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Remote Vice President Learning Development Jobs in Rhode Island

Workiva

$40/hr

Work in an Agile development methodology alongside your teammates What You'll Need Minimum ... This internship is primarily a remote opportunity. However, if you are located near one of our ...

Workiva

$40/hr

Work in an Agile development methodology alongside your teammates What You'll Need Minimum ... This internship is primarily a remote opportunity. However, if you are located near one of our ...

Workiva

$40/hr

Work in an Agile development methodology alongside your teammates What You'll Need Minimum ... This internship is primarily a remote opportunity. However, if you are located near one of our ...

Workiva

$40/hr

Work in an Agile development methodology alongside your teammates What You'll Need Minimum ... This internship is primarily a remote opportunity. However, if you are located near one of our ...

Workiva

$40/hr

Work in an Agile development methodology alongside your teammates What You'll Need Minimum ... This internship is primarily a remote opportunity. However, if you are located near one of our ...

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Remote Vice President Learning Development information

What does a remote vice president of learning and development do?

A Remote Vice President of Learning and Development oversees an organization's training, educational programs, and professional development initiatives, all while working remotely. They create strategies to improve employee skills, manage learning teams, and measure the effectiveness of training programs. This executive role collaborates with other leaders to align learning goals with business objectives and often leverages technology to deliver virtual training solutions. Their work helps ensure employees grow in their roles and the organization remains competitive.

How does a remote vice president of learning and development typically collaborate with cross-functional teams to drive organizational learning initiatives?

A Remote Vice President of Learning and Development works closely with leaders from HR, operations, and department heads to identify skill gaps and align learning strategies with business goals. Collaboration often involves virtual meetings, project management tools, and shared digital platforms to ensure smooth communication and implementation of training initiatives across the organization. Building relationships with subject matter experts and stakeholders is crucial to create relevant, impactful programs. Additionally, the VP often leads a distributed team and partners with external vendors or consultants to enhance learning offerings.

What are the key skills and qualifications needed to thrive as a remote vice president of learning and development, and why are they important?

To thrive as a Remote Vice President of Learning and Development, you need extensive experience in instructional design, adult learning theory, leadership, and strategic planning, often supported by a relevant advanced degree. Familiarity with learning management systems (LMS), e-learning platforms, data analytics tools, and professional certifications like CPTD or SHRM-SCP is highly valuable. Exceptional communication, change management, and cross-functional collaboration skills help leaders inspire and align remote teams. These skills are crucial for driving organizational learning initiatives that support business goals, employee growth, and a positive remote work culture.

What is the difference between Remote Vice President Learning Development vs Remote Learning & Development Manager?

AspectRemote Vice President Learning DevelopmentRemote Learning & Development Manager
CredentialsTypically requires advanced degrees (e.g., Master’s, PhD) and executive certificationsBachelor’s or Master’s degree in HR, Education, or related field; certifications like CPLP are common
Work EnvironmentStrategic leadership, executive meetings, cross-departmental collaborationTeam management, training program development, direct employee interaction
Employer & Industry UsageUsed in large corporations, multinational companies, and organizations with complex learning needsCommon in mid-sized to large organizations focusing on employee development and training

The Remote Vice President Learning Development focuses on strategic leadership and high-level planning for organizational learning initiatives, while the Remote Learning & Development Manager handles day-to-day training program management and team supervision. Both roles require relevant credentials but differ in scope and seniority.

What job categories do people searching Remote Vice President Learning Development jobs in Rhode Island look for?

The top searched job categories for Remote Vice President Learning Development jobs in Rhode Island are:

What cities in Rhode Island are hiring for Remote Vice President Learning Development jobs?

Cities in Rhode Island with the most Remote Vice President Learning Development job openings:

Remote Vice President Learning Development jobs near you
Infographic showing various Remote Vice President Learning Development job openings in Rhode Island as of August 2026, with employment types broken down into 1% As Needed, 77% Full Time, 18% Part Time, and 4% Contract. Highlights an 91% Physical, 3% Hybrid, and 6% Remote job distribution.

Senior Director Human Resources - Operations

Providence, RI • On-site, Remote

UNFI
Food and Beverage Wholesalers • 501 - 1,000 employees
Learn more about UNFIexternal

Full-time

Medical, Dental, Vision, Life, Retirement, PTO

Re-posted 27 days ago

UNFI rating

7.3

Company rating: 7.3 out of 10

Based on 130 frontline employees who took The Breakroom Quiz

22nd of 49 rated food wholesalers

Job description

Job Overview:
The Senior HR Director is a business partner to senior operational leadership and is responsible for leading, implementing and executing the organization's HR strategy, key projects and initiatives within the Natural or Conventional group of Distribution Centers. The Senior HR Director provides leadership, strategic direction and execution of responsibilities focused on growing the business, implementing plans and strategies in line with UNFI culture and goals. Coordinates major activities through subordinates in areas such as Talent Development, Talent Acquisition, Engagement, Recognition, Performance Management, Organizational Development, Associate Relations, Compensation, Benefits, Wellness, Risk Safety, Labor Relations, Sustainability and Philanthropy.
Job Responsibilities:
Core Responsibilities
HR Leadership
  • Leads the HR function for Natural or Conventional Distribution Center HR teams, provides functional HR expertise, executes on key projects, and drives performance through local HR teams.

