As of August 01, 2026, the average salary for a Lead in Rhode Island is $71,462 per year, which breaks down to an hourly rate of $34.
However, a Lead's salary can vary significantly. Here’s a look at the typical salary range:
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A Lead's salary isn't a fixed number. It's shaped by several important factors. Below, we'll explore how your years of experience, geographic location and company size can directly affect your earning potential.
Your salary can change significantly depending on where you work. States with a higher cost of living and strong industrial sectors often pay more to attract Leads. For example, consider the average annual salaries in these key locations:
For Lead roles, the industry you choose can impact your earning potential by as much as 0% (the gap between the highest and lowest paying industries). Data shows that the highest-paying industry, Edu., Gov't. & Nonprofit, offers compensation 0% above the average. Conversely, Lead positions in Edu., Gov't. & Nonprofit typically offer lower base pay, as this sector often view Lead as a support function rather than a direct revenue driver.
| Industry Sector | Average Annual Salary | Average Hourly Rate | Pay vs.Avg |
|---|
Understanding how a Lead's annual salary breaks down can help with budgeting. Below, you can see the average hourly rate, weekly pay, and monthly pay for this role. Use the buttons to switch between different pay periods.
Last Updated on August 01, 2026Ready to take the next step in your career? Browse thousands of current Lead job openings on our job board. Use the search bar below to find your perfect match.
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Salary.com salary estimates, histograms, trends, and comparisons are derived from both employer job postings and third-party data sources. We also provide multiple percentiles of salary information for your reference, click here to know Why the Salary Midpoint Formula Is Crucial to Getting Pay Equity Right. With more online, real-time compensation data than any other website, Salary.com helps you determine your exact pay target.
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