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Human Resources Executive Jobs in Riverside, RI (NOW HIRING)

Paychex

Sales Executive - HR Solutions

Providence, RI · Remote

$55K - $140K/yr

Our digital HR technology and advisory solutions cater to the changing needs of employers and their employees. With our award-winning training and endless opportunities for growth and development ...

Brownhealth

Manager HR Business Partners

Taunton, MA · On-site

... with senior executives, managers, employees and other key customers.Interviews, hires, orients ... Provides leadership in the communication and application of the human resources management ...

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All JobsHuman Resources JobsHuman Resources Executive JobsHuman Resources Executive Jobs in Riverside, RI

Human Resources Executive information

See Riverside, RI salary details

$10.8K

$131.5K

How much do human resources executive jobs pay per year?

As of Aug 21, 2026, the average yearly pay for human resources executive in Riverside, RI is $129,945.00, according to ZipRecruiter salary data. Most workers in this role earn between $130,000.00 and $130,000.00 per year, depending on experience, location, and employer.

What is a human resources executive?

Human Resources Executives are senior professionals responsible for overseeing an organization's human resources (HR) functions and strategies. They manage recruitment, employee relations, performance management, compliance with labor laws, and the development of policies that support organizational goals. HR Executives work closely with management to ensure a positive workplace culture, effective talent management, and alignment between HR practices and business objectives. They often lead HR teams and play a key role in organizational planning and decision-making.

What does a human resources executive do?

A human resources executive is part of the HR management team. As a human resources executive, your job duties may center on recruiting employees, handling payroll operations, or overseeing employee relations. The qualifications you need to pursue a career as a human resources executive include a bachelor’s degree in human resources management or business administration, excellent interpersonal skills, and significant experience working in HR. Professional certification from the Society for Human Resources Management may help advance your career.

What are the key skills and qualifications needed to thrive as a human resources executive, and why are they important?

To thrive as a Human Resources Executive, you need a comprehensive understanding of HR policies, talent management, employment law, and organizational development, often supported by a degree in HR or business and relevant certifications like SHRM-CP or PHR. Familiarity with HRIS platforms, payroll systems, and performance management tools is typically required. Strong leadership, interpersonal communication, and conflict resolution skills help you effectively manage teams and drive organizational change. These skills and qualities are crucial for fostering a positive work environment, ensuring compliance, and aligning HR initiatives with business goals.

What are some common challenges faced by human resources executives, and how can they be addressed?

Human Resources Executives often face challenges such as managing organizational change, balancing the needs of employees with company objectives, and ensuring compliance with evolving labor laws. Navigating these issues requires strong communication skills, strategic planning, and a proactive approach to problem-solving. Building effective relationships across departments and staying updated on HR best practices can help mitigate these challenges and contribute to a positive work environment.
More about Human Resources Executive jobs

What are the most commonly searched types of Human Resources jobs in Riverside, RI?

The most popular types of Human Resources jobs in Riverside, RI are:

What are popular job titles related to Human Resources Executive jobs in Riverside, RI?

For Human Resources Executive jobs in Riverside, RI, the most frequently searched job titles are:

What cities near Riverside, RI are hiring for Human Resources Executive jobs?

Cities near Riverside, RI with the most Human Resources Executive job openings:

Human Resources Executive jobs near you
Infographic showing various Human Resources Executive job openings in Riverside, RI as of August 2026, with employment types broken down into 1% As Needed, 81% Full Time, 15% Part Time, and 3% Contract. Highlights an 92% Physical, 2% Hybrid, and 6% Remote job distribution, with an average salary of $129,945 per year, or $62.5 per hour.

Senior Human Resources Business Partner

Insource Services, Inc.

Woonsocket, RI • On-site

$70K - $105K/yr

Full-time

Posted 7 days ago

Job description

Senior Human Resources Business Partner
Rhode Island | Full-Time | Hybrid (1 day on-site per week)
About the Opportunity
Insource Services is conducting a confidential search on behalf of a mission-driven community healthcare organization in Rhode Island. Our client is hiring a Senior Human Resources Business Partner to serve as a strategic and hands-on generalist supporting people leaders and employees across multiple locations.
This role partners closely with site executive leadership, department heads, and clinical and administrative managers on workforce strategy, employee relations, performance management, compensation and benefits guidance, workforce planning, and organizational effectiveness. A distinguishing focus is ongoing relationship management of medical providers throughout the employee lifecycle - from post-offer through credentialing, onboarding, and long-term retention - in close partnership with Talent Acquisition. The Senior HRBP operates with a high degree of autonomy, judgment, and confidentiality and is expected to be a trusted advisor to leaders across the full range of HR matters affecting a healthcare workforce serving diverse and underserved communities.
Strategic HR Partnership
  • Serve as trusted HR advisor to site executive leadership, department leaders, and people managers across assigned client groups and locations
  • Translate business priorities into HR strategies and action plans; provide HR representation in leadership meetings
  • Coach leaders on people management, team effectiveness, feedback, and organizational design
  • Partner with senior HR leadership on enterprise HR initiatives, policy development, and cross-functional projects

Employee Relations & Policy
  • Manage employee relations investigations end-to-end, including intake, interviews, documentation, findings, and recommended actions
  • Guide managers through coaching conversations, performance improvement plans, corrective action, and termination decisions in partnership with HR leadership
  • Interpret and consistently apply HR policies across sites and departments
  • Ensure HR practices comply with applicable federal, state, and local employment laws
  • Escalate high-risk matters to senior HR leadership and legal counsel as appropriate, with thorough documentation throughout

