Manager Flight Operations (Scheduled)

The Irish Aviation Authority

The IAA is the civil aviation regulator for Ireland. We are responsible for the regulation of safety, security, and consumer interests. Our responsibilities are set out in the framework of applicable global, European, and national legislation/regulation. For more information, please visit our website: About the Irish Aviation Authority (iaa.ie).

Mission: The Irish Aviation Authority regulates to the highest professional standards to ensure a safe, secure, sustainable and consumer-focused civil aviation environment. We support world-class performance and innovation in Irish and global aviation.

Values: Our values reflect what we believe in and how we behave when engaging with each other, our clients and partners, and the society in which we live.

• Safety First: We uphold the highest standards of civil aviation safety and security in everything we do for the benefit of aircraft passengers and aviation personnel and in the public interest.

• Consumer-focused: We protect the rights of consumers, ensuring a safe, secure and efficient civil aviation experience.

• Sustainability: We support the development of aviation in a sustainable manner that meets the present demands for safeguarding the needs of the future.

• Integrity and Accountability: We act with transparency, fairness and responsibility in all our decisions and actions.

• Professionalism: We maintain the highest levels of expertise, ethics, responsiveness, efficiency and conduct in our work, and we recognise our true strength is in our people.

• Collaboration: We work closely with stakeholders to promote trust, alignment and shared success.

• Respect and Inclusion: We value diverse perspectives and foster an inclusive, respectful workplace and stakeholder environment.

DESCRIPTION OF THE ROLE OF MANAGER FLIGHT OPERATIONS (SCHEDULED)

• The Manager Flight Operations (Scheduled) reports to the Head of Flight Operations and is responsible for the certification, oversight and enforcement activities assigned to the Flight Operations (Scheduled) Division. The role provides strategic and operational direction for these activities, supporting strong regulatory governance and the IAA’s mission, values and strategic priorities.

• The Manager translates strategic direction into a risk-based and performance-driven programme of regulatory activity for scheduled commercial air transport operators. This includes directing the Division’s multidisciplinary inspectorate team in the delivery of annual and quarterly oversight plans, with regulatory priorities and resources determined by safety risk and operational complexity.

• The Manager ensures consistency and proportionality in the exercise of the Division’s regulatory responsibilities. The role engages with Accountable Managers, Nominated Persons and other relevant stakeholders to provide clear regulatory direction and ensure that regulatory matters are addressed in a timely and coordinated manner.

• The Manager supports the delivery of the IAA Statement of Strategy, the Irish State Plan for Aviation Safety (SPAS) and the Authority’s safety management processes by identifying emerging risks, analysing safety performance and oversight intelligence, and implementing or recommending targeted regulatory interventions.

• The role maintains structured interfaces with the relevant Managers in Airworthiness where operational and continuing airworthiness responsibilities intersect. It also works closely with the Aviation Infrastructure and Aviation Security Departments, and other relevant IAA functions, to support coordinated regulatory safety outcomes.

• The Manager Flight Operations (Scheduled) represents the IAA, as appropriate, at ICAO, EASA and other national, international and government forums

• This role requires domestic and international travel, as necessary, to fulfil regulatory oversight responsibilities, engage with stakeholders and represent the IAA at relevant meetings and forums.

Principal Duties and Responsibilities of the IAA Manager

Leadership & People Management:
Lead and manage the Flight Operations (Scheduled) Division, including workforce planning, performance management, staff development, leave management and resource scheduling, ensuring alignment with organisational objectives and a culture of safety, accountability and continuous improvement.

Performance Management & Coaching:
Provide clear guidance, constructive feedback, and timely intervention to address performance issues and support employee development.

Planning, Organisation & Delivery of Results:
Take accountability for delivering objectives by planning, prioritising, and managing multiple workstreams; delegate effectively; and apply appropriate systems, controls, and quality assurance to ensure high-quality, timely outcomes.

Decision Making, Problem Solving & Strategic Awareness:
Make sound, evidence-based decisions, considering organisational, policy, and stakeholder impacts, and take responsibility for outcomes.

Change & Continuous Improvement:

Lead continuous improvement and change initiatives within the Division, maintaining effective communication, stakeholder engagement and quality management systems to support operational excellence and regulatory compliance.

