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Ramp Duty Manager
4 months ago
The Duty Manager will be directly responsible for overseeing ramp supervisors, GSE maintenance, and aircraft maintenance personnel. The Duty Manager will take accountability for safety, resource management, operation standards, policy implementation, client relations, and financial performance.
Primary Accountabilities and Duties:
- Full accountability to the GM for Health & Safety issues, operational and financial performance.
- Planning resource allocation in each business unit.
- Routine liaison with customer representatives.
- Liaison with internal and external customers and agencies.
- Producing routine reports.
- Supporting the development of the business units with accurate and timely project work.
- Leading the station equipment planning cycle.
- Ensuring compliance with all internal and external operational and administrative requirements.
- 5 to 7 year's management experience in the Airport Ground Handling business.
- A proven track record in managing a business unit.
- Experience in budgeting and financial management.
- Experience in operational planning and resource allocation.
- A working knowledge of GSE maintenance issues.
- Understanding of the wider airport operational environment.
- Experience and understanding of the commercial issues in aviation.
- Experience of Health and Safety management.
- Must pass a drug test.
- Must be able to lift at least 70 pounds on a continuous basis.
- Valid driver's license in good standing.
- Must be available and flexible to work variable shifts including weekends and holidays.
- Work is done primarily outdoors, must be comfortable working in all weather conditions.
- Must pass FBI background check and obtain US Customs seal.
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)
