At Hawaiian Airlines, we are all about welcoming our guests with Hawaiian hospitality and aloha, and taking care of our people, our home, and the communities we serve. Join our ‘ohana and be a part of an exciting team of professionals dedicated to serving our kama‘āina and introducing our islands to the world!

Position Summary

Key Responsibilities

• Administrative Support to Flight Attendants & In-Flight Management, which includes, but is not limited to, answering phones, covering the Crew Resource counter, daily break down of flight packets, restoring of FA paperwork, filing in mail files, upkeep of bulletin boards, briefing rooms, etc
• Manages all crew access programs including but not limited to Known Crew Member (KCM).
• Manage Vacation Program (awards vacation daily, coordinates with Crew Planning, Crew Payroll, and PBS regarding planned absence)
• Create programs and manages tracking of the following databases - passport/APIS, on-line phone directory, discipline, incident reports, onboard Maintenance issues
• Manages Crew Resource Flight Release program (daily leaves of absences)
• Manage Crew Resource Staff Monthly Calendar
• Manages submission of crew members premium pay into Crew Payroll software
• Assist in ensuring Uniform compliance is addressed
• Professional development and other related duties as assigned

Minimum Requirements

• High School Diploma or equivalent education
• 1-year experience in an Administrator position or related experience.
• Computer Skills (Microsoft Word, Excel, Outlook, PowerPoint, Access, Publisher, Front page, etc.)
• Able to professionally handle multiple tasks and meet all deadlines.
• Work independently and cohesively with others within the department, as well as other departments.
• Able to work well under pressure.
• Demonstrates effective communication skills, both verbal and written.
• Excellent managerial, interpersonal, analytical, and problem-solving skills.
• Ability to display good personal and working habits.
• Able to take initiative and has good follow-through.
• Able to work with all levels of personnel.
• Able to obtain an AOA badge and Ramp License.

• Airline Industry Experience

** Hawaiian Airlines is regulated by the Department of Transportation (DOT - regulation, 49 CFR part 40) and all applicants are advised that post-offer and/or pre-employment drug testing will be conducted to determine the presence of Marijuana, Cocaine, Opioids, PCP (Phencyclidine), and Amphetamine prior to any offer of employment or transfer into a safety-sensitive position. Failure to submit to testing or positive indications of drug use will render the applicant ineligible for employment with Hawaiian Airlines and any employment offer will be withdrawn.

*** In addition to routine employment eligibility verification, U.S.-based airlines must gather information to validate country of citizenship and country of birth. Upon hire, you must provide documentation proving your current country of citizenship and birthplace.

**** Must be legally authorized to work in the United States, for any employer, without sponsorship. Hawaiian Airlines will not sponsor applicants for nonimmigrant or immigrant employment visas or status for this position.

At Hawaiian Airlines, we are dedicated to offering a comprehensive total rewards package that aims to attract, engage, and retain the finest talent in the industry. Our rewards structure is thoughtfully designed to include a competitive base salary coupled with variable compensation opportunities. This balanced approach ensures a fulfilling and lucrative work environment, aligning individual achievements with the broader organizational success. ​

Please note that the provided salary information serves as a general guideline. Our salary is determined by a candidate's experience and qualifications as well as market and business considerations. The expected pay range is $48,000-$58,000.

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)