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Assistant Human Resource Jobs in Rhode Island (NOW HIRING)

The Chanler

Human Resources Manager

Newport, RI · On-site

Position Summary The Human Resources Manager is responsible for the daily oversight and ... Audit benefit eligibility and enrollment records regularly * Assist employees with benefit ...

The Chanler

Human Resources Manager

Newport, RI · On-site

Position Summary The Human Resources Manager is responsible for the daily oversight and ... Audit benefit eligibility and enrollment records regularly * Assist employees with benefit ...

Revvity

HR Generalist

Hopkinton, RI · Hybrid

$65K - $70K/yr

Job Title HR Generalist Location(s) Hopkinton About Us Revvity is a developer and provider of end ... Special Projects, assist HRBPs with organizational training programs and career development ...

Brownhealth

Assistant Clinical Manager

Providence, RI · On-site

Human Resource Management; Financial Management; Departmental/Organizational Support; and Clinical ... The Assistant Clinical Manager collaborates and supports the health care team in the delivery of ...

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All JobsHuman Resource JobsAssistant Human Resource JobsAssistant Human Resource Jobs in Rhode Island

Assistant Human Resource information

See Rhode Island salary details

$26K

$43.3K

$58.8K

How much do assistant human resource jobs pay per year?

As of Sep 8, 2026, the average yearly pay for assistant human resource in Rhode Island is $43,329.00, according to ZipRecruiter salary data. Most workers in this role earn between $36,700.00 and $47,000.00 per year, depending on experience, location, and employer.

What is an assistant human resource?

Assistant Human Resource professionals, often called HR Assistants, support the daily operations of the human resources department. They help with administrative tasks such as maintaining employee records, assisting with recruitment, processing payroll, and responding to employee inquiries. Their role is crucial in ensuring that HR processes run smoothly and efficiently within an organization. HR Assistants often act as a bridge between employees and HR managers, helping to maintain a positive workplace environment.

How does an assistant human resource professional typically collaborate with other departments within an organization?

Assistant Human Resource professionals regularly interact with various departments to coordinate recruitment, onboarding, and employee relations. They often work closely with hiring managers to understand staffing needs and help facilitate smooth communication between HR and other teams. Additionally, they may assist in organizing training sessions, gathering feedback on workplace policies, and ensuring that departmental concerns are relayed to senior HR staff. This cross-departmental collaboration is essential for maintaining a cohesive and positive work environment.

What are the key skills and qualifications needed to thrive as an assistant human resource, and why are they important?

To thrive as an Assistant Human Resource, you need a solid understanding of HR principles, recruitment processes, and basic employment law, often supported by a bachelor’s degree in human resources or a related field. Familiarity with HR information systems (HRIS), Microsoft Office Suite, and sometimes payroll software is typically required. Attention to detail, strong organizational skills, and effective interpersonal communication help you manage confidential information and support both employees and management. These competencies are crucial for ensuring accurate HR administration and fostering a positive workplace environment.

What is the difference between Assistant Human Resource vs Human Resource Coordinator?

AspectAssistant Human ResourceHuman Resource Coordinator
Required CredentialsAssociate's degree or relevant certificationAssociate's degree or similar certification
Work EnvironmentOffice setting, supporting HR teamOffice environment, coordinating HR activities
Employer & Industry UsageCommon in various industries, entry-level HR supportUsed across industries, focuses on HR operations
Search & Comparison IntentOften compared for entry-level HR rolesCompared for HR support and coordination roles

The Assistant Human Resource role typically involves supporting HR functions such as recruitment, record-keeping, and administrative tasks. The Human Resource Coordinator often handles coordinating HR activities, onboarding, and employee relations. Both roles require similar credentials and are used across industries, but the Coordinator role may involve more direct interaction with HR processes and employees.

Is assistant human resource a low stress job?

The role of an Assistant Human Resource typically involves administrative tasks, employee support, and coordination, which can be moderate in stress depending on workload and organizational environment. Factors such as company size, workplace culture, and workload management influence stress levels in this position.

What is the lowest position in assistant human resource?

The lowest position in human resources is typically an HR Intern or HR Assistant, which involves supporting HR functions, handling administrative tasks, and gaining entry-level experience. These roles often require basic organizational skills and may serve as a stepping stone to higher HR positions.

What are the most commonly searched types of Human Resource jobs in Rhode Island?

The most popular types of Human Resource jobs in Rhode Island are:

What are popular job titles related to Assistant Human Resource jobs in Rhode Island?

For Assistant Human Resource jobs in Rhode Island, the most frequently searched job titles are:

What job categories do people searching Assistant Human Resource jobs in Rhode Island look for?

