COUNTRY HR MANAGER, USA

Ariston Group•Providence, RI

3d•Hybrid

About The Position

The Country HR Manager leads human resources for the United States, providing day-to-day support across locations and overseeing compliance, employee and manager relations, reporting, benefits, and labor cost and budget analysis. The role partners with country leaders, regional and corporate HR, and the HR Shared Service Center to deliver HR services. The position is based in Providence, Rhode Island, and covers the headquarters, DDR Heating in Allegan, Michigan, the Ontario, California warehouse, the Laredo, Texas warehouse, the Ariston Lennox office in Providence, and future businesses in the country. It is a hybrid role requiring three days in the downtown Providence office and two remote days, with some travel of less than 30%.

Requirements

5–10 years of experience in progressive HR management roles in a multinational and matrixed organization.
Skills in labor cost analysis, U.S. HR compliance, and benefits.
Demonstrated ability to solve day-to-day issues.
Good listening and communication skills, including communication with factory workers and the leadership team.
Ability to handle information with the highest level of confidentiality and integrity.
Ability to take ownership of projects, develop solutions, and deliver results.
People-focused approach to providing an end-to-end employee experience.

Responsibilities

Partner with HR business partners and country and business leaders to translate business priorities into people plans, advising on organizational effectiveness, workforce planning, talent needs, and retention.
Lead the people aspects of business and organizational change, supporting communication, employee engagement, and effective implementation.
Interpret workforce, labor cost, and engagement reporting and recommend actions to address business needs, workforce risks, and improvement opportunities.
Lead local implementation of performance management, talent reviews, succession planning, organizational development, and salary review processes in partnership with regional and corporate HR and the Shared Service Center.
Coach managers on people decisions, team effectiveness, performance conversations, and consistent application of HR practices.
Lead country HR communications and employee listening initiatives, connecting employees with business priorities and Group channels, including we ARe and Viva Engage.
Partner with the HR Shared Service Center on routine reporting, employee data maintenance, and HR administration, establishing clear responsibilities, effective handoffs, and timely service delivery.
Provide country and business input for labor budgets and forecasts; review outputs with Finance and leaders and advise on workforce and cost decisions.
Act as the country escalation point for complex or sensitive payroll, benefits, leave, and employee lifecycle matters, coordinating resolution with the Shared Service Center and providers while retaining required local review and approvals.
Improve HR processes, data accuracy, and the employee and manager experience.
Partner with hiring managers and Talent Acquisition to define role requirements, prioritize hiring needs, support selection decisions, and monitor recruitment costs.
Guide managers through interviewing, hiring, and personalized onboarding, coordinating scheduling, documentation, and employee data processing with Talent Acquisition and the Shared Service Center.
Work with internal Centers of Expertise and external stakeholders to increase employer visibility and awareness through workplace initiatives, community engagement, and networking.
Develop, implement, and maintain country HR policies and employee handbooks aligned with federal, state, and local requirements and Group standards, coordinating with legal counsel and regional HR as needed.
Monitor changes in employment requirements, assess local implications, guide managers on policy application, and coordinate compliance reviews, corrective actions, and policy training.
Oversee country HR compliance obligations and internal and external reporting, validating country-specific requirements and coordinating timely review, approvals, and follow-up.
Serve as an accessible HR partner to employees and managers, advising on workplace concerns, expectations, and constructive conflict resolution.
Lead fair, timely, and confidential responses to employee concerns and workplace investigations, coordinating with legal counsel and regional HR as appropriate and supporting documentation and follow-up.
Advise managers on performance concerns, attendance, corrective action, and separations, promoting consistent processes, respectful treatment, and appropriate risk escalation.
Maintain a regular presence across Ariston facilities to understand employee and manager needs, strengthen relationships, and identify ways to improve engagement and retention.
Identify employee and manager development needs with business leaders and partner with regional and Group HR to implement training, skill assessments, and development plans.
Build manager capability in coaching, feedback, performance management, employee relations, and policy application; support employee career development, internal mobility, and follow-through on talent review actions.