Signature Aviation

Manager

• Lead and develop a high-performing Workforce Optimization team, including performance management, coaching, and succession planning.
• Define and execute enterprise workforce strategies, including labor planning, forecasting, and capacity optimization across multiple locations.
• Oversee and evolve workforce modeling methodologies, ensuring accuracy, scalability, and alignment to business needs.
• Drive data-driven decision making by synthesizing trends, performance metrics, and financial data into actionable insights for executive leadership.
• Partner cross-functionally with Operations, Finance, Revenue Management, and Continuous Improvement to align workforce strategies with enterprise priorities.
• Establish and monitor labor performance frameworks, including productivity, cost management, and workforce KPIs.
• Lead workforce planning support across multiple FBO locations, including hiring strategies, scheduling optimization, and labor cost management.
• Identify and remove operational barriers while driving innovation, automation, and continuous improvement within workforce processes.
• Deliver executive-level presentations and strategic recommendations, clearly communicating workforce insights and business implications.
• Influence senior stakeholders and lead complex organizational change initiatives related to workforce optimization and labor strategy.

Senior Workforce Optimization Manager

Learning and Development

• Serve as the primary learning partner for corporate business functions, building strong relationships and supporting capability development aligned with business priorities
• Partner with business leaders to identify capability gaps, skill development opportunities, and learning needs across corporate functions
• Conduct learning needs assessments and translate business requirements into learning strategies, development plans, and scalable learning solutions
• Support the design and execution of learning programs focused on role readiness, leadership development, functional capability, and professional growth
• Help build and manage corporate learning programs, including onboarding, functional academies, manager development, and professional capability initiatives
• Partner with the Learning Operations team to prioritize learning requests, define program requirements, and support effective program delivery
• Collaborate with external learning partners to support instructional design, content development, and scalable delivery of learning programs
• Establish and monitor success metrics to evaluate learning effectiveness and business impact
• Analyze learner feedback, participation data, and business outcomes to continuously improve learning programs and learner experience
• Stay informed on emerging learning trends, business needs, and capability priorities to recommend continuous improvement opportunities
• Support broader Learning & Career Development initiatives as needed, including leadership development, talent acceleration, and career growth strategies

Learning & Career Development Manager

Operations

• Lead learning operations strategy and execution to support scalable delivery of enterprise learning programs and initiatives
• Manage the intake, prioritization, and workflow governance process for learning requests across corporate and field populations
• Serve as the operational bridge between Signature Aviation and external learning partners ensuring effective scoping, delivery, and quality of learning solutions
• Oversee learning program logistics, scheduling, resource coordination, and operational execution across enterprise learning initiatives
• Partner closely with HRIS and the LMS Specialist to support effective learner experience, course deployment, reporting, and learning technology optimization
• Collaborate with HRIS on learning system enhancements, process improvements, and technology solutions that improve learning delivery and operational efficiency
• Develop and maintain dashboards, reporting, and analytics to measure program effectiveness, learner engagement, and business impact
• Track and report key learning metrics, identifying trends, insights, and opportunities for continuous improvement
• Partner with Learning Business Partners to define development requirements, prioritize requests, and support successful program launches
• Establish operational standards, processes, and governance to improve efficiency, scalability, and learner experience
• Support vendor management activities, including performance monitoring, delivery timelines, service quality, and relationship management
• Identify opportunities to improve learning delivery through automation, AI, process optimization, and technology enhancements
• Support enterprise Learning & Career Development initiatives as needed, including program launches, communications, and reporting

Learning Operations Manager

Data Analyst

• Collect, integrate, and validate data from multiple operational and operational systems to ensure accuracy and reliability
• Analyze CRM and operational data to identify trends, performance gaps, and opportunities for improvement
• Develop dashboards and reports that track key performance indicators (KPIs)
• Partner with commercial leaders to translate data insights into actionable improvement initiatives
• Support the development of predictive models and analytics that help anticipate commercial opportunities
• Collaborate with IT and data teams to enhance data infrastructure and improve access to operational datasets
• Develop analytical frameworks that support operational forecasting, performance monitoring, and decision support
• Provide clear insights and recommendations to leadership based on data analysis and performance trends
• Work cross-functionally with Commercial, Operations, IT, and Compliance teams to align analytics initiatives with operational priorities

