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Hr Program Manager Jobs in Rhode Island (NOW HIRING)

UNFI

Compensation Program Manager

Providence, RI · On-site +1

The Compensation Program Manager partners with HR, Finance, and business leaders in the design, administration, governance, and continuous improvement of enterprise compensation programs, including ...

Husch Blackwell Llp

Patent Agent

Providence, RI · Remote

$100K - $170K/yr

The program manager focuses on the professional development of patents agents and engineers and ... If you need assistance to accommodate a disability, please contact HR. Compensation and Benefits ...

Husch Blackwell LLP

Patent Agent

Providence, RI · Remote

$100K - $170K/yr

The program manager focuses on the professional development of patents agents and engineers and ... If you need assistance to accommodate a disability, please contact HR. Compensation and Benefits ...

Care New England Health System

UNIT SECRETARY

Providence, RI · On-site

$42K - $52K/yr

... program manager, including data entry (ie BASIS or other scales), mailing patient information ... Schedule: 8 hr shift - Every Other Sunday (week 2) Applicant must have availability for training.

Care New England Health System

UNIT SECRETARY

Providence, RI · On-site

$42K - $52K/yr

... program manager, including data entry (ie BASIS or other scales), mailing patient information ... Schedule: 8 hr shift - Every Other Sunday (week 2) Applicant must have availability for training.

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All JobsHr Program JobsHr Program Manager JobsHr Program Manager Jobs in Rhode Island

Hr Program Manager information

See Rhode Island salary details

$37.7K

$105.2K

$153.8K

How much do hr program manager jobs pay per year?

As of Aug 5, 2026, the average yearly pay for hr program manager in Rhode Island is $105,237.00, according to ZipRecruiter salary data. Most workers in this role earn between $77,900.00 and $129,800.00 per year, depending on experience, location, and employer.

What is an HR program manager?

HR Program Managers are professionals responsible for designing, implementing, and overseeing human resources programs within an organization. They manage initiatives such as employee development, diversity and inclusion, performance management, and organizational change. Their role involves collaborating with various departments to ensure HR programs align with business goals, tracking program effectiveness, and ensuring compliance with relevant policies and laws. Effective HR Program Managers combine project management skills with deep knowledge of HR best practices to drive organizational success.

What are the key skills and qualifications needed to thrive as an HR program manager, and why are they important?

To thrive as an HR Program Manager, you need expertise in human resources practices, organizational development, and project management, often supported by a bachelor's degree in HR or a related field and relevant experience. Familiarity with HR information systems (HRIS), project management software, and certifications like SHRM-CP or PMP are typically required. Strong leadership, communication, and problem-solving skills help you manage programs effectively and foster positive workplace culture. These skills are crucial for designing and implementing HR initiatives that align with business goals and ensure organizational success.

How does an HR program manager typically collaborate with other departments to implement new HR initiatives?

As an HR Program Manager, you will work closely with department heads, line managers, and cross-functional teams to ensure the successful rollout of HR programs, such as talent development or employee engagement initiatives. This often involves conducting needs assessments, aligning program objectives with business goals, and facilitating communication between HR and other departments. Regular meetings, workshops, and feedback sessions are common practices to ensure all stakeholders are involved and informed. Effective collaboration helps drive adoption and ensures that HR initiatives deliver measurable value across the organization.

What is the difference between Hr Program Manager vs Hr Business Partner?

AspectHr Program ManagerHr Business Partner
Primary FocusManaging HR programs and initiatives across departmentsAligning HR strategies with business goals and consulting with leadership
ResponsibilitiesProgram development, implementation, and oversightStrategic partnership, employee relations, and organizational development
Work EnvironmentProject-based, cross-departmental teamsCollaborative with senior management and business units
Required CredentialsBachelor’s or Master’s in HR, Business, or related field; HR certificationsBachelor’s or Master’s in HR, Business, or related field; HR certifications

While both roles require HR expertise and similar credentials, the Hr Program Manager focuses on managing specific HR programs and initiatives, whereas the Hr Business Partner works closely with leadership to align HR strategies with business objectives. The Program Manager handles project execution, while the Business Partner emphasizes strategic consulting and organizational development.

