Workforce planning and analytics * HR systems (including WorkDay optimization) * Global process ... Experience leading HR Operations, Total Rewards, or People Infrastructure * Direct experience with ...
Workforce planning and analytics * HR systems (including WorkDay optimization) * Global process ... Experience leading HR Operations, Total Rewards, or People Infrastructure * Direct experience with ...
Consultant, Restoration and Remediation (Remote)
Wilmington, DE · Remote
$60K - $90K/yr
You'll execute remediation tasks, restore systems, and collaborate with forensic analysts to ... Competitive compensation plan and total rewards package for team members * Remote workforce
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Consultant, Restoration and Remediation (Remote)
Wilmington, DE · Remote
$60K - $90K/yr
You'll execute remediation tasks, restore systems, and collaborate with forensic analysts to ... Competitive compensation plan and total rewards package for team members * Remote workforce
Tax Manager - Exempt Organizations
Wilmington, DE · On-site +1
$100K - $162K/yr
Leverage your project management, analytical, interpersonal, and communication abilities * Lead and ... Competitive compensation and a total rewards package that focuses on all aspects of your wellbeing
Tax Manager - Exempt Organizations
Wilmington, DE · On-site +1
$100K - $162K/yr
Leverage your project management, analytical, interpersonal, and communication abilities * Lead and ... Competitive compensation and a total rewards package that focuses on all aspects of your wellbeing
Summary #LI-Remote This is a field-based and remote opportunity supporting a sales team in an ... Leverage analytics platforms to advise decisions and identify areas of risk and opportunity to ...
Summary #LI-Remote This is a field-based and remote opportunity supporting a sales team in an ... Leverage analytics platforms to advise decisions and identify areas of risk and opportunity to ...
Director of Sales
Wilmington, DE · Remote
$120K - $150K/yr
This is position is fully remote. Scope of Responsibilities * Develop and execute strategic sales ... Leverage healthcare data analytics to provide valuable insights and solutions to clients. * Utilize ...
Director of Sales
Wilmington, DE · Remote
$120K - $150K/yr
This is position is fully remote. Scope of Responsibilities * Develop and execute strategic sales ... Leverage healthcare data analytics to provide valuable insights and solutions to clients. * Utilize ...
Director of Sales
Wilmington, DE · On-site +1
$120K - $150K/yr
This is position is fully remote. Scope of Responsibilities * Develop and execute strategic sales ... Leverage healthcare data analytics to provide valuable insights and solutions to clients. * Utilize ...
Director of Sales
Wilmington, DE · On-site +1
$120K - $150K/yr
This is position is fully remote. Scope of Responsibilities * Develop and execute strategic sales ... Leverage healthcare data analytics to provide valuable insights and solutions to clients. * Utilize ...
Electrical Engineer 3 - Nuclear
Wilmington, DE · On-site +1
$74K - $113K/yr
... analysis of new and existing power plant electrical systems * You will work on challenging ... The total compensation package for eligible positions will include a base salary or an hourly rate ...
Electrical Engineer 3 - Nuclear
Wilmington, DE · On-site +1
$74K - $113K/yr
... analysis of new and existing power plant electrical systems * You will work on challenging ... The total compensation package for eligible positions will include a base salary or an hourly rate ...
Electrical Engineer 3 - Nuclear
Wilmington, DE · On-site +1
$74K - $113K/yr
... analysis of new and existing power plant electrical systems * You will work on challenging ... The total compensation package for eligible positions will include a base salary or an hourly rate ...
Electrical Engineer 3 - Nuclear
Wilmington, DE · On-site +1
$74K - $113K/yr
... analysis of new and existing power plant electrical systems * You will work on challenging ... The total compensation package for eligible positions will include a base salary or an hourly rate ...
Total Rewards Analyst Remote information
What is a Total Rewards Analyst (Remote)?
A Total Rewards Analyst (Remote) is a human resources professional who specializes in analyzing and managing an organization's employee compensation, benefits, and other reward programs while working from a remote location. They use data to evaluate salary structures, benchmark benefits, and ensure competitiveness in the market. Their work helps organizations attract, motivate, and retain top talent by designing effective total rewards strategies. Additionally, they often collaborate with HR teams and business leaders to align rewards programs with company goals.
What are the key skills and qualifications needed to thrive as a Total Rewards Analyst (Remote), and why are they important?
To thrive as a Total Rewards Analyst, you need strong analytical abilities, knowledge of compensation and benefits programs, and typically a bachelor's degree in human resources, finance, or a related field. Proficiency with HRIS systems, Excel, and compensation software such as Workday or SAP SuccessFactors is commonly required. Excellent communication, attention to detail, and the ability to interpret complex data make someone stand out in this role. These skills are essential for designing competitive rewards programs that attract and retain talent while ensuring organizational compliance and equity.
How does a remote Total Rewards Analyst typically collaborate with HR and other departments to implement compensation and benefits programs?
As a remote Total Rewards Analyst, you’ll frequently work cross-functionally with HR business partners, payroll, finance, and department managers through virtual meetings and collaboration tools. You’ll be responsible for gathering and analyzing compensation and benefits data, presenting findings, and providing recommendations to ensure programs remain competitive and compliant. Effective communication and proactive engagement are key, as you’ll often coordinate project timelines, gather feedback, and support the rollout of new initiatives—all while maintaining strong relationships despite the virtual setting.
What are popular job titles related to Total Rewards Analyst Remote jobs in Delaware? For Total Rewards Analyst Remote jobs in Delaware, the most frequently searched job titles are:
What job categories do people searching Total Rewards Analyst Remote jobs in Delaware look for? The top searched job categories for Total Rewards Analyst Remote jobs in Delaware are:
What cities in Delaware are hiring for Total Rewards Analyst Remote jobs? Cities in Delaware with the most Total Rewards Analyst Remote job openings:
Full-time
Re-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:
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
Modernize Infrastructure
Elevate Compensation & Org Design
Strengthen the Employee Lifecycle
What Success Looks Like (First 18 Months)
What We're Looking For
Experience
Capabilities
Why This Role Is Compelling
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.
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.