Hospitality Green Card Sponsorship Jobs in Delaware
Delaware's hospitality sector, anchored by Wilmington's hotels and the state's growing conference and tourism venues, includes employers who sponsor Green Card visas for qualified workers. Major hotel groups and food service operations near Wilmington and Newark have filed permanent labor certifications for roles ranging from housekeeping supervisors to executive chefs.
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Get Access To All JobsINTRODUCTION
AAA Club Alliance is seeking a Compensation Analyst to join our HR team in Wilmington! The Compensation Analyst position supports the design, implementation, and administration of compensation programs to ensure internal equity, external competitiveness, and compliance with applicable regulations. This role conducts market analyses, evaluates job classifications, and provides data-driven insights to guide compensation decisions and support organizational talent strategies.
What We Offer:
As part of our team, you’ll enjoy a total rewards package designed to support your well-being, growth, and work-life balance. Our package includes:
- Competitive annual salary; the starting base compensation for this position is: $65,059-$94,783*
- Annual Bonus Eligibility
- Hybrid schedule (3 days on-site weekly)
- Comprehensive health benefits package
- Generous accrued paid time off + 8 paid holidays
- 401(K) plan with company match up to 7%
- Professional development opportunities and tuition reimbursement
- Paid time off to volunteer & company-sponsored volunteer events throughout the year
- Other benefits include a free AAA Premier Membership, Health & Wellness Program, Health Concierge Service, Life Insurance and Short Term/Long Term Disability
* The base pay range shown is a guideline for compensation and ultimate salary offered will be based on factors such as applicant experience and geographic location.
PRIMARY RESPONSIBILITIES:
- Partners with business lines to develop and update job descriptions.
- Serves as an internal consultant/compensation subject matter expert to business lines. Provides advice on pay decisions, variable pay strategy, policy and guideline interpretation.
- Performs job evaluations using market data from compensation surveys. Recommend pay grade to business lines and HR Business partners ensuring internal equity.
- Leads the Common Review process: conducting a supervisor audit, ensuring managers’ recommendations are within guidelines and necessary signatures are acquired; import the Common Review increases and performance ratings into the HRIS system; new manager training via Web-ex and job aids.
- Leads the Annual Bonus Plan process: audits eligibility; launches plan in Workday ensuring system parameters are current; coordinates scorecards and ensures Associates are mapped correctly; works with Finance to ensure payouts are calculated correctly.
- Assists in the development of the annual merit matrix.
- Reviews changes to business line variable pay plans; work with assigned business groups to ensure plans are market competitive.
- Performs FLSA exemption tests to ensure compliance with federal and state law. Maintain audit trail.
- Utilizes the HRIS system to run compensation related reports and extract data for analysis.
- Reviews compensation data changes in HRIS system for accuracy and approve for payroll processing.
- Maintains and administers compensation guidelines for internal compensation practices. Develops, reviews, and recommends appropriate changes to compensation related policies.
- Completes salary surveys. Makes recommendations on surveys to purchase.
- Gathers data to be used to develop the annual merit budget and salary range movement recommendations.
- Works and helps lead integration acquisition activities for all compensation related items.
- Updates and maintains data on geographic differentials; make recommendations for zone changes.
- Maintains logs for job evaluations, FLSA testing and job codes.
- Creates job codes in HRIS system.
- Conducts minimum wage audits to ensure compliance with state and federal law.
- Works on special projects as assigned.
- Other duties as assigned.
MINIMUM REQUIREMENTS/QUALIFICATIONS:
- Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field required (Master’s degree or MBA is a plus). Equivalent combination of education, technical training, and experience may be considered in lieu of degree.
- Minimum 3 years of applicable compensation experience, including compensation surveys, job evaluation methodologies, etc. Demonstrated experience in the design, analysis, and administration of variable compensation programs, including sales incentive plans, bonus structures, and other performance-based pay models required.
- Certified Compensation Professional (CCP) designation preferred.
- Workday experience preferred.
KNOWLEDGE, SKILLS AND ABILITIES:
- Ability to provide objective guidance to management on compensation guidelines and recommendations.
- Strong communication and interpersonal skills, including the ability to present complex information in writing or group presentations.
- Strong analytical and quantitative skills with attention to detail.
- Ability to speak or write persuasively.
- Proven ability to organize, manage and prioritize workload.
- Strong computer skills (Word, Excel).
- Familiarity with compensation tools and market pricing platforms.
- Knowledge of compensation laws and regulations (e.g. FLSA, wage transparency, etc.).
- Ability to work independently and as a member of the team, as well as collaborate cross-functionally.