  • Mentors the HR team across the group. Responsible for leveraging best practices and creating a culture of collaboration within the group and Nationally.

  • Leads team in strategy development, execution and advises on company-wide programs. Participates in development, creates and executes a culture of collaboration across all regions/groups.

  • Oversees execution and delivery of National HR programs across the group. Oversees participation in projects, advises on policy and program design and roll-out plans. Ensures alignment on company-wide HR processes and programs.

Strategic Business Partnership
  • Acts as a strategic advisor and coach to Senior Vice President leadership and below, navigating complex business needs while ensuring alignment with national standards and organizational priorities.

  • Leads cross-functional partnerships with Legal and Labor to drive consistent, risk-informed solutions to complex workforce issues.

  • Leverages a deep understanding of business needs and participates in systematically solving business problems across the group through the talent lens.

  • Responsible for driving the workforce and talent agenda, creating a compelling experience that attracts the right people in a competitive market and drives enterprise productivity.

  • Forecasts current and future talent needs. Gain in-depth understanding of business priorities and translate into workforce planning for the group. Maintains and updates a leadership succession plan for the group and proactively identifies next generation leaders. Oversees execution of the annual talent review process for the group.

  • Be a visible leader across the entire UNFI organization that is always driving to achieve current targets while creating a sustainable future for the Company.

  • Assesses, monitors and manages employee engagement on a proactive, ongoing basis. Oversees implementation of associate engagement surveys and action plans, in collaboration and partnership with the business leaders. Identifies trends and works to systematically address disengagement issues.

  • Actively selects and updates talent metrics. Derives insights from metrics and uses those insights to solve business problems, identify trends that require action, and improve processes.

  • Drives initiatives to increase caliber of talent and increase retention rate; innovate ways to add value to our employer brand proposition.

  • Creates a culture of collaborative problem solving to design comprehensive solutions. Proactively designs solutions before problems arise. Takes control of challenges that arise and collects feedback from multiple sources to address the problem.

  • Adapts strategies and techniques to resolve individual conflict situations. Provides leaders and associates with robust coaching and resources to help them resolve and prevent interpersonal and team conflicts and adapt to different associate and leadership styles.

Execution of HR Function and Programs
  • Responsible for overseeing the execution of core annual programs, such as performance objectives and goal setting, performance evaluations, compensation planning, talent assessment, succession planning, wellness, annual enrollment, etc.

  • Responsible for HR compliance activities within the group, requires thorough knowledge off HR policies and procedures as well as federal and state/province laws.

  • Embraces a high regard for collaboration, leading and serving as a role model for others. Ensure that required programs are implemented to monitor compliance with applicable federal and state HR laws.

  • Owns and proactively manages personal development. Leverages networks effectively for self-driven, ongoing learning. Participates in development of HR colleagues.

  • Performs other duties as assigned.

Job Requirements:
Education/ Certifications:
  • Bachelor's degree in business or related field

  • Master's Degree preferred

  • PHR/SPHR/CHRL/CPHR Certification preferred

Experience:
  • 15+ years of HR experience, or related field

  • 5-7 years of experience in HR leadership role

Knowledge/Skills/ Abilities
  • Demonstrates exceptional agility and a high sense of urgency, accurately assessing priorities, managing competing demands, and delivering results within required timeframes

  • Expertise in talent strategy, workforce planning, employee engagement, and organizational effectiveness.

  • Comprehensive knowledge of federal, state/provincial, and local employment laws and regulations.

  • Strong understanding of compensation, benefits, and employee and labor relations principles.

  • Exceptional written, verbal, and interpersonal communication skills.

  • Advanced analytical and data-driven decision-making capabilities.

  • Proven ability to lead, coach, and develop high-performing teams.

  • Results-oriented leadership with a strong focus on performance and accountability.

  • Demonstrated ability to lead and execute complex projects and strategic initiatives.

  • Strong business acumen with the ability to align people strategies to business objectives.

  • Ability to build and sustain effective partnerships across all levels of the organization.

  • Strategic problem-solving skills with the ability to navigate complex business and workforce challenges.

  • Proven change leadership capabilities, including the ability to influence, drive adoption, and sustain organizational transformation.

  • Good judgment is required for this position as there may be times when direct supervision may not be immediately available.

Work Environment:
  • 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 is required up to 50-75% for this position.

Physical Environment/Demands:
  • 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.

The above statements are intended to describe the general nature of the work performed by the employees assigned to this job. All employees must comply with Company policy and applicable laws. The responsibilities, duties and skills required of personnel so classified may vary within each department and/or location.
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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