PRIMARY FUNCTION: The Country HR Manager leads HR for the United States, providing day-to-day support across locations and overseeing compliance, employee & 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. This position is located in the Providence, RI office and includes coverage for the HQ office, DDR Heating in Allegan, Michigan, Ontario, CA warehouse, Laredo, TX warehouse, Ariston Lennox office (Providence), and any future business in the Country of responsibility.
DUTIES & RESPONSIBILITIES: The following is a brief description of some of the duties and responsibilities (not limited to the following):
HR Partnering- Partner with HRBP, and country/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 leaders with communication, employee engagement, and effective implementation.
- Interpret workforce, labor cost, and engagement reporting; 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, partnering with regional and corporate HR and leveraging Shared Service Center support.
- Coach managers on people decisions, team effectiveness, performance conversations, and consistent application of HR practices, strengthening manager accountability and capability.
- Lead country HR communications and employee listening initiatives, connecting employees with business priorities and Group channels, including we ARe and Viva Engage.
HR Team Partnership- Partner with the HR Shared Service Center, to handle routine reporting, employee data maintenance, and HR administration, to establish clear responsibilities, effective handoffs, and timely service delivery.
- Provide country and business inputs for labor budgets and forecasts; review outputs with Finance and leaders, and advise on workforce and cost decisions.
- Serve as the country escalation point for complex or sensitive payroll, benefits, leave, and employee lifecycle matters, coordinating resolution with the Shared Service Center and relevant providers while retaining required local review and approvals.
- Drive improvements in processes, data accuracy, and the employee and manager experience.
Recruitment- Partner with hiring managers andTalent Aquisition to define role requirements, prioritize hiring needs, and support effective selection decisions while monitoring recruitment costs.
- Guide managers through interviewing, hiring, and personalized onboarding, coordinating scheduling, documentation, and employee data processing with Talent Aquisition and the Shared Service Center.
Employer Branding- Working with internal CoE and external stakeholders to increase visibility and employer awareness via top place to work initiatives, community engagement, networking opportunities, etc.
Policy & Compliance- Develop, implement, and maintain country HR policies and employee handbooks aligned with applicable 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, and guide managers on consistent policy application; coordinate compliance reviews, corrective actions, and policy training.
- Oversee country HR compliance obligations and internal and external reporting, validate country-specific requirements and coordinate timely review, approvals, and follow-up.
Employee & Manager Relations- Serve as a trusted, accessible HR partner to employees and managers, providing guidance 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 consistent documentation and follow-up.
- Advise managers on performance concerns, attendance, corrective action, and separations, promoting consistent processes, respectful treatment, and appropriate escalation of risk.
- Maintain regular presence across Ariston facilities to understand employee and manager needs, strengthen working relationships, and identify actions to improve engagement and retention.
Employee & Manager Development- Identify employee and manager development needs with
