Hawaiian Airlines Managing Director, Network and Schedule Planning in Honolulu, Hawaii
Requisition Number 18-0668
Post Date 4/6/2018
Title Managing Director, Network and Schedule Planning
Department Revenue Management and Schedule Planning
Part-Time Weekend No
Leads the organization responsible for Hawaiian Airlines Network and Schedule design and implementation
Leads the transformation of Hawaiian Airlines Network and Schedule teams into a world class organization
Develops long-term network plans that are consistent with Hawaiian Airlines strategic goals
Recommends and implements tactical schedule changes to the network to maximize profitability
Balances aircraft and crew and facility utilization, customer preferences and network connectivity to optimize profitability and schedule reliability
Responsible for new route forecasts and driving continued improvements in long-term forecast accuracy
Successfully partners with Operations (SOCC, Maintenance, Airport Operations, Crew Planning & Scheduling, Flight Ops, and In-Flight) to ensure optimal use of company assets and assist those organizations in their long-term planning
Develops long-term commercial fleet requirements and partners with Finance department to deliver them
Leads the production of schedule statistics to support the annual budget and revenue forecast process
Presents network and schedule changes and updates to senior management
Drives Schedule and Network team in their delivery of the commercial revenue budget
Leads broad network and schedule related analysis to support corporate initiatives
Mentor, lead and develop future leaders for Network/Schedule teams
Other duties as assigned by Senior Vice President of Network Planning & Revenue Management
Bachelor’s degree, with a concentration in economics or a related discipline
Ten years of experience with a focus on performing network and/or schedule planning at an airline or other transportation-related company
Strong analytical skills and mathematic proficiency
Deep understanding on airline operations
Strong presentation and communication skills
Deep understanding of airline economics and business models
Proven ability to work effectively across multiple departments and build consensus
Collaborative leadership skills
Passion for teaching, training and developing his/her team
Extensive knowledge of airline regulatory environment
- Master’s degree in related discipline
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 years (2004-2016) as 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 atHawaiianAirlines.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’sLinkedInpage.
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)