Top HR Jobs in Providence, RI

Serve as strategic HR partner to G&A senior leaders, leading org design and restructures, driving performance calibration, using data and AI tools to surface org health risks, and translating people strategy into measurable outcomes across global, high-growth teams.

Supports employees and managers across the employee lifecycle, including onboarding, offboarding, employee relations, leave and workers’ compensation administration, HRIS and records management, reporting, compliance, recruitment, training, engagement programs, and policy implementation. The role serves as a primary contact for routine HR inquiries, resolves issues, escalates complex matters, and contributes to process improvement and cross-functional HR projects.

Leads HR operations across a multi-site call center network, managing HR Partners and recruiting teams. Oversees employee relations, investigations, multi-state compliance, leadership coaching, high-volume hiring, staffing ramps, retention initiatives, and workforce metrics. Partners with operations and legal leadership to support performance, headcount governance, and consistent people practices for frontline hourly teams.

Supports employees and managers across the full HR lifecycle, including onboarding, offboarding, employee relations, benefits, leave administration, workers’ compensation, compliance, records, and HRIS maintenance. The role manages employee data, assists with audits and reporting, answers HR questions, supports benefits vendors and open enrollment, and improves HR processes. It is primarily in-office at the company’s Pawtucket, Rhode Island headquarters.

Paid 10-week HR internship providing exposure to talent management, talent acquisition, people analytics, benefits, learning and development, compensation, employee relations, and associate experience. Interns will complete a dedicated assignment, participate in meetings and networking, analyze their area, and present findings to leadership. The role requires strong communication, analytical thinking, emotional intelligence, accountability, and multitasking.

Leads HR compliance programs covering EEO, affirmative action, accommodations, workplace conduct, data privacy, and dispute resolution. Conducts investigations, audits HR practices, manages accommodation reviews, monitors legal and regulatory changes, maintains case records in Navex, develops compliance training, and recommends policy improvements. Partners with HR teams and business leaders to mitigate risk and ensure adherence to federal, state, and local employment laws. Supports the QP location with travel to other company sites as needed.

Lead global HR business partnering for R&D, Engineering, Product, Security, and Research organizations. Advise senior technical executives, align talent strategy with business goals, architect AI-native organizational structures, evolve career frameworks, manage succession and retention, guide complex change, and coordinate People Team centers of excellence. Lead a global HRBP team while applying people analytics and executive coaching to improve organizational health, leadership effectiveness, and workforce outcomes.

One-year Human Resources development program featuring three HR rotations, mentorship, training, executive exposure, and early-career programming. Associates may work across HR business partnering, talent acquisition, compensation, benefits, development, shared services, and employee relations. Responsibilities include HR research, analytics, dashboards, compensation projects, leadership materials, colleague experience initiatives, acquisition integration, and diversity strategies. Successful graduates transition into full-time HR roles.

Own the end-to-end People lifecycle for M&A: lead HR due diligence, partner with Corporate Development, build cross-functional integration playbooks, orchestrate Recruiting/Comp/Immigration/Payroll workstreams, and design day-1 onboarding and retention programs to integrate acquired technical teams under compressed timelines.

Remote HR internship supporting recruitment, onboarding, employee records, engagement, HR operations, compliance documentation, performance management assistance, and general HR administrative tasks.

Serve as a strategic HR partner to senior leaders, translating business objectives into people strategies. Lead talent management, succession planning, leadership development, organizational design, change management, and data-informed workforce initiatives. Collaborate globally with HR teams to implement scalable programs, improve organizational effectiveness, and support cross-cultural teams. The role requires strong business acumen, executive influence, communication, analytics, and experience in crypto, fintech, or regulated financial services.

Manage day-to-day People Operations across the employee lifecycle, including recruiting, onboarding, employee support, compliance, benefits administration, employee relations, HR systems, and offboarding. Maintain accurate records, administer HRIS and ATS workflows, support managers, handle confidential information, improve processes, and contribute to employee engagement and culture initiatives in a fast-paced, fully remote organization.

