Operations Manager - PHI, Inc.

POSITION OVERVIEW:
Under the direct supervision of the Sr. Operations Manager and the general guidance of the General Manager, Gulf of Mexico Operations, assists in the management and operation of assigned aircraft and facilities. Ensure all operations are conducted in compliance with all local, state, and federal regulations and in accordance with PHI and Customer policies and procedures. Proactively monitor all operations conducted at the facility to guarantee the availability of and the safe and efficient use of ground support equipment and vehicles. Oversee all aspects of the Customer's operation to include flight, maintenance, and support activities to ensure all are conducted within Customer guidelines and requirements.

ESSENTIAL DUTIES & ACCOUNTABILITIES:
More specifically, your key job tasks and core responsibilities will be to:
• In conjunction with the Pilot Scheduling Department, assist in assigning qualified personnel and aircraft necessary to fulfill customer's contract requirements and/or special needs as assigned by the Sr. Operations Manager and the General Manager, Gulf of Mexico Operations.
• Work closely with the Customer Dispatcher to provide safe, efficient flight, ground, and passenger handling operation.
• Promote and maintain a safe and healthy work environment for all personnel.
• Ensure all assigned personnel, both PHI and vendor, perform their duties safely and in compliance with applicable regulations and customer requirements.
• Be familiar with Customer's safety programs and investigative tools.
• Conduct thoroughly and promptly all investigations of all regulatory and PHI/Customer policy infractions and ensure the Sr. Operations Manager and General Manager, Gulf of Mexico Operations is regularly briefed of circumstances.
• Maintain a continuous inspection program of aircraft cosmetic condition to determine suitability of aircraft for assignment to customer operations. Report deficient aircraft to Sr. Operations Manager and the General Manager, Gulf of Mexico Operations.
• Observe and monitor all personnel for job performance, quality of work, and compliance with government regulations and Customer and PHI policies. Report all deficiencies to the Sr. Operations Manager and the General Manager, Gulf of Mexico Operations as soon as possible. When these issues are observed or reported, immediately take corrective or preventative action and suggest/institute enhancement measures as deemed necessary.
• Observe and assist short service personnel in understanding and complying with all state and federal regulations, PHI, and Customer policies and procedures.
• Be familiar with the PHI Safety Management System and the roles, responsibilities, and expectations for the position. Ensure all employees comply with PHI and Customer SMS requirements, policies and procedures.
• Ensure all newly assigned personnel are thoroughly briefed on customer base procedures, the location of pertinent flight information, and customer specific maintenance procedures, ramp and refueling procedures, customer requirements, and all information which is unique to the customer base location and operation.
• Inspect training records of newly assigned support personnel to ensure they are qualified to perform their job duties and meet the PHI and Customer requirements for the position held.
• Maintain training records of vendor supplied support personnel on site. Periodically review records to ensure personnel are qualified and current to perform their assigned tasks.
• Conduct, at a minimum, a once-daily meeting to discuss and coordinate with location staff (dispatcher, security, HLO/HDA, etc.) concerning upcoming events. This would include but is not limited to: the next day's anticipated flight schedule, potential weather issues, potential maintenance issues, replacement aircraft, VIP flights, etc. This daily meeting should also include any safety issues reported or observed at the location and a recap of the days performance, what went right and what went wrong. Personnel's input on possible actions to improve or correct facility operation should be solicited.
• Be familiar with your roles and responsibilities under the Customer and PHI Stop Work/Card program. Ensure all assigned personnel clearly understand their roles and responsibilities and the expectations of PHI and the Customer under these various programs.
• Daily monitor pilot duty days and flight time to ensure they remain within regulatory and customer established limits.
• In conjunction with the Sr. Operations Manager, assist in Safety Meetings, conduct and participate in RCAs, tailgate meetings, and crew and passenger debriefings.
• Assist in tracking Customer Key Performance Indicators and provide input for determining these values.
• Be thoroughly familiar with Customer Contract and specific requirements.
• Maintain current briefing file/job description for pilot staff.
• Maintain a constant vigilance of heliport, parking, and passenger areas for suspicious persons and any "other than normal" activities.
• Report all such observations to appropriate channels. This would include pertinent authorities, PHI and Customer established security chains.
• This is a developmental position for an individual who strives to gain relevant experience to compete for a more responsible management position within PHI. Development positions requires a minimum two (2) year commitment

QUALIFICATION REQUIREMENTS:
• High School Diploma or equivalent, College Degree preferred
• Excellent management skills
• Excellent written and verbal communication skills
• Good computer skills, especially Microsoft Office Suite.
• Multi-crew / IFR flight experience preferred
• Functional knowledge of the GOM and FAR's

