Director, HR Business Partner

Skechers•Manhattan Beach, CA

1d•$170,000 - $200,000•Hybrid

About The Position

The Director, HR Business Partner sits at the intersection of business strategy and people decisions. This role is not reactive; the expectation is to anticipate business needs and get ahead of them. The position serves as the primary HR partner for assigned corporate business units, managing relationships with senior leaders and executives while leveraging the full HR organization. The role requires earned credibility, sound judgment, and the ability to influence decisions that drive business forward. This is a hybrid position with one day work from home.

Requirements

10 or more years of progressive HR experience, with a significant portion spent as an HR Business Partner supporting corporate functions.
Operated at the senior leader level and earned credibility in high-stakes environments.
Demonstrated experience leading talent planning at scale, including succession planning, workforce planning, and organizational design in fast-paced, evolving environments.
Workday proficiency and advanced Excel skills, including PivotTables, charts, and data modeling.
A genuine appetite for AI and emerging tools, actively seeking ways to use technology to improve work, analysis, and advice.
A Bachelor's degree is required.

Nice To Haves

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.
Experience in a fast-moving consumer industry (retail, footwear, apparel, or consumer products) is a strong advantage.
Global or international HR experience is preferred.
Proficiency in a second language is a plus.

Responsibilities

Serve as the single point of contact for assigned corporate business units, ensuring senior leaders and executives trust that the response reflects the full capability of the HR organization.
Develop a deep understanding of client groups' strategy, revenue drivers, cost structure, and workforce dynamics.
Use data, business insight, and sound judgment to influence decisions, challenge assumptions with evidence, and help leaders make better calls.
Drive succession planning, leadership development, workforce planning, and organizational design for client groups, identifying gaps proactively.
Support senior leaders through performance management, organizational change, team effectiveness, and leadership development with direct, candid conversations.
Guide leaders through complex, sensitive workplace situations and partner with People Compliance on investigations and matters with legal or organizational risk.
Utilize Workday, Excel, and workforce analytics to surface insights that inform decisions and build presentations for senior leaders.
Contribute to the HR team as a collaborative, high-ownership member, sharing learnings and improving HR processes.
Participate in global initiatives to strengthen the organization's long-term capability.