Performance Management & Workforce Development
  • Coach managers on effective performance conversations, goal setting, feedback delivery, and structured performance reviews
  • Support the annual performance management cycle, including calibration discussions and rating consistency across sites
  • Partner with leaders on career development, succession planning, and internal mobility for high performers
  • Support employee engagement initiatives, pulse surveys, and action planning based on results
  • Contribute to learning and development priorities in partnership with HR leadership

Compensation, Benefits & Total Rewards Partnership
  • Partner with compensation and benefits colleagues on new hire offer analyses, promotions, market adjustments, and pay equity reviews
  • Guide managers and employees on compensation, benefits, leave, and total rewards questions; escalate complex matters as appropriate
  • Support the annual compensation review cycle, including manager coaching, communication, and delivery
  • Support benefits open enrollment, new hire benefits guidance, and life-event escalations
  • Partner on FLSA classification reviews and job evaluation for new and evolving roles

Provider Relationship Management
  • Serve as a primary HR relationship partner for medical providers throughout the employee lifecycle, from post-offer acceptance through long-term retention
  • Partner closely with Talent Acquisition to maintain candidate engagement during extended pre-onboarding periods (credentialing, licensure, payer enrollment) so signed providers remain warm and connected to the organization
  • Support provider onboarding, orientation, and integration in partnership with hiring leaders, Credentialing, and Medical Staff Services
  • Serve as an accessible, confidential HR point of contact for providers on employee relations, benefits, compensation, leave, and general HR concerns
  • Partner with Talent Acquisition, Finance, and clinical leadership on provider engagement, satisfaction, and turnover analysis; contribute to retention strategies for physicians, advanced practice providers, and nurses

Workforce Planning & Multi-Site Support
  • Support workforce planning discussions with assigned leaders, including headcount, turnover analysis, org design, and role changes
  • Partner with Talent Acquisition on hiring plans, hiring manager coaching, and offer development
  • Support reorganizations, role changes, position eliminations, and reductions in force in partnership with HR leadership and legal counsel
  • Provide HR support and site visibility across multiple locations; travel between sites as needed
  • Partner with Payroll, Finance, Marketing, IT, and Facilities on cross-functional employee lifecycle events

Compliance & Documentation
  • Ensure HR practices comply with EEO, FLSA, ADA, FMLA, Rhode Island TDI/TCI, Paid Sick Leave, and other applicable federal and state requirements
  • Maintain accurate employee records, case documentation, and HRIS data for assigned client groups
  • Support internal audits, workforce reporting, and regulatory site visits as they relate to HR practices
  • Contribute to HR projects, policy updates, and compliance initiatives

What You Bring
  • Bachelor's degree in Human Resources, Business, Organizational Development, or a related field, or equivalent experience
  • 10+ years of progressive HR experience, including at least 5 years as an HR Business Partner or Senior HR Generalist
  • Broad generalist depth across employee relations, performance management, workforce planning, compensation and benefits partnership, and organizational effectiveness
  • Experience supporting multiple sites, business units, or client groups in a matrixed environment
  • Working knowledge of federal and Rhode Island employment law, including FLSA, FMLA, ADA, EEO, Rhode Island TDI/TCI, Paid Sick Leave, and salary transparency requirements
  • Demonstrated experience conducting workplace investigations and managing complex employee relations matters end-to-end
  • Experience partnering with leaders on compensation decisions, offer analysis, market alignment, and annual compensation cycle activities
  • Proficiency with HRIS platforms Paycor preferred and advanced proficiency with Microsoft Office
  • Proven ability to build trust and credibility with executive leaders, people managers, and employees at all levels
  • Exceptional written and verbal communication skills, including the ability to coach, influence, and hold difficult conversations
  • Sound independent judgment and discretion with highly confidential and sensitive information
  • Comfort with medical terminology and a demonstrated commitment to patient-centered care for diverse and underserved populations, with authentic passion for health equity and community health

Preferred
  • Prior experience within a Federally Qualified Health Center, community health center, or other healthcare organization
  • Experience partnering with Talent Acquisition on provider recruitment and retention, including candidate relationship management during long credentialing and pre-onboarding periods
  • Experience supporting a clinical workforce, including physicians, advanced practice providers, nurses, and behavioral health clinicians
  • Experience with organizational design, workforce planning, and change management
  • SHRM-SCP, SPHR, or equivalent senior-level HR certification
  • Familiarity with HRSA workforce reporting and FQHC compliance requirements
  • Bilingual (Spanish/English or Portuguese/English)

Schedule & Location
Full-time, 40 hours per week, benefit-eligible. Primarily remote - one day per week on-site at a Rhode Island location, with the remaining four days remote. Occasional additional on-site presence at other locations is required for site visits, in-person employee relations matters, town halls, provider engagement events, and cross-site meetings. Standard business hours with occasional flexibility to support employee needs across sites and shifts.
Compensation
$70,470 - $105,706 annually, plus a comprehensive benefits package.
Work Environment
  • Moderate physical activity, including walking, standing, stooping, and occasional lifting
  • Potential exposure to blood-borne pathogens, respiratory and infectious diseases, and other bio-hazardous material requiring universal standard precautions in a clinical setting
  • Strong organizational skills and working knowledge of safety and infection control standards of practice

Equal Opportunity
Our client provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local law.

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