Full time Associates are offered a comprehensive benefits package that includes:
- Medical, Dental, and Vision plan options
- Up to 2 weeks Paid parental leave
- 401k plan with company match up to 7%
- 2+ weeks of PTO within your first year
- Paid company holidays
- Company provided volunteer opportunities + 1 volunteer day per year
- Free AAA Membership
- Continual learning reimbursement up to $5,250 per year
- And MORE! Check out our Benefits Page for more information
ACA is an equal opportunity employer and complies with all applicable federal, state, and local employment practices laws. At ACA, we are committed to cultivating a welcoming and inclusive workplace of team members with diverse backgrounds and experiences to enable us to meet our goals and support our values while serving our Members and customers. We strive to attract and retain candidates with a passion for their work and we encourage all qualified individuals to apply. It is ACA’s policy to employ the best qualified individuals available for all positions. Hiring decisions are based upon ACA’s operating needs, and applicant qualifications including, but not limited to, experience, skills, ability, availability, cooperation, and job performance.
Job Category:
Human Resources
INTRODUCTION
AAA Club Alliance is seeking a Compensation Analyst to join our HR team in Wilmington! The Compensation Analyst position supports the design, implementation, and administration of compensation programs to ensure internal equity, external competitiveness, and compliance with applicable regulations. This role conducts market analyses, evaluates job classifications, and provides data-driven insights to guide compensation decisions and support organizational talent strategies.
What We Offer:
As part of our team, you’ll enjoy a total rewards package designed to support your well-being, growth, and work-life balance. Our package includes:
- Competitive annual salary; the starting base compensation for this position is: $65,059-$94,783*
- Annual Bonus Eligibility
- Hybrid schedule (3 days on-site weekly)
- Comprehensive health benefits package
- Generous accrued paid time off + 8 paid holidays
- 401(K) plan with company match up to 7%
- Professional development opportunities and tuition reimbursement
- Paid time off to volunteer & company-sponsored volunteer events throughout the year
- Other benefits include a free AAA Premier Membership, Health & Wellness Program, Health Concierge Service, Life Insurance and Short Term/Long Term Disability
* The base pay range shown is a guideline for compensation and ultimate salary offered will be based on factors such as applicant experience and geographic location.
PRIMARY RESPONSIBILITIES:
- Partners with business lines to develop and update job descriptions.
- Serves as an internal consultant/compensation subject matter expert to business lines. Provides advice on pay decisions, variable pay strategy, policy and guideline interpretation.
- Performs job evaluations using market data from compensation surveys. Recommend pay grade to business lines and HR Business partners ensuring internal equity.
- Leads the Common Review process: conducting a supervisor audit, ensuring managers’ recommendations are within guidelines and necessary signatures are acquired; import the Common Review increases and performance ratings into the HRIS system; new manager training via Web-ex and job aids.
- Leads the Annual Bonus Plan process: audits eligibility; launches plan in Workday ensuring system parameters are current; coordinates scorecards and ensures Associates are mapped correctly; works with Finance to ensure payouts are calculated correctly.
- Assists in the development of the annual merit matrix.
- Reviews changes to business line variable pay plans; work with assigned business groups to ensure plans are market competitive.
- Performs FLSA exemption tests to ensure compliance with federal and state law. Maintain audit trail.
- Utilizes the HRIS system to run compensation related reports and extract data for analysis.
- Reviews compensation data changes in HRIS system for accuracy and approve for payroll processing.
- Maintains and administers compensation guidelines for internal compensation practices. Develops, reviews, and recommends appropriate changes to compensation related policies.
- Completes salary surveys. Makes recommendations on surveys to purchase.
- Gathers data to be used to develop the annual merit budget and salary range movement recommendations.
- Works and helps lead integration acquisition activities for all compensation related items.
- Updates and maintains data on geographic differentials; make recommendations for zone changes.
- Maintains logs for job evaluations, FLSA testing and job codes.
- Creates job codes in HRIS system.
- Conducts minimum wage audits to ensure compliance with state and federal law.
- Works on special projects as assigned.
- Other duties as assigned.
MINIMUM REQUIREMENTS/QUALIFICATIONS:
- Bachelor’s degree in Human Resources, Business, Finance, Economics, or a related field required (Master’s degree or MBA is a plus). Equivalent combination of education, technical training, and experience may be considered in lieu of degree.
- Minimum 3 years of applicable compensation experience, including compensation surveys, job evaluation methodologies, etc. Demonstrated experience in the design, analysis, and administration of variable compensation programs, including sales incentive plans, bonus structures, and other performance-based pay models required.
- Certified Compensation Professional (CCP) designation preferred.
- Workday experience preferred.
