ZipRecruiter

Log In

1

Director Workforce Planning Jobs in Delaware (NOW HIRING)

Athena LLC

... Director or Senior Director level today - who is ready to step into enterprise VP scope. You will ... Workforce planning and analytics * HR systems (including WorkDay optimization) * Global process ...

1st State Staffing Solutions

DE · On-site

$17.25 - $22.25/hr

... direct hire roles across multiple industries. Day-to-day tasks include posting job openings ... workforce planning, and uphold compliance with company policies and employment regulations.

Johnson Service Group

Be Seen First

HR Business Manager

Wilmington, DE · On-site

$85K - $120K/yr

... concerns, workforce planning, staffing, policy interpretation, and day-to-day people matters ... Escalate complex or high-risk matters to HR Director, as appropriate. Payroll Coordination

next page

Showing results 1-20

All JobsWorkforce Planning JobsDirector Workforce Planning JobsDirector Workforce Planning Jobs in Delaware

Director Workforce Planning information

How does a Director of Workforce Planning typically collaborate with other departments to ensure organizational goals are met?

A Director of Workforce Planning works closely with HR, finance, and business unit leaders to align talent strategies with organizational objectives. This role often involves analyzing workforce data, forecasting staffing needs, and facilitating discussions to address skill gaps or succession planning. Regular collaboration ensures that hiring, training, and resource allocation support both current and future business priorities. Effective communication and strategic partnership with other department heads are key to anticipating needs and driving company-wide success.

What does a Director of Workforce Planning do?

A Director of Workforce Planning is responsible for developing and implementing strategies to ensure an organization has the right number of employees with the appropriate skills to meet current and future business needs. This role involves analyzing workforce data, forecasting staffing requirements, and collaborating with executives and HR teams to align talent management with organizational goals. Directors of Workforce Planning also oversee workforce analytics, succession planning, and may help guide recruitment and training initiatives. Their work helps optimize organizational performance and supports long-term business growth.

What is the difference between Director Workforce Planning vs Workforce Analyst?

AspectDirector Workforce PlanningWorkforce Analyst
CredentialsBachelor's degree, often advanced degrees in HR, Business, or related fields; experience in strategic planningBachelor's degree in HR, Business, or related fields; analytical skills; sometimes certifications like SHRM-CP
Work EnvironmentStrategic, leadership-focused, cross-departmental collaborationData analysis, reporting, supporting HR and planning teams
Employer & Industry UsageCommon in large organizations, HR departments, and consulting firmsUsed across industries for workforce data analysis and planning support

The Director Workforce Planning oversees strategic staffing initiatives, workforce forecasting, and long-term planning, often leading teams and making high-level decisions. In contrast, a Workforce Analyst focuses on analyzing workforce data, generating reports, and supporting planning processes. While both roles require analytical skills and HR knowledge, the director role emphasizes leadership and strategy, whereas the analyst role is more data-focused and operational.

What are the key skills and qualifications needed to thrive as a Director of Workforce Planning, and why are they important?

To thrive as a Director of Workforce Planning, you need expertise in workforce analytics, strategic planning, and talent management, typically supported by a bachelor's or master's degree in human resources, business, or a related field. Proficiency with HRIS platforms, data visualization tools like Tableau or Power BI, and workforce planning software is highly valued. Strong leadership, communication, and change management skills help drive cross-functional collaboration and organizational alignment. These capabilities are critical for developing effective workforce strategies that align talent with business goals and optimize organizational performance.
What are popular job titles related to Director Workforce Planning jobs in Delaware? For Director Workforce Planning jobs in Delaware, the most frequently searched job titles are:
What job categories do people searching Director Workforce Planning jobs in Delaware look for? The top searched job categories for Director Workforce Planning jobs in Delaware are:
What cities in Delaware are hiring for Director Workforce Planning jobs? Cities in Delaware with the most Director Workforce Planning job openings:
Director Workforce Planning jobs near you

Vice President, Global People Operations

Athena LLC

On-site, Remote

Full-time

Posted 15 days ago

Job description

Location: USA (any state)
Reports to: President & COO
Team: ~20 globally
About Athena
Athena is a 4,000-employee, multi-country organization generating approximately $100M in annual revenue and continuing to grow.
As we've scaled, our people systems and processes have not kept pace with our global footprint. Historically, HR ownership was distributed across multiple executives - payroll and compensation under Finance, talent processes under Operations, and HR systems under Technology.
We are now consolidating People Operations under a single leader to modernize our infrastructure, unify governance, and build a scalable employee lifecycle experience.
This is a rare opportunity to step into VP-level scope and architect a global People Operations function at scale.
The Opportunity
We are seeking a high-impact, systems-oriented People leader - likely at the Director or Senior Director level today - who is ready to step into enterprise VP scope.
You will lead a global team of approximately 20 and own the operational backbone of the employee lifecycle across multiple countries.
This role does not oversee Talent Acquisition or Learning & Development. Instead, it focuses on:
  • People Operations strategy & governance
  • Compensation and organizational design infrastructure
  • Workforce planning and analytics
  • HR systems (including WorkDay optimization)
  • Global process standardization
  • End-to-end employee lifecycle execution

If you are energized by building structure, modernizing systems, and scaling operational excellence - this role is for you.
What You Will Do
Lead Global People Operations
  • Consolidate and unify People Operations under a clear model
  • Define KPIs, dashboards, and executive reporting
  • Establish governance, standards, and accountability across regions
  • Lead and develop a 25-person global team located primarily in the Philippines, Kenya, and Guatemala

Modernize Infrastructure
  • Optimize and expand WorkDay adoption
  • Ensure clean data architecture and reporting rigor
  • Identify automation opportunities and eliminate inefficiencies
  • Build scalable, repeatable processes

Elevate Compensation & Org Design
  • Standardize global leveling frameworks
  • Renovate compensation structures and pay architecture
  • Improve span-of-control discipline and org modeling
  • Partner with Finance on workforce planning alignment

Strengthen the Employee Lifecycle
  • Redesign onboarding and offboarding processes
  • Standardize performance management governance
  • Institutionalize succession planning infrastructure
  • Lead engagement measurement and action planning
  • Ensure consistent employee experience across countries

What Success Looks Like (First 18 Months)
  • A unified and clearly defined global People Operations model
  • Stabilized and optimized WorkDay ecosystem
  • Standardized compensation and leveling architecture
  • Embedded workforce planning discipline
  • Clear, measurable People Operations KPIs
  • Improved operational efficiency and employee experience metrics

What We're Looking For
Experience
  • 10-15+ years progressive HR / People Operations leadership
  • Currently Director or Senior Director (or equivalent) in a global organization
  • Experience leading HR Operations, Total Rewards, or People Infrastructure
  • Direct experience with enterprise HRIS implementation (WorkDay preferred)
  • Compensation architecture and org design exposure
  • Experience managing multi-country processes

Capabilities
  • Systems thinker who builds scalable infrastructure
  • Strong financial and workforce planning acumen
  • Data-driven and analytically rigorous
  • Experienced people leader comfortable managing distributed teams
  • Strong cross-functional partner with Finance and Technology
  • Builder mindset - comfortable operating in evolving environments

Why This Role Is Compelling
  • True VP scope with enterprise visibility
  • Lead a global team of ~20
  • Opportunity to build - not inherit - a mature system
  • Direct exposure to executive leadership
  • Chance to modernize People Operations for a 4,000-person organization

This is an opportunity to move from functional leadership into enterprise impact.
If you are ready to step into VP-level responsibility and build something enduring, we would love to meet you.

Apply