ZipRecruiter

Log In

2

Remote Vice President Learning Development Jobs in Delaware

Athena LLC

This role does not oversee Talent Acquisition or Learning & Development. Instead, it focuses on ... True VP scope with enterprise visibility * Lead a global team of ~20 * Opportunity to build - not ...

Agilent

R&D Software Security Officer

Wilmington, DE · On-site +1

$143K - $240K/yr

Reporting to the Associate Vice President of Services R&D , this role acts as the security and privacy authority for our SaaS-based service products, partnering closely with Engineering, IT/ISRM ...

Heirloom

DoD SkillBridge Intern- REMOTE

Wilmington, DE · On-site +1

$14.50 - $19.50/hr

SkillBridge Intern- REMOTE Heirloom Cloud Corporation recruits remote interns to be part of a fast ... Cloud Technology * Front End Development * User Interface / User Experience (UI/UX) Design * Data ...

Heirloom Cloud

DoD SkillBridge Intern- REMOTE

Wilmington, DE · Remote

$14.50 - $19.50/hr

SkillBridge Intern- REMOTE Heirloom Cloud Corporation recruits remote interns to be part of a fast ... Cloud Technology * Front End Development * User Interface / User Experience (UI/UX) Design * Data ...

ABB

Business Development Manager

DE · Remote

Remote #LI-Remote The selected candidate can be remote, based in the United States. Our Team Dynamics Our teams support each other, collaborate, and never stop learning. Everyone brings something ...

EnthuZiastic

Growth Hacker - Remote

Middletown, DE · Remote

... a remote position. User Acquisition: * Develop and execute strategies to acquire new users ... A commitment to ongoing learning and professional development in growth hacking. Benefits

EnthuZiastic

Growth Hacker - Remote

Wilmington, DE · Remote

... a remote position. User Acquisition: * Develop and execute strategies to acquire new users ... A commitment to ongoing learning and professional development in growth hacking. Benefits

EnthuZiastic

Growth Hacker - Remote

Dover, DE · Remote

... a remote position. User Acquisition: * Develop and execute strategies to acquire new users ... A commitment to ongoing learning and professional development in growth hacking. Benefits

next page

Showing results 1-20

All JobsRemote Vice President Learning Development JobsRemote Vice President Learning Development Jobs in Delaware

Remote Vice President Learning Development information

Is EVP a high position?

An Executive Vice President (EVP) is a senior leadership role often ranking just below the C-suite, such as CEO or COO. In organizations, EVPs typically oversee major departments or functions and are considered high-level executives with significant decision-making authority.

How does a Remote Vice President of Learning and Development typically collaborate with cross-functional teams to drive organizational learning initiatives?

A Remote Vice President of Learning and Development works closely with leaders from HR, operations, and department heads to identify skill gaps and align learning strategies with business goals. Collaboration often involves virtual meetings, project management tools, and shared digital platforms to ensure smooth communication and implementation of training initiatives across the organization. Building relationships with subject matter experts and stakeholders is crucial to create relevant, impactful programs. Additionally, the VP often leads a distributed team and partners with external vendors or consultants to enhance learning offerings.

What does a VP of learning and development do?

A Vice President of Learning and Development oversees the design, implementation, and management of training programs to enhance employee skills and organizational growth. They develop strategies aligned with business goals, lead teams of trainers or instructional designers, and often utilize learning management systems (LMS) to track progress and effectiveness.

What is the difference between Remote Vice President Learning Development vs Remote Learning & Development Manager?

AspectRemote Vice President Learning DevelopmentRemote Learning & Development Manager
CredentialsTypically requires advanced degrees (e.g., Master’s, PhD) and executive certificationsBachelor’s or Master’s degree in HR, Education, or related field; certifications like CPLP are common
Work EnvironmentStrategic leadership, executive meetings, cross-departmental collaborationTeam management, training program development, direct employee interaction
Employer & Industry UsageUsed in large corporations, multinational companies, and organizations with complex learning needsCommon in mid-sized to large organizations focusing on employee development and training

The Remote Vice President Learning Development focuses on strategic leadership and high-level planning for organizational learning initiatives, while the Remote Learning & Development Manager handles day-to-day training program management and team supervision. Both roles require relevant credentials but differ in scope and seniority.

What are the key skills and qualifications needed to thrive as a Remote Vice President of Learning and Development, and why are they important?

To thrive as a Remote Vice President of Learning and Development, you need extensive experience in instructional design, adult learning theory, leadership, and strategic planning, often supported by a relevant advanced degree. Familiarity with learning management systems (LMS), e-learning platforms, data analytics tools, and professional certifications like CPTD or SHRM-SCP is highly valuable. Exceptional communication, change management, and cross-functional collaboration skills help leaders inspire and align remote teams. These skills are crucial for driving organizational learning initiatives that support business goals, employee growth, and a positive remote work culture.

What is the 70/20/10 rule for learning and development?

The 70/20/10 rule for learning and development suggests that 70% of learning comes from on-the-job experiences, 20% from social interactions like coaching and mentoring, and 10% from formal training. For a Vice President of Learning Development, understanding this model helps design effective leadership programs that balance experiential and formal learning methods.

What jobs in the US pay 300,000 a year?

A Remote Vice President of Learning Development can earn $300,000 or more annually, especially in large organizations or industries like technology, finance, or consulting. High-level executive roles such as chief learning officers or senior directors with extensive experience and leadership responsibilities also often reach or exceed this salary level.

What does a Remote Vice President of Learning and Development do?

A Remote Vice President of Learning and Development oversees an organization's training, educational programs, and professional development initiatives, all while working remotely. They create strategies to improve employee skills, manage learning teams, and measure the effectiveness of training programs. This executive role collaborates with other leaders to align learning goals with business objectives and often leverages technology to deliver virtual training solutions. Their work helps ensure employees grow in their roles and the organization remains competitive.
What are popular job titles related to Remote Vice President Learning Development jobs in Delaware? For Remote Vice President Learning Development jobs in Delaware, the most frequently searched job titles are:
What job categories do people searching Remote Vice President Learning Development jobs in Delaware look for? The top searched job categories for Remote Vice President Learning Development jobs in Delaware are:
What cities in Delaware are hiring for Remote Vice President Learning Development jobs? Cities in Delaware with the most Remote Vice President Learning Development job openings:
Remote Vice President Learning Development jobs near you

Vice President, Global People Operations

Athena LLC

On-site, Remote

Full-time

Posted 2 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