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Form of workJob Description
Serve as primary analytical support to Liaison Engineering, developing non-standard repairs, performing stress analyses for current and past production designs of aircraft structures. Review Engineering drawings, review certification substantiation reports and write repair substantiation reports for approval.
What you will be doing:
- Provide acceptance of MRB dispositions as appropriate for airframe non-conformances in coordination with existing structures ODA unit members
- Serve as primary analytical support for disposition of non-standard repairs
- Substantiate proposed resolutions for Major MRB actions via classical hand analysis techniques,
- Query Finite Element Models to obtain internal loads, and ensure static strength and fatigue life requirements are maintained
- Analyze disposition production airframe minor non-conformances through standard repair methods
- Prepare FAA aircraft type certification reports showing compliance with the proper FAA or foreign regulations
- Support expansion of the Standard Manufacturing Repair Manual
- Mentor junior engineers
What you need to qualify:
- Bachelor’s degree, Mechanical or Aerospace Engineering
- 7+ years' experience in structural analyses
- Direct experience with MRB Structural Analysis strongly preferred
- Working knowledge of FAA Regulation 14 CFR parts 21 and 23, related Joint Aviation Requirement (JAR), and Civil Aviation Authority (CAR) 3 required
- Detailed knowledge of aircraft with respect to structure, materials and processes specifications, and certification requirements
What's in it for you:
- Competitive salary
- Relocation Assistance!
- Excellent benefits
- Growth opportunity with an established and thriving privately held company!
DISCLAIMER: The compensation range represents a good faith estimate of what our client may pay for the position at the time of posting. Our client may ultimately pay more or less than the posted compensation range. The salary offered to the selected candidate will be determined based on factors such as the qualifications of the selected candidate, departmental budget availability, internal salary equity considerations, and available market information, but not based on a candidate’s gender or any other protected status.
