Ta program lead

About Delta Tech Hub: Delta Air Lines (NYSE: DAL) is the U. S. global airline leader in safety, innovation, reliability and customer experience. Powered by our employees around the world, Delta has for a decade led the airline industry in operational excellence while maintaining our reputation for award-winning customer service. With our mission of connecting the people and cultures of the globe, Delta strives to foster understanding across a diverse world and serve as a force for social good. Delta has fast emerged as a customer-oriented, innovation-led, technology-driven business. The Delta Technology Hub will contribute directly to these objectives. It will sustain our long-term aspirations of delivering niche, IP-intensive, high-value, and innovative solutions. It supports various teams and functions across Delta and is an integral part of our transformation agenda, working seamlessly with a global team to create memorable experiences for customers. KEY RESPONSIBILITIES & WORK OUTCOMES: Program Planning & Delivery Design, implement, and maintain comprehensive hiring plans with clear milestones and real-time dashboards to track progress against targets. Drive timely delivery of qualified candidate pipelines, with a focus on hard-to-fill and business-critical roles. Analytics & Continuous Improvement: Track and analyze funnel metrics (sourcing, screening, interview offer) to proactively identify leakages and bottlenecks. Conduct role-level hiring data analysis and recommend targeted interventions (e.g., sourcing strategy shifts, assessment refinements). Uncover hiring patterns and deliver actionable insights to DTH and TA leadership for data-driven decision-making. Vendor Management: Own day-to-day liaison with RPO partners Drive and participate in regular reviews and close feedback loops Co-ordinate vendor huddles and track improvement initiatives Stakeholder Engagement: Collaborate with hiring managers to define role requirements, prioritize openings, and sharpen selection criteria. Lead daily TA stand-ups to surface challenges, drive alignment, and ensure swift resolution of blockers. Serve as the primary escalation point for hiring delays, quality concerns, and compliance risks. Hiring Drives & Events: Lead end-to-end hiring events (on-site and virtual), including hackathons and referral campaigns, to accelerate talent acquisition. Partner with marketing and internal communications teams to design and deliver compelling employer-branding collateral for events. Process Governance & Compliance: Ensure adherence to ATS workflows (e.g., uploading candidate data, tracking status changes) Manage and resolve escalations from shared service teams on hiring documentation (e.g. offer approvals) WHAT YOU NEED TO SUCCEED (MINIMUM QUALIFICATIONS): Experience: 15+ years in Talent Acquisition, including 5+ years managing RPO/vendor partnerships for high-volume technology hiring. Demonstrated success in delivering 100+ hires per month within Global Capability Centers (GCCs) and large IT services organizations. Proficient in leveraging major ATS platforms and recruitment analytics tools to optimize efficiency and hiring outcomes. Technical & Industry Knowledge: Strong expertise across technology roles (Java,. NET, Dev Ops, Cloud, Data Engineering, etc.). In-depth understanding of GCC operating models, offshore/onshore hiring dynamics, and compliance requirements (immigration, labor laws). Advanced data analysis skills, including Excel (pivot tables, VLOOKUP) and recruitment dashboards (Power BI, Tableau). Soft Skills & Leadership: Exceptional communication and stakeholder management skills, with the ability to influence at senior leadership levels. Data-driven problem solver with an analytical mindset and strong decision-making capabilities. Proven project management skills in planning, prioritization, and risk mitigation. Collaborative leader with experience mentoring TA teams and driving cross-functional alignment. Resilient and adaptable under pressure, with a solutions-focused approach in dynamic environments. What Success Looks Like: Hiring Targets Achieved: Consistently meeting or exceeding monthly hiring goals for all prioritized tech roles Funnel Efficiency Improved: Reduction in time-to-fill and funnel leakage rates by 15–20% within the first 6 months Vendor Performance Optimized: RPO partners achieving 95% SLA adherence and delivering high-quality shortlists Stakeholder Satisfaction: Strong feedback from hiring managers (rating 4/5) for responsiveness, quality, and transparency