Cabin Supervisor RON

The Cabin Supervisor is responsible for coordinating, leading, and evaluating Cabin Operations. Other responsibilities include ensuring safety compliance, mentoring employees, attendance records, and documentation.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following, but are not limited to:

• Responsible for managing to work team and delegating tasks to support Cabin Operation
• Monitoring and assisting team’s performance while leading and motivating staff
• Interviewing applicants and training new hires according to the position needed

• Conduct shift briefings to ensure staff is organized and informed

• Resolving customer/employee complaints
• Administration duties such as record keeping and paperwork
• Ensure familiarity with all areas of the operation and aircraft
• Responsible for completing assigned tasks in a timely manner while complying with company’s expectations, rules, and procedures
• Lavatories (clean, stock, empty trash, wash sink, hardware, and backsplash)
• Galleys (clean, mop, stock, empty trash)
• Vacuum all carpets and mopping all floors
• Seats (brushing seat, armchair positioning, pocket cleaning, storage literature in pocket)
• Blankets, Pillows, Tray table cleaning
• Acquire Lavatory service and potable water service certification within the first 60 days of employment.
• Assuring the proper handling of hazardous materials, correct use of uniform, safety vest, ear plugs, and safety behavior actions inside and outside the aircraft

QUALIFICATIONS

EDUCATION, LICENSE, and/or CERTIFICATION

• High school diploma or equivalent required.
• Must have a valid driver’s license for AOA training

EXPERIENCE and/or KNOWLEDGE

• Previous Cabin airline experience is a plus, but not required
• 1 year or more leading / supervising airport operation or equivalent experience

SKILL and/or ABILITIES

• Ability to speak and understand Spanish / English
• Ability to work in a teamwork environment and delegate tasks
• Excellent written and verbal skills
• Excellent skills with computers
• Must be able to carry, bend, lift and turn with bags weighing up to 70lbs
• Must be able to stand for long periods, stoop, climb, and kneel
• Must be professional appearance and adhere to company grooming/uniform policy
• Ability to work rotating shifts including nights, holidays, weekends, and be able to report to work on a regular and timely basis
• Requires flexibility to work additional hours beyond the regular shift, on short notice, and as needed during irregular operations.

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Physical Demands

The physical demands described here are those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. This position requires the incumbent to be able to speak and be understood, hear, and comprehend the English language, stand for long periods of time, be able to lift approximately 70 pounds, be able to relocate in the event of an emergency, and have a neat and professional appearance.

EEOC

Grupo Eulen is an equal opportunity employer and will consider all applicants without regard to race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, and all other protected classes recognized or any other characteristic protected under applicable federal, state, or local law

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)