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Vice President Compensation Jobs in Delaware (NOW HIRING)

Athena LLC

Compensation and organizational design infrastructure * Workforce planning and analytics * HR ... True VP scope with enterprise visibility * Lead a global team of ~20 * Opportunity to build - not ...

CASE

Senior Vice President of Advancement

Wilmington, DE · On-site

$120 - $180/hr

The SVP will supervise the existing advancement team, cultivate broader constituent engagement ... compensation, transfers, job assignments, benefits, career development programs, and all terms ...

Sedgwick

Vice President, Clinical Pharmacy

Dover, DE · On-site

$102K - $135K/yr

... Insurance Vice President, Clinical Pharmacy PRIMARY PURPOSE : To support the strategy and ... Leveraging deep workers' compensation pharmacy expertise, this role supports the review and ...

TwinThread

Trade Lifecycle Vice President

Newark, DE · On-site

$130 - $170/hr

As a Payments Control Vice President within Global Foreign Exchange Operations, you will play a ... Additional details about total compensation and benefits will be provided during the hiring process.

Chase

Credit Review Vice President

Wilmington, DE · On-site

Credit Review Vice President Join our Credit Review team and make a meaningful impact by helping us ... Additional details about total compensation and benefits will be provided during the hiring process.

Sodexo

Vice President, Sales - InReach

Newark, DE

$156K - $242K/yr

We are seeking an accomplished Vice President of Sales to lead our growth strategy and develop high ... Related Experience: 7 years What we offer Compensation is fair and equitable, partially determined ...

Sodexo

Vice President, Sales - InReach

Newport, DE

$156K - $242K/yr

We are seeking an accomplished Vice President of Sales to lead our growth strategy and develop high ... Related Experience: 7 years What we offer Compensation is fair and equitable, partially determined ...

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All JobsVice President Compensation JobsVice President Compensation Jobs in Delaware

Vice President Compensation information

See Delaware salary details

$43.5K

$157.7K

$277.7K

How much do vice president compensation jobs pay per year?

As of Aug 26, 2026, the average yearly pay for vice president compensation in Delaware is $157,668.00, according to ZipRecruiter salary data. Most workers in this role earn between $115,100.00 and $190,200.00 per year, depending on experience, location, and employer.

What does a vice president of compensation do?

A Vice President of Compensation is a senior HR leader responsible for developing and overseeing an organization's compensation strategies and programs. Their role involves designing competitive salary structures, incentive plans, and benefits packages that attract, retain, and motivate employees. They analyze market trends, ensure pay practices comply with regulations, and collaborate with other executives to align compensation programs with business objectives. Additionally, they may manage teams of compensation analysts and specialists, and present recommendations to executive leadership and the board of directors.

What are some common challenges a vice president of compensation faces when aligning pay structures with organizational goals?

A Vice President of Compensation often navigates the complexity of balancing competitive pay structures with budget constraints and evolving business objectives. One key challenge is ensuring internal equity while staying competitive in the market, especially in industries with rapid salary changes. Additionally, the role requires close collaboration with HR, finance, and executive leadership to align compensation strategies with talent retention and company growth. Addressing these challenges involves regular market analysis, transparent communication, and adapting policies to support both employee satisfaction and organizational success.

What are the key skills and qualifications needed to thrive as a vice president of compensation, and why are they important?

To excel as a Vice President of Compensation, you need deep expertise in compensation strategy, data analysis, and market benchmarking, often supported by a degree in HR, business, or finance and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS platforms, compensation management software, and advanced Excel skills are typically required. Exceptional leadership, strategic thinking, and strong communication abilities help build consensus and effectively guide compensation programs. These skills are vital to ensure equitable, competitive pay structures that attract and retain top talent while aligning with organizational goals.

What is the difference between Vice President Compensation vs Director of Compensation?

AspectVice President CompensationDirector of Compensation
Required CredentialsBachelor's degree, often advanced certifications (CCP, CBP), extensive experience in compensation managementBachelor's degree, certifications preferred (CCP), significant experience in compensation roles
Work EnvironmentExecutive leadership, strategic planning, cross-department collaborationOperational focus, policy implementation, team management
Employer & Industry UsageLarge corporations, multinational companies, industries with complex compensation structuresMid to large organizations, HR departments, industries with structured pay systems

The Vice President Compensation typically holds a higher strategic and leadership role, overseeing compensation policies at an executive level, while the Director of Compensation focuses more on implementing policies and managing compensation teams. Both roles require relevant credentials and experience, but the VP position involves broader strategic responsibilities.

What are the most commonly searched types of Compensation jobs in Delaware?

The most popular types of Compensation jobs in Delaware are:

Vice President Compensation jobs near you
Infographic showing various Vice President Compensation job openings in Delaware as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $157,668 per year, or $75.8 per hour.

Vice President, Global People Operations

Athenago

Wilmington, DE

Full-time

Re-posted 16 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