Join the Jetvia Team

Jetvia has provided world class executive jet charter services for over 35 years, built on the pillars of safety, dependability, and transparency. We pride ourselves on delivering a refined travel experience that prioritizes the security and time of every guest.

We believe in supporting our team members first so they are empowered to provide exceptional service to our clients. We operate with an ownership mindset where accountability is the standard and egos are left at the door. If you are a professional who values a safety first foundation and thrives in a culture of mutual respect, we invite you to help us lead the next chapter of our history.

The Role

Jetvia is seeking an experienced People & Talent Manager to own the recruiting function for our growing Part 135 aviation company. Youll execute the hiring plan aligned with business growth targets, manage the recruiting function end-to-end, and support leadership with spanet intelligence. This role will report to the VP of People and execute the hiring strategy in partnership with leadership.

In addition to your talent acquisition responsibilities, you will also be tasked with some HR process ownership. Specifically, you will support the HR life cycle ensuring onboarding and offboarding run smoothly, assisting with some HR compliance projects, coaching managers, and handling employee relations matters as asked. As the first members of the People team, this role is for someone excited to roll their sleeves up and build out new processes for the newly acquired business.

This role is remote, but hybrid to our Dallas, El Paso, and Titusville, FL offices.

What Youll Own

People Responsibilities:

• Aviation knowledge: Working knowledge of all Federal Aviation Regulations applicable to FAR Part 135. Stay current on the aviation hiring spanet: pilot salaries, availability, job spanet trends. Brief leadership on hiring challenges and talent spanet dynamics on a regular basis.
• HR Compliance: Maintain accurate, audit ready employee files and ensure HRIS data integrity
• Employee Relations:
  Partner closely with the HR Business Partner to manage employee relations matters, including investigations, documentation, corrective action, and performance improvement plans
• Onboarding and Employee Lifecycle Support: Ensure a seamless and compliant pre-boarding and onboarding experience for our new hires. Support employee lifecycle changes including promotions, transfers, status changes, and offboarding to ensure proper documentation and system updates
• HR Operations and Programs: Service as a resource for employees regarding benefits, policies, and general HR inquiries. Collaborate with PEO to ensure employees Are aware of all employment-related information. Manage HRIS/HCM process updates as needed
  

Talent Acquisition Responsibilities:

• Establish Hiring Process: Build a recruiting experience that reflects Jetvias values of responsive communication, clear feedback, and a process that candidates want to recommend to others. Own job postings, candidate sourcing, screening, and interview coordination. Create and execute a standardized, scalable hiring process that maintains quality while moving quickly. Design interview scorecards, define reference check protocols, etc. Ensure consistent, fair evaluation of all candidates
• Employer Marketing: Market Jetvia as a best-in-class workplace. Utilize aviation job boards & professional organizations to post our roles and garner more qualified candidates. Revamp LinkedIn, Glassdoor, and Indeed pages to attract more candidates. Track impact of each new recruiting source
• Hiring Plan: Execute the comprehensive hiring plan aligned with business priorities by role and timeline
• Pilot Sourcing and Recruiting: Develop a robust pipeline for experienced Lear 60 pilots, first officers, and noncrew maintenance candidates. This includes building relationships with flight schools, other charter operators, airlines, and military networks
• ATS: Own the selection, implementation, and day-to-day management of our Applicant Tracking System. This includes setting up workflows, tracking metrics, and ensuring data accuracy. Report metrics to leadership on a monthly basis and the People team weekly
• Offers & Compensation: Support VP of People with spanet rate data and hiring insights. Provide regular reports on talent spanet dynamics, pilot availability, and hiring challenges to inform compensation and retention decisions

Qualifications

Required:

• Bachelors degree or 8 years of HR experience in lieu of a degree
• 5+ years of recruiting experience
• 3+ years recruiting in the aviation industry at another Part 135 or Part 145 charter operator or regional airline
• Exposure to multiple HR functions such as onboarding, employee relations, compliance, or benefits administration
• Strong understanding of aviation hiring: pilot certifications, experience levels, training requirements, industry networks
• Demonstrated track record of high-volume hiring, managing 50+ hires/year
• Experience with ATS software (any platform; well train on our specific system)
• Ability to build and manage recruiting pipelines for specialized, hard-to-fill roles
• Excellent communication skills: clear, responsive, professional in all candidate interactions
• Detail-oriented and organized; able to manage multiple candidate pipelines simultaneously
• Ability to work collaboratively with hiring managers, HR, finance, and executives

How Jetvia Supports You

Jetvia recognizes our team members as our greatest asset. We offer a foundation of efficiency and professionalism with a comprehensive benefits package designed to support your career and well-being.

• Medical Coverage: Three plan options including a 100 employer paid High Deductible Health Plan (HDHP) as well as 85 employer paid PPO plan and Texas-based HMO plans
• Additional Benefits Offerings: Dental, Vision, and Life insurance are included in our complete insurance package
• 401(k): Safe harbor match: dollar for dollar up to 3 of pay, and 50 cents on the dollar for the next 2. Employees are eligible to enroll on the first of any month and are immediately 100 vested in all matching contributions
• Time Off: PTO to support work life balance

ATI Jet, Inc. is an equal opportunity employer and reviews applicants without regard to race, color, religion, sex, age, national origin, handicapped, or veterans status.

Employment with ATI Jet Inc. is contingent upon pre-employment drug testing, background checks and post-offer, job-related physicals (when applicable). Employment will be conditioned upon a negative result of this test. If the applicant tests positive for illegal drugs, the offer of employment will be withdrawn.