Human Resources

• Own employment compliance: Full compliance with local regulations across our own entities, EOR markets, and freelance engagements. Contracts, policies, working time, terminations, statutory obligations.
• Oversee payroll and benefits: Accurate, on-time payroll across all entities and providers. Benefits administered end to end with Finance and external providers. Audit-ready at all times.
• Manage the EOR setup: Service quality, cost, onboarding and offboarding, and the call on when a market moves from an EOR to our own entity.
• Steer recruiting operations across countries: A structured, results-focused process in every market: clear stages, disciplined timelines, compliant offers and contracts.

HR Director

• Serve as a strategic business partner to various business unit groups
• Provide expert advice on HR-related matters, including employee relations, talent management, workforce planning, and compliance with labor laws and company policies
• Shape and drive strategic HR direction that optimizes people, structure, and culture
• Act as the primary HR contact and strategic advisor for assigned business units
• Maintain a deep understanding of the organization's current needs and future direction
• Influence leadership discussions by providing proactive insight and recommending aligned people strategies
• Gather and analyze data to develop effective plans for resolution
• Advise on complex, ambiguous people-related challenges
• Lead and implement development and succession plans
• Consult on and help shape performance management activities
• Conduct thorough investigations related to employee relations issues
• Mentor and coach less experienced HRBPs

Senior Human Resources Business Partner

• Partner with site leaders in the oversight and execution of key talent management processes such as workforce planning, talent acquisition, onboarding, talent development, promotions, change leadership, and organizational design and development
• Take a true hands-on approach with leaders to help drive business results, improve working relationships, strengthen morale, and increase productivity and employee engagement
• Serve as a trusted advisor to leadership, influencing business decisions and results
• Partner with key members of the HR team to analyze trends and metrics which inform meaningful program and policy decision and creation
• Manage and resolve complex employee relations issues. Conduct effective, thorough, and objective investigations
• Maintain knowledge of legal requirements related to day-to-day management of associates, reducing legal risks, and ensuring regulatory compliance
• Provide day-to-day performance management guidance to managers (coaching, counseling, career development, corrective actions)
• Collaborate with other HR team members to manage projects or provide input on HR-related programs and practices
• Act as a neutral party, providing a balanced perspective for both employees and leaders

HR Manager

• Support the day-to-day human resources functions of the firm
• Post job openings and coordinate candidate communications
• Schedule interviews and manage applicant tracking
• Prepare offer letters and onboarding materials
• Facilitate new hire orientation and first-day setup
• Maintain accurate and confidential employee files
• Track certifications, licenses, and continuing education requirements
• Ensure compliance with federal, state, and local employment laws
• Support annual HR audits and policy updates
• Assist with benefits enrollment and employee questions
• Coordinate with payroll provider on timekeeping and changes
• Support staff training initiatives and track completion
• Assist in planning firm events and recognition programs
• Draft HR communications and firm policies
• Support performance review processes and scheduling

Human Resource Assistant

• Lead and execute forward-thinking HR strategies for Workplace Investing Client Engagement Group
• Partner with leaders to shape talent strategies and enhance the associate experience
• Influence senior executives and deliver practical solutions
• Drive meaningful outcomes through people strategies
• Support organizational change and shape workforce strategies

Director, Human Resources

• Responsible for running HR Solutions Delivery as a high-performing, data-driven service organization
• Own how HR services are measured, governed, delivered, and analyzed across CVS Health
• Establish and implement best practices within the HR organization
• Partner closely with HR Centers of Excellence, HRBPs, DDAT, Finance, and business stakeholders
• Oversee the end-to-end delivery of HR solutions and services across tiered support, self-service, and COE channels
• Monitor service performance in real time; proactively identify trends, risks, and breaches and drive corrective action with service owners
• Build and operate the HR analytics capability spanning service analytics and workforce analytics

Executive Director, HR Service Management

• Use energy, business knowledge and ability to build and execute HR strategies to drive business results.
• Support leaders and managers to enhance the associate experience and drive business results.
• Identify talent needs, risks and gaps; build and coordinate execution of a plan to address using talent management tools and resources.
• Facilitate, execute and/or participate in Talent Review/Succession Planning discussions with business partners, owning the entire process across the BU/Function as required.
• Proactive problem solver demonstrating critical thinking, analytical skills, and good judgment.

