... flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people ... This position will be virtual remote and can be performed anywhere within the continental United ...
... flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people ... This position will be virtual remote and can be performed anywhere within the continental United ...
Wildland Firefighter (Aviation Operations Specialist)
Klamath Falls, OR · On-site +1
$72K - $94K/yr
... Dispatch Coordinators to exchange information on current aviation operations. * Develops and ... Willing to live/work in remote locations (volatile/unpredictable). * Some Fire positions may have ...
Wildland Firefighter (Aviation Operations Specialist)
Klamath Falls, OR · On-site +1
$72K - $94K/yr
... Dispatch Coordinators to exchange information on current aviation operations. * Develops and ... Willing to live/work in remote locations (volatile/unpredictable). * Some Fire positions may have ...
... flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people ... Remote candidates may also be considered You will work with various engineering disciplines ...
... flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people ... Remote candidates may also be considered You will work with various engineering disciplines ...
... flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people ... Remote candidates may also be considered You will work with various engineering disciplines ...
... flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people ... Remote candidates may also be considered You will work with various engineering disciplines ...
Virtual Remote Flight Dispatcher information
What is a virtual remote flight dispatcher?
Virtual Remote Flight Dispatchers are aviation professionals who manage and coordinate flight operations from a remote location, often using specialized software and communication tools. They are responsible for tasks such as flight planning, monitoring weather conditions, ensuring regulatory compliance, and providing pilots with critical information. By working remotely, they enable airlines and aviation companies to operate more flexibly and efficiently, often supporting multiple locations or clients from a central hub. Their role is crucial for maintaining safety, punctuality, and smooth flight operations, even when not physically present at an airport.
What skills and qualifications are needed to thrive as a virtual remote flight dispatcher?
To thrive as a Virtual Remote Flight Dispatcher, you need expertise in flight operations, meteorology, aviation regulations, and typically an FAA Aircraft Dispatcher Certificate or equivalent qualification. Proficiency in flight planning software, air traffic management systems, and communication tools is critical. Exceptional organizational skills, attention to detail, and clear communication help ensure safe and efficient flight coordination. These skills and qualifications are vital to ensure compliance, safety, and smooth operations in a dynamic, remote aviation environment.
How does a virtual remote flight dispatcher communicate and coordinate with pilots and airline operations teams?
As a virtual remote flight dispatcher, maintaining clear and timely communication is essential since you are not physically present at the airport or operations center. Dispatchers use specialized flight operations software, secure messaging platforms, and regular phone or video calls to provide pilots with flight plans, weather updates, and operational changes. Strong organizational and multitasking skills help in managing multiple flights and responding to real-time developments. Being proactive and detail-oriented ensures smooth coordination with pilots, maintenance teams, and airline management, even when working remotely.
What is the difference between Virtual Remote Flight Dispatcher vs Virtual Remote Flight Operations Coordinator?
| Aspect | Virtual Remote Flight Dispatcher | Virtual Remote Flight Operations Coordinator |
|---|---|---|
| Credentials | FAA dispatcher certification, relevant aviation licenses | Often similar certifications, with additional operational training |
| Work Environment | Remote, primarily administrative and communication tasks | Remote, overseeing flight operations and coordination |
| Employer & Industry | Airlines, charter companies, freight carriers | Airlines, private flight operators, aviation services |
| Search & Comparison Intent | Understanding dispatcher roles, certification requirements | Comparing operational roles in flight management |
Virtual Remote Flight Dispatchers focus on planning and coordinating flights, often requiring FAA certification. Virtual Remote Flight Operations Coordinators oversee broader flight operations and logistics. Both roles are remote, industry-specific, and involve aviation coordination, but differ in scope and responsibilities.
What are popular job titles related to Virtual Remote Flight Dispatcher jobs in Oregon?
For Virtual Remote Flight Dispatcher jobs in Oregon, the most frequently searched job titles are:
What job categories do people searching Virtual Remote Flight Dispatcher jobs in Oregon look for?
The top searched job categories for Virtual Remote Flight Dispatcher jobs in Oregon are:
What cities in Oregon are hiring for Virtual Remote Flight Dispatcher jobs?
Cities in Oregon with the most Virtual Remote Flight Dispatcher job openings:
Enterprise Skills-Based Talent Development Manager 2
OR • On-site, Remote
Northrop Grumman
• Space Research Administration • 10K+ employees10,000+ employees
Full-time
Medical, Life, PTO
Posted 9 days ago
Key responsibilities
Design and maintain Northrop Grumman's skills-based talent development governance model, including standards, processes, and decision-rights.
Partner with HR technology teams to integrate skills structures into talent platforms and oversee the skills governance committee's operations and decision-making.
Translate business and workforce strategies into skills-based talent development roadmaps and lead efforts to evolve from role-based to skills-based talent practices.
Northrop Grumman rating
8.3
Based on 372 frontline employees who took The Breakroom Quiz
Job description
RELOCATION ASSISTANCE: No relocation assistance available CLEARANCE REQUIRED FOR START: No CLEARANCE TYPE: None TRAVEL: Yes, 25% of the Time Description At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way.
Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible. Our employees are not only part of history, they're making history. The Enterprise Skills-Based Talent Development Manager 2 is responsible for designing and implementing a skills-based talent development and governance model that supports NG's workforce transformation.
