COUNTRY HR MANAGER, USA

In the United States, Ariston is a leading manufacturer of premium, high efficiency, and high-quality heating and water heating solutions for residential and commercial applications in North America. Operating with brands including HTP, Ariston, NTI Boilers and American Standard Water Heaters, Ariston USA is headquartered in Providence, RI. with Sales and Distribution locations throughout the US. 

Ariston USA is part of Ariston Group,  a global leader in sustainable climate and water comfort, listed on Euronext Milan. In 2025 the group reported 2.7 billion-euro revenues, with almost 11,000 employees, direct presence in 41 countries in 5 continents, 32 production sites and 31 research and development centers. The group demonstrates its commitment to sustainability through renewable and high-efficiency solutions, including heating heat pumps, water heating heat pumps, hybrids, domestic ventilation, air handling, electric components, and solar thermal systems, while continuously investing in technological innovation, digitalization, and advanced connectivity solutions. The group operates under global strategic brands Ariston, Wolf and Elco, and brands such as Calorex, NTI, Atag, Domotec, Brink, Chromagen, Racold, as well as Thermowatt and Ecoflam in the components and combustion technologies business.

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 business leaders; partner with regional and Group HR to implement training, skill assessments, and development plans aligned with business priorities.
• 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.

EXPERTISE: The following is a brief description of the technical skills and experience required.

• Think ENTREPRENEURIAL: look ahead, create opportunities, come up with solutions (where others see problems), bring ideas to life, and get things done.
• PEOPLE as your FIRST priority: think as they think, act as they act, ensure an exceptional end-to-end people experience.
• Have full OWNERSHIP of your projects, empowered by your main stakeholders and the rest of the team to achieve goals with the resources you have.
• Act with INTEGRITY, without prejudice, by handling all information with the highest level of confidentiality.
• Demonstrated ability to SOLVE day-to-day issues.
• Good listening and communication skills, with both factory workers and Leadership team.

The Ideal Candidate for this role, has 5-10 years experience in progressive HR Management roles in a multinational and matrixed organization.  Skills in labor cost analysis, US HR compliance and benefits are required. Some travel is required, less than 30%. This is a hybrid role, 3 days in our downtown Providence office, plus 2 remote days. 

We are committed to the principle of equal employment opportunity for all people. We strive to provide a work environment that is accessible, welcoming and inclusive, in full compliance with applicable legal requirements. In line with this commitment, we promote fair, transparent and equitable reward practices.  The compensation package will be determined based on the experience, skills and the scope of the role, applying objective and gender‑neutral criteria. We believe that transparency and fairness are essential to building trust, fostering inclusion and ensuring equal opportunities for everyone.