POSITION OVERVIEW 

Under the general direction of the Real Estate & Facility Operations Manager: develop, implement, and manage PHI’s Fuel Management Program in accordance with the General Operations Manual, applicable regulations, and customer requirements.  

ESSENTIAL DUTIES & ACCOUNTABILITIES 

• Coordinate and monitor the scheduling, pricing, and technical performance of the Fuel Management Program 

• Serve as technical advisor for aviation fueling systems related to design, maintenance, and purchasing 

• Develop and coordinate revisions for the Fuel Management Manual  

• Conduct system fuel audits for onshore and offshore fueling systems & components  

• Manage direct reporting staff—communicating expectations to the Fuel Systems Coordinator and Fuel Systems Specialists 

• Coordinate repairs for onshore and offshore fueling systems & components  

• Develop related forms for inspections and audits  

• Develop and manage required training for Fuel Handlers  

• Develop and maintain a record system for installations and components  

• Develop fuel and safety training programs as required 

• Interfaces with Operations, Maintenance, Accounting, Purchasing and Safety personnel on customer, quality and safety issues related to Fuel Management 

• Stay abreast of technical and regulatory changes affecting PHI’s Fuel Management Program 

• Complete special projects assigned by the Real Estate & Facility Operations Manager 

• Conduct offshore helideck inspections for serviceability 

• Assist HSEQ with the investigation and corrective actions of fuel related Hazard Reports and issues 

• Aid Program Directors with the negotiation of fuel related systems and component sales 

• Coordinate the preparation of proposals, plans, and specifications for the implementation of new fuel systems and sales  

• Conduct minor fuel system repairs 

• Ensures compliance with FAA regulations and industry standards 

• Ensure that all fuel maintenance, safety, and scheduling operations are executed satisfactorily 

• Responsible for Managing Safety Management System activities within his/her assigned area  

• Enforcing company policies and procedures  

• Any other duties as assigned 

• Responsible for supporting the company’s Safety Management System and complying with company HS&E policies and procedures 

QUALIFICATION REQUIREMENTS 

• Bachelor’s degree in management or related field preferred 

• A minimum of 10 years’ aviation or 5 years’ experience in aviation fuel related field 

• Completion of training in Aviation Fuel Quality Management Training Program within 6 months 

• Knowledge of applicable Federal and State regulatory requirements 

• Knowledge of aircraft fuel quality requirements and fueling procedures required 

• Advanced-level experience with Microsoft Suite programs – i.e. Word, Excel, Access and Outlook 

• Excellent communication and presentation skills, comfortable working with customers 

• The ability to present information and reports to groups at all levels including company leadership, c-suite, and customers 

• Identify key performance indicators 

• Excellent organizational, planning and analytical skills 

• Experience in managing projects, schedules, and budgets 

• Able to multitask and work independently or as part of a team 

• Hold and maintain a valid Class B CDL with Manual, Tanker, Air and Hazmat Endorsements preferred 

ORGANIZATIONAL CORE VALUES 

• Safe – We are absolute in our belief in the tenets of Destination Zero and that Zero is not only achievable, but the only acceptable outcome. 

• Efficient – We are focused on outcomes that are smart and responsible by making the best use of our resources to maximize overall productivity as a high performing organization. 

• Quality – We are committed to ensuring excellent organizational performance, which produces sustainable and reliable outcomes. 

• Service – We are dedicated to the service of our customers, our communities and each other. 

BEHAVORIAL COMPETENCIES 

• Drive & Energy - Effective performers have a high level of energy and the motivation to sustain it over time. They are ambitious and passionate about their role in the organization. They have the stamina and endurance to handle the substantial workload present in today’s organization. They are motivated to maintain a fast pace and continue to produce even in exhausting circumstances. 

• Functional/Technical Expertise - Effective performers are knowledgeable and skilled in a functional specialty (e.g., finance, marketing, operations, information technologies, human resources, etc.). They add organizational value through unique expertise in a functional specialty area. They remain current in their area of expertise and serve as a resource in that area for the organization. 

• High Standards - Effective performers establish and model standards that guarantee exceptional quality and necessary attention to detail. They continually seek to improve processes and products, and they hold staff accountable for quality. They find best practices, share them, and then improve upon them. 

• Initiative - Effective performers are proactive and act without being prompted. They don’t wait to be told what to do or when to do it. They see a need, take responsibility and act on it. They make things happen. 

• Integrity - Effective performers think and act ethically and honestly. They apply ethical standards of behavior to daily work activities. They take responsibility for their actions and foster a work environment where integrity is rewarded. 

• Conflict Management - Effective performers recognize that conflict can be a valuable part of the decision-making process. They are comfortable with healthy conflict, and they support and manage differences of opinion. They thwart destructive competition or friction and use consensus to debate and resolve issues. 

• Mission Focus - Effective performers understand and support the organization’s mission – its core purpose for being. They believe in the mission, value it, and are committed to it. They communicate it to staff, stand behind it, and interpret its applications for others. They frequently refer to the mission and incorporate it into daily activities. 

• Positive Impact - Effective performers make positive impressions on those around them. They are personable, self-confident, and generally likable. They are optimistic and enthusiastic about what they do, and their excitement is contagious. They energize those around them. 

• Problem Solving & Decision Making - Effective performers can identify problems, solve them, act decisively, and show good judgement. They isolate causes from symptoms, and compile information and alternatives to illuminate problems or issues. They involve others as appropriate and gather information from a variety of sources. They find a balance between studying the problem and solving it. They readily commit to action and make decisions that reflect sound judgement. 

• Team Player - Effective performers are team oriented. They identify with the larger organizational team and their role within it. They share resources, respond to requests from other parts of the organization, and support larger legitimate organizational agendas as more important than local or personal goals. 

• 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. 

• 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. 

• 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. 

• 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. 

• 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. 

• 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.