Mikaela Wright
Vice President, Talent Development StandardAero
With over two decades of cross-functional leadership experience, Mika Wright brings a powerful blend of Engineering, Operations, Human Resources, and Talent Management expertise to the learning and development landscape—especially within complex, manufacturing-intensive environments. Her career spans key industries including aerospace, advanced manufacturing, textiles, and healthcare.
Mika began her career at GE Aviation as part of the prestigious Operations Management Leadership Program (OMLP), progressing through critical roles in engineering and operations before pivoting to a focus on people strategy. Her deep operational roots have shaped a pragmatic, performance-driven approach to talent development, succession planning, leadership coaching, and organizational learning.
Currently serving as Vice President of Talent Development at StandardAero, Mika leads enterprise-wide efforts to elevate leadership capability, build future-ready talent pipelines, and align learning strategy with business outcomes. She also extends her impact as the founder of Wright Recruitment Services, where she provides individualized career coaching and development services.
Mika holds a Bachelor’s degree in Aerospace Engineering from Tuskegee University and a Master’s in Supply Chain Management from Penn State University. A certified Six Sigma Black Belt and HR Professional, she brings a data-informed, systems-thinking perspective to HR and learning initiatives—anchored in operational excellence.
Based in Simpsonville, South Carolina, Mika enjoys life outside of work with her husband and three daughters. She’s known for her over-the-top holiday decorating and her deep commitment to family and community.
Seminars
- Responding to declining interest in aviation MRO careers by repositioning L&D as a strategic driver of workforce readiness and early career engagement
- Establishing technical training centers at major StandardAero sites to build internal capability through tailored curricula, robust instructor development, and a structured model for growing the talent you need
- Partnering with local workforce boards in regions like San Antonio and pursuing grant funding to align training with community needs, while reinforcing leadership buy-in and long-term sustainability of internal development programs
- What strategies help organizations pivot from external hiring to internal development without slowing production or increasing costs?
- How can technical training centers and leadership programs be designed to meet immediate operational needs while strengthening long-term succession pipelines?
- What role do partnerships, grant funding, and executive sponsorship play in sustaining these initiatives across multiple sites?
- How can organizations measure the ROI of capability-building and cohesion programs beyond retention, such as productivity, safety, engagement, and team performance?
