Assistant Chief Pilot

Position Summary:

With Supervision from the Regulatory Systems Chief Pilot, manages pilots and responds to all issues in accordance with the Company and department policies and procedures as well as the DOT, FAA, and TSA regulations.

Job Functions:

• Promotes and fosters a safe and secure operating environment.
• Assists in managing, supervising, counseling, and day to day operations of pilot group.
• Maintains records for base pilots including ID, parking, worker’s compensation and leaves of absence.
• Serves as liaison with local regulatory agencies.
• Assists in the administration of the collective bargaining agreement, Pilot Attendance / Reliability Program, and other Company policies.
• Participates as an on-call management pilot after office hours, on weekends and holidays, as assigned.
• Participates in base management staff meetings and acts as a liaison between the Flight Department and other departments.
• Serves as liaison with the local union officials and committees. Involved in grievance hearings and union negotiations.
• Maintains proficiency as a Line Pilot or maintains currency in the Line Observation Program.
• Participates as an Emergency Response Go-Team member.

Required Competencies:

• A high level of judgment to ensure compliance with appropriate regulations, policies, and procedures.
• Ability to handle confidential information.
• Ability to communicate fluently in English.

Education & Experience:

Required:

• Associates degree in a technical or aviation-related field.
• Two to three years operational experience with a Part 121 air carrier and 135 experience.
• Airline Transport Pilot (ATP) certificate.
• Technical skills in the MS Office Suite.
• Excellent writing, communication, organizational, and management skills.

Preferred:

• Ability to handle multiple tasks.
• Problem solving.
• Analytical ability.
• Interpersonal skills.

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)