TA Program Lead T500-20277

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, DevOps, 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