• Contact candidates to schedule interviews, answer candidate questions and assist new hires with onboarding documents.
• Conduct candidate pre-employment assessments and maintain accurate candidate records.
• Communicate candidate details to interview teams, including management.
• Manage HR email inbox inquiries and follow-ups as needed.
• Provide administrative support, assist with projects, and complete weekly recruiting summaries.

Human Resources Coordinator

• Provides leadership and oversight to team
• Manages and provides expert advice on colleague relations issues
• Maintains appropriate logs and tracks Colleague Relations activity
• Leads projects to enhance Colleague Relations
• Facilitates onboarding of new team members
• Identifies gaps and provides training opportunities for direct reports

Senior Manager, Employee Relations Advisors

• Instacart’s People Team is at an inflection point — scaling a world-class HR function while simultaneously partnering with some of the company’s fastest-growing organizations.
• The CPO and People leadership team have a trusted, highly capable thought partner.
• Advertising, Commercial, and adjacent go-to-market organizations have a consistent, high-quality HRBP experience.
• The HRBP team you manage is performing at a higher level than when you arrived.
• Scalable People frameworks, processes, and workflows are in place across critical cycles.
• Complex organizational challenges are navigated with clarity, speed, and minimal disruption to the business.

Director, HR Business Partnership

• Define the strategy and approach for HR process architecture aligned with CVSH objectives; ensure processes are designed end-to-end rather than in functional silos
• Partner closely with the HR Strategy & Transformation team and applicable business strategy teams to translate enterprise HR strategy and transformation priorities into concrete process architecture, AI enablement, and delivery roadmaps
• Serve as the process architecture lead on HR transformation programs — shaping target operating models, future-state process designs, and AI/automation blueprints that underpin strategic change
• Proactively identify areas for improvement and innovation within HR functions; identify, evaluate, and embed AI, automation, and agentic workflow opportunities across HR processes in partnership with the business, IT, and COE leaders
• Lead process and AI workstreams on transformations (HCM, service model changes, M&A), connecting strategy to execution end-to-end in partnership with the HR Product Experience Lead and applicable product owners
• Evaluate and recommend how HR capabilities and services should be delivered by leading buy, build, or automate analyses, and determine where outsourcing or strategic partnerships are appropriate; Guide process redesign to align with the selected delivery model
• Lead the execution of a harmonized strategy for end-to-end processes including associated policies and technologies (i.e., Workday/ServiceNow/AI)
• Identify necessary resources (people, capital, AI tools); assess opportunities against business objectives and determine creative means to implement new and innovative technical and process-based solutions
• Be accountable for and drive process transformation; make key decisions related to the process, including target setting, process performance management, and financial management with a focus on reducing process costs, increasing efficiency through AI or automation, and maximizing investment returns
• Serve as the authoritative voice on how HR processes should operate enterprise-wide, balancing standardization with legitimate local or business-unit variation
• Build, own, and deliver the enterprise HR continuous improvement (CI) roadmap, prioritized against business value, risk, and colleague experience impact
• Lead Lean, Six Sigma, and design-thinking initiatives to reduce cycle times, eliminate defects and rework, and improve service quality
• Build HR's internal CI capability, coaching HRBPs, COEs, and HR Solutions Delivery teams on problem-solving, process discipline, and root-cause analysis
• Establish a culture of continuous improvement at all levels of the organization
• Lead work transition playbooks covering process documentation, knowledge transfer, training, staffing, technology readiness, and go-live support
• Partner with HRBPs, COEs, HR Solutions Delivery, and DDAT/IT to ensure new work is absorbed without degrading quality, SLAs, or colleague experience
• Define and track transition readiness criteria, ensuring each transition has clear accountability, milestones, and risk mitigation plans
• Provide regular reporting on transition health, progress against milestones, and post-transition stabilization to HR leadership
• Own the enterprise intake process for new HR work, including new business requests, policy changes, regulatory mandates, and service expansions
• Maintain a transparent intake backlog and provide regular reporting on demand, capacity, and prioritization to HR leadership
• Partner with the HR Strategy & Transformation, Corporate Strategy, and applicable business transformation teams to align enterprise projects, capabilities, and strategic priorities to HR Solutions Delivery, ensuring new work is visible, sequenced, and resourced appropriately as it enters the HR function.
• Establish intake governance standards including request evaluation criteria, impact assessment, and sequencing in partnership with COEs and business stakeholders
• Ensure intake decisions are data-informed, balancing business urgency with operational capacity and colleague experience impact
• Own the HR knowledge management strategy and platform; ensure colleagues, managers, HRBPs, and HR Solutions Delivery teams have accurate and easy-to-find information
• Define knowledge governance: content ownership, review cycles, quality standards, taxonomy, version control, and retirement
• Enable AI-driven knowledge experiences by curating high-quality, structured content that can power search, chatbots, and generative HR assistants
• Measure knowledge effectiveness through usage, deflection rates, content accuracy, and user satisfaction

