Description
Reporting directly to the SVP Western USA, the Regional Director will have accountability and oversight for all Western regional station operations in the Americas, ensuring that the delivery of services is consistent, professional, safe and secure.
The role requires a seasoned senior manager with a strong operational and business understanding and leadership skills.
The incumbent must have the ability to run a business in a challenging environment, whilst maintaining strict Menzies Corporate Governance and Financial guidelines.
Main Accountabilities Include:
Accountability and oversight for all aspects of the western regional operations.
Leads and works with both the SVP Western USA and senior team to maintain and enhance appropriate and effective safety & security systems, risk assessments, periodical inspections & audits, operational training programs, planning, operational processes and service delivery.
Implementation of the company policies and procedures, promoting sound safety, security and people management practice.
Promoting and driving a ‘safety first’ culture through all levels of the organization.
Ensure the western region remains fully compliant with internal standards and all relevant industry, regulatory and state legislated requirements.
Maintains and promotes good labour relations.
Maintains high levels of customer service and customer satisfaction.
Defines and recommends objectives in each area of responsibility.
Develops specific short-term and long-term plans and programs, together with supporting budget requests and financial estimates.
Establishes objectives and procedures/processes to measure the performance of assigned activities.
Reviews performance against operating plans and standards, and makes recommendations for improvement.
Appraises the performance of all stations within the western region.
Develops team through mentoring and identifying training and development needs.
Safety, Security and Compliance:
ALL Employees have a responsibility and duty whilst at work to:
Take reasonable care for the health and safety of themselves and of others who may be affected by their actions or omissions whilst at work.
Co-operate with their manager / supervisor in order to allow them to perform or comply with any legal requirements imposed on the company.
Not intentionally or recklessly interfere with or misuse anything provided by the company in the interests of health, safety or welfare reasons.
Inform their manager / supervisor of any work situation, equipment or activity that represents a serious or immediate danger to health and safety.
Report any hazards, near misses, incidents, accidents or dangerous occurrences to their manager / supervisor, who will then follow the procedures contained in this manual.
Carry out work in accordance with information and training provided and any specific workplace health and safety rules or procedures.
Fully understand the company health and safety policy.
Attend training courses as may be arranged by the Company.
Engage with MORSE and follow our code principles.
Qualifications and Experience:
Degree or postgraduate qualification or demonstrable experience within aviation and/or ground handling.
Excellent leadership and people management skills.
Ground handling management experience at a high-volume airport.
Financial management skills.
Able to deal with senior airline, airport, and other airport stakeholder personnel.
Fully conversant with airline ramp handling procedures, aviation safety and security procedures.
Able to work with a multi-national work force, and to adjust to the local conditions of each station.
Good knowledge of ramp GSE.
Good working knowledge pf the IATA Standard Ground Handling Agreement.
Aptitude to develop the management team, provide succession planning, and re-engineer business processes as demanded by changes in the business.
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)