Program Sr Manager at Columbia Helicopters, Inc. in Aurora, Oregon

Job Description:

Responsible for day-to-day operational management of all activities and functions of assigned internal/external customer small to mid-size development, capital or legacy programs that have slight to moderate potential for variation in scope, complexity or business risk. Responsibilities include statement of work development, developing program plans and procedures; determining service levels and enhancements; developing and monitoring budgets; ensuring program meets cost, schedule, and performance requirements, providing technical advice and performing related work as required. Through effective leadership, team building and communication, motivates and drives a team to accomplish a common goal safely, with high quality, on time and on budget.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Planning: Define scope/statement of work, activities, risks and cost to develop program schedule and plan of action. Reviews the program plans and schedule throughout the course of the program life cycle. Keeps stakeholders up-to-date on plan changes.


• Coordination: Provide continual coordination of program progress to ensure that the plan is working to achieve goals and objectives.


• Execution: Ensure program meets or exceeds plan deliverables and objectives. Keeps the stakeholders up-to-date on execution progress. Manages to the triple constraint.


• Financial Administration: Oversee administration of program budget, including control and monitoring of related expenditures. Assistance in preparation of monthly/quarterly reports.


• Customer Advisor: Communicates directly with the customer and regularly updates progress or delays.


• Support: Assists CHI Engineering, Marketing and other Program Managers in developing new business or enhancing internal programs. Contributes to overall PM and quality management system process improvement as applicable.


• Other duties as assigned.

MINIMUM QUALIFICATIONS AND EXPERIENCE

• 7 years’ experience in an aircraft maintenance or manufacturing environment in a decision making role.


• Rotorcraft experience preferred; military rotorcraft qualifies


• Associates Degree or greater in aviation/aerospace or a related discipline, or an equivalent combination of education, training and experience.


• Prior program management experience, to include knowledge of program management processes preferred.


• Knowledge and experience working within quality management systems.


• Ability to assure compliance with program goals, policies and procedures.


• Ability to develop contingency plans to address needs and risks.


• Airframe and Powerplant license preferred.


• Training and experience utilizing Lean methods in a production environment preferred.


• Ability to lead program development, including needs assessments.


• Ability to lead day-to-day program oversight and management.


• Ability to develop schedule and resource requirements.


• Ability to assure compliance with program goals, policies and procedures. Skill in developing contingency plans to address needs and risks.


• Ability to prepare budgets.


• Ability to prepare weekly, monthly, annual and end of program reports as required.


• Must be able to handle multiple programs simultaneously within stringent time constraints.


• Ability to learn, interpret and apply policies, procedures, and resolutions.


• Ability to interface with functional departments at various levels.


• Proficient with Microsoft Office suite (MS Project, Excel, Word, PowerPoint).


• Outstanding communication skills, both written and verbal.


• Innovative and results oriented.


• Requires discretion, independent judgment and the ability to work with minimal supervision.


• Maintain a good working relationship with all team members, stakeholders and customers.


• Ability to travel to meet program needs as required.


• 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)

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