SCHEDULE:
• 7 & 7 or 14 & 14
• Houma, LA - North

ORGANIZATIONAL CORE COMPETENCIES:
1) 1) Safe – We are absolute in our belief in the tenets of Destination Zero and that Zero is not only achievable, but the only acceptable outcome.
2) Efficient – We are focused on outcomes that are smart and responsible by making the best use of our resources to maximize overall productivity as a high performing organization.
3) Quality – We are committed to ensuring excellent organizational performance, which produces sustainable and reliable outcomes.
4) Service – We are dedicated to the service of our customers, our communities and each other

BEHAVIORAL COMPETENCIES:
1) Drive & Energy - Effective performers have a high level of energy and the motivation to sustain it over time. They are ambitious and passionate about their role in the organization. They have the stamina and endurance to handle the substantial workload present in today's organization. They are motivated to maintain a fast pace and continue to produce even in exhausting circumstances.
2) Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, marketing, operations, information technologies, human resources, etc.). They add organizational value through unique expertise in a functional specialty area. They remain current in their area of expertise and serve as a resource in that area for the organization.
3) High Standards - Effective performers establish and model standards that guarantee exceptional quality and necessary attention to detail. They continually seek to improve processes and products, and they hold staff accountable for quality. They find best practices, share them, and then improve upon them.
4) Initiative - Effective performers are proactive and take action without being prompted. They don't wait to be told what to do or when to do it. They see a need, take responsibility and act on it. They make things happen.
5) Integrity - Effective performers think and act ethically and honestly. They apply ethical standards of behavior to daily work activities. They take responsibility for their actions and foster a work environment where integrity is rewarded.
6) Conflict Management - Effective performers recognize that conflict can be a valuable part of the decision-making process. They are comfortable with healthy conflict and they support and manage differences of opinion. They thwart destructive competition or friction and use consensus to debate and resolve issues.
7) Mission Focus - Effective performers understand and support the organization's mission – its core purpose for being. They believe in the mission, value it, and are committed to it. They communicate it to staff, stand behind it, and interpret its applications for others. They frequently refer to the mission and incorporate it into daily activities.
8) Positive Impact - Effective performers make positive impressions on those around them. They are personable, self-confident, and generally likable. They are optimistic and enthusiastic about what they do, and their excitement is contagious. They energize those around them.
9) Problem Solving & Decision Making - Effective performers are able to identify problems, solve them, act decisively, and show good judgement. They isolate causes from symptoms, and compile information and alternatives to illuminate problems or issues. They involve others as appropriate and gather information from a variety of sources. They find a balance between studying the problem and solving it. They readily commit to action and make decisions that reflect sound judgement.
10) Team Player - Effective performers are team oriented. They identify with the larger organizational team and their role within it. They share resources, respond to requests from other parts of the organization, and support larger legitimate organizational agendas as more important than local or personal goals.
11) Customer Orientation - Effective performers stay close to customers and consumers. They view the organization through the eyes of the customer and go out of their way to anticipate and meet customer needs. They continually seek information and understand market trends.
12) Leader Identification - Effective performers identify with the role of leader and enjoy positions of responsibility and the exercise of authority. They understand that management is a distinct vocation and choose to be in a leadership position.
13) Talent Management - Effective performers keep a continual eye on the talent pool, monitoring skills and needs of all team members. They expand the skills of staff through training, coaching, and development activities related to current and future jobs. They evaluate and articulate present performance and future potential to create opportunities for better use of staff abilities. They identify developmental needs and assist individuals in developing plans to improve themselves. They stay proficient in appropriate talent management processes, including best practices for prospecting, recruiting, selection, orientation, and succession management.
14) Team Management - Effective performers create and maintain functional work units. They understand the human dynamics of team formation and maintenance. They formulate team roles and actively recruit and select to build effective workgroups. They develop and communicate clear team goals and roles, and they provide a level of guidance and management appropriate to the circumstances. They reward team behavior and foster a team atmosphere in the workplace.
15) Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient. They manage their time wisely and effectively prioritize multiple competing tasks. They plan, organize, and actively manage meetings for maximum productivity.
16) Results Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments. They are motivated by achievement and persist until the goal is reached. They convey a sense of urgency to make things happen. They respect the need to balance short- and long-term goals. They are driven by a need for closure.

DISCLAIMER:
The above Statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

PHI, Inc. is an Equal Employment Opportunity and Affirmative Action Employer.