Leads HR systems administration and core HR operations, including HRIS management, integrations, data integrity, onboarding, offboarding, immigration, benefits, payroll coordination, compliance, reporting, and process improvement. Manages a team, resolves escalations, maintains controls and documentation, and partners with HR, IT, Finance, Payroll, Legal, and vendors to deliver accurate, secure, and scalable HR services.

Provides fractional HR leadership and consulting to multiple Christian mission and church clients. Responsibilities include HR audits, strategic planning, HR program design, recruiting, onboarding, compensation, benefits, engagement, performance management, compliance, training, employee relations, HRIS implementation, executive coaching, and support across U.S. states and international missions.

Provides fractional HR leadership and consulting to Christian ministries, churches, and mission organizations. Responsibilities include developing HR strategies, coaching executives and staff, guiding organizational change, managing compliance and people programs, mentoring HR teams, and supporting recruiting, compensation, benefits, training, performance management, engagement, policies, and employee relations. The role is mostly remote, part-time, and includes occasional travel to the Dallas area.

Leads the people strategy for R&D and Regulatory functions at a biotechnology company. Partners with HR specialists on talent acquisition, rewards, employee relations, communications, talent development, and succession planning. Advises senior leaders on organization design, workforce planning, change management, performance, and complex employee issues. Supports enterprise-wide programs, culture initiatives, and employee experience while managing and mentoring HR talent.

Manage the performance management system, support managers with individual development plans, track and evaluate development activities, support succession planning, design and run engagement surveys and programs, assess training needs, coordinate training, and evaluate training effectiveness.

Leads compensation strategy, job architecture, salary structures, market pricing, pay equity, and compensation administration. Oversees HR operations process improvement, policy development, compliance, HRIS optimization, employee relations support, workforce planning, organizational design, and cross-functional HR initiatives. Advises leaders and partners with HR, Finance, Legal, Payroll, and business teams to build scalable, consistent, and compliant people programs.

Coordinates HR operations across the employee lifecycle, including onboarding, job changes, transfers, offboarding, open enrollment, and performance management. Maintains accurate employee data in HR systems, supports team members and managers, develops process documentation, resolves issues, and identifies workflow improvements. Partners with HR, Payroll, Benefits, Talent Acquisition, IT, and business stakeholders on HR programs, acquisitions, integrations, system enhancements, and organizational initiatives.

Manage design, development, testing, deployment, and maintenance of custom Workday reports, dashboards, and integrations. Collaborate with HR stakeholders to define requirements, ensure data integrity, troubleshoot report issues, perform audits and reconciliations, and support release impact analysis, documentation, and training to drive HR reporting, planning, and compliance across multiple affiliates.

Manage HR operations including onboarding, employee relations, and performance management. Support recruitment, implement HR policies for compliance, facilitate training and engagement programs, and analyze HR data to inform decisions and improve employee experience.

Oversee the company’s human resources function, including HR policy development, compliance, escalations, labor and employment law compliance, and direct support for staffing customers and end clients. The role requires extensive HR expertise, experience supporting organizations of more than 1,000 employees, strong employment-law knowledge, and staffing-industry experience.

Serve as a strategic HR advisor across multiple software companies and countries. Lead employee relations investigations, performance management, workforce planning, organizational design, manager coaching, people analytics, compliance guidance, and HR program development. Support M&A integration by harmonizing people practices across acquired entities, reinforcing culture, and managing cross-entity HR initiatives. Partner with senior leaders, legal counsel, Total Rewards, and Payroll in a fast-paced, multi-entity environment.

Oversee the HR department’s daily operations, including payroll, benefits, compliance, recruitment, onboarding, employee relations, performance management, records, workplace policies, and health and safety. Advise employees and managers, maintain regulatory compliance, support audits, analyze HR metrics, and foster a positive workplace culture.

Administers and enhances Workday HCM and Learning, providing tier-one and tier-two support, maintaining security and data integrity, managing integrations, conducting audits, and supporting semiannual releases. Translates HR business needs into system solutions, leads testing, troubleshoots issues, monitors data quality, and partners with stakeholders and IT to improve processes and user experience.