What You'll Do

• Own the partnership. Serve as the single point of contact for assigned corporate business units. Senior leaders and executives should know exactly who to call, and trust that the your answer reflects the full capability of the HR organization.
• Get inside the business. Develop a command of your client groups' strategy, revenue drivers, cost structure, and workforce dynamics. The best HRBP in the room is the one who already understands the business before the conversation starts.
• Influence decisions that matter. Bring data, business insight, and sound judgment to conversations where the outcome is not yet decided. Challenge assumptions with evidence. Help leaders make better calls.
• Lead talent planning. Drive succession planning, leadership development, workforce planning, and organizational design for your client groups. Identify gaps before they become hiring emergencies or performance crises.
• Coach leaders on the hard stuff. Support senior leaders through performance management, organizational change, team effectiveness, and leadership development. The coaching that actually makes a difference happens in direct, candid conversations.
• Navigate employee relations with precision. Guide leaders through complex, sensitive workplace situations. Partner with People Compliance on investigations and matters that carry legal or organizational risk. Know when to escalate and when to lead.
• Make data speak. Use Workday, Excel, and workforce analytics to surface insights that inform decisions. Build presentations that make senior leaders lean in, not tune out.
• Contribute to the bigger HR picture. Show up as a collaborative, high-ownership member of the HR team. Share what you learn. Improve how we work. Contribute to global initiatives that strengthen the organization's long-term capability.

What You'll Bring

• 10 or more years of progressive HR experience, with a significant portion spent as an HR Business Partner supporting corporate functions. You have operated at the senior leader level and earned credibility in rooms where the stakes were high.
• Demonstrated experience leading talent planning at scale, including succession planning, workforce planning, and organizational design. You have done this work in environments where the business was moving fast and the org structure was not always clean.
• Workday proficiency and advanced Excel skills, including PivotTables, charts, and data modeling. You can pull your own data, build your own analysis, and present findings that drive action.
• A genuine appetite for AI and emerging tools. You actively look for ways to use technology to improve how you work, how you analyze, and how you advise. Curiosity about what is possible matters here.
• A Bachelor's degree is required. An MBA or graduate degree in Human Resources, Organizational Development, Industrial-Organizational Psychology, or a related field is preferred.
• SHRM-SCP or SPHR certification is preferred and signals the rigor we are looking for.
• Experience in a fast-moving consumer industry — retail, footwear, apparel, or consumer products — is a strong advantage. The pace and complexity of this environment are not for everyone. Prior exposure helps.
• Global or international HR experience is preferred. Proficiency in a second language is a plus and reflects the kind of cross-cultural range that serves this organization well.

Pay range for this position is $170,000 - $200,000/yr USD plus bonus.

About Skechers

Skechers, a global Fortune 500® company, develops and markets a diverse range of lifestyle and performance footwear, apparel, and accessories. Serving over 180 countries and territories, Skechers connects customers to products through department and specialty stores, e-commerce and digital stores, and through our more than 5,300 Skechers retail locations.