The Human Resources Business Partner (HRBP) serves as a strategic and operational HR partner to retail store management teams across assigned locations in East Japan. This role is responsible for driving HR initiatives that align with business objectives, fostering a high-performance culture, and ensuring full compliance with Japanese labor laws and company policies.
The HRBP acts as a trusted advisor to store managers and District Sales Managers, providing hands-on support across the full spectrum of HR functions — including talent acquisition, employee relations, performance management, learning & development, and workforce planning. In a fast-paced retail environment characterized by high turnover, diverse workforce demographics, and seasonal staffing fluctuations, the HRBP plays a pivotal role in building organizational capability and sustaining employee engagement.

ESSENTIAL DUTIES & RESPONSIBILITIES

1. Strategic HR Partnership

• Serve as the primary HR point of contact for store managers, district managers, and operations leaders across assigned retail locations.
• Translate business priorities into actionable HR strategies that support store performance, productivity, and profitability.
• Provide data-driven insights using HR dashboards and people analytics (headcount, turnover, absen) to identify trends and recommend proactive solutions.
• Participate in regular business reviews and contribute to workforce planning discussions aligned with seasonal demand and store expansion plans.

2. Talent Acquisition & Workforce Planning

• Partner with store and district management to forecast staffing needs, including seasonal peaks, new store openings, and restructuring initiatives.
• Develop and implement effective recruitment strategies for both full-time and part-time retail staff, ensuring a consistent pipeline of qualified candidates.
• Oversee the end-to-end hiring process including job postings, candidate screening, interview coordination, offer management, and onboarding.
• Drive initiatives to improve time-to-fill and quality-of-hire metrics across assigned locations.
• Manage relationships with external staffing agencies and temporary labor providers as needed.

3. Onboarding & Employee Experience

• Design and continuously improve onboarding programs that accelerate new hire integration and reduce early attrition.
• Ensure all new hires — including part-time — receive consistent, high-quality orientation covering company values, compliance requirements, and role-specific training.
• Champion employee experience initiatives that foster a sense of belonging, recognition, and purpose within the retail environment.

4. Performance Management

• Support the design and consistent execution of the performance review cycle across all assigned locations.
• Coach and advise store managers on goal-setting, feedback delivery, performance improvement plans (PIPs), and recognition practices.
• Identify high-potential talent and work with management to build individual development plans that support career progression within the organization.
• Monitor performance trends at the store and district level; escalate concerns and recommend corrective actions where appropriate.

5. Employee Relations

• Serve as the primary resource for managers and employees on all employee relations matters, including conflict resolution, disciplinary actions, grievances, and workplace investigations.
• Conduct thorough, objective, and timely investigations into employee complaints, harassment allegations, and policy violations; recommend appropriate resolutions in line with Japanese labor law and company policy.
• Proactively identify ER risk areas and implement preventive measures to minimize escalation.
• Maintain accurate and confidential documentation of all ER cases in accordance with legal retention requirements.

6. Compliance & Labor Law

• Ensure full compliance with Japanese labor laws including the Labor Standards Act, Industrial Safety and Health Act, Act on Childcare and Caregiver Leave, and all other applicable legislation.
• Monitor regulatory changes and proactively update HR policies, procedures, and employment contracts to reflect new legal requirements.
• Partner with legal advisors on complex labor disputes, unfair dismissal claims, and labor tribunal proceedings.
• Conduct regular HR audits across assigned locations to verify compliance in areas such as working hours, overtime management, wage administration, and leave entitlements.
• Maintain accurate employment records and ensure timely completion of statutory filings and notifications (e.g., social insurance enrollments, Hello Work submissions).

7. Learning & Development

• Identify learning and development needs across store teams through performance data, manager feedback, and employee surveys.
• Design and facilitate training programs for store managers and team leaders on topics including HR policies, labor law compliance, people management skills, harassment prevention, and performance conversations.
• Oversee the implementation of required compliance training (e.g., safety, anti-harassment, workplace conduct) across all locations.
• Support the development of career pathways and succession planning frameworks tailored to the retail environment.

8. Succession Planning & Talent Development

• Partner with district and store leadership to identify key roles and build robust succession pipelines.
• Facilitate talent review discussions and calibration sessions to ensure consistent assessment of potential across locations.
• Develop and maintain individual development plans (IDPs) for high-potential employees identified through the talent review process.

9. Compensation & Benefits

• Monitor and review compensation practices across assigned locations to ensure internal equity, market competitiveness, and compliance with the minimum wage regulations applicable to each prefecture.
• Advise management on salary decisions related to new hires, promotions, transfers, and performance-based adjustments.
• Liaise with payroll and financial controllers to ensure accurate and timely processing of payroll, including overtime calculations, leave deductions, and benefits administration.
• Communicate benefits programs to employees and support enrollment processes for social insurance, health check-ups, and other company-provided benefits.

10. Safety, Health & Well-being

• Establish and maintain workplace safety standards in line with Japanese legal requirements (Industrial Safety and Health Act).
• Partner with store management to conduct regular workplace inspections, risk assessments, and incident investigations.
• Oversee the management of legally required health examinations, stress checks, and company doctor consultations.
• Promote employee well-being initiatives including mental health awareness, work-life balance programs, and return-to-work support for employees on extended leave.

11. Engagement & Retention

• Analyze turnover data to identify root causes of dissatisfaction and develop targeted action plans.
• Implement and manage employee recognition programs that are meaningful and culturally resonant within the retail context.
• Conduct exit interviews and leverage insights to continuously improve the employee value proposition and reduce voluntary attrition.
• Champion diversity, equity, and inclusion (DEI) initiatives within assigned locations.

ADDITIONAL RESPONSIBILITIES

• Effectively manage multiple priorities in a high-energy, fast-paced retail environment.
• Maintain strict confidentiality regarding employee information, management decisions, and corporate strategy.
• Travel to assigned store locations on a regular basis as required.

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.