Communication & Stakeholder Management:
Build strong relationships with internal and external stakeholders; act as an effective link between reporting employees and senior management; and communicate clearly and confidently in both written and verbal formats.

Self-Development:
Demonstrate commitment to continuous professional development to enhance capability and effectiveness in the role.

This job description is not exhaustive; other items may be added from time to time at the discretion of the Head of Flight Operations.

Key Competencies Required for Effective Performance

For assessment of applicants for this role we will use the following competency model. This model reflects the changing and more complex environment in which those at this level operate. Each of the key competences in the model is supported by a list of key performance indicators set below.

Effective Performance Indicators

Leadership

• Actively contributes to the development of the strategies and policies of the Department/ Organisation

• Brings a focus and drive to building and sustaining high levels of performance, addressing any performance issues as they arise

• Leads and maximises the contribution of the team as a whole

• Considers the effectiveness of outcomes in terms wider than own immediate area

• Clearly defines objectives/ goals & delegates effectively, encouraging ownership and responsibility for tasks

• Develops capability of others through feedback, coaching & creating opportunities for skills development

• Identifies and takes opportunities to exploit new and innovative service delivery channels

Analysis & Decision Making

• Researches issues thoroughly, consulting appropriately to gather all information needed on an issue

• Understands complex issues quickly, accurately absorbing and evaluating data (including numerical data)

• Integrates diverse strands of information, identifying inter-relationships and linkages

• Makes clear, timely and well-grounded decisions on important issues

• Considers the wider implications of decisions on a range of stakeholders

• Takes a firm position on issues s/he considers important

Management & Delivery of Results

• Takes responsibility for challenging tasks and delivers on time and to a high standard

• Plans and prioritises work in terms of importance, timescales and other resource constraints, re-prioritising in light of changing circumstances

• Ensures quality and efficient customer service is central to the work of the division

• Looks critically at issues to see how things can be done better

• Is open to new ideas initiatives and creative solutions to problems

• Ensures controls and performance measures are in place to deliver efficient and high value services

• Effectively manages multiple projects

Interpersonal & Communication Skills

• Presents information in a confident, logical and convincing manner, verbally and in writing

• Encourages open and constructive discussions around work issues

• Promotes teamwork within the section, but also works effectively on projects across Departments/ Sectors

• Maintains poise and control when working to influence others

• Instils a strong focus on Customer Service in their area

• Develops and maintains a network of contacts to facilitate problem solving or information sharing

• Engages effectively with a range of stakeholders, including members of the public, Public Service Colleagues and the political system

Specialist Knowledge, Expertise and Self-Development

• Has a clear understanding of the roles objectives and targets of self and the team and how they fit into the work of the unit and Department/ Organisation

• Has a breadth and depth of knowledge of Department and Governmental issues and is sensitive to wider political and organisational priorities

• Is considered an expert by stakeholders in own field/ area

• Is focused on self-development, seeking feedback and opportunities for growth to help carry out the specific requirements of the role

Selection Process

The Selection Process may include:

• shortlisting of candidates, on the basis of the information contained in their application

• a competitive preliminary interview.

• psychometric testing.

• work sample/role play/media exercise, and any other tests or exercises that may be deemed appropriate.

• a second competitive interview which may include a presentation.

Shortlisting

The number of applications received for a position generally exceeds that required to fill the position. While a candidate may meet the eligibility requirements of the competition, if the numbers applying for the position are such that it would not be practical to interview everyone, we may decide that a smaller number will be called to the next stage of the selection process. In this respect, we provide for the employment of a shortlisting process to select a group who, based on an examination of the application forms, appear to be the most suitable for the position.

This is not to suggest that other candidates are necessarily unsuitable or incapable of undertaking the job, rather that there are some candidates, who based on their application, appear to be better qualified and/or have more relevant experience.

Application documents will be reviewed against shortlisting criteria. The shortlisting criteria may include both the essential and desirable criteria specified for the position. It is therefore in your own interest to provide a detailed and accurate account of your qualifications/ experience in your application.

References

It would be useful if you would begin to consider names of people who would be suitable referees and that we might consult (2 names and contact details). The referees do not have to include your current employer but should be in a position to provide a reference for you. The referees should be able to provide relatively recent information on your performance and behaviour in a work context.

