HRBP Japan Distribution Center

• Position Summary
• Partner closely with distribution center leadership and frontline management to drive organizational and people strategies. Identify organizational challenges through data and dialogue, and deliver strategic HR initiatives that strengthen the organization and improve employee engagement on a sustainable basis.

Key Responsibilities

1. Organizational & Talent Strategy｜25%

• •Develop and regularly review workforce plans aligned with mid-to-long-term business objectives
• •Design organizational structures and staffing plans to address seasonal demand and new business launches
• •Create and maintain succession plans for center managers and key roles
• •Forecast headcount needs factoring in turnover and vacancy risk; provide prioritized recruitment recommendations
• •Propose optimal workforce composition (full-time, contract, and temporary staff) balancing cost and operational needs
• •Deliver regular people strategy reports and recommendations to Management member.

2. Management Support｜20%

• •Conduct regular 1-on-1s with center managers and SVs (at least monthly)
• •Provide coaching and advisory support on management challenges (team dynamics, communication, employee development, etc.)
• •Design and support participation in leadership development programs
• •Provide onboarding support for newly appointed managers and recently promoted leaders

3. Engagement & Culture｜15%

• •Design, execute, and analyze employee engagement surveys; translate results into actionable improvement plans
• •Conduct exit interviews with departing employees; identify trends and present improvement recommendations
• •Proactively identify high-turnover-risk employees and develop individualized retention strategies
• •Plan and operate center-specific recognition programs and employee motivation initiatives

4. Performance Management｜15%

• •Support the operation of the performance review cycle (communicate evaluation criteria, train people managers, manage timelines)
• •Facilitate the goal-setting process at the start of each review period; coach managers on effective objective-setting
• •Develop performance improvement plan (PIP) frameworks; support managers in execution and documentation
• •Provide objective data and ensure fairness in promotion and compensation decision-making processes
• •Analyze review result distributions and trends; recommend improvements to the evaluation framework

5. Talent Development Strategy｜10%

• •Build and maintain a center-wide skills map and competency model (in collaboration with HR Specialist)
• •Define annual training strategy and priority themes; provide direction to HR Specialist for execution
• •Measure training effectiveness by assessing post-training behavioral change and business performance impact
• •Support individual career path planning and conduct career development conversations with employees
• •Identify high-potential talent from a talent management perspective and develop tailored growth plans

6. Employee Relations & Issue Resolution｜10%

• •Receive, investigate, and determine response approaches for harassment, bullying, and discrