HR Business Partner- Retail (West Coast)

Department: People and Culture

Employment Type: Full Time

Location: Los Angeles HQ

Reporting To: Emily Podsedecki

Compensation: $85,000 - $95,000 / year

Description

SKIMS is a solutions-oriented brand creating the next generation of underwear, loungewear, shapewear, and essentials. We are setting new standards by delivering technically innovative, comfort-driven products with elevated design for everybody.

At the intersection of culture, innovation, and commerce, SKIMS is a global brand redefining modern apparel. Our teams are built on creativity, collaboration, and operational excellence, and we are committed to fostering an inclusive, high-performance environment where ambitious, curious, and values-driven individuals can do the best work of their careers.

As we continue to scale globally, our HQ teams play a critical role in shaping strategy, building world-class infrastructure, and driving sustainable growth across markets.

Position Summary 

Reporting to the Director of HR  Retail, the HR Business Partner –Retail (West Coast) serves as a trusted advisor and strategic partner to retail leaders across the West Coast. This role is highly focused on employee and employer relations, coaching leaders, and ensuring consistent, fair, and values-driven people practices across a dynamic retail environment. 

The HRBP will play a critical role in strengthening manager capability, navigating complex employee relations matters, and reinforcing a positive employee experience at scale. This individual will work closely with Store Leaders, Regional Leadership, and cross-functional HR partners to support performance, engagement, compliance, and long-term talent growth while acting as a visible, approachable HR presence in the field.

Key Responsibilities

Key Responsibilities 

Employer & Employee Relations (Primary Focus) 

• Serve as a trusted thought partner to retail leaders, providing hands-on guidance on employee relations, performance conversations, corrective action, and conflict resolution.  
• Lead and manage complex and escalated employee relations issues, ensuring timely, thorough, and impartial investigations with clear documentation and outcomes. 
• Coach managers on best practices for feedback delivery, performance improvement, accountability, and engagement building confidence and consistency across leadership teams. 
• Partner with leaders to proactively identify people risks and address concerns before they escalate. 
• Act as a cultural steward, reinforcing SKIMS’ values, leadership expectations, and commitment to fairness and inclusion. 

 

HR Strategy & Business Partnership 

• Execute HR strategies aligned with retail business goals in partnership with the Director of HR – Retail and regional leadership. 
• Translate people strategy into practical, field-ready solutions that support store performance and employee experience. 
• Partner cross-functionally with Recruiting, Legal, Payroll, Benefits/Total Rewards, and People Operations to deliver seamless HR support across the West Coast. 
• Support scalable HR processes that drive operational consistency while allowing flexibility for regional needs. 

 

Performance Management & Talent Development 

• Guide leaders through goal setting, performance evaluations, and development planning with a strong focus on growth and accountability. 
• Support performance improvement planning with clarity, empathy, and compliance at the forefront. 
• Contribute to annual talent reviews, succession planning, and leadership development discussions to strengthen internal pipelines. 
• Use HR data and insights to track trends in engagement, retention, turnover, and performance. 

Training, Onboarding & Manager Enablement 

• Support onboarding experiences that set leaders and teams up for success from day one. 
• Partner on training initiatives that strengthen leadership capability, employee relations skills, and inclusive management practices. 
• Equip managers with tools, resources, and guidance to lead confidently and effectively. 

Diversity, Equity & Inclusion 

• Champion DEI initiatives by embedding inclusive practices into daily people decisions and leadership behaviors. 
• Partner with leaders to foster environments where employees feel respected, valued, and heard. 
• Support engagement initiatives that build connection