Company Alaska Airlines

The Team

Guided by our purpose, core values, and leadership principles, we are creating an airline people love. Our corporate teams set the strategies and operational plans to ensure the success of our company. Whether we use our expertise in accounting, human resources, finance, planning, legal, spaneting, or any of our operational divisions, our shared passion for travel and our guests is what motivates us to achieve excellence each day. If you share our passion for creating an airline people love, we want to hear from you.

Role Summary

The Director, Engine Maintenance oversees Powerplant production operations both internally and with external vendors, ensuring continuous improvement in reliability and quality across the Powerplant program. This leadership role manages engine maintenance functions for Alaska Airlines (AS) and Hawaiian Airlines (HA). This position is responsible for establishing and maintaining robust relationships with current and prospective suppliers to guarantee their capability to fulfil planned, unplanned, and peak maintenance needs.

Key Duties

• Directs supplier engine maintenance programs and supervises supplier representatives, as well as Engine Vendor Maintenance Partners assigned to suppliers.

• Directs in-house and outsourced Powerplant production, oversees activities of the Powerplant Planners, and spearheads continuous improvement initiatives to enhance the reliability and excellence of the Powerplant program.

• Fosters and cultivates strong supplier partnerships to ensure adequate capacity and qualification for all maintenance demands, ensuring maintenance requirements are met at the highest standards during all operational periods.

• Conducts comprehensive business reviews and monitors supplier contract compliance regarding quality, cost, and delivery timelines.

• Develops maintenance plans and operating budgets, providing accurate forecasts and explains variances to budget on a monthly basis.

• Directs negotiations for supplier agreements and vendor selections, working with Supply Chain Management to secure advantageous terms and ensure dependable, timely, and cost-effective services.

• Establishes strategic short- and long-term objectives aligned with divisional and corporate goals.

• Defines repair and overhaul work scope for engines in conjunction with Powerplant Engineering.

• Ensures procurement of approved materials for engine repairs and overhauls at optimal cost.

• Publishes regular reports on repair/overhaul progress and spare engine availability, aiming to maintain fleet readiness at all times.

• Partners with Engineering and Quality Assurance to verify that maintenance actions comply with FAA requirements.

• Partners with the financial planning and analysis team to effectively budget and forecast all engine maintenance activities.

• Serves as a member of the Surveillance Review Board (SRB).

Job-Specific Experience, Education & Skills

Required

• 8 years of experience in aviation maintenance or engine maintenance management with exposure to GE, CFM, Pratt & Whitney, or Rolls-Royce engine types.

• 5 years of leadership experience, with at least 2 of those years directly leading people.

• Bachelor’s degree, or an additional two years of relevant training/experience in lieu of this degree.

• In-depth knowledge of industry-standard procedures, Federal Aviation Regulations (FARs), and FAA requirements.

• Superior communication skills, both verbal and written, adaptable to informal and executive-level contexts.

• Strong interpersonal abilities, facilitating effective collaboration within the organization, and with external partners.

• High school diploma or equivalent.

• Minimum age requirement of 18 years.

• Authorization to work in the United States.

Preferred

• Airframe and Powerplant certification.

• Experience optimizing workflow processes and implementing continuous improvement strategies.

• Background in process and business analysis.

• Proficiency with Microsoft Office Suite (Word, Excel, PowerPoint, Outlook).

Job-Specific Leadership Expectations

• Embody our values to own safety, do the right thing, be caring and kind, and deliver performance.

• Demonstrate integrity and unwavering commitment to safety and regulatory compliance.

• Exhibit innovation, impartiality, resilience, analytical thinking, and creativity in solutions development; thrive in dynamic, collaborative settings, and manage conflict constructively.

• Display the ability to promptly assess situations, accurately identify risks, and formulate effective response strategies.

Salary Range

$167,050 - $258,950 / year

Total Target Compensation Range (incl. bonus & equity)

$218,966 - $338,436

Salary Details

The pay range and total target compensation package listed above is the expected pay offered for this position at the start of employment. Your pay will be based on multiple factors, including and not limited to location, your relevant experience/level, experience level, and skillset while balancing internal equity relative to other Alaska/Hawaiian/Horizon employees. Alaska/Hawaiian/Horizon is committed to fair, unbiased compensation along with competitive benefits in all locations in which we operate.

Note: We dont typically hire at the top of the range.

Total Rewards

Alaska Airlines, Hawaiian Airlines and Horizon Air pay and benefits can vary by company, location, number of regularly scheduled hours worked, length of employment, and employment status.

• Free stand-by travel privileges on Alaska Airlines, Hawaiian Airlines & Horizon Air with high priority status

• Select number of confirmed travel credits provided annually

• Comprehensive well-being programs including medical, dental and vision benefits

• Generous 401k match program

• Quarterly and annual bonus plans

• Generous holiday and paid time off

For more information about Alaska/Hawaiian/Horizon Total Rewards please visit our career site and view benefits.

Airport SIDA Badge Requirements

Important notification for employees working at an airport or maintenance hangar: Employees will be required to obtain a SIDA badge provided by the airport authority and maintain good standing in order to keep their SIDA badge. Review theSIDA Badge Requirementsdocument for a comprehensive overview. If an employee does not qualify for a SIDA badge or has their SIDA badge pulled from them, the employee will be terminated.

Regulatory Information

Equal Employment Opportunity Policy Statement

It is the policy of Alaska Airlines, Hawaiian Airlines and Horizon Air to comply with all applicable federal, state and local laws governing nondiscrimination in employment and to ensure equal opportunity in all terms, conditions, and benefits of employment or potential employment.

We also prohibit discrimination and harassment against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.

We have established an EEO Compliance Program under Section 503 of the Rehabilitation Act of 1973 (“Section 503”) and the Vietnam Era Veteran’s Readjustment Assistance Act of 1974 (“VEVRAA”). All applicants and employees are treated without regard to their race, color, religion, sex, national origin, disability or protected veteran status. In addition, we have established an audit and reporting system to allow for effective measurement of its equal employment opportunity activities.

To implement this policy, we will:

(1) Recruit, hire, train and promote qualified persons in all job titles, without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and any other legally protected categories;

(2) Ensure that employment decisions are based only on valid job requirements; and

(3) Ensure that all personnel actions and employment activities such as compensation, benefits, promotions, layoffs, return from layoff, Alaska Airlines, Hawaiian Airlines and Horizon Air sponsored programs, and tuition assistance will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, genetic information and other legally protected categories.

Employees and applicants for employment will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have engaged or may engage in (1) filing a complaint, (2) opposing any act or practice made unlawful by, or exercising any other right protected by, any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA, or (3) assisting or participating in any investigation, compliance evaluation, hearing, or any other activity related to the administration of any Federal, State or local law requiring equal opportunity, including Section 503 and the equal opportunity provisions of VEVRAA.

Government Contractor & Department of Transportation (DOT) Regulations

Alaska Airlines, Hawaiian Airlines & Horizon Air are regulated by the Department of Transportation (DOT – regulations, 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, phencyclidine (PCP) and amphetamines or a metabolite of these drugs prior to any offer or 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 Alaska Airlines/Hawaiian Airlines/Horizon Air and any employment offer will be withdrawn.

Apply by 7:00 PM Pacific Time on

2/4/2026

FLSA Status Exempt
Employment Type Full-Time
Regular/Temporary Regular
Location Seattle - Hangar
L: LI-B
Job Locations USA-WA-SeaTac
Requisition ID 2026-18065
Category Corporate & Operations