Drive & Rotor Shop Manager

For over 65 years, Columbia Helicopters have been a trusted provider of heavy-lift helicopter services. We create new aircraft, fly heavy-lift helicopters around the world, and provide maintenance support to ensure you are mission-ready for critical operations. If you are passionate about aviation, join our Columbia Family!

The Drive & Rotor Shop Manager ensures effective execution to the operating plan of all drive, rotor and rotor control component maintenance or manufacturing, performing job functions in line with CHI’s mission, vision and values.

Essential Duties And Responsibilities

• Responsible and accountable for the execution of the operating plan with safety & quality above all else, on-time, and below cost.
• Provides leadership and management that will benefit all shop personnel and the business in a positive way.
• Develops employee skill growth through effective OJT or other means, Identifies and communicates training needs to the Training Department and/or Director of Shop OPS.
• Leads problem solving for the shop to drive execution to fulfillment.
• Demonstrates knowledge of lean methodology with application of lean tools to daily execution.
• Transformational leadership to ramp capacity to 2X the current volume by 2026. Challenge status quo.
• Holds self and team accountable to daily management, visual management, and standard work.
• Establishes the annual operational budget, determines resource capacity levels and identifies any capital expenditure requirements annually. Make every effort to manage to the established budget.
• Works closely with department directors, program managers and production control on determining internal and external work requirements, production scheduling (short term and long term) and production priorities.
• Ensures all work record entries are properly documented and work is performed in accordance with the appropriate data/instructions. Performs regular review of work orders checking for accuracy of time accounting and materials used.
• Ensures that tools and equipment are well maintained, operable and accounted for. Develop CAPEX and preventative maintenance strategies to maintain shop operations. Ensures shop areas are kept clean, orderly and FOD free.
• Conduct performance evaluations, plans salary actions, recommends hires and promotions, anticipates and plans for skills and human resource requirements and develops staff to meet those needs, interprets and applies organization policies, and provides leadership toward resolving employee problems.
  
  

Minimum Qualifications And Experience

• High school diploma or equivalent required, bachelor’s degree preferred
• 8 years of aircraft maintenance, emphasis on component overhaul preferred
• Supervisor experience preferred with demonstrated leadership skills and ability to train and coach employees
• Experience and demonstrated success with the application of lean tools
• Systems experience and understanding of the Columbia107, Columbia 234 and like military aircraft is preferable
• Minimum 5 years’ supervisory experience preferred with demonstrated leadership skills and ability to train and coach employees
• Familiar with the products and processes associated with aircraft and aircraft component maintenance and manufacturing
• Certificated per FAR Part 65 and have the potential to obtain maintenance release and inspection authorizations
• Thorough understanding of repair station procedures, quality management systems and procedures (MRO and manufacturing) and associated federal aviation regulations
• Airframe and Powerplant (A&P) license required
• Good written and verbal communication skills
• Ability to work independently and in a team-oriented environment
• Proficient with Microsoft Office applications
• Conduct oneself in accordance with Company’s Core Values
  
  

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)