Senior Data Analyst – CRM

Recruitment

• Own and execute the end-to-end recruitment strategy for General Manager and other field leadership roles across designated regions.
• Partner with senior Field Leadership and HR Business Partners to proactively plan hiring needs and build leadership pipelines.
• Develop targeted sourcing strategies to identify leaders with strong operational, P&L, and service-driven backgrounds.
• Lead all aspects of the hiring process including intake, sourcing, screening, interviewing, offer negotiation, and closing.
• Deliver a high-touch, white-glove candidate experience aligned with Signature Aviation’s brand.
• Assess candidates for leadership capability, operational excellence, financial acumen, and cultural alignment.
• Act as a trusted advisor to business leaders on talent strategy, labor market insights, and competitive intelligence.
• Drive alignment on candidate profiles, hiring timelines, and selection criteria.
• Influence and challenge stakeholders to ensure best-in-class hiring decisions.
• Build and maintain robust pipelines of ready-now and future GM talent through proactive sourcing and networking.
• Leverage market mapping, industry research, and competitor insights to identify top talent.
• Engage passive candidates and build long-term relationships for critical leadership roles.
• Track and report on recruiting metrics (time to fill, quality of hire, pipeline health, candidate experience).
• Use data to continuously optimize recruiting strategies and hiring outcomes.
• Ensure compliance with company policies and applicable regulatory requirements.
• Represent Signature Aviation in external talent markets, including industry events, networking forums, and digital channels.
• Promote the company’s value proposition as an employer of choice in aviation and service leadership.

Lead Recruiter, Field Leadership

Program Manager

• Plan, coordinate, and oversee IT programs to ensure successful delivery on time, within scope, and budget.
• Establish and manage program goals, deliverables, and timelines in alignment with organizational priorities.
• Track and monitor program progress, resolving any issues that arise.
• Implement and promote Agile and Scrum methodologies across program teams, delivering immediate value to a minimum viable product and can evolve over time.
• Facilitate Agile ceremonies, including sprint planning, stand-ups, retrospectives, and backlog grooming.
• Ensure teams adhere to Agile principles and practices, fostering a culture of collaboration and continuous improvement.
• Work closely with business units, product owners, and technical teams to define program objectives and requirements.
• Act as a liaison between stakeholders and Agile teams to ensure clear communication and alignment.
• Provide regular program updates and insights to senior leadership.
• Identify, assess, and manage risks to program success, developing mitigation strategies as needed.
• Resolve conflicts and address challenges that could impact program outcomes.
• Define and monitor key performance indicators (KPIs) to measure program success.
• Use Agile tools such as Jira, Confluence, or Azure DevOps to track and report on program metrics.
• Analyze program performance to identify areas for improvement in processes and practices.
• Drive initiatives to enhance efficiency, quality, and delivery speed across IT projects.

Product Manager

• Work directly with internal clients, end users, product engineering, technology operations, and other product teams.
• Collaborate with the Product Engineering Manager, SCRUM master, and Engineering team to ensure the quality and timely delivery of application solutions.
• Perform testing, debugging, troubleshooting, and documentation of various applications.
• Manage the backlog, prioritize features, and communicate business value and expectations to the development team and stakeholders.
• Evaluate business requirements to identify opportunities for improvement and innovation. Analyze data and processes to uncover insights and trends that inform solution design.
• Work closely with technical teams to translate business requirements into technical specifications and designs, ensuring alignment with business objectives, compliance standards, and technical feasibility.
• Act as a liaison between business stakeholders and technical teams, facilitating clear communication and understanding. Present findings, recommendations, and progress updates to stakeholders at all levels of the organization.
• Track and assess product progress at each stage of the process.
• Collaborate with assigned SCRUM teams to ensure adherence to Agile principles and values.
• Monitor and report product status to internal clients.
• Manage the product backlog to align with the strategic direction outlined in the product roadmap.
• Develop and communicate the product goal, clearly prioritize, and order product backlog items to maximize business value in collaboration with internal clients and SCRUM teams.
• Support Change Management and Training teams by providing content for user manuals and process guides.

