Quality Assurance Manager (Aviation)

POSITION OVERVIEW

Under the direction of the Vice President, HSEQ, the Manager, Quality Assurance is responsible for developing, implementing, and maintaining a comprehensive Quality Assurance program that ensures compliance with applicable aviation regulations, company standards, and industry best practices. This role is critical in supporting safe, efficient, quality, service by fostering a culture of continuous improvement and process compliance.

The Manager will lead the QA team in conducting audits, inspections, and evaluations of operational processes, maintenance activities, and vendor performance. They will ensure that corrective and preventive actions are effectively implemented and tracked, and that quality metrics are analyzed to identify trends and systemic issues. This position serves as the primary liaison with regulatory authorities and external auditors, ensuring timely communication and resolution of compliance matters.

The ideal candidate will have a strong background in aviation quality systems, regulatory compliance, and safety management, with proven experience in overseeing quality assurance functions in both flight operations and aircraft maintenance environments. Strong leadership, analytical skills, and the ability to influence organizational behavior toward safety and quality excellence are essential.

ESSENTIAL DUTIES & ACCOUNTABILITIES

• Develop, implement, and maintain the company's Quality Assurance Program in accordance with applicable FAA regulations (Part 135/145), IOGP standards, and company policies.
• Ensure compliance with all relevant aviation regulatory requirements, industry standards, and internal procedures across operations and maintenance functions.
• Plan and conduct internal audits, external vendor audits, and inspections to evaluate compliance and effectiveness of operational and maintenance processes.
• Monitor corrective and preventive actions, ensuring timely resolution of quality issues.
• Coordinate with customers and regulatory agencies during inspections, audits, and investigations.
• Manage quality documentation and records, including manuals, training records, and audit reports.
• Oversee quality training for operations and maintenance personnel to promote a culture of compliance and continuous improvement.
• Collaborate with senior leadership, safety, maintenance, and operations departments to ensure cohesive and efficient quality management practices.
• Lead root cause analysis and trend monitoring to identify systemic issues and implement proactive quality improvements.
• Maintain up-to-date knowledge of industry trends, regulatory changes, and best practices in aviation quality management.
• Understand and provide visible support of PHI's core values.
• Provide PHI's Operational Leadership Team routine quality assurance trends to ensure known gaps are clearly communicated and appropriately actioned.
• Provide over-sight to the company's document control procedures
• Maintain the company's Approved Vendor List
• Perform duties as assigned by the V.P. HSEQ

QUALIFICATION REQUIREMENTS

• Bachelor's Degree and a minimum of 5 years' experience working within a FAA Part 135, 121 or 145 Operation
• Minimum 2 years previous experience in a Managerial Quality Assurance role within a FAA Part 135, 121 or 145 Operation
• ISO 9001/AS9110 or other quality standard certification.
• Previous experience with developing and implementing effective QA KPIs to measure performance and drive continuous improvement in support of organizational objectives
• Previous experience with FAA Continuing Analysis and Surveillance Systems (CASS) preferred
• Strong leadership and management skills necessary.
• Project management and problem-solving skills necessary.
• Previous experience with government contracts, DoD, or international aviation regulations is a plus.
• Previous experience with Vendor management and surveillance

ORGANIZATIONAL CORE COMPETENCIES

In addition to leader and managerial competencies, the individual should possess the following executive competencies:

1.) Business Thinking - Sees the organization as a series of integrated and interlocking business processes. Understands general business concepts that govern these systems and their interfaces. Creates and/or realigns these systems in response to changing business needs. Understands that a change in one process can have a dramatic and unintended impact across the entire organization. Adept at using these interdependencies to synergistic advantage.

2.) Influence - Skilled at directing, persuading, and motivating others. Able to flex style to direct, collaborate, or empower, as the situation requires. Establishes a personal power base built on mutual trust, fairness, and honesty.

3.) Delegation - Willingly entrusts work to others. Provides clear guidelines, monitors, and redirects, and sets limits as needed. Provides challenging assignments whenever possible, shares the authority and providing resources and support that empower other to meet their expectations.

4.) Strategic Thinking - Acts with the future in mind. Plans and makes decisions within the framework of the enterprise's strategic intent. Knows and understands the factors influencing strategy (e.g., core competence, customers, competition, and the organization's current strengths and limitations). Considers future impact when weighing decisions. Constantly thinks in terms of expanding the business and is always looking for new ways to grow and achieve competitive advantage.

5.) Visioning - Imaginative and able to create a vision of a preferred future to the team. Communicates clearly and enthusiastically in such a way that others are attracted to it. Able to bring the vision to life for team members.

BEHAVORIAL COMPETENCIES

In addition to fundamental competencies associated with individual and leadership attributes, the following core competencies are essential for this position:

1) Customer Orientation - Effective performers stay close to customers and consumers. They view the organization through the eyes of the customer and go out of their way to anticipate and meet customer needs. They continually seek information and understand market trends.

2) Leader Identification - Effective performers identify with the role of leader and enjoy positions of responsibility and the exercise of authority. They understand that management is a distinct vocation and choose to be in a leadership position.

3) Talent Management - Effective performers keep a continual eye on the talent pool, monitoring skills and needs of all team members. They expand the skills of staff through training, coaching, and development activities related to current and future jobs. They evaluate and articulate present performance and future potential to create opportunities for better use of staff abilities. They identify developmental needs and assist individuals in developing plans to improve themselves. They stay proficient in appropriate talent management processes, including best practices for prospecting, recruiting, selection, orientation, and succession management.

4) Team Management - Effective performers create and maintain functional work units. They understand the human dynamics of team formation and maintenance. They formulate team roles and actively recruit and select to build effective workgroups. They develop and communicate clear team goals and roles, and they provide a level of guidance and management appropriate to the circumstances. They reward team behavior and foster a team atmosphere in the workplace.

5) Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient. They manage their time wisely and effectively prioritize multiple competing tasks. They plan, organize, and actively manage meetings for maximum productivity.

6) Results Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments. They are motivated by achievement and persist until the goal is reached. They convey a sense of urgency to make things happen. They respect the need to balance short- and long-term goals. They are driven by a need for closure.

TRAINING REQUIREMENTS

Required training to be completed within 6 months of initial job assignment:

• PHI Safety Management System alignment training (4 Module CBT Course)
• Industry/FAA Recognized Quality Assurance/Quality Auditor Training

HSEQ DUTIES & RESPONSIBILITIES

DIMENSIONS

• Prepare and present quality assurance trends during Quarterly SMS Performance Review Meetings
• Attend quarterly FAA Certificate Management Team meetings
• Coordinate Regulatory and 3rd party audit responses as necessary.
• Schedule and conduct on-site audits of 3rd party substantial maintenance vendors and PHI operational areas as necessary.
• Travel as necessary to include internationally as needed to meet PHI's Quality Management System requirements.

PHYSICAL DEMANDS AND ENVIRONMENTAL CONDITIONS

PHYSICAL DEMANDS:

While performing the duties of this job, the employee is regularly required to sit, use hands to finger, handle or feel, reach with hands and arms, and talk or hear. The employee is frequently required to stand and walk. The employee is occasionally required to climb or balance, stoop, knell, crouch, or crawl. The employee must frequently lift and/or move up to 10 pounds. The employee must occasionally lift and/or move up to 25 pounds.

WORK ENVIRONMENT:

This job will be mostly performed in an office environment but will also require frequent travel to various field locations and customer sites.

DISCLAIMER

The above Statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

AMR

DISCLAIMER

The above Statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not intended to be construed, as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified.

PHI Aviation, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws