KEY RESPONSIBILITIES

1. HR Business Partnership – Retail

• Partner closely with Regional/District Managers, Store Managers and Retail Operations leadership to understand business priorities and translate them into effective people strategies.
• Act as the primary HR point of contact for the assigned region and provide timely, practical and business-oriented HR solutions.
• Drive the implementation of HR policies, processes and initiatives across all stores within the region.
• Maintain strong working relationships with store management, field leadership, retail operations and corporate HR teams.
• Ensure consistent interpretation and application of HR policies across locations.
• Provide HR insights and recommendations to business leaders based on people trends, workforce data and business requirements.
• Maintain strong HR visibility across stores through regular field visits and interactions with employees and managers.

2. Employee Relations & Conflict Resolution

• Own and manage employee relations matters across the assigned region, ensuring fair, consistent and timely resolution.
• Partner with store and regional management teams on employee grievances, disciplinary matters, workplace conflicts and behavioral concerns.
• Investigate employee complaints and concerns objectively, ensuring appropriate documentation and confidentiality.
• Advise managers on appropriate courses of action in relation to employee relations matters.
• Support disciplinary processes, including counselling, warning letters, performance-related actions and other corrective measures in line with company policies.
• Maintain accurate documentation of employee relations cases, investigations, actions and resolutions.
• Identify recurring employee relations issues and recommend preventive measures to business and HR leadership.
• Escalate sensitive or high-risk matters to the appropriate HR and leadership stakeholders.

3. Recruitment & Workforce Planning

• Partner with Talent Acquisition and Retail Operations to understand manpower requirements and workforce plans across the region.
• Support timely hiring for stores and ensure manpower availability in line with business requirements.
• Train and guide Store Managers on effective interviewing and selection practices in accordance with Skechers standards.
• Participate in the selection of key retail positions and provide HR inputs on candidate suitability.
• Monitor staffing levels, vacancies, attrition and manpower productivity across the region.
• Identify recurring hiring challenges and work with TA and business teams to develop appropriate solutions.
• Support workforce planning for new store openings, expansions, replacements and seasonal requirements.

4. Performance Management

• Drive effective implementation of the performance management process across the region.
• Guide Store Managers and Regional/District Managers on goal setting, performance reviews, feedback and performance improvement.
• Coach managers on handling underperformance and developing appropriate performance improvement plans where required.
• Monitor completion and quality of performance reviews across the region.
• Identify high performers and critical talent in partnership with business leaders.
• Support the creation of individual development plans for identified talent and high-potential employees.

5. Career Progression & Succession Planning

• Drive career development and internal mobility initiatives across the retail workforce.
• Identify high-potential employees and critical talent in collaboration with business leadership.
• Support the development and maintenance of succession plans for key retail positions, including Store Managers and other critical roles.
• Create talent pipelines for future leadership requirements across the region.
• Partner with L&D to identify capability gaps and recommend relevant development interventions.
• Facilitate career conversations and encourage internal growth opportunities.
• Monitor internal movements, promotions and readiness of identified successors.

6. Learning & Development

• Partner with the L&D team to identify training and capability-building requirements across stores.
• Assess training needs based on business performance, employee feedback, performance reviews and manager inputs.
• Support implementation of leadership, behavioral, product and functional training initiatives.
• Coach Store Managers and retail leaders on people management, employee relations, interviewing and performance management.
• Evaluate the effectiveness of training interventions and recommend improvements.

7. Employee Engagement & Retention

• Drive employee engagement initiatives across the region in partnership with the HR and Retail teams.
• Identify key drivers of employee engagement and attrition through regular store visits, employee interactions and HR data.
• Develop and implement initiatives to improve employee experience and retention.
• Conduct regular connect sessions with Store Managers and employees to understand concerns and identify opportunities for improvement.
• Partner with business leaders to address key engagement and retention challenges.
• Support recognition initiatives and reinforce a positive employee culture across the retail network.

8. HR Policy, Compliance & Employment Legislation

• Ensure adherence to Skechers policies, processes and employment practices across all stores.
• Maintain working knowledge of applicable state-specific employment laws, labour regulations and statutory requirements relevant to retail operations.
• Guide managers on the appropriate application of employment legislation and company policies.
• Ensure statutory and employment-related notices, policies and information are appropriately displayed at stores, wherever applicable.
• Partner with the Legal/Compliance and HR teams on employment-related regulatory matters.
• Identify potential compliance risks and ensure timely escalation and corrective action.
• Support implementation of workplace health, safety and employment-related requirements across stores.

9. HR Reporting & Analytics

• Prepare and analyze regional HR reports covering key people metrics.
• Track and report on:
  • Headcount and manpower availability
  • Attrition and retention
  • Hiring and vacancies
  • Internal movements and promotions
  • Performance management
  • Employee relations cases
  • Absenteeism
  • Training and development
  • Engagement initiatives
• Analyze trends and provide actionable insights to Retail and HR leadership.
• Use HR data to identify potential people risks and recommend interventions.