AVP, HR Enterprise Process and Quality Lead

• Own the HR technology product strategy, vision, and multi-year roadmap
• Lead colleague experience design for all HR digital touchpoints
• Champion a product operating model within HR
• Work with HR COEs, HRBPs, and communications to embed experience research into product decisions
• Lead and develop the team of HR platform product owners
• Own the platform roadmaps for each core HR system
• Partner with IT to govern platform configuration and integrations
• Own the HR technology vendor relationship
• Lead and develop the team of business-facing product owners
• Drive cross-product alignment so domain-level roadmaps ladder up to the enterprise HR product strategy
• Own the HR data strategy, governance framework, and logical data architecture across the HR technology ecosystem
• Lead the HR reporting team to deliver accurate, timely, and insight-rich reports
• Build self-service reporting capabilities for HRBPs, COEs, and people managers

VP, HR Product Experience, Data, Reporting Lead

• Running HR Solutions Delivery as a high-performing, data-driven service organization
• Establishing and implementing best practices within the HR organization, including service performance, reporting, analytics, enabling technology, quality
• Overseeing end-to-end delivery of HR solutions and services across tiered support, self-service, and COE channels
• Managing service demand, capacity, and routing across channels
• Identifying opportunities for HR Solutions Delivery to deliver value-added services to enhance business results using enabling technology

Executive Director, HR Service Management Lead

• Advise and provide coaching to first-time managers on employee relations, systems implementation, compensation, performance management, HR policies and other related topics
• Partner with your function’s HR Business Partner(s) on larger projects and org changes
• Identify and recommend continuous improvements to HR programs and processes to drive efficiencies and enhance the employee experience
• Manage all new hire onboarding logistics for client groups
• Conduct exit interviews and support administration of employee offboarding
• Stay up to date on state HR laws and practices (payroll, benefits, compliance, terminations, leave of absences, etc.)
• Manage employee relations and respond to all questions regarding benefits, systems, performance, company programs and policies

Associate HR Business Partner

• responsible for end-to-end HR support including compensation, recruitment, and talent development
• provide coaching and support to mid and L2/L3 level leaders
• support multiple groups across the Finance function
• develop strategic recommendations/solutions

• Not posting externally
• Position in the range will vary based on job responsibilities and experience

Human Resources jobs in Rhode Island

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HR Director

Senior Human Resources Business Partner

HR Manager

Human Resource Assistant

Director, Human Resources

Executive Director, HR Service Management

Director, Human Resources

Human Resources Coordinator

Senior Manager, Employee Relations Advisors

Director, HR Business Partnership

AVP, HR Enterprise Process and Quality Lead

VP, HR Product Experience, Data, Reporting Lead

Executive Director, HR Service Management Lead

Associate HR Business Partner

Director, Human Resources

HR Operations Associate