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Absence Management Analyst Jobs in Delaware (NOW HIRING)

Joyson Safety Systems

$79K - $107K/yr

... of absence, and voluntary benefits. * Ensure compliance with all applicable federal, state, and ... Analyze benefits data and trends, forecast future needs, and develop recommendations for management ...

ShopRite

Be Seen First

Grocery Store Assistant Manager

Wilmington, DE · On-site

$50K - $80K/yr

Foster good labor, management and guest relations. * Other duties as may be assigned by management ... Good written communication skills to prepare plans and/or to analyze problems & recommend solutions.

Dunkin

Assistant Manager

Rehoboth Beach, DE

$23/hr

Franchise Management Services Reports To: Restaurant Manager Pay Rate: $23 / hr Overview An ... They performs all duties of the Restaurant Manager in their absence. Primary duties generally ...

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All JobsAbsence Management Analyst JobsAbsence Management Analyst Jobs in Delaware

Absence Management Analyst information

See Delaware salary details

$36.5K

$97.7K

$228.7K

How much do absence management analyst jobs pay per year?

As of Aug 25, 2026, the average yearly pay for absence management analyst in Delaware is $97,744.00, according to ZipRecruiter salary data. Most workers in this role earn between $55,000.00 and $111,100.00 per year, depending on experience, location, and employer.

What is an absence management analyst?

Absence Management Analysts are professionals who specialize in managing and analyzing employee absences within an organization. They oversee leave of absence programs, ensure compliance with relevant laws like FMLA and ADA, and work to reduce absenteeism through data analysis and policy recommendations. Their role often involves collaborating with HR, tracking leave requests, advising employees on available benefits, and identifying trends to improve overall workforce productivity. By effectively managing absences, they help organizations maintain operational efficiency and support employee well-being.

What skills and qualifications are needed to thrive as an absence management analyst?

To thrive as an Absence Management Analyst, you need strong analytical abilities, attention to detail, and a solid understanding of HR policies and compliance, usually supported by a bachelor’s degree in human resources or a related field. Familiarity with HRIS systems, absence management software, and knowledge of FMLA or ADA regulations are commonly required. Effective communication, problem-solving, and organizational skills help analysts collaborate with employees and stakeholders while managing sensitive information. These competencies ensure accurate tracking, legal compliance, and the efficient resolution of employee leave cases.

How does an absence management analyst typically collaborate with HR and payroll teams?

An Absence Management Analyst works closely with HR and payroll professionals to ensure accurate tracking and reporting of employee absences, such as leaves of absence, disability claims, and FMLA requests. They provide data analysis and recommendations to improve attendance policies and compliance. Regular communication with HR is necessary to clarify policy interpretations, while coordination with payroll ensures proper payment adjustments and benefits administration. This collaborative environment helps maintain compliance and supports both employee needs and organizational goals.

What is the difference between Absence Management Analyst vs Leave Specialist?

AspectAbsence Management AnalystLeave Specialist
CredentialsTypically requires a bachelor’s degree in HR, business, or related field; certifications like SHRM-CP are commonOften requires similar HR or administrative certifications; specialized leave management training is a plus
Work EnvironmentWorks in HR departments, focusing on policy implementation and data analysisWorks in HR or benefits teams, handling leave requests and compliance
Employer & Industry UsageUsed across various industries to manage employee absences systematicallyCommon in healthcare, government, and large corporations with complex leave policies

Both roles involve managing employee leave and absence policies, but the Absence Management Analyst typically focuses on data analysis and policy development, while the Leave Specialist handles day-to-day leave requests and compliance. The roles often overlap but differ in scope and focus within HR teams.

What are popular job titles related to Absence Management Analyst jobs in Delaware?

For Absence Management Analyst jobs in Delaware, the most frequently searched job titles are:

What job categories do people searching Absence Management Analyst jobs in Delaware look for?

The top searched job categories for Absence Management Analyst jobs in Delaware are:

What cities in Delaware are hiring for Absence Management Analyst jobs?

Cities in Delaware with the most Absence Management Analyst job openings:

Absence Management Analyst jobs near you

Sr Manager, HR Technology

Incyte Corporation

Wilmington, DE • On-site

Full-time

Posted 7 days ago

Job description

Overview
A global biopharmaceutical company on a mission to Solve On, Incyte follows science to find solutions for patients with unmet medical needs. Through the discovery, development, and commercialization of proprietary therapeutics, Incyte has established a portfolio of first-in-class medicines for patients and a strong pipeline of products in Hematology, Oncology and Inflammation and Autoimmunity
Headquartered in Wilmington, Delaware, Incyte has operations in North America, Europe, and Asia.
Job Summary (Primary function)
The Sr. Manager, HR Technology serves as the Core HR technology process lead with primary responsibility for Incyte's HR system of record, Workday. Reporting to the Executive Director, HR Technology & Shared Services, this role is embedded within the Human Resources team and responsible for operationalizing HR technology strategy, supporting governance, configuration, optimization, and ongoing operation of Workday Core HCM and related HR technology capabilities.
Given Incyte's current Workday implementation program, the Sr. Manager will play a critical leadership role within the Human Resources team ensuring the successful design, testing, deployment, and adoption of Workday across the organization. Following implementation, the role will assume ongoing ownership of Workday Core HR processes, system administration, governance, and continuous improvement initiatives across the HR technology landscape.
This position operates as a hands-on individual contributor and serves as a functional partner to HR, IT, Finance, Payroll, and other business stakeholders to maximize the value of Workday and related HR technologies. The Sr. Manager will provide oversight and stewardship of Workday business processes and data, including system configuration, security administration, calculated fields, data loads, reporting, and process documentation. In addition, the role will lead Incyte's Workday Community of Practice, fostering collaboration and alignment across HR technology-enabled processes including recruiting, performance management, compensation, time tracking, absence management, and benefits.
Essential Functions of the Job (Key responsibilities)
Workday Platform Ownership
  • Serve as the primary functional owner and steward of Workday Core HCM.
  • Manage and maintain Workday configuration, business processes, security roles, calculated fields, and data loads.
  • Ensure system stability, data integrity, and optimal user experience across the Workday platform.
  • Lead ongoing enhancements and continuous improvement efforts.

