ZipRecruiter

Log In

1

Vp Total Rewards Jobs in Delaware (NOW HIRING)

VP Racing

COMMERCIAL TRUCK DRIVER

Newark, DE · On-site

At VP, we work hard and play hard, innovate boldly, and foster a fun, collaborative culture where teamwork fuels success. High-Octane Rewards: We offer a competitive salary for our Commercial Truck ...

VP Racing Fuels Inc

COMMERCIAL TRUCK DRIVER

Newark, DE · On-site

At VP, we work hard and play hard, innovate boldly, and foster a fun, collaborative culture where teamwork fuels success. High-Octane Rewards: We offer a competitive salary for our Commercial Truck ...

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 ... We offer a competitive total rewards package including base salary determined based on the role ...

VP Racing Fuels, Inc

COMMERCIAL TRUCK DRIVER

Newark, DE · On-site

At VP, we work hard and play hard, innovate boldly, and foster a fun, collaborative culture where teamwork fuels success. High-Octane Rewards: We offer a competitive salary for our Commercial Truck ...

next page

Showing results 1-20

All JobsVp Total Rewards JobsVp Total Rewards Jobs in Delaware

Vp Total Rewards information

See Delaware salary details

$43.5K

$157.7K

$277.7K

How much do vp total rewards jobs pay per year?

As of Sep 4, 2026, the average yearly pay for vp total rewards 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 VP of Total Rewards do?

A VP of Total Rewards is responsible for developing and overseeing an organization's compensation, benefits, and rewards strategies. This executive role ensures that the company offers competitive salary structures, incentives, health and wellness benefits, and recognition programs that attract and retain top talent. The VP of Total Rewards also analyzes market trends, ensures compliance with regulations, and aligns reward systems with the company’s business objectives. They often collaborate with HR, leadership, and finance teams to create a comprehensive rewards philosophy that supports employee engagement and organizational success.

What are the key skills and qualifications needed to thrive as a VP of Total Rewards?

To thrive as a VP of Total Rewards, you need deep expertise in compensation, benefits strategy, and data analysis, often supported by a bachelor's or master's degree in HR or a related field. Familiarity with HRIS platforms, compensation benchmarking tools, and relevant certifications like CCP (Certified Compensation Professional) are typically required. Strong leadership, strategic thinking, and excellent communication skills set outstanding candidates apart. These skills ensure the development and execution of competitive total rewards programs that attract, retain, and motivate top talent while aligning with organizational goals.

How does the VP of Total Rewards collaborate with other departments to ensure competitive compensation and benefits programs?

The VP of Total Rewards works closely with HR, finance, and executive leadership to design, implement, and regularly review compensation and benefits programs. This collaboration ensures that the organization's offerings are both competitive in the market and aligned with company strategy and budget. Regular cross-departmental meetings and data sharing help the VP of Total Rewards understand workforce needs, benchmark against industry standards, and address any gaps in employee offerings. This role often also partners with legal teams to ensure compliance with relevant regulations.

What is the difference between Vp Total Rewards vs Compensation Manager?

AspectVp Total RewardsCompensation Manager
CredentialsTypically requires senior-level HR certifications (e.g., SHRM-SCP, CCP), extensive experience in total rewardsRequires HR or compensation certifications (e.g., CCP, CBP), mid-level experience in compensation
Work EnvironmentStrategic leadership role, oversees entire rewards programs, collaborates with executive teamsOperational role, manages compensation programs, supports HR and payroll teams
Industry UsageCommon in large corporations, multinational companiesFound in various industries, especially in mid-sized to large organizations

The Vp Total Rewards focuses on strategic planning and leadership of all employee rewards programs, while the Compensation Manager handles the day-to-day administration of compensation policies. The Vp is a senior executive role, whereas the Compensation Manager is more operational and tactical.

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

The most popular types of Total Rewards jobs in Delaware are:

What are popular job titles related to Vp Total Rewards jobs in Delaware?

For Vp Total Rewards jobs in Delaware, the most frequently searched job titles are:

What job categories do people searching Vp Total Rewards jobs in Delaware look for?

The top searched job categories for Vp Total Rewards jobs in Delaware are:

Vp Total Rewards jobs near you
Infographic showing various Vp Total Rewards job openings in Delaware as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 17% Part Time, 4% Contract, and 1% Nights. Highlights an 92% Physical, 3% Hybrid, and 5% 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 • On-site

Full-time

Re-posted 25 days ago

Key responsibilities

  • Lead and unify global People Operations strategy, governance, and standards across regions.

  • Modernize HR infrastructure by optimizing WorkDay, ensuring data accuracy, and identifying automation opportunities.

  • Strengthen the employee lifecycle processes, including onboarding, offboarding, performance management, and succession planning.

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