What are popular job titles related to Hr Program Manager jobs in Rhode Island? For Hr Program Manager jobs in Rhode Island, the most frequently searched job titles are:
What job categories do people searching Hr Program Manager jobs in Rhode Island look for? The top searched job categories for Hr Program Manager jobs in Rhode Island are:
What cities in Rhode Island are hiring for Hr Program Manager jobs? Cities in Rhode Island with the most Hr Program Manager job openings:
Hr Program Manager jobs near you
Infographic showing various Hr Program Manager job openings in Rhode Island as of July 2026, with employment types broken down into 2% As Needed, 71% Full Time, 22% Part Time, 1% Temporary, 3% Contract, and 1% Nights. Highlights an 95% Physical, 1% Hybrid, and 4% Remote job distribution, with an average salary of $105,237 per year, or $50.6 per hour.

Compensation Program Manager

UNFI

Providence, RI • On-site, Remote

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

This job post has expired today. Applications are no longer accepted.

UNFI rating

7.3

Company rating: 7.3 out of 10

Based on 128 frontline employees who took The Breakroom Quiz

20th of 49 rated food wholesalers

Job description

**Remote**
Job Overview:
The Compensation Program Manager partners with HR, Finance, and business leaders in the design, administration, governance, and continuous improvement of enterprise compensation programs, including incentive compensation plans and annual merit planning. This role also manages compensation compliance, project management (PMO), communications and training.
Job Responsibilities:
  • Oversee the annual compensation planning cycles, including annual merit budget setting, cycle scheduling, stakeholder communications, manager and HR training, executive reporting, governance, approvals, audit controls, and overall program oversight.
  • Partner with Total Payroll Operations, Finance, IT, and HR teams in the setup, testing, administration, and continuous improvement of systems, workflows, and processes supporting monthly, quarterly, and annual compensation cycles.
  • Provide executive updates, analytics, and reporting related to merit planning outcomes, budget utilization, pay-for-performance results, and compensation program effectiveness.
  • Manage incentive compensation plans in partnership with Finance, Sales, and business leaders, to define plan metrics, measures, weightings, and governance.
  • Design, administer, and evaluate short-term incentive programs, including modeling, scenario analysis, and plan documentation, in partnership with the Sr. Compensation Analyst - Incentives.
  • Ensure that incentive compensation plans and results are effectively communicated to participants.
  • Develop and maintain dashboards and reporting tools to monitor plan performance and payouts.
  • Ensure the accuracy of incentive plan eligibility, calculations, approvals, accruals, and payments through strong controls, audits, and administration processes.
  • Help drive continuous improvement of compensation plan design, administration, communications, and governance to help maximize plan effectiveness.
  • Develop and deliver compensation training and education tools to support a consistent understanding and application of compensation programs.
  • Ensure compensation compliance with federal, state, and local requirements, including pay equity, minimum wage, minimum salary thresholds, pay transparency regulations, FLSA classification standards, Department of Labor requirements, and state/provincial reporting obligations.
  • Monitor compensation programs to ensure alignment with the company's compensation philosophy of pay-for-results, pay equity, and market competitiveness.
  • Serve as PMO lead for enterprise compensation projects, coordinating timelines, resources, governance, stakeholders, risks, dependencies, and implementation activities.
  • Maintain and enhance the enterprise compensation calendar to capture and track key dates related to compensation cycles, communications, training, and projects.
  • Help shape and implement improvements in compensation training, manager enablement, and communication strategies to support effective decision-making. Help ensure effective change management strategies for HR, managers, and business leaders specific to compensation.
  • Maintain compensation workflows, documentation, governance standards, and audit controls.
  • Support benchmarking, market pricing, salary structures, and job architecture.
  • Perform other duties as required.

