Key Responsibilities

Manage the ramp manpower on a daily, hourly and real time basis Work closely with the resource clerk to determine staff to assign to flights Obtain inbound and outbound flight information from all Frontier resources Become direct point of contact to provide real time operational information for Ramp Teams, Shift Managers, Operations Manager, Ramp Manger and Station Director Receive flight close out load information and enter into MCWeb Ensure safety and security procedures are performed according to the Simplicity USA Health & Safety regulations and according to aviation standards Monitor assigned radio channel to communicate with the ramp Monitor performance, taking action to correct any shortfalls Liaises with airline station managers, airport operations staff, handling agents, customs, immigration, and security officials and other airport stakeholders Work shifts as required by the operation Report any significant deficiency in our operations directly to Planning Manager, Shift Manager, or Station Director Has the duty to suggest any improvements to working practice especially those relating to safety and security Operate motorized equipment Frequent bending, stretching, push/pulling, stacking and kneeling in small confined locations

Qualifications

Must be 18 years of age or older Possess and maintain a valid US driver's license with a clean driving record Pass pre-employment drug screen and all pre-employment testing Ability to proficiently read, write and speak English Must be comfortable lifting 70lbs repetitively Must be comfortable working in all weather conditions

Education

High School or better.

Resource Planner

Pass FBI background and obtain US Customs Seal Must be available and flexible to work variable shifts including weekends and holidays Must have high school diploma, GED or six months experience as a Ramp Agent Prior Ramp/Airline experience required

Knowledge, Skills and Abilities

Ability to learn quickly Ability to understand and carry out oral and written instructions and request clarification when needed Strong interpersonal skills Ability to work as part of a team Ability to build relationships

Benefits

Advancement Opportunities to Supervisor and Manager Opportunities for Leadership Training Programs Health, Dental, Vision, 401K Life and Short-Term Disability Insurance Paid Training Uniform Provided

Working Conditions

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee may regularly work in outside weather conditions. The employee frequently works near moving mechanical parts, high voltages and high hydraulic/pneumatic pressures. The employee is also frequently exposed to very loud noise levels, fumes or airborne particles and hazardous substances, materials or waste. The employee occasionally works in high, precarious places.

Physical Requirements

The physical demands described here are representative of 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 the essential functions.

While performing the duties of this job, the employee is frequently required to stand, walk, sit, use hands to finger, handle or feel objects, tools or controls; reach with arms, climb or balance; and talk or hear.

Other tasks include digging and shoveling, such as snow removal around equipment and office. Employee may also engage in debris removal which involves lifting, bending and stooping. The employee must frequently lift and/or move up to 25 pounds and occasionally lift and/or move up to 70 pounds.

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)