Senior Product Owner

• Operates with a holistic understanding of Signature’s strategic pillars/values, base operations, and cross-functionality.
• Partners with location management, Regional VP, and Field Support Center to develop short-term and long-term go forward strategies to ward off business threats and capitalize on growth opportunities.
• Embodies Signature values by role modeling behaviors and business ethics in all dealings.
• Promotes and holds teams accountable for all expectations for each location and mentors MGM/GMs (Market General Managers/General Managers) on how to take action to improve KPI performance.
• Responds quickly to operational challenges and opportunities by making informed decisions grounded in business knowledge and company standards.
• Keeps current on market trends/data and competitor information and partners with MGM/GM and Field Support Center functions to execute the growth plan to increase market share and drive EBIDTA performance across their locations.
• Invests time with MGM/GMs on techniques and strategies to improve airport and community relations by meeting with local authorities, airport board members, airport management, governmental officials, and representatives of airlines and key customers, including regular check-ins during base visits at sites in their area to build strong working relationships and awareness of the needs of the community.
• Promotes Signature programs and products across all locations designed to generate additional revenue and customer loyalty.
• Delivers a consistent guest experience, assessing FBOs on guest service and performance in meeting brand expectations to build a hospitality guest-centric, performance-based culture.
• Empowers MGM/GMs to create a culture that promotes guest loyalty by creating a culture focused on increasing team member engagement levels.
• Responsible for talent review, succession planning, and local talent development programs, which includes identifying strong performers at all levels of the FBO operation, taking an active role in their development supported by HR resources, and actively addressing those who underperform in their area.
• Develops and coaches MGM/GMs as leaders, holding them accountable for executing Company strategy and ensuring team members have the resources, training, and tools they need to operate efficiently/safely.
• Cultivates strong relationships with Signature Field Support Center leaders to improve financial and operational performance, standards adherence, and organizational innovation.
• Builds a safety-first culture among their bases by communicating expectations, monitoring safety metrics to identify gaps, working with the MGM/GM to build and execute development plans/training, and reinforcing adherence to all SOPs.
• Conducts regular base visits to their locations, including using various checklists, audit tools and follow up processes to ensure their sites comply with all applicable safety, service, and brand standards.
• Ensures local procedures have been established for use in aircraft accidents, fires, or other emergencies in coordination with regional health/safety/security and environmental teams.
• Links operational performance and metrics to financial outcomes and communicates and shares key drivers, results, and action plans across their team to improve consistency and elevate performance.
• Embraces new procedures or initiatives, communicating how they benefit the team, stakeholders, and guests.
• Provides oversight and coaching to MGM/GMs to maintain proper staffing levels based on daily/weekly/monthly volumes, including coordination with Field Ops and HR teams when local labor resources or performance are deficient.
• Performs location MGM/GM duties on an interim basis should a base in their area be without an assigned MGM/GM or when the assigned base leader is unavailable due to vacation or other leave.
• Operates with flexibility to respond to questions or issues that emerge and supports MGM/GMs in challenging situations.
• Carries out all management responsibilities following the organization’s policies and applicable laws and regulations.
• Other duties as requested or assigned.

