Job description

The Manager, People Operations leads the operational and data backbone of Delta’s People team — HRIS & People Analytics, and Payroll & Benefits. Reporting to the Chief People Officer, this leader keeps the engine running so the rest of the team can focus on partnering the business: accurate pay and benefits, trusted people data, working systems, and sound operational compliance. It’s hands-on leadership — close enough to the work to coach it, senior enough to own the function. Lead and develop the team • Lead the HRIS / People Analytics lead, and the Payroll & Benefits Supervisor — set clear goals and priorities, manage performance, and keep the work on track. • Develop and grow two early-career team members. Coaching and building their capability is a core part of this role, not a side duty — give them the dedicated manager the function has been missing. • Build real backup across HRIS and payroll/benefits so no critical function rests on a single person. • Run the team with accountability and a bias to getting things right the first time. Run the People operations engine • Own accurate, on-time payroll and benefits administration across Delta’s multi-state footprint. • Own a reliable HRIS and a people-analytics capability leadership can trust — clean data, useful reporting, and a sensible systems roadmap. • Manage HR systems and vendors, and keep processes simple, documented, and built to scale. Compensation & benefits operations • Run compensation and benefits benchmarking (PayFactors) and bring forward clear, well-supported recommendations. • Compensation and benefits strategy sits with the Chief People Officer ; this role supplies the data, analysis, and options that inform it and executes against it. HR operations & compliance • Own operational compliance — filings, eligibility/I-9, pay practices, records, and audits — and keep HR operations aligned with employment law and company policy, flagging risk to the CPO/legal early. Partner across the People team • Partner closely with Talent & People Partnerships on data, leveling, offers, and process, and support L&D, Culture, and the rest of the function with the systems and data they rely on. What we’re looking for • Bachelor’s in HR, Business, Finance, or a related field, or equivalent combination of education and experience. A certification in HR, comp, or payroll (SHRM-CP/SCP, CCP, CPP, PHR) is a plus, not a requirement. • 5–8+ years in HR operations, people systems, payroll/benefits, or total rewards, including experience leading or developing others. • Hands-on knowledge of HRIS/HCM systems and people data/reporting, plus multi-state payroll and benefits administration. • Solid grasp of employment and pay compliance. • Genuinely enjoys growing early-career talent — not just running process. Organized, detail-strong, and calm under deadlines; low ego, high ownership. A real fit for Delta’s culture. This position is located at our Headquarters in West Bend, WI.

Requirements

Must-haves

Lead and develop the team
Lead the HRIS / People Analytics lead, and the Payroll & Benefits Supervisor — set clear goals and priorities, manage performance, and keep the work on track.
Develop and grow two early-career team members. Coaching and building their capability is a core part of this role, not a side duty — give them the dedicated manager the function has been missing.
Build real backup across HRIS and payroll/benefits so no critical function rests on a single person.
Run the team with accountability and a bias to getting things right the first time.
Run the People operations engine
Own accurate, on-time payroll and benefits administration across Delta’s multi-state footprint.
Own a reliable HRIS and a people-analytics capability leadership can trust — clean data, useful reporting, and a sensible systems roadmap.
Manage HR systems and vendors, and keep processes simple, documented, and built to scale.
Compensation & benefits operations
Run compensation and benefits benchmarking (PayFactors) and bring forward clear, well-supported recommendations.
Compensation and benefits strategy sits with the Chief People Officer ; this role supplies the data, analysis, and options that inform it and executes against it.
HR operations & compliance
Own operational compliance — filings, eligibility/I-9, pay practices, records, and audits — and keep HR operations aligned with employment law and company policy, flagging risk to the CPO/legal early.
Partner across the People team
Partner closely with Talent & People Partnerships on data, leveling, offers, and process, and support L&D, Culture, and the rest of the function with the systems and data they rely on.
What we’re looking for
5–8+ years in HR operations, people systems, payroll/benefits, or total rewards, including experience leading or developing others.
Hands-on knowledge of HRIS/HCM systems and people data/reporting, plus multi-state payroll and benefits administration.
Solid grasp of employment and pay compliance.
Genuinely enjoys growing early-career talent — not just running process. Organized, detail-strong, and calm under deadlines; low ego, high ownership. A real fit for Delta’s culture.

Nice-to-haves

Bachelor’s in HR, Business, Finance, or a related field, or equivalent combination of education and experience. A certification in HR, comp, or payroll (SHRM-CP/SCP, CCP, CPP, PHR) is a plus, not a requirement.

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