordination of daily monitoring, surveillance and oversight of the HAL Fleets
- Monitor and review all maintenance activities system-wide, to include MELs, CDLs, SDLs, and other Deferrals to ensure that all required procedures or operational restrictions are in compliance with FAA regulations and company policies, procedures and requirements. For any aircraft out of service due to maintenance, ensure regular updates are provided to SOCC
- Responsible for the release of aircraft for ETOPS operations. Review aircraft history for condition of ETOPS significant systems and for any FAA reportable events
- Technical Item (TI) creation for follow-ups of individual aircraft issues to improve dispatch reliability Be the point of contact on issues requiring HAL engineering assistance during off-duty hours
- Provide technical assistance to maintenance personnel and contract agencies on maintenance manual procedures to return aircraft to full service
- Conduct conference calls and meetings as required. In addition, the duty supervisor will assist the Maintenance Control Manager when instructed
- Ensure new maintenance controllers are properly trained and qualified in the performance of their duties
- Problem Solving - Identify and analyze aircraft related problems; use sound reasoning to arrive at conclusions; find alternative solutions to complex problems; distinguish between relevant and irrelevant information to make logical judgments
- Decisiveness - Makes sound and well-informed decisions; perceives the impact and implications of decisions. Specifies goals and obstacles to achieving those goals, generates alternatives, determination, draw conclusions or solve a problem
- Leadership - Inspires, motivates and guides others toward goals; coaches, mentors and challenges staff, adapts leadership styles to various situations, models high standards of honesty, integrity, trust, openness and respect for individuals by applying these values daily
- Self-Direction - Demonstrates belief in own abilities and ideas; is self-motivated and results oriented; recognizes own strengths and weakness
- Responsible to assist manager in the development of controller work schedules to ensure adequate coverage is maintained
- Must be able to work flexible hours, weekends, and holidays as required
- High school diploma or equivalent
- FAA Airframe & Powerplant License
- 5 years' experience in the maintenance, repair and/ or overhaul of transport category aircraft
- 3 years must be experience as a supervisor in line maintenance or as a Maintenance Controller, preferably on, B717 and/or A320, A321, A330 aircraft
- Be proficient in Computer programs such as TRAX, vendor products (e.g., SABRE, SCEPTRE, LMOS, OTIS, MyBoeingFleet, Airbus World, etc.) and Microsoft office products
- Must be able to multi-task, function in an independent decision making environment
- Excellent written communication skills, including preparation of daily and weekly reports
- Excellent verbal communication skills, including conducting system-wide briefings using teleconference and briefing senior management
- Excellent interpersonal skills
- Must be able to obtain / retain authorization to access AOA areas
**All applicants are advised that post-offer and/or pre-employment drug testing will be conducted, and they must successfully pass the drug test. 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.
- Bachelor’s degree preferred
About Hawaiian Airlines
Hawaiian® has led all U.S. carriers in on-time performance for each of the past 17 years (2004-2020) as 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 92nd year of continuous service, Hawaiian is Hawai‘i's biggest and longest-serving airline. Hawaiian offers nonstop flights within the Hawaiian Islands, between Hawai‘i and more U.S. gateway cities (16) than any other airline, as well as service connecting the islands with Japan and South Korea. As a result of the COVID-19 pandemic, Hawaiian has temporarily suspended service in Australia, New Zealand, American Samoa and Tahiti.
The airline is committed to the health and safety of its guests and employees and has reinforced enhanced cleaning procedures across its business. While the experience may be a little different, the authentic Hawaiian hospitality remains unchanged. Additional details on how Hawaiian is keeping guests and employees safe can be found at
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
For media inquiries, please visit Hawaiian Airlines’
- 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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