Area Director – Operations

Full-stack Engineer

• Cultivates and disseminates knowledge of application development best practices.
• Develops and executes test plans to check infrastructure and systems technical performance.
• Provides system development expertise and assists Systems Analysts, Software Engineers, Business Analysts, and other software development teams.
• Model business and system processes based on findings through use case scenarios, workflow diagrams, and data models.
• Supports systems development efforts, researches and recommends technologies to increase cost-effectiveness and systems flexibility.
• Creates standards, documents processes, communicates with leaders, and adheres to policies for standard systems and software development methodologies and tools.
• Provides technical expertise to support analysts and designers in developing and initiating new software programs and applications.
• Oversees the quality assurance of program logic, data processing, and error resolution.
• Develops an awareness of programming and design alternatives.
• Takes an active role in cross-departmental projects when needed.
• Consistently writes, translates, and codes software programs and applications according to specifications.
• Completes code reviews for team deliverables.
• Runs and monitors performance tests on new and existing software to correct mistakes, isolate areas for improvement, and debug.
• Writes and/or deletes programming scripts to enhance functionality and/or appearance of the company website and web applications as necessary.
• Researches, documents, and implements program requirements and specifications.
• Liaises with network administrators, systems analysts, programmers, and other software engineers to resolve defects in products or company systems.
• Recommends, schedules, and performs software improvements and upgrades for optimal performance of company workstations.
• Determines, develops, and maintains user manuals and guidelines.
• Researches and resolves application production problems.
• Delivers training and provides knowledge transfer to end-user clients.
• Provide strategic inputs in identifying technology options for delivering on Product Vision.
• Provides technical expertise to support analysts and designers in developing and initiating new software programs and applications.
• Work with the business independently at times to collaborate and design solutions.
• Interacts regularly with managers, clients, vendors, and agencies to field queries and questions.
• Liaises with software and hardware vendors for prompt rectification of any problems or emergencies.
• Troubleshoot and debug complex software issues, providing timely resolutions and bug fixes.
• Stay updated with industry trends, new technologies, and advancements.
• Effectively interacts with business and functional teams to gather/develop functional and technical requirements and translate the requirements into robust analytics and reporting solutions.
• Collaborates with others on the project to brainstorm about the best way to tackle a complex technological infrastructure, security, or development problem.
• Mentor and guide junior engineers, providing technical expertise and sharing best practices.
• Oversees program logic, data processing, and error resolution quality assurance.
• Research emerging application development software products, languages, and standards supporting company procurement and development efforts.
• Administers diagnostic analysis of test results and delivers solutions to critical areas.
• Coordinate production support for critical incidents in assigned applications.

Lead Product Engineer, Commercial Systems

Human Resources

• Leads a team of HR Business Partners to ensure HR strategies are consistently implemented across the network.
• Own the People Team relationship with our operations leaders (RVP, AD, GM); articulating HR’s value through measurable business outcomes (e.g., retention, internal fill rate, time-to-fill, succession plan readiness, talent and performance, etc.).
• Convert company and regional business priorities into a 12–24 month people plan with clear KPIs, milestones, and ROI.
• Coach senior leaders to elevate enterprise leadership behaviors; build managers’ capability to lead change, give/receive feedback, and manage performance.
• Establishes direction and priorities for the regional HR team and direct reports, while identifying capabilities and competencies to develop top HR talent in their region.
• Partners with other HRBP leaders (e.g., EMEA, LACAR, FSC) to ensure an enterprise mindset as we support the company’s global people strategy.
• Leverage cross-COE solutions (Comp/Benefits, TA, Talent Management, Learning, Leadership Development, Communications) to solve complex challenges, and proactively engage with COEs when process or work product refinement is needed.
• Champion and take accountability for the full talent lifecycle, from talent attraction, selection, onboarding, performance enablement, development, movement.
• Drive rigorous talent reviews and succession planning; increase bench strength in ‘ready-enough’ and ‘ready in 12 months’.
• Partner with workforce optimizations (WFO) to help model scenarios (cost vs efficiency trade-offs) while keeping safety and guest experience at the forefront.
• Diagnose org effectiveness (spans/layers, role clarity, decision rights, skills) and lead redesigns that improve speed, quality, and accountability.
• Plan and lead regional components of transformations (e.g., systems, operating model, M&A integration); define impacts, readiness, and adoption metrics.
• Use data to proactively spot risks/opportunities (attrition, vacancy rate, safety, employee relations).
• Meet and exceed new HRBP KPIs and review monthly with operations leaders, adjusting actions to increase performance.
• Partner with TA to forecast needs and accelerate time-to-fill for critical roles.
• Serve as escalation point for complex union and/or employee relations matters to the Director, Labor and Employee relations.
• Manage an HR budget in accordance with company spend/savings objectives and ensure fiscal responsibility within their team

Director, Operations HR Business Partner

General Counsel

• Serve as a strategic legal advisor overseeing ethics, compliance, employment, and labor legal functions.
• Ensure compliance with applicable laws and regulations while mitigating legal risk.
• Oversee development, implementation, and improvement of ethics and compliance programs.
• Manage complex investigations, litigation matters, regulatory interactions, and external counsel.
• Promote a culture of integrity and accountability across the organization.

