For over 65 years, Columbia Helicopters have been a trusted provider of heavy-lift helicopter services. We create new aircraft, fly heavy-lift helicopters around the world, and provide maintenance support to ensure you are mission-ready for critical operations.  If you are passionate about aviation, join our Columbia Family!

The Senior Director of MRO & Aftermarket is responsible for the overall leadership, performance, and profitability of Columbia Helicopters’ MRO business unit, encompassing MRO operations, customer support and operation support. This role ensures operational excellence in safety, quality, cost, and delivery performance while maintaining full FAA Part 145 compliance and meeting customer contractual requirements.

The Senior Director partners closely with the Planning, Supply Chain, and Engineering to optimize throughput, reduce turnaround times, and maximize shop capacity utilization across all product lines.

WHAT YOU WILL DO:

Operational Leadership

• Lead daily operations of all MRO production areas including component shops, engine shop, airframe, and test cell operations.
• Develop and execute short- and long-term production plans aligned with company revenue, delivery, and quality objectives.
• Drive accountability for schedule adherence, cost control, and productivity across all MRO work centers.
• Lead customer support organization and hold accountability for the customer experience, communication, and delivery commitments.
• Partner with Planning and Supply Chain to ensure parts readiness and material availability to meet committed turnaround times (TAT).

Financial & Performance Management

• Own MRO P&L performance and associated KPIs (labor efficiency, shop throughput, rework rate, TAT, material variance, etc.).
• Forecast labor demand, capacity, and staffing needs in collaboration with Planning and HR.
• Support pricing, quoting, and cost-out initiatives to improve gross margin and operational profitability.
• Drive continuous improvement and waste-reduction initiatives using Lean and Six Sigma methodologies.

Compliance & Safety

• Ensure compliance with FAA Part 145 Repair Station regulations, company procedures, and quality standards (ISO, AS9110).
• Partner with Quality Assurance and Safety teams to maintain an exemplary audit record and safety culture.
• Oversee adherence to calibration, tooling, training, and technical data requirements.

People & Leadership

• Lead, coach, and develop MRO production managers, supervisors, and technical leads to build a high-performance culture.
• Establish clear expectations, performance goals, and accountability mechanisms across all levels.
• Promote collaboration and communication between Sales, MRO, Engineering, Supply Chain, and Aftermarket teams.
• Foster a work environment that embodies CHI’s core values: Safety, Customer Service, Performance, Teamwork, and Integrity.

Strategic Development

• Participate in annual business planning, capital investment, and capacity expansion initiatives.
• Evaluate opportunities for outsourcing, insourcing, or strategic partnerships to support growth and efficiency.
• Contribute to the integration of ERP/MRP systems and digital shop floor tools for data-driven decision-making.
  
  

WHAT WE NEED FROM YOU:

• Bachelor’s degree in Aviation Maintenance Management, Engineering, Business, or related field (Master’s preferred).
• FAA Airframe & Powerplant (A&P) certificate strongly preferred.
• Minimum 10+ years of progressive MRO or heavy maintenance leadership experience, preferably in aerospace or rotorcraft operations.
• Proven record of managing P&L performance and leading cross-functional operational teams.
• Deep understanding of FAA Part 145 regulations, quality systems, and maintenance processes.
• Strong analytical, planning, and decision-making skills with financial acumen.
• Demonstrated ability to build culture, drive change, and deliver measurable results in cost, quality, and delivery.

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)