This role partners HR, business leaders, and COEs to define critical skills, embed them in NG's job architecture and talent systems (including Eightfold/Workday), and enable consistent, scalable development pathways. This position will be virtual remote and can be performed anywhere within the continental United States. Teleworking arrangements are subject to change based on the needs of the business.
Key Responsibilities: Skills-Based Talent Development & Governance Design and maintain NG's skills-based talent development governance model, including standards, processes, and decision-rights. Define and curate enterprise and functional skills taxonomies, proficiency levels, and role profiles aligned to business strategy. Partner with HR technology teams to integrate skills structures into talent platforms (e.g., Workday/Eightfold/Talent Design, learning, performance, succession, workforce planning)
Skills Governance Leadership Establish a skills based governance model and serve as lead to identify working team participants, oversee committee operations and report status/issues to Talent leadership. Define working team membership and operating rhythms, including: Job Family Group representatives: One member from each Job Family Group responsible for reviewing/approving skills and adding proficiencies for job profiles in their group, performing role calibration, managing skills/proficiencies for new job profiles, and conducting periodic reviews of existing profiles. Segment representatives: One member from each Segment who provides Segment input when needed, disseminates information to Segment leaders, and delegates review/approval tasks.
Ensure the working team decisions are aligned with the enterprise skills-based governance model and integrated into NG's broader talent practices. Workforce Transformation & Strategy Enablement Translate business and workforce strategies into skills-based talent development roadmaps and prioritized initiatives. Identify critical roles and skills for transformation and recommend targeted development, acquisition, and mobility strategies.
Lead efforts to evolve from primarily role-based to skills-based talent practices (staffing, development, internal mobility, career pathways). Stakeholder Engagement & Change Management Engage HR partners, business leaders, and COEs to co-create the skills-based model and secure sponsorship and alignment. Develop and execute communication and change approaches to drive understanding, adoption, and behavior change.
Facilitate workshops and working sessions with leaders and subject-matter experts to refine skills frameworks and talent pathways. Data, Insights & Continuous Improvement Partner with people analytics to define and track metrics for workforce transformation and skills-based talent development (e.g., skills coverage, development participation, internal mobility). Use data, feedback, and committee input to assess effectiveness and recommend adjustments to the governance model, processes, and programs
Key Competencies: Strategic and systems thinking Workforce and talent planning Skills and capability development Governance and standards design Cross-functional collaboration and influence Data-driven decision-making Program and project management Change leadership and communication Basic Qualifications: Bachelor's degree and at least 8 years of relevant experience in HR, talent management, learning & development, workforce planning, or organizational development OR Master's degree and at least 6 years of relevant experience in HR, talent management, learning & development, workforce planning, or organizational development. Experience leading large-scale talent or workforce transformation initiatives in a complex, matrixed environment. Demonstrated ability to design and implement governance structures or standards across multiple stakeholder groups.
Strong stakeholder management, communication, and facilitation skills. Preferred Qualifications: Master's degree in Organizational Development, I/O Psychology, HR Management, or related discipline. Experience with skills-based talent management (skills taxonomies, role/skills architectures, proficiency models).
Hands-on experience with HR and skills platforms such as Eightfold and/or Talent Design. HR Systems & Data Literacy. Experience leveraging people analytics or workforce data to inform talent decisions and measure impact.
Primary Level Salary Range: $121,000.00 - $181,600.00 The above salary range represents a general guideline; however, Northrop Grumman considers a number of factors when determining base salary offers such as the scope and responsibilities of the position and the candidate's experience, education, skills and current market conditions. Depending on the position, employees may be eligible for overtime, shift differential, and a discretionary bonus in addition to base pay. Annual bonuses are designed to reward individual contributions as well as allow employees to share in company results
Employees in Vice President or Director positions may be eligible for Long Term Incentives. In addition, Northrop Grumman provides a variety of benefits including health insurance coverage, life and disability insurance, savings plan, Company paid holidays and paid time off (PTO) for vacation and/or personal business. The application period for the job is estimated to be 20 days from the job posting date.
However, this timeline may be shortened or extended depending on business needs and the availability of qualified candidates. Northrop Grumman is an Equal Opportunity Employer, making decisions without regard to race, color, religion, creed, sex, sexual orientation, gender identity, marital status, national origin, age, veteran status, disability, or any other protected class. For our complete EEO and pay transparency statement, please visit http://www.northropgrumman.com/EEO
U.S. Citizenship is required for all positions with a government clearance and certain other restricted positions.
What Northrop Grumman employees say
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About Northrop Grumman
Sourced by ZipRecruiter
At Northrop Grumman, our employees have incredible opportunities to work on revolutionary systems that impact people's lives around the world today, and for generations to come. Our pioneering and inventive spirit has enabled us to be at the forefront of many technological advancements in our nation's history - from the first flight across the Atlantic Ocean, to stealth bombers, to landing on the moon. We look for people who have bold new ideas, courage and a pioneering spirit to join forces to invent the future, and have fun along the way. Our culture thrives on intellectual curiosity, cognitive diversity and bringing your whole self to work - and we have an insatiable drive to do what others think is impossible.
Industry
Space research administration
Company size
10,000+ Employees
Headquarters location
Falls Church, VA, US
Year founded
1939