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Remote People Operations Jobs in Delaware (NOW HIRING)

Athena LLC

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 ...

Fish & Richardson

IP Operations Specialist

Wilmington, DE · Remote

$28.02 - $35.16/hr

... people, experiences, and perspectives. Join Fish's Hub team in our fast-paced Practice Systems Department as an IP Operations Specialist . This role is part of The Hub, Fish's remote-first group of ...

Mission Lane

Operations Senior Manager, AI

Wilmington, DE · On-site +1

$136K - $162K/yr

By attracting top talent and leveraging cutting-edge technology, we're enabling people to unlock ... remote-first work environment. About Mission Lane: Founded in December 2018, Mission Lane is a ...

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How much do remote people operations jobs pay per hour?

As of Aug 8, 2026, the average hourly pay for remote people operations in Delaware is $26.27, according to ZipRecruiter salary data. Most workers in this role earn between $17.79 and $30.34 per hour, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive in the Remote People Operations position, and why are they important?

To excel in Remote People Operations, you need expertise in HR processes, employee relations, onboarding, and compliance, ideally with a degree in Human Resources or a related field. Familiarity with HRIS platforms, payroll systems, and remote collaboration tools like Slack, Zoom, and project management software is crucial. Excellent communication, problem-solving abilities, and a proactive approach to supporting remote teams are valuable soft skills. These skills enable effective people management, ensure smooth HR operations, and foster a positive remote work culture.

What is a Remote People Operations?

A Remote People Operations job focuses on managing and improving employee experience, HR processes, and company culture in a distributed work environment. Responsibilities often include hiring, onboarding, performance management, employee engagement, and compliance. The role ensures that remote teams stay connected, productive, and aligned with company values. Effective communication, HR technology, and strong organizational skills are essential for success in this position.

What are some common challenges faced in a Remote People Operations role?

In a Remote People Operations role, one common challenge is maintaining high levels of employee engagement and a sense of connection among remote team members. Effective communication, time zone differences, and ensuring equitable access to resources can also pose difficulties. Additionally, managing sensitive HR matters virtually, such as conflict resolution or performance management, requires extra care and clear processes. However, leveraging digital tools and fostering open communication channels can help overcome these obstacles, allowing you to build a strong, supportive environment for remote employees.

What are the most commonly searched types of People Operations jobs in Delaware? The most popular types of People Operations jobs in Delaware are:
What are popular job titles related to Remote People Operations jobs in Delaware? For Remote People Operations jobs in Delaware, the most frequently searched job titles are:
What job categories do people searching Remote People Operations jobs in Delaware look for? The top searched job categories for Remote People Operations jobs in Delaware are:
What cities in Delaware are hiring for Remote People Operations jobs? Cities in Delaware with the most Remote People Operations job openings:
Remote People Operations jobs near you
Infographic showing various Remote People Operations job openings in Delaware as of August 2026, with employment types broken down into 77% Full Time, 20% Part Time, and 3% Contract. Highlights an 91% Physical, 2% Hybrid, and 7% Remote job distribution, with an average salary of $54,635 per year, or $26.3 per hour.

Vice President, Global People Operations

Athena LLC

On-site, Remote

Full-time

Re-posted 27 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