Cabin Supervisor

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following, but are not limited to:

• Effectively supervises personnel ensuring optimal performance in cabin cleaning


• Provides leadership to staff through effective objectives, setting delegation, and communication. Conduct staff meetings as required


• Manage the day-to-day operations (cabin services) with primary responsibility for cabin cleaning, scheduling/staffing, managing daily budgeted hours, payroll and overtime of the operation


• Ensures that personnel are well-trained effectively and optimally. Instructs personnel regarding policy, procedures, and program changes


• Formulates and implements corrective actions as needed


• Ensures that staffing levels are appropriate


• Ensures that employees' questions and /or problems are promptly and courteously resolved


• Assumes responsibility for establishing and maintaining effective communication and coordination between client and company standards


• Acts as company representative ensuring that the quality of service delivered meets or exceeds the expected clients’ and company’s standards


• Ensures that management is appropriately informed of issues or any significant problem


• Complete related reports accurately and timely


• Attends meetings periodically as required


• Assumes responsibility for the accuracy of staff hours worked/ scheduled


• Manages hours information accurately and provides all information to the time and attendance department


• Ensures hours schedule and work match the client’s and company’s requirements


• Comply with standards with labor /wage law


• Ensures all federal, state, and local posters are set for the knowledge of all employees


• Ability to maintain professionalism in appearance and manners towards co-workers, clients, and any other person within the airport and work location

QUALIFICATIONS

EXPERIENCE and/or KNOWLEDGE

• Proficiency in Microsoft Office Suite (PowerPoint, Word, and Excel skill)


• At least 3 years or more of related work in airport operation

SKILL and/or ABILITIES

• Ability to speak and understand Spanish / English


• Demonstrated ability to read and understand the documented processes and procedures needed


• Ability to plan, organize, and implement under a dynamic environment


• Excellent writing and communication skills including interpersonal, negotiation, and conflict-resolution abilities


• Strong self-organization and self-management skills, with an emphasis on self-initiation and follow-through


• Must be able to obtain a SIDA Badge from the airport


• Must pass a pre-employment drug screen and background check.

PHYSICAL ACTIVITIES AND REQUIREMENTS OF THIS POSITION

Physical Demands

The physical demands described here are those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. This position requires the incumbent to be able to speak and understand, hear, and comprehend the English language, stand for long periods of time, be able to lift approximately 50 pounds, be able to relocate in the event of an emergency, and have a neat and professional appearance.

EEOC

Grupo Eulen is an equal opportunity employer and will consider all applicants without regard to race, color, religion, creed, national origin or ancestry, ethnicity, sex (including gender, pregnancy, sexual orientation, and gender identity), age, physical or mental disability, citizenship, past, current, or prospective service in the uniformed services, genetic information, and all other protected classes recognized or any other characteristic protected under applicable federal, state, or local law

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)