10. Compensation & HR Governance

• Monitor regional compensation guidelines and ensure adherence to approved salary structures and policies.
• Review compensation exceptions and provide recommendations based on business requirements and internal equity.
• Partner with HR leadership and relevant stakeholders on compensation-related decisions.
• Ensure consistency and governance in people practices across the region.

11. Store Visits & Field HR Presence

• Travel extensively across the assigned region to maintain strong HR visibility and connect with employees and managers.
• Conduct regular store visits to understand employee experience, operational challenges and people-related issues.
• Conduct HR audits/checks to ensure adherence to HR policies and processes.
• Interact with Store Managers, sales associates and retail leadership to understand ground-level challenges.
• Provide on-the-ground coaching and support to store leadership teams.
• Ensure that HR initiatives are effectively translated from corporate strategy to store-level execution.

12. Stakeholder Management

• Build strong and productive relationships with:
  • Retail Operations
  • Regional/District Managers
  • Store Managers
  • Talent Acquisition
  • Learning & Development
  • Compensation & Benefits
  • HR Operations
  • Legal & Compliance
  • Finance and other corporate functions
• Serve as a trusted HR advisor to business leaders.
• Balance employee advocacy with business requirements and organizational priorities.
• Demonstrate strong influencing and negotiation skills when dealing with complex people matters.

13. HR Projects & Process Improvements

• Lead and participate in regional and organization-wide HR projects as assigned.
• Identify opportunities to simplify and improve HR processes within the retail environment.
• Support the implementation of new HR policies, systems and initiatives.
• Drive continuous improvement in the retail employee experience.
• Ensure timely execution and completion of assigned HR projects.

KEY SUCCESS PARAMETERS / KPIs

Success in this role will be measured through:

• Regional attrition and retention levels.
• Timely closure of retail vacancies and manpower availability.
• Employee relations case management and resolution timelines.
• Effective implementation of performance management processes.
• Store-level HR compliance and policy adherence.
• Employee engagement and retention initiatives.
• Internal promotions and career progression within the region.
• Succession coverage for critical retail positions.
• Training and capability development outcomes.
• Effectiveness of HR interventions and stakeholder satisfaction.
• Quality and frequency of field HR engagement.
• Accuracy and timeliness of HR reporting and analytics.
• Successful execution of HR projects and initiatives.

EDUCATIONAL QUALIFICATION

• Postgraduate degree/MBA in Human Resources / Personnel Management / Industrial Relations from a reputed institution.
• Additional qualifications in Labour Laws / Employment Relations will be an advantage.

EXPERIENCE

• 10–14 years of overall HR experience, with significant experience in an HR Business Partnering role.
• Prior experience in retail, fashion, footwear, apparel, FMCG, hospitality or another large frontline workforce environment is strongly preferred.
• Strong hands-on experience in employee relations, performance management, workforce planning and people management.
• Experience managing HR across a large, geographically dispersed store/network environment is preferred.
• Proven experience partnering with senior retail/business stakeholders.

KNOWLEDGE & SKILLS

Functional Skills

• HR Business Partnering
• Employee Relations
• Retail HR / Field HR
• Performance Management
• Talent Management
• Succession Planning
• Career Development
• Workforce Planning
• Employee Engagement & Retention
• Recruitment & Selection
• Learning & Development
• Compensation & Benefits
• HR Analytics & Reporting
• Employment/Labour Laws
• HR Policy & Compliance

Behavioral Competencies

• Strong business acumen
• Excellent communication and interpersonal skills
• Strong influencing and stakeholder management capability
• Sound judgement and decision-making ability
• Conflict resolution and problem-solving skills
• High level of confidentiality and integrity
• Ability to work independently and manage multiple priorities
• Strong coaching and people management skills
• Data-driven approach to HR decision-making
• Adaptability and ability to work in a fast-paced retail environment

TRAVEL REQUIREMENT

The role requires extensive travel across North & Upper North India, including regular visits to stores and regional locations based on business requirements.

The incumbent should be comfortable working in a highly field-oriented environment and engaging directly with employees and retail leadership across multiple locations.

IDEAL CANDIDATE PROFILE

The ideal candidate will be a strong, business-oriented Retail HRBP who combines strategic HR thinking with hands-on field execution. The candidate should be comfortable working closely with Store Managers and Regional/District leaders, managing complex employee relations situations, driving people processes across a distributed workforce and influencing business decisions through strong HR insights.

The individual should have the maturity and confidence to operate as a trusted advisor to Retail leadership, while maintaining strong employee connect and ensuring consistent implementation of Skechers' policies, culture and people practices across the region.