Summary
The Assistant Manager, Crew Development works across the Training, Performance Standards, and Crew Performance & Engagement teams to turn performance, training and engagement data into targeted development action.
This position plays a key role in identifying high-potential cabin crew, designing development interventions based on performance trends and competency gaps, and building a reliable pipeline of future Cabin Crew leaders. The role also works closely with the Performance Standards Specialist team to continuously raise the bar on crew performance standards, ensuring assessment criteria and benchmarks keep pace with evolving operational and service expectations.
Job Description
Key Responsibilities
- Performance & Development Data Analysis
- Consolidate performance, training and engagement data across the Training, Performance Standards, and Crew Performance & Engagement teams.
- Identify trends, strengths, and competency gaps through analysis of performance check reports, training evaluations, and engagement data.
- Translate data insights into clear, actionable recommendations for the Senior Manager and relevant teams.
- Development Planning & Interventions
- Design targeted development interventions (coaching, stretch assignments, mentoring) based on identified performance and competency gaps.
- Partner with the Training team to ensure interventions are practical and aligned with existing training pathways.
- Monitor the effectiveness of development interventions and refine based on outcomes.
- Work with Crew Performance & Engagement team on coaching and development plans for new Promotes on Individual Development Plan (IDP) and poor performing crew on Performance Improvement Program (PIP).
- Elevating Crew Performance Standards
- Partner with the Performance Standards Specialist team to review assessment criteria and ensure they reflect evolving operational and service expectations.
- Champion the adoption of best practices and industry benchmarks in performance evaluation across the wider Crew Training, Performance and Engagement function.
- Support root-cause analysis of recurring performance gaps and recommend systemic improvements (e.g. training content, assessment criteria, coaching approach) rather than one-off fixes.
- Stakeholder Collaboration & Communication
- Act as the connective link between the Training, Performance Standards, and Crew Performance & Engagement teams.
- Build strong working relationships with each team to ensure data and priorities flow smoothly across functions.
- Represent the crew development agenda in cross-functional discussions and planning.
- Crew Development and Leadership Pipeline Readiness
- Collaborate with the Performance Standards and Crew Performance & Engagement teams to identify high-potential cabin crew using performance data, behavioural observations, and competency indicators.
- Propose readiness criteria and structured progression pathways for future leadership roles.
- Support the evaluation of leadership readiness through structured, standards-based reviews.
- Ad-hoc Responsibilities
- Support recruitment activities and departmental/company events and initiatives.
- Support other ad hoc duties as assigned by the Senior Manager.
Key Requirements
Mandatory
- Diploma or Degree in a relevant discipline (e.g., Training & Development, Education, HR, Business, Aviation or equivalent practical experience).
- Strong analytical skills—able to interpret performance data, feedback trends, and evaluation results to drive decisions.
- Experience in cabin crew training/standards, quality assurance, competency assessment, or operational performance management.
- People leadership experience (directly leading a team or acting as a lead with coaching/oversight responsibilities).
- Excellent communication skills with confidence to engage stakeholders across functions and seniority levels.
- High integrity and discretion when handling sensitive performance information, with a strong commitment to fairness and confidentiality.
- Strong planning and execution skills to deliver recurring cadences (monthly/quarterly/annual) with tight timelines.
Preferred
- Background in airline cabin operations and familiarity with performance check frameworks, audit practices, or competency-based assessment.
- Experience designing and implementing targeted learning interventions (training refreshers, coaching guides, process changes).
- Exposure to regulatory/compliance environments and industry standards relevant to cabin crew operations.
- Strong presentation skills and experience preparing leadership-ready reports with actionable insights.
- Experience supporting leadership pipeline initiatives (talent identification, readiness reviews, development pathways).
