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Human Resources Manager Remote Jobs in Rhode Island

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 ... Manage a consultative sales cycle focused on upselling and expanding within your existing client ...

Revvity

Sr. Tax Manager (REMOTE)

Providence, RI · On-site +1

$134K - $167K/yr

... better human health. Find your future at Revvity. Overview Revvity is seeking a skilled and ... Manage global transfer pricing documentation and ensure operational compliance across multiple ...

UNFI

Sr. IT Project Manager - Remote

Providence, RI · On-site +1

$132K - $132K/yr

Determines resources needs and collaborates with resource managers to allocate those resources ... Remote Role: * This position is classified as remote where the associate will perform remote work ...

Bcbsri

Lead Benefits & Wellbeing Analyst

Providence, RI · On-site +1

$102K - $163K/yr

Remote, but must be commutable to RI several times/year What you will do: Put the employee ... Act as a trusted advisor to HR colleagues and employees, bringing empathy, judgment, and strong ...

Citizens

Sr Benefits Specialist

Johnston, RI · On-site +1

$69K - $115K/yr

Partner with stakeholders across Human Resources, Payroll, Finance, Legal, and external vendors to ... remote Pay Transparency * The salary range for this position is $69,300-$115,000 per year, plus an ...

Citizens

Sr Benefits Specialist

Johnston, RI · On-site +1

$69K - $115K/yr

Partner with stakeholders across Human Resources, Payroll, Finance, Legal, and external vendors to ... remote Pay Transparency * The salary range for this position is $69,300-$115,000 per year, plus an ...

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Human Resources Manager Remote information

What does a remote human resources manager do?

A remote Human Resources Manager oversees HR functions such as recruitment, employee relations, benefits administration, and compliance from a remote location. They utilize digital communication tools to manage hiring processes, onboard new employees, and ensure company policies are followed. Additionally, they often handle training, conflict resolution, and performance management, all while supporting a distributed workforce. Their role is crucial in fostering a positive workplace culture and ensuring the organization's HR needs are met, regardless of physical location.

What are the key skills and qualifications needed to thrive as a remote human resources manager?

To thrive as a Remote Human Resources Manager, you need a solid background in HR principles, employment law, and talent management, often supported by a bachelor's degree and relevant certifications such as SHRM-CP or PHR. Familiarity with HR information systems (HRIS), remote collaboration tools, and applicant tracking systems is typically required. Exceptional communication, problem-solving, and organizational skills are crucial for managing distributed teams and fostering a positive remote work culture. These competencies enable effective HR operations, ensure legal compliance, and support employee engagement in a virtual environment.

What are some common challenges faced by remote human resources managers, and how can they effectively address them?

Remote Human Resources Managers often encounter challenges such as maintaining team engagement, ensuring effective communication, and managing sensitive issues like conflict resolution virtually. To address these, successful HR Managers utilize digital collaboration tools, establish clear communication protocols, and schedule regular check-ins with both leadership and staff. They also prioritize building a strong virtual culture and offer support for employees adapting to remote work, which helps foster trust and cohesion within distributed teams.

What are popular job titles related to Human Resources Manager Remote jobs in Rhode Island?

For Human Resources Manager Remote jobs in Rhode Island, the most frequently searched job titles are:

What job categories do people searching Human Resources Manager Remote jobs in Rhode Island look for?

The top searched job categories for Human Resources Manager Remote jobs in Rhode Island are:

Human Resources Manager Remote jobs near you
Infographic showing various Human Resources Manager Remote job openings in Rhode Island as of August 2026, with employment types broken down into 90% Full Time, 9% Part Time, and 1% Contract. Highlights an 79% Physical, 3% Hybrid, and 18% Remote job distribution.

Sr Manager Human Resources Operations NorCal

UNFI

Providence, RI • On-site, Remote

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 15 days ago

UNFI rating

7.4

Company rating: 7.4 out of 10

Based on 129 frontline employees who took The Breakroom Quiz

19th of 49 rated food wholesalers

Job description

**Remote in California**
Who We Are
UNFI is North America's Premier Food Wholesaler. Our mission is to help make our customers stronger, our supply chain better, and our food solutions more inspired. For over 50 years, UNFI has been making bold moves to impact the food industry. We transform the world of food by building a food system that is better for our people, our communities, and our world.
Our work is done through our core values:
  • We do the right thing.
  • We courageously embrace what's next.
  • We deliver better together.
  • We believe in a better for all.