Workday Implementation & Optimization
  • Play a key leadership role in the implementation, testing, deployment, and adoption of Workday.
  • Partner with implementation vendors and internal stakeholders to ensure successful solution delivery.
  • Evaluate business requirements and translate them into scalable Workday solutions.
  • Drive process standardization, automation, and operational efficiencies.

Governance, Release Management & Support
  • Facilitate Workday governance processes, prioritization of enhancements, and technology roadmap discussions.
  • Manage Workday releases, including impact assessments, testing, and deployment activities.
  • Oversee production support, issue resolution, and system maintenance activities.
  • Facilitate the Workday Community of Practice and align stakeholders on priorities and best practices.

Security, Compliance & Data Governance
  • Maintain Workday security frameworks and role-based access controls.
  • Ensure compliance with internal policies, audit requirements, and applicable privacy regulations.
  • Facilitate HR data governance standards and data quality practices.
  • Support internal and external audits related to HR systems and processes.

Reporting, Analytics & Integrations
  • Develop and enhance Workday reporting, dashboards, and analytics capabilities.
  • Enable data-driven decision making through accurate and actionable workforce insights.
  • Partner with technical teams to support Workday integrations and data exchanges with internal and external systems.
  • Monitor integration performance and support resolution of integration-related issues.

Stakeholder Partnership & Leadership
  • Build strong partnerships with HR Centers of Excellence, HR Shared Services, Payroll, Finance, IT, Compliance, and other business functions.
  • Provide functional expertise and recommendations on HR technology capabilities, process improvement, and digital transformation initiatives.
  • Influence cross-functional stakeholders and drive alignment on technology-enabled business processes.
  • Lead collaboration across the Workday ecosystem, fostering adoption, standardization, and continuous improvement.

Qualifications (Minimal acceptable level of education, work experience, and competency)
The following listed requirements need to be met at a minimum level to be considered for the job:
  • At least eight (8) years of experience within the Human Resources or IT function supporting a global HR system of record or ERP.
  • At least four (4) years of experience within the Human Resources function supporting Workday.
  • Demonstrated experience supporting and configuring Workday Core HCM, including business processes, security roles, calculated fields, reporting, data loads, and tenant administration.
  • Demonstrated ability to translate HR and business requirements into scalable technology solutions and process improvements.
  • Experience supporting Workday implementation, optimization, testing, release management, or post-production support activities.
  • Demonstrated ability to partner effectively with HR, Payroll, IT, Finance, and external vendors to deliver technology-enabled business solutions.
  • Strong understanding of HR data management, system controls, role-based security, audit requirements, privacy considerations, and data governance practices.
  • Demonstrated project management skills, including the ability to manage multiple priorities, deadlines, and stakeholder expectations.
  • Strong analytical and problem-solving skills.
  • Strong communication skills, including the ability to explain technical concepts to non-technical audiences.
  • Ability to work effectively across global organizations with standardized processes and localized requirements.
  • Bachelor's degree in Human Resources, Information Systems, Business, Technology, or a related field.

Preferred Skills/Qualification
  • The skills below are attributes that may not be mandatory but are desired in the ideal candidate.
  • Experience supporting a global Workday implementation or major HR technology transformation. Experience within the biotechnology, pharmaceutical, healthcare, or other regulated industry.
  • Workday certification(s) preferred.
  • Master's degree or other advanced degree preferred.

Education
  • Undergraduate degree within a relevant course of study.

Disclaimer: The above statements are intended to describe the general nature and level of work performed by employees assigned to this job. They are not intended to be an exhaustive list of all duties, responsibilities, and qualifications. Management reserves the right to change or modify such duties as required.
Incyte Corporation is committed to creating a diverse environment and is proud to be an equal opportunity employer.
We Respect Your Privacy
Learn more at: http://www.incyte.com/privacy-policy
The Incyte hiring organization processes your personal data to manage your job application in order to enter into an employment relationship with you if you are the successful candidate.
During the process, you may be asked to respond to questions that will screen out your application if you do not meet certain objective criteria required by the job. You can learn more about this process here.
You may have the right to access, delete, restrict, edit, move, or object to the use of your personal data. You may also have a right to report concerns to the authority responsible for data privacy in the country where the position is based or where you live or work.
You can learn more about Incyte's data protection practices here. By accessing this link you can learn about the types of personal data we collect, how we use it, whether collection and processing is optional, sources of the personal data we process, how it is shared, where it is stored or transferred to, how long we keep it, and contact information for Incyte, Incyte's data protection officer, and your supervisory authority (if applicable).
Please contact privacy@incyte.com if you have any questions or concerns or would like to exercise your rights.

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