You may wish to select referees that can provide such information from different perspectives or in different work contexts. Please be assured that we will only contact referees should you come under consideration after preliminary interview stage. Please note, should you be successful at final interview, we will require a reference from your current employer prior to recommendation for appointment.

Successful candidates may be required to complete a number of clearance processes such as Health and Character Declaration and any other relevant checks required for the particular role.

Other Important Information

The IAA will not be responsible for refunding any expenses incurred by candidates.

The admission of a person to a competition, or invitation to attend interview, or a successful result letter, is not to be taken as implying that the IAA is satisfied that such a person fulfils the requirements or is not disqualified by law from holding the position.

Prior to recommending any candidate for appointment to this position the IAA will make all such enquiries that are deemed necessary to determine the suitability of that candidate. Until all stages of the recruitment process have been fully completed a final determination cannot be made nor can it be deemed or inferred that such a determination has been made. Should the person recommended for appointment decline, or having accepted it, relinquish it, the IAA may at its discretion, select and recommend the candidate who came second for appointment on the results of this selection process. Applications will be treated in strict confidence.

Deeming of candidature to be withdrawn - Candidates who do not attend for interview when and where required, or who do not, when requested, furnish such evidence as the IAA require in regard to any matter relevant to their candidature, will have no further claim to consideration.

Candidates' Obligations

Candidates should note that canvassing will disqualify and will result in their exclusion from the process.

Candidates must not:

• knowingly or recklessly provide false information

• canvass any person with or without inducements

• interfere with or compromise the process in any way

In addition, where a person found guilty of an offence was or is a candidate at a recruitment process, then:

• where they have not been appointed to a post, they will be disqualified as a candidate and

• where they have been appointed subsequent to the recruitment process in question, they shall forfeit their appointment.

Salary Rate

The salary range for this role is Point 1 €125,796 to Point 7 €158,383.

Probationary Period

The position is subject to a probationary period of 6 months from the date of actual commencement and is subject to the provision of satisfactory performance during that period.

Hours Of Attendance

Hours of attendance will be fixed from time to time but will amount to not less than 41 hours gross per week. The successful candidate will be required to work additional hours from time to time as may be reasonable and necessary for the proper performance of their duties subject to the limits set down in the working time regulations.

Annual Leave

Annual Leave excluding public holidays is 30 days per annum.

Pension

The successful candidate will on date of joining become a member of the Irish Aviation Authority Defined Contribution Plan 2025

Membership of the Irish Aviation Authority Defined Contribution Plan 2025 is compulsory.

Employee and matching employer contribution rates are:

Employee Employer

4% 8%

5% 10%

6% 12%

Full details of the scheme are contained in the explanatory booklet which is available on request.

Other Benefits

• Access to cycle to work scheme

• Tax free Bus/ Luas/ Rail to assist with travel costs to and from work

• Access to Employee Assistance Programme

• Access to IAA health and wellbeing initiatives

• Learning and Development opportunities

Location

The IAA is based in the Times Building, 11-12 D'Olier Street, Dublin 2 near Trinity College. We are convenient to all Luas lines; several Dublin Bus routes and are about 5 minutes from Tara Street Railway Station. We are also just minutes from O’Connell Street and St. Stephen’s Green.

Application

Applications must consist of the following to be considered for shortlisting:

• A cover letter (max. two A4 pages) outlining why you wish to be considered for the post and where you believe your skills and experience meet the requirements of the position.

• A comprehensive CV.

Complete applications including CV and letter of motivation to be submitted no later than 5pm Thursday 19th November 2026.

Eligibility

Candidates should note that eligibility to compete is open to citizens of the European Economic Area (EEA), Switzerland, the UK and those with an IRP with stamp 4. To qualify candidates must be citizens of the EEA, Switzerland, the UK or have an IRP with stamp 4 on the date of application.

The IAA are not in the position to offer sponsorship for this role.

The IAA promotes equity, diversity, and inclusion and welcomes applications from people from diverse backgrounds and under-represented groups including, but not limited to, ethnic minority and people with disabilities. IAA firmly believes that such diversity enriches our workplace culture and drives innovation.

Accommodations during the application and interview process may be requested directly to human.resources@iaa.ie.