Job Requirements:
Education/ Certifications:
  • Bachelor's degree in Human Resources, Business, Finance, or related field; CCP or PHR is a plus.

Experience:
  • 6-8 years of progressive compensation experience, with direct ownership of annual merit review cycles, incentive compensation design and administration, and compensation compliance programs.
  • Experience leading cross-functional projects and working with common HRIS systems and reporting tools (PeopleSoft, Workday, SAP or comparable HCM; PayScale/PayFactors or comparable survey/benchmarking tools)

Knowledge and Skills:
  • Advanced analytical skills: ability to interpret large datasets and build compensation models.
  • Deep knowledge of compensation regulations, pay equity analytics, FLSA classification standards, and market pricing methodologies.
  • Proficiency with Excel, HRIS, reporting dashboards, and compensation planning tools.
  • Strong written and verbal communication, presentation development (PowerPoint) and change management skills.
  • Strong project management skills; Understanding of best practice PM methodologies (Lean, Agile, Waterfall, etc.) a plus.
  • Ability to manage multiple complex programs simultaneously and work collaboratively across functions.
  • Good judgment is required for this position as there may be times when direct supervision may not be immediately available. (Legal requirement to add in this language)

Work Environment:
Remote Role:
  • This position is classified as remote where the associate will perform remote work from their primary residence. Remote associates are welcome to work from the office but are not required to do so. While remote associates are not required to work from an office on a regular basis, they may be required to come to the office or other UNFI locations for necessary business reasons or if directed to do so by their manager

Travel (minor):
  • This position may require the associate to travel to company offices, distribution centers, or other locations for specific meetings or other business reasons.

Physical Environment/Demands:
Office Roles:
• Most work is performed in a temperature-controlled office environment.
• Incumbent may sit for long periods of time at a desk or computer terminal.
• While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; reach with hands and arms; and talk or hear.
• Incumbent may use calculators, keyboards, telephones, and other office equipment in the course of a normal workday.
• Stooping, bending, twisting, and reaching may be required in the completion of job duties.
About UNFI: We are North America's premier grocery wholesaler, delivering the widest variety of fresh, branded, and owned brand products to community grocers and retail chains alike. A pioneer in natural and organic foods, we are growing and transforming to meet the needs of an evolving workplace. Our 29,000+ employees work across America in our 50 Distribution Centers and corporate offices. Learn more: Organic, Natural and Conventional Food | Wholesale Food Distributors | UNFI
UNFI is an Equal Opportunity employer committed to creating an inclusive and respectful environment for all. All qualified applicants will receive equal consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity or expression, national origin, disability, protected veteran status, or other protected ground. Accommodation is available upon request for candidates taking part in all aspects of the job selection process. - M/F/Veteran/Disability. VEVRAA Federal Contractor.
Compensation:
UNFI anticipates paying the above-referenced pay rate (or within the above-referenced pay range) for this position. Actual Pay, where applicable, will depend on a number of factors, including, but not limited to, education, experience, training, and any requirements under applicable collective bargaining agreements. UNFI is committed to transparency in pay in compliance with applicable state and local laws.
Benefits:
For Washington positions (or positions that may be performed remotely from Washington), https://www.unfi.com/jobs-more-info-wa.html for Washington-specific paid time off details.
Candidates hired into this position will also be eligible to participate in the following benefits programs: Paid Time Off; Sick Time; paid holidays and parental leave; 401K Program; medical, dental, vision, life, and accidental death/dismemberment insurance; short-term and long-term disability insurance program, Flexible Spending Account and/or Health Savings Account, subject to meeting the eligibility requirements and the terms and conditions of these programs, and subject to any requirements under applicable collective bargaining agreements.
UNFI's compensation, benefits, and paid time off policies are subject to change in the Company's sole discretion, consistent with applicable law. This job posting should not be construed as an offer of employment with certain terms, nor should it be construed as a guaranteed minimum.
Qualified applications with arrest or conviction records will be considered for employment in accordance with the Los Angeles County Fair Chance Ordinance and the California Fair Chance Act .

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