General Manager

Job Summary

The General Manager leads the execution of the strategic initiatives, daily operations, and safety/satisfaction of our guest and employees for all Blue Hawaiian Helicopters and Blue Hawaiian Activities.  This position will lead and is fully responsible and accountable for the development and implementation of Blue Hawaiian’s brand growth, revenue plan, budget, operational certificate, fleet, communications, customer experience/service, operational goals, safety, and policy/procedure compliance in accordance with Air Methods strategic direction, mission, vision and values. Fiscally accountable for Blue Hawaiian P&L, provides vision and direction to the field management teams to ensure safe, professional, and efficient services. 

Core Responsibilities for all jobs at this level.

In-depth understanding of the strategic company plan through collaboration, alignment of goals, objectives and work performance

Proactive strategy development for a functional discipline / strategic development of long-term policy

Accountable for and leads the development, implementation, and success of functional or departmental strategic initiatives

Accountable for P&L for their departments or function

Autonomy to act and make decisions within financial guidelines and / or company policy

Essential Functions and Responsibilities include the following: 

Participate as a member of the Air Methods Leadership team to promote successful Blue Hawaiian operations

This role is accountable for the overall annual operating, capital budget, profitability, growth and financial performance of Blue Hawaiian

Drive the alignment and hold Blue Hawaiian leadership accountable for the achievement of operational objectives and KPIs consistent with corporate strategy. 

Direct and hold Blue Hawaiian Leadership accountable to the delivery of services to ensure high levels of quality and business practices which meet and strive to exceed established standards of operations

Build and cultivate a strong culture of teammate engagement at all levels

Foster a collaborative, productive and efficient team environment that supports positive relationships.

Work closely with senior leaders, key divisions and facilitate and coordinate subject matter authorities across organization to implement recommended solutions Operate within the organization’s formal and informal structures, build positive working relationships across departments and collaborate with others to build consensus and drive results.

Establish strong customer relationships, protocols, and standards as well as service level targets

Develop new hotel and supply relationships as well as maintain existing partnerships, while appropriately expanding the activity portfolio.

Other duties as assigned

Additional Job Requirements

Regular scheduled attendance

Indicate the percentage of time spent traveling – 40%

Subject to applicable laws and Blue Hawaiian policies, regular attendance is an essential function of the position.  All employees must follow Blue Hawaiians’ employment practices and policies.

Supervisory Responsibilities

Directly supervises employees in Blue Hawaiian Activities department.  Carries out responsibilities in accordance with the organization’s policies and applicable laws.  Responsibilities include interviewing, selecting, hiring, and training employees, planning, assigning and directing work; appraising performance, rewarding and disciplining employees, addressing complaints and resolving problems.  For Exempt Managers:  Managers that carry out these responsibilities for two or more employees will have significant input in hiring and termination decisions.

Qualifications

To perform this job successfully, an individual must be able to perform each essential function satisfactorily.  The requirements listed below are representative of the knowledge, skill, and/or ability required.  In accordance with applicable laws, Blue Hawaiians will provide reasonable accommodations that do not create an undue burden so disabled employees may perform the essential functions of the position.

Education & Experience

Bachelor’s degree (BS/BA) from four-year college or university and fifteen (15) or more years related experience and/or training, or equivalent combination of education and experience

10 years’ professional experience in sales management and/or customer service (ideally in the hospitality industry)

Master’s degree in business (MBA) preferred.

Extensive experience in tourism and transportation services preferred.

Expert-level knowledge of the local area and attractions

Knowledge of travel and/or ticket industry and concierge experience preferred

Current knowledge of general aviation and clinical regulations that pertain to the Company’s business activities and geographical areas of responsibility.

Skills

Exceptional interpersonal communication, relationship building, sales and customer service skills

Ability to manage and resolve conflict

Problem solving skills and ability to propose solutions

Ability to multitask and to change focus quickly in a changing environment

Adaptable and able to support change within the business

Timeliness and professional appearance

Self-motivated with the ability to work independently in a sales driven environment

Creative Thinker

Computer Skills

Advanced experience with Microsoft Office Suite, including Word, Excel, PowerPoint and Outlook

Certificates, Licenses, Registrations

None

Hiring Salary Range: $217,000.00 - $282,000.00

Final compensation for the role will depend on several factors, including a candidate’s qualifications, skills, certifications and relevant work experience and may fall outside the range shown. This position is bonus eligible. 

For more information on our industry-leading benefits, please visit our benefits page here. 

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)