Description

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*

Reporting to the Managing Director, Financial Analysis the Senior Director, Financial Strategy Analysis plays a pivotal role in Hawaiian Airlines’ financial strategy by providing critical insights and strategic recommendations to senior leadership and key stakeholders. Leading a team of dedicated financial analysts and bringing a deep foundational knowledge of airline economics to bear, the Senior Director takes ownership of analytical problem solving and decision support for high impact, enterprise level, cross functional projects.

• Key Responsibilities*

Labor Analysis

• Develop research and review process for understanding industry trends, competitive landscape, and macroeconomic factors affecting the business, integrating relevant insights into financial analysis and strategic planning.

• Lead quantitative analysis of labor contract proposals and scenarios to provide synthesized insights and recommendations for senior leadership.

• Directly represent HA’s financial interests in CBA negotiations with union leaders, the National Mediation Board, and other 3rd parties.

Fleet Planning

• Develop TCO analysis model to support informed decision-making about fleet composition, replacement cycles, and cost-saving opportunities.

• Model future skyline scenarios to inform long term scenario planning and optimization.

• Drive continuous improvement in financial analysis methodologies, tools, and processes to enhance efficiency, accuracy, and relevance.

Profitability Analysis

• Collaborate with cross-functional teams to assess business initiatives, investment opportunities, and potential risks, providing financial insights and recommendations to support decision-making.

• Lead analysis of profitability and structural cost drivers, and iteratively identify and prioritize improvement opportunities.

Company Initiatives

• Conduct in-depth analysis of financial data; including, but not limited to: revenue, expenses, profitability, and cash flow; to identify trends, opportunities, and areas for improvement.

• Lead the preparation and delivery of financial analysis, reports, and presentations for senior leadership, board of directors, and external stakeholders.

Leadership

• Provide mentorship, guidance, and development opportunities to members of the financial analysis team, fostering a culture of aloha, po’okela, and continuous learning.

Other duties as assigned by Senior Leadership.

• Minimum Requirements*

• Bachelor's degree in Finance, Economics, or other quantitative field; or an equivalent combination of education and related working experience.

• 8 years of progressive experience in financial analysis, strategic planning, or related discipline.

• 5 years of experience in team management including a minimum of 2 years of managing both managers and professional-level employees.

• Proven track record of developing complex financial models, conducting in-depth analysis, and delivering accountable insights to drive business performance.

• Strong understanding of financial metrics and corporate finance concepts.

• Excellent analytical skills, with the ability to synthesize large volumes of data into meaningful insights and recommendations.

• Exceptional communication and presentation skills, with the ability to effectively convey complex financial information to diverse audiences.

• Strategic thinker with the ability to anticipate future challenges and opportunities and develop agile solutions.

• Proven capability to adopt an expansive organizational viewpoint and exhibit adeptness in organizational adaptability and agility.

• Demonstrated ability to manage multiple projects and competing priorities.

/ **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 $138,000 - $169,000./

• Preferred Qualifications*

• MBA or advanced degree in a quantitative discipline – e.g., Finance, Accounting, or Economics.

• High level of expertise in interpreting financial statements and related industry data.

• High level of expertise with spreadsheets, relational databases, and financial reporting tools and systems.

• Experience with multiple Labor Union negotiations.

• Expertise in airline economics.

• High level of comfort and experience presenting to and communicating directly with C-level leadership.

• *

• About Hawaiian Airlines*

Now in its 95th year of continuous service, Hawaiian is Hawaiʻi's biggest and longest-serving airline. Hawaiian offers approximately 150 daily flights within the Hawaiian Islands, and nonstop flights between Hawaiʻi and 16 U.S. gateway cities – more than any other airline – as well as service connecting Honolulu and American Samoa, Australia, Cook Islands, Japan, New Zealand, South Korea and Tahiti.

Consumer surveys by Condé Nast Traveler and TripAdvisor have placed Hawaiian among the top of all domestic airlines serving Hawaiʻi. The carrier was named Hawaiʻi's best employer by Forbes in 2022 and has topped /Travel + Leisure’s World’s Best/ list as the No. 1 U.S. airline for the past two years. Hawaiian has also led all U.S. carriers in on-time performance for 18 consecutive years (2004-2021) as reported by the U.S. Department of Transportation.

The airline is committed to connecting people with aloha by offering complimentary meals for all guests on transpacific routes and the convenience of no change fees on Main Cabin and Premium Cabin seats. HawaiianMiles members also enjoy flexibility with miles that never expire. As Hawai‘i’s hometown airline, Hawaiian encourages guests to Travel Pono and experience the islands safely and respectfully.

Hawaiian Airlines, Inc. is a subsidiary of Hawaiian Holdings, Inc. (NASDAQ: HA). Additional information is available at HawaiianAirlines.com. Follow Hawaiian’s Twitter updates (@HawaiianAir), become a fan on Facebook (Hawaiian Airlines), and follow us on Instagram (hawaiianairlines). For career postings and updates, follow Hawaiian’s LinkedIn page.

For media inquiries, please visit Hawaiian Airlines’ online newsroom.

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)