Purpose:
The Sr. Manager, Human Resources is a business partner to operational leadership and is responsible for leading, implementing, and executing the organization's HR strategy, key projects, and initiatives within the facility/group. Reporting to the Director of HR, the Sr. HR Manager leads the HR team from a group of facilities or locations and is responsible for effective execution of human resources functions, such as Talent Development, Talent Selection, Workforce Planning, Engagement, Recognition, Performance Management, Organizational Development, Training, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
How you will make an impact:
HR Leadership
  • Leads the HR function for a group of facilities or locations, provides functional HR expertise, plans and executes on key projects.
  • Directly manages a team of HR Managers, HR Business Partners, and associates within the group of facilities, and drives performance in the local HR teams. Responsible for leveraging best practices and creating a culture of collaboration within the region/group, and nationally.
  • May be responsible for directly managing HR for a facility.
  • Executes HR programs within the facility.
  • Ensures alignment with HR processes and programs.
  • Collaborates with HR colleagues to share best practices and leverage successes across the company.
  • Supports peer networks across the company.
  • Leverages the network for learning when encountering a new challenge.
  • Manages personal development following changes to company, business, and/or HR strategy.
  • Participates in the development of HR colleagues.

Strategic Business Partnership
  • Builds effective working relationships with leaders. Balances facility/group needs with HR guidelines when making decisions. Provides transparency into work.
  • Leverages a deep understanding of business needs and participates in solving business problems across the facilities through the talent lens.
  • Provides coaching to leaders and individual contributors at the SVP level and below, with the goal of making others successful.
  • Ensures that associate questions are promptly and courteously resolved.
  • Participates and collaborates in supervisor, management, and staff meetings.
  • Identifies metrics tracked throughout the organization.
  • Derives insights from metrics, reports insights to business leaders, and uses those insights to solve business problems and improve processes.

Workforce Planning and Talent Management
  • Responsible for implementing the workforce and talent agenda, creating a compelling experience that attracts the right people in a competitive market and drives enterprise productivity, in partnership with Talent Acquisition.
  • Forecasts current and future talent needs for the facility/group.
  • Maintains and updates a succession plan for front-line leadership and proactively identifies next-generation leaders. Executes the annual talent review process for the facility/group.
  • Advises leaders on effective onboarding strategies and plans to ensure the successful assimilation of new hires.
  • Delivers training programs.

Engagement & Associate Relations
  • Engagement & Associate Relations.
  • Responsible for being a steward of the company culture.
  • Assesses and monitors associate engagement on a proactive, ongoing basis. Implements associate engagement surveys and action plans. Identifies trends and works to systematically address disengagement issues.
  • Addresses associate concerns at the local level, conducts investigations, and facilitates problem resolution.
  • Provides leaders and associates with coaching and resources to help them resolve and prevent interpersonal and team conflicts and adapt to different associate and leadership styles.
  • Drives change management among leaders to ensure strategic changes that impact associates are rolled out in an engaging, well-communicated, and reinforced way.

Execution of HR Function and Programs
  • Implements HR initiatives and programs in new ways to adapt to changing associate and business needs. Seeks feedback from business leaders and associates on how HR could improve the implementation of HR programs.
  • Completes reports and information requests accurately and in a timely manner.
  • Responsible for executing core annual programs, such as performance objectives and goal setting, performance evaluations, compensation planning, talent assessment, succession planning, wellness, annual enrollment, etc.
  • Responsible for executing local programs for areas such as talent development, engagement, recognition, training, wellness, and labor relations.
  • Responsible for HR compliance activities within the facility/group, requires thorough knowledge of HR policies and procedures as well as federal and state/provincial laws.
  • Responsible for ensuring that human resources functions, including recordkeeping, talent development, promotions, terminations, etc., are all conducted in accordance with Company procedures and applicable legal requirements. Responsible for the implementation of the Affirmative Action Plan and goals, as applicable.

What we look for:
Education/Certification:
  • Bachelor's degree in business or related field
  • PHR/SPHR/CHRL/CPHR Certification preferred

Experience:
  • 5-7 years of HR experience, or related field

Knowledge:
  • Human Resources techniques in the areas of talent, engagement, and workforce planning.
  • Federal, state/province, and local employment laws.
  • Knowledge of talent acquisition techniques, including recruitment, interviewing skills, and selection.
  • Understanding of compensation and benefit policies and programs, employee relations practices.

Skills/Abilities:
  • Excellent communication skills, written and verbal.
  • Strong analytical skills.
  • Supervisory skills.
  • Drives for performance.
  • Effective project management skills.
  • Strong business acumen.
  • Relationship-building skills.
  • Strong problem-solving skills.
  • Demonstrated change management skills.
  • Good judgment is required for this position as there may be times when direct supervision may not be immediately available.

Competencies
  • Developing Talent.
  • Critical Thinking.
  • Strategic Thinking/Management.
  • Evaluating and Implementing Ideas.
  • Interacting with People at Different Levels.

Where you will work:
  • Some travel may be required (up to 30%).
  • Most work is performed in a temperature-controlled office environment.
  • Incumbent may sit for long periods of time at the 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 during the normal workday.
  • Stooping, bending, twisting, and reaching may be required in the completion of job duties.

#LI-Remote
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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