The top searched job categories for Assistant Human Resource jobs in Rhode Island are:

What cities in Rhode Island are hiring for Assistant Human Resource jobs?

Cities in Rhode Island with the most Assistant Human Resource job openings:

Assistant Human Resource jobs near you
Infographic showing various Assistant Human Resource job openings in Rhode Island as of August 2026, with employment types broken down into 1% As Needed, 79% Full Time, 17% Part Time, 1% Temporary, and 2% Contract. Highlights an 98% Physical, 1% Hybrid, and 1% Remote job distribution, with an average salary of $43,329 per year, or $20.8 per hour.

Human Resources Business Partner

AstroNova, Inc.

West Warwick, RI • On-site

$75K - $90K/yr

Full-time

Re-posted 3 days ago

Key responsibilities

  • Partner with managers and leadership to support, drive and influence business objectives and organizational initiatives

  • Oversee and ensure compliant administration of employee leave programs, including FMLA, STD, and other applicable laws

  • Own, maintain, process, and track employment transactions and HR documentation

Job description

Position Overview

AstroNova, Inc. is seeking a seasoned, highly credible, and results-oriented Human Resources Business Partner (HRBP) to support its critical manufacturing operations. This role is designed for an experienced HR leader who can demonstrate success operating in a complex, fast-paced manufacturing environment and thrives in environments that partner closely with senior leadership and plant management to drive strategic business initiatives.

This on-site, highly collaborative role offers significant exposure to leadership along with accountability for day-to-day HR operations and long-term organizational initiatives. The position requires a proactive, independent professional capable of driving organizational outcomes.

Key Responsibilities

HR Partnership & Organizational Support

  • Partner with managers and leadership to support, drive and influence business objectives and organizational initiatives
  • Provide guidance on employee relations, performance management, workforce planning, and employee engagement
  • Lead change management initiatives, organizational design, and process improvement efforts with measurable outcomes
  • Own and execute talent and succession planning initiatives (including identification of critical roles, bench strength gaps, and targeted development actions), management training, and compliance training initiatives

Leave Administration & Compliance

  • Oversee and ensure compliant administration of employee leave programs, including FMLA, STD, and other applicable state and federal leave laws
  • Partner closely with and support EHS and operations leadership with workers compensation administration and safety initiatives
  • Serve as the primary point of contact for employees and managers regarding leave requests, eligibility, documentation, and return-to-work processes
  • Maintain accurate leave records and coordinate with payroll, benefits providers, and management as needed to support workforce planning.

HR Operations & Projects

  • Own, maintain, process, and track employment transactions and HR documentation
  • Assist with HRIS administration, reporting, and data integrity; leverage data to identify trends and risks
  • Support compensation, benefits, and workforce analysis initiatives; provide clear, actionable recommendations to leadership 
  • Drive engagement, survey administration, action planning, and employee communication initiatives with accountability to leadership teams
  • Deliver training and development programs with demonstrated impact on leadership development, management training, and role-based training
  • Participate in cross-functional and enterprise-wide HR projects as assigned
  • Assist with developing and implementing HR programs, policies, and best practices 
  • Support organizational change and integration efforts, including process standardization 

Process Improvement & HR Infrastructure Development

  • Establish standardized, scalable, and sustainable HR operating practices across the organization
  • Design, implement, and continuously improve core HR processes, including employee lifecycle management, employee relations procedures, and compliance workflows
  • Develop and maintain structured HR templates, documentation, and playbooks to ensure consistency, efficiency, and risk mitigation across sites and functions
  • Report key HR metrics (e.g., turnover, absenteeism, time-to-fill, employee relations trends) to leadership to assist with action plans
  • Leverage HRIS and other systems to enhance reporting capabilities, streamline processes.
  • Drive continuous improvement initiatives focused on operational efficiency, scalability, and alignment with manufacturing and business needs

Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions. Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.

Qualifications

  • Bachelor’s degree in Human Resources, Business Administration, or related field
  • 5+ years of progressive HR experience, including significant HR Business Partner experience supporting manufacturing or industrial operations
  • Strong talent acquisition experience
  • Proven ability to influence and partner with managers and senior leadership on HR initiatives
  • Strong organizational, communication, and project management skills
  • Strong analytical and problem-solving abilities with the ability to use data to drive decisions 
  • Proven ability to manage multiple priorities and projects simultaneously and deliver results under pressure 
  • Collaborative and solutions-oriented mindset
  • Proficiency in Microsoft Office and HRIS systems– preferably ADP
  • SHRM-CP, PHR, or related HR certification strongly preferred

Preferred Qualifications

  • Bilingual – Spanish fluency preferred
  • Experience with ADP Workforce Now a strong plus
  • CEBS and/or CPP certifications a plus
  • CAPM or PMP a plus