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Job details
Job ID
JR132961
Job description
The Senior Manager/ Manager – Human Resources will be responsible for partnering with the Retail Business and Store Operations teams across North, Upper North of India to drive the people agenda and ensure effective execution of HR policies, processes and initiatives across the region. The role will act as a strategic and hands-on HR Business Partner to Regional/District leadership, Store Managers and retail teams, providing HR guidance across the complete employee lifecycle including workforce planning, recruitment, onboarding, employee engagement, performance management, employee relations, capability development, career progression and succession planning. The incumbent will be responsible for ensuring that HR practices are consistently implemented across stores while balancing business requirements with Skechers' people policies, values and employment practices. The role requires strong field presence, excellent stakeholder management skills, sound knowledge of employment legislation and the ability to independently manage complex employee relations matters across a geographically dispersed retail workforce.
Designation: Senior Manager Role: HRBP (North & Upper North) Function: Human Resources Business: Retail – Skechers India Location: Delhi (CP) Reporting To: Senior General Manger - HR
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.
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.