Senior Associate General Counsel – Ethics Data & Employment

• Operates with a holistic understanding of Signature’s strategic pillars/values, base operations, and successfully navigates projects in a cross-functional environment.
• Develop a deep understanding of strategic customers' business objectives, challenges, and market dynamics.
• Build and maintain strong, long-lasting relationships with key stakeholders at the client's organization.
• Promote and maintain customer relationships by conducting professional sales calls and quarterly business reviews, including on-site visits to customers and airports.
• Develop and maintain strong working relationships with operational leaders, General Managers and other local leadership teams, fostering a culture that promotes and understands the criticality of safety awareness and prevention through understanding safety-related intelligence and operational risks.
• Serve as the commercial primary point of contact for clients, addressing inquiries, concerns and providing timely resolutions.
• Identify opportunities for upselling and cross-selling additional products or services to meet client needs.
• Monitor account performance, track key metrics, and provide regular reports to clients and internal teams.
• Oversee the negotiation, execution, and management of contracts between companies, ensuring compliance with terms and conditions.
• Work closely with the sales team to identify potential growth opportunities within the existing client base.
• Anticipate potential issues and proactively address them to ensure client satisfaction and retention.
• Stay up to date with industry trends, competitive landscape, and market changes that could impact clients.
• Travel to client sites as needed to foster in-person relationships and conduct business reviews.

Strategic Accounts Manager

Account Manager

• Partner with business leaders to align people strategies to business priorities, operational goals, and organizational needs
• Serve as a trusted advisor to leaders on organizational effectiveness, talent, engagement, and leadership matters
• Translate business strategies into scalable workforce and organizational plans
• Provide proactive guidance on organizational risks, capability gaps, and workforce trends
• Lead talent review, succession planning, and leadership development discussions for assigned business areas
• Support leaders in building high-performing teams and strengthening leadership capability
• Drive performance management processes, including calibration and development planning
• Identify retention risks and partner with leaders on mitigation strategies
• Support internal mobility and workforce planning initiatives
• Advise leaders on organizational design, team effectiveness, role clarity, and change readiness
• Drive change management efforts related to business transformation and organizational priorities
• Facilitate leadership discussions that improve alignment, accountability, and execution
• Monitor engagement, retention, and organizational health trends across supported functions
• Partner with leaders to improve team member experience, culture, communication, and manager effectiveness
• Analyze employee feedback and organizational trends to identify opportunities and risks
• Lead execution of core HR processes including talent reviews, succession planning, performance management, and workforce planning
• Partner closely with HR Centers of Excellence and Shared Services to ensure seamless execution of HR programs and initiatives
• Utilize workforce analytics and business insights to drive decision-making and action planning

Senior Human Resources Business Partner

• Drive High-Volume Hiring Execution
• Recruit for frontline roles
• Manage multiple open roles at the same time
• Meet hiring goals and fill roles quickly
• Keep candidate pipelines engaged and organized
• Source candidates through job boards, referrals, and outreach
• Maintain pipelines for recurring roles
• Reduce time-to-fill through proactive sourcing
• Partner with Hiring Managers to understand staffing needs
• Align on priorities and hiring strategies
• Share market insights
• Communicate progress and risks
• Ensure timely communication and follow up/through
• Schedule interviews and move hiring decisions forward
• Support pre-employment processes
• Track recruiting activity and metrics
• Identify hiring challenges and provide solutions
• Provide insights to help improve hiring processes
• Participate in hiring events
• Build community partnerships
• Promote and support employer brand

Recruiter I

Analyst

• Conduct comprehensive examinations of major workforce practices and trends, offering actionable strategies for enhancement.
• Lead in-depth discussions with key stakeholders to fine-tune workforce strategies.
• Develop sophisticated workforce models, anticipating future business needs and challenges.
• Create and deliver engaging, data-driven presentations for top-tier management and external partners.
• Oversee the mapping of workforce capacity to ensure alignment with operational demands.
• Guide and train junior analysts, fostering a culture of continuous learning and growth.