Jobs and Careers

HR Business Partner- Retail (East & Central Region)

SKIMS

New York City, United StatesRemotefull_timeVerifiedPosted 6 Aug 2026

💰 $115,000/yr($110,000/yr – $115,000/yr)

About the role

HR Business Partner- Retail (East & Central Region)

Department: People and Culture

Employment Type: Full Time

Location: New York City

Reporting To: Jennifer Pelayo

Compensation: $110,000 - $115,000 / 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. Reporting to the Director of HR - Retail, the HR Business Partner - Retail (East and Central Region) serves as a trusted advisor and strategic partner to retail leaders. 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 leadership 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

Employer & Employee Relations

Serve as a strategic advisor and thought partner to Regional Directors and Store Leaders, providing expert guidance on employee relations, performance management, corrective action, and conflict resolution.
Lead complex, multi‑site investigations with clear documentation, timely follow‑through, and consistent application of SKIMS’ values and policies.
Build leaders’ capability by coaching leaders on best practices for feedback delivery, performance improvement, and accountability, building confidence and consistency across leadership teams.
Identify regional people trends, risks, and hotspots; partner with leadership to implement preventative strategies that reduce turnover, improve engagement, and strengthen culture.
Act as a cultural steward, ensuring SKIMS’ values, traits of excellence, leadership standards, and inclusion principles are upheld across all stores.

HR Strategy & Business Partnership

Partner with the Director of HR – Retail and Regional Leadership to execute people strategies that support retail business goals, operational priorities, and long‑term growth.
Translate HR/People strategies into scalable, field‑ready programs that drive consistency across the retail enterprise, while allowing for regional nuance.
Serve as the HRBP for the East and Central Regions, influencing decision‑making through data, insights, and strong business acumen.
Collaborate with Recruiting, Legal, Payroll, Benefits, HRIS, and People Operations to ensure seamless HR support and alignment across all sites.
Support workforce planning, staffing needs, and organizational changes that enable efficient store operations and future growth.

Leadership Development & Enablement

Partner with Learning & Development to deliver training that enhances leadership capabilities, ER judgment, and inclusive leadership practices.
Support onboarding for store leadership, ensuring consistent and high‑quality experience across locations.
Equip leaders with practical tools, guides, and resources that enable confident, compliant, and values driven leadership.

Performance Management & Talent Development

Guide leaders through goal setting, midyear and annual reviews, calibration, and development planning to strengthen performance and leadership capability.
Lead performance improvement processes with clarity, empathy, and compliance, ensuring consistency across stores.
Participate in talent reviews, succession planning, and leadership development discussions to build strong internal pipelines.
Use HR metrics (turnover, engagement, ER trends, staffing levels) to identify op