Managing Director, Inflight Operations and Crew Scheduling

Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, marketing, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.

The Managing Director of Inflight Crew Scheduling and Performance sets the long-term strategy for the Inflight Crew Scheduling, performance, engagement, and the duty manager programs within the inflight organization for the Flight Attendant work group. This leader champions a superior level of customer service and ensures employees deliver a remarkable guest experience while upholding the upmost safety standards. This role also promotes a culture of continuous improvement while acting as a liaison to other operational teams to ensure effective alignment and best practices across the company. The role also plays a key part in supporting back-office engagement and performance teams that serve a large, dispersed population of flight attendants. This role partners with ops analytics for inflight reporting to measure our performance and safety outcomes and influence long-term labor contract strategy.  

• Promotes a safety-first culture throughout the division. Responsible for the direction, management and performance of the inflight crew scheduling, engagement, performance, and duty manager program teams in the Inflight division.
• Ensure the Inflight Crew Scheduling team has the systems, people, and processes in place to adhere to all legal (e.g., FARs) and CBA requirements to successfully execute and dispatch the flight schedule. 
• Design a duty manager program that integrates into the Network Operation Center (NOC) to be the point of contact for all inflight related matters during day of operations. 
• Support the engagement team in designing new and innovative ways to engage with the flight attendant work group. 
• Ensure standard operating procedures (SOPs) are developed within the performance team to ensure dependability, reliability, and company standards are maintained consistently throughout the workgroup and feedback or discipline is issued within contractual timelines. 
• Develops strong working relationships with the Association of Flight Attendants (AFA) and the International Association of Machinists and Aerospace Workers (IAM). Attend negotiations, as required.  
• Establishes strategic goals ensuring timely and on-going communications with flight attendants.
• Communicates and reinforces key work-rule changes, policy updates, company objectives, and engagement initiatives to ensure alignment across the Inflight organization. Builds and creates leadership development programs and opportunities within the division to increase the knowledge, skills, and abilities of the team and promotes an environment of continuous learning and improvement. 
• Cultivates and motivates direct/indirect reports through coaching, mentoring, and by providing regular and meaningful feedback and career development opportunities.
• Builds and creates leadership development programs and opportunities within the division to increase the knowledge, skills, and abilities of the team and promotes an environment of continuous learning and improvement. 
• Leads by example and sets expectations for positive cultural changes within the Inflight division.  
• Ensures effective and transparent communication with frontline and field leadership staff.
• Ensures full cooperation and alignment of the Inflight operation with Flight Operations, Airport 
• Partner with the Crew Planning team in assess base allocations, productivity objectives (line averages, reserves, hard time %, leaves, etc.), and the number of new hires to hire and when. 
• The subject matter expert within Inflight as it relates to operational analytics and is responsible for guiding CrewORA is the creation of Inflight reports needed to run the business and make informed decisions. 
• Maintains working knowledge of Flight Attendant procedures, FAA, and contractual requirements. 

Required 

• Bachelor’s degree or willingness to attain a bachelor's degree within six years of start date. 
• 10 years of operational experience, with at least 5 years at an airline. 
• 5 years of people leadership experience.  
• 5 years of experience interfacing with unionized workforce. 
• Travel is required 25-30% of the time.
• Sound, strategic thinker with a track record of demonstrating good judgement, strong business acumen, and executing plans with a sense of urgency and a mind for safety. 
• Strong communication (e.g., verbal, written, presentation) and interpersonal skills, with the ability to create collaborative relationships that drive outcomes in the best interest of the company, with others in the organization, and with key external business partners.
• Working knowledge of fiscal control systems, staffing processes, safety, and security compliance.  
• Strong computer and analytical skills.
• Excellent verbal and written communication skills. Demonstrated commitment to clear and transparent communication.
• The ability to prioritize and organize multiple tasks and interface with many people in a fast-paced environment.
• Minimum age of 18 
• High school diploma or equivalent.
• Must be authorized to work in the U.S. 

Preferred 

• 3 years of experience leading a large work group.
• Flight Attendant experience.
• A Bachelor of Arts or a Bachelor of Science degree. 
• A Master of Arts or a Master of Science degree. 

• Embody our values to own safety, do the right thing, be kind-hearted, deliver performance, and be remarkable.
• Demonstrated leadership cultivating and motivating teams of high performing individuals, including effectively leading through managers of managers.
• Professional work ethic and demonstrated ability to work with all work groups while addressing people courageously, directly, and candidly.
• Innovative, apolitical, resilient, fact-based, and creative solutions-focused mindset, with ability to thrive in a rapidly changing, collaborative environment and to manage conflict. 

The pay range and total target compensation package listed above is the expected pay offered for this position at the start of employment. Your pay will be based on multiple factors, including and not limited to location, your relevant experience/level, experience level, and skillset while balancing internal equity relative to other Alaska/Horizon employees. Alaska/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.

Note: We don't typically hire at the top of the range. 

Alaska Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.

• Unlimited confirmed travel privileges on Alaska Airlines & Horizon Air
• Comprehensive well-being programs including medical, dental and vision benefits
• Generous 401k match program
• Quarterly and annual bonus plans
• Equity grants
• Generous holiday and paid time off
• Lounge membership

For more information about Alaska/Horizon Total Rewards please visit our career site and view benefits.

Equal Employment Opportunity Policy Statement  

It is the policy of Alaska Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.   

We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.  

We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”).  All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.   

To implement this policy, we will: 

(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories; 
(2) Ensure that employment decisions are based only on valid job requirements; and 
(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories. 

Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions  of VEVRAA. 

Government Contractor & Department of Transportation (DOT) Regulations 
Alaska Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 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, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or 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 Alaska Airlines/Horizon Air and any employment offer will be withdrawn.