HRIS Manager

About Us

Endeavor Air is a wholly-owned subsidiary of Delta Air Lines. Flying as Delta Connection, Endeavor operates 141 regional jets on 750 daily flights to 122 destinations in the United States, Canada, and the Caribbean.

 

Headquartered in Minneapolis, Minn., Endeavor has hub operations in Atlanta, Cincinnati, Detroit, Minneapolis, New York, and Raleigh-Durham, and 11 maintenance bases across our network.

Our Culture

We know that our people are our greatest assets, and we are committed to building a culture where employees love coming to work each day. At Endeavor Air, we foster a diverse, culturally-rich and safe workplace where employees are treated with dignity and respect. With a culture built on safety, excellence, and teamwork, Endeavor offers limitless potential for aviation professionals looking to start or continue their careers.

 

Our team promotes an inclusive environment in all aspects of the airline and our operation. As an EEO employer, we provide opportunities for all qualified candidates without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, age, protected veteran, or disabled status.

Overview

The HRIS Manager is responsible for the strategic direction, administration, and continuous optimization of Endeavor Air’s Human Resource Information Systems, including Dayforce, iCIMS ATS, and Success Factors (LMS). This role leads a team of HRIS and LMS professionals and serves as the primary liaison between HR, IT, Finance, and operational leaders to ensure systems effectively support workforce management, total rewards programs, compliance, and organizational decision-making.

 

This position balances hands-on system expertise, people leadership, and process improvement to drive efficiency, data integrity, and a strong user experience across all HR technologies.

Responsibilities

HRIS Strategy & System Ownership

• Own the overall configuration, functionality, and performance of HR systems (Dayforce), ensuring alignment with organizational priorities
• Evaluate and implement system enhancements, upgrades, and new modules to improve HR service delivery
• Lead system governance, including change management, audit readiness, and configuration standards
• Partner with primary Dayforce Support and external vendors to troubleshoot issues, manage releases, and maintain system integrity

Team Leadership & Development

• Directly lead and develop HRIS and LMS administration professionals
• Establish clear priorities, performance expectations, and accountability standards
• Provide coaching and technical guidance to strengthen system expertise and cross-functional knowledge
• Ensure effective workload distribution and continuity of operations across all HR systems

HR Systems Administration & Optimization

• Oversee core HRIS functions including employee data management, file feeds, workflows, reporting, security roles, and interfaces/ integrations between multiple operational systems
• Ensure accuracy, timeliness, and integrity of HR data across all systems
• Drive process automation and efficiency improvements within HR operations and total rewards programs
• Maintain and optimize LMS functionality, including course administration, user access, and reporting

Reporting, Analytics & Decision Support

• Deliver standard and ad hoc reporting to support leadership decision-making, workforce planning, and compliance requirements
• Partner with HR leadership to enhance dashboards and analytics capabilities
• Ensure data consistency across systems and report outputs

Compliance & Risk Management

• Ensure HR systems and processes comply with applicable federal, state, and industry regulations (including aviation-specific requirements where applicable)
• Maintain audit-ready documentation for system configurations, processes, and controls
• Manage data privacy, access controls, and security protocols

Vendor & Stakeholder Management

• Manage external vendor relationships, escalations, and system enhancements
• Influence enterprise decision-making related to HR systems and processes with internal partners; HR, Finance, IT
• Translate business needs into technical system solutions
• Partner with Total Rewards, Payroll, Talent, and Operations to support program delivery and system utilization
• Provide guidance and training to HR and business leaders on system capabilities and best practices

Supervisory Responsibilities

Provide direct supervision, direction, and mentorship to a team