General Manager - Illinois, United States - Menzies Aviation

Description

** General Manager - Airport Ramp Operations**

**Job Category****:** Airport Operations **Requisition Number****:** SENIO007204 Showing 1 location **Job Details**

**Description**

As a Menzies Aviation General Manager Ramp Operations, you will be responsible for proactively monitor the work of assigned employees to ensure that customer satisfaction, safety, security, quality and employee relations meet or exceed standards. This individual maintains and controls all required aspects of the ground handling operation in accordance with the corporate security program and TSA legislation. As well as ensuring that the required company audit requirements are always undertaken to ensure continuity and compliance. The Senior Operations Manager will also direct and coordinate activities in providing baggage and ramp loading operations.

**Key Responsibilities**

Reviews reports and records to ascertain data required for planning department operations

Directs and coordinates all air carrier loading and handling functions and ensures workers and equipment are available when and where they are needed

Investigates causes of accidents and recommends safety measures for preventing further occurrences

Communicates required information to other managers, supervisors and departments

Able to meet the Stations attendance standards

Assist in the baggage handling area

Conduct shift briefings to ensure staff is organized and informed

Read and interpret aircraft weight and balance loading instructions, hazardous material identification labels, aircraft loading manifests, and baggage and cargo routing tags

Operate motorized equipment

Operate various pieces of ground support equipment

Required to attend the mandatory training imposed by the Company and Airlines as per job role

Complete shift reports and sign timecards

Assist in the preparation of performance evaluation forms

Prepare disciplinary incident and or termination reports

Some responsibilities may include interviewing, hiring, and training employees; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems as needed for violations of company policy

**Qualifications**

Must be 18 years of age or older

Possess valid US driver's license with a clean driving record

Pass pre-employment drug screen and all pre-employment testing

Ability to proficiently read, write and speak English

Must be comfortable lifting 70lbs repetitively

Must be comfortable working in all weather conditions

Must be available and flexible to work variable shifts including weekends and holidays

Pass FBI background and obtain US Customs Seal

To report any significant deficiency in our products, materials and documents

Has the duty to suggest any improvements to working practices especially those relating to Safety and security

Must have read and signed the Station Quality Manual, Emergency Response Procedures Manual and the Station Security Manual

Must have high school diploma, GED or six months experience as a Ramp Lead/Supervisor

Prior Ramp/Airline experience required

**Knowledge, Skills and Abilities**

Ability to learn quickly

Ability to understand and carry out oral and written instructions and request clarification when needed

Strong interpersonal skills

Ability to work as part of a team

Ability to build relationships

**Qualifications**

**Skills**

**Behaviors**

**Preferred**

**Dedicated****:** Devoted to a task or purpose with loyalty or integrity

**Enthusiastic****:** Shows intense and eager enjoyment and interest

**Team Player****:** Works well as a member of a group

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**Motivations**

**:**

**Education**

**Experience**

**Required**

Prior Ramp/Airline experience

**Licenses & Certifications**

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 contractors legal duty to furnish information. 41 CFR c)