KNOWLEDGE, SKILLS AND ABILITIES:
- Ability to provide objective guidance to management on compensation guidelines and recommendations.
- Strong communication and interpersonal skills, including the ability to present complex information in writing or group presentations.
- Strong analytical and quantitative skills with attention to detail.
- Ability to speak or write persuasively.
- Proven ability to organize, manage and prioritize workload.
- Strong computer skills (Word, Excel).
- Familiarity with compensation tools and market pricing platforms.
- Knowledge of compensation laws and regulations (e.g. FLSA, wage transparency, etc.).
- Ability to work independently and as a member of the team, as well as collaborate cross-functionally.
Full time Associates are offered a comprehensive benefits package that includes:
- Medical, Dental, and Vision plan options
- Up to 2 weeks Paid parental leave
- 401k plan with company match up to 7%
- 2+ weeks of PTO within your first year
- Paid company holidays
- Company provided volunteer opportunities + 1 volunteer day per year
- Free AAA Membership
- Continual learning reimbursement up to $5,250 per year
- And MORE! Check out our Benefits Page for more information
ACA is an equal opportunity employer and complies with all applicable federal, state, and local employment practices laws. At ACA, we are committed to cultivating a welcoming and inclusive workplace of team members with diverse backgrounds and experiences to enable us to meet our goals and support our values while serving our Members and customers. We strive to attract and retain candidates with a passion for their work and we encourage all qualified individuals to apply. It is ACA’s policy to employ the best qualified individuals available for all positions. Hiring decisions are based upon ACA’s operating needs, and applicant qualifications including, but not limited to, experience, skills, ability, availability, cooperation, and job performance.
Job Category:
Human Resources
Green Card Hospitality Job Roles in Delaware
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Search Hospitality Jobs in DelawareHospitality Green Card Sponsorship Jobs in Delaware: Frequently Asked Questions
Which hospitality companies sponsor Green Card visas in Delaware?
In Delaware, Green Card sponsorship in hospitality has come from hotel management groups operating properties in Wilmington, as well as food service contractors serving corporate campuses and universities in the Newark area. National hotel brands with Delaware locations, including Hilton and Marriott-affiliated properties, have historically filed PERM labor certifications for skilled hospitality positions. Sponsorship decisions are made property by property, not at the brand level.
Which cities in Delaware have the most hospitality Green Card sponsorship jobs?
Wilmington accounts for the greatest concentration of hospitality employment in Delaware, home to the state's largest hotels, event venues, and restaurant groups. Newark sees hospitality hiring tied to the University of Delaware's visitor traffic and nearby corporate activity. Rehoboth Beach and the coastal resort corridor generate seasonal hospitality demand, though permanent Green Card sponsorship is less common in seasonal resort settings than in year-round urban properties.
What types of hospitality roles typically qualify for Green Card sponsorship in Delaware?
Roles that Delaware hospitality employers most commonly sponsor through the PERM process include executive chefs, sous chefs, hotel general managers, food and beverage directors, and housekeeping managers. These positions tend to require specialized training or demonstrated supervisory experience that employers document as difficult to fill locally. Entry-level roles such as front desk agents or servers rarely generate Green Card sponsorship, as the PERM process requires employers to show a shortage of qualified U.S. workers for the specific position.
How do I find hospitality Green Card sponsorship jobs in Delaware?
Migrate Mate aggregates hospitality jobs in Delaware where employers have indicated Green Card sponsorship, letting you filter specifically by visa type and state rather than sorting through general listings. Because Green Card sponsorship in Delaware's hospitality sector is concentrated among a relatively small number of employers, using Migrate Mate to identify which properties are actively hiring and willing to sponsor permanent residence can save significant research time.
Are there state-specific considerations for hospitality Green Card sponsorship in Delaware?
Delaware does not administer its own immigration program, so Green Card sponsorship follows federal PERM and USCIS processes regardless of state. One practical consideration is that Delaware's hospitality market is smaller than neighboring Pennsylvania and Maryland, meaning fewer employers are actively sponsoring at any given time. Workers in the region sometimes find it worth monitoring opportunities across the Wilmington metro area, which includes southern Pennsylvania and northern Maryland, to broaden their options while targeting Delaware specifically.
What is the prevailing wage for Green Card hospitality jobs in Delaware?
U.S. employers sponsoring a visa must pay at least the prevailing wage, which is what workers in the same role, area, and experience level typically earn. The Department of Labor sets this rate to make sure companies aren't hiring foreign workers simply because they'd accept lower pay than a U.S. worker. It varies by job title, location, and experience. You can look up current prevailing wage rates for any occupation and location using the OFLC Wage Search page.