Your role

What you'll be doing

Description

The Airline Sourcing Manager will be responsible for conducting market research to write intel reports and run market RFPs for airline and cruise line clients’ accommodations and transport needs for crew, DPAX (distressed passengers) and universal rates. The Airline Sourcing Manager will handle and coordinate multiple projects (RFPs) in an efficient and timely manner by taking ownership of each task assigned. In addition, the Airline Sourcing Manager will liaise with other departments to ensure a swift, consistent and accurate handover of hotel options for the client. 

Role Responsibilities

• Conduct market research, property analysis and market RFPs consistent with each clients’ specifications for crew accommodations
• Negotiate RFP terms and rates (crew, DPAX, URA—both hotels and transport)
• Complete contracting phase for DPAX hotels and transport, and URAs
• Monitor markets for price changes and escalate risk and opportunities, becoming a hotel market expert in assigned region
• Develop pricing comparatives and perform analysis to present final hotel/transport options 
• Compose market intel reports for smaller cities to accompany the final report
• Identify savings and revenue potential in markets
• Effectively communicate with both internal and external customers
• Correctly vet hotels/transport vendors to comply with each clients’ vetting criteria
• Prepare, deliver and present all required deliverables
• Participate in product development by sharing feedback and user reviews
• In-depth understanding of the needs of client’s operations as well as understanding their accommodation requirements
• Establish strong relationships with hotel and transportations vendors
• Ensure the accuracy of all work prior to handover
• Continuous follow-up with Account Management until business has been placed
• Complete and negotiate Fee Agreements as needed and per client
• Maintain an understanding and working knowledge of hotel brands and management companies
• Compile and submit assigned reports—monthly time tracker
• Maintain contact database within RFP tools
• Manage market escalations as assigned
• Work to meet departmental published goals and performance standards
• Complete additional tasks as assigned
• Travel and conduct hotel site visits as assigned

Qualifications & Skills

• Solid knowledge and understanding of both the Aviation and Hospitality industries
• Excellent people skills and a customer-focused approach to establish partnerships/alliances
• Excellent time management prioritization and follow-up skills
• Strong negotiation skills
• Strong financial acumen and attention to detail
• Excellent computer skills—with high-level proficiency for Word, Excel, PowerPoint, Slack, Zoom
• Ability to learn new platforms/tools
• Trilingual a plus—(English, Spanish, Portuguese)—Bilingual required (English/Spanish)

About Corpay

About Corpay

Corpay is a global technology organization that is leading the future of commercial payments with a culture of innovation that drives us to constantly create new and better ways to pay. Our specialized payment solutions help businesses control, simplify, and secure payment for fuel, general payables, toll and lodging expenses. Millions of people in over 80 countries around the world use our solutions for their payments.

At Corpay, we are committed to fostering an inclusive and respectful workplace where employees are valued for their diverse perspectives, experiences, and contributions. We believe that diversity, equity, and inclusion strengthen our teams, drive innovation, and support our continued success globally.

As part of our hiring process, offers of employment may be subject to the successful completion of pre-employment screening conducted by an authorized third-party provider, in accordance with applicable laws and Corpay policies. Screening requirements may include employment references, identity verification, criminal record checks, financial or sanctions screening, and other background checks relevant to the role and permitted by local law.

Notice to Recruitment Agencies and Search Firms: Corpay does not accept unsolicited resumes from agencies or search firms without a valid written agreement in place. Any unsolicited candidate submissions will become the property of Corpay, and no fees will be paid related to such submissions.

Learn more about Corpay: https://www.corpay.com

Transparency & Compliance

Equal Opportunity Employer

Corpay is committed to providing equal employment opportunities to all applicants and employees. Employment decisions are made without regard to race, color, religion, sex (including pregnancy), gender, gender identity or expression, sexual orientation, national origin, ancestry, age, disability, marital status, genetic information, military or veteran status, or any other characteristic protected by applicable law. Corpay is committed to fostering an inclusive workplace where individuals are respected and valued for their diverse perspectives, experiences, and contributions. If you require reasonable accommodation during any part of the application or interview process, please notify a representative of the Human Resources Department.

Use of Artificial Intelligence in Hiring

Corpay may use artificial intelligence (AI) and other technology-enabled tools to support certain aspects of the recruitment process, such as application screening, candidate assessment, or interview scheduling. These tools are designed to enhance efficiency, consistency, and fairness throughout the hiring process. AI tools do not make final hiring decisions. All employment decisions involve human review. Corpay is committed to the responsible use of AI, including appropriate oversight and safeguards designed to support fair and unbiased outcomes.

Candidate Privacy Notice

For information about how Corpay processes personal information during the recruitment process, please review our Candidate Privacy Notice: https://www.corpay.com/privacy-policy.

Pay Philosophy

Corpay is committed to fair, equitable, and transparent compensation practices. Compensation decisions are based on objective, job-related factors including skills, experience, qualifications, and market benchmarks. Where required by applicable law, salary or compensation ranges will be included in the job posting or provided prior to the interview process, where required by applicable law. Additional compensation elements such as bonuses, incentives, benefits, or variable pay may apply where applicable.