Human Resources Manager

As Human Resources Manager you will build the people systems that keep our diverse fleet in the air, our crews safe, and our small, high-stakes operation staffed through seasonal peaks and Alaska’s unique hiring realities. This role exists so every pilot, mechanic, and ramp agent can focus on the mission instead of paperwork or empty seats.

Performance Objectives

• Fill 90% of operational vacancies (pilots, AMTs, ground crew) within 45 days by building a year-round Alaska-ready talent pipeline and reducing overtime costs 20% in the first year.
• Launch a 14-day onboarding program that puts new hires productive on the ramp or in the hangar with 95% first-year retention.
• Achieve and maintain 100% compliance with FAA, DOT, and Alaska labor requirements; zero findings in the next two audits.
• Stand up a simple performance-and-safety review cycle that links individual goals to on-time departures and incident-free operations, completed for every employee by Q4.
• Cut time-to-hire for seasonal peaks by 30% through targeted partnerships with Alaska vocational programs and veteran networks.
• Resolve 80% of employee relations issues at the first conversation, protecting our tight-knit culture while documenting everything required for a 51–200 person airline.

Environment & Resources

You report to the President and partner daily with the Director of Operations and Chief Pilot. The HR “team” is you plus one coordinator; you will have budget authority for recruiting, training, and a modest HRIS. Tools include our current payroll/HR platform (upgrade path available), FAA-compliant record systems, and the full support of a leadership group that flies the same routes we serve. Juneau base with occasional travel to outstations.

Essential Qualifications

• 5+ years building HR processes in aviation, transportation, or similarly regulated, safety-critical operations of 50–250 people.
• Proven record filling hard-to-staff technical roles (pilots, mechanics) in remote or high-cost locations.
• Hands-on experience with FAA drug/alcohol programs, I-9/E-Verify, and Alaska wage-and-hour rules.
• Ability to design simple, measurable onboarding and performance systems that front-line supervisors will actually use.
• Comfortable being both strategist and doer—writing the policy and sitting in the interview the same afternoon.

Role Selling Points

• Direct impact: every hire you make keeps communities supplied and families flying home.
• True ownership—no layers of corporate HR; you design the function for a growing, independent Alaskan airline.
• Work where the mission is visible: seaplanes on the dock, glaciers out the window, and a team that actually uses the systems you build.
• Competitive pay, flight privileges, and the chance to shape culture in one of the last true commuter airlines in America.

If you can keep a flying operation fully staffed, fully compliant, and fully human, apply now. Send your résumé and a short note on the toughest hire you’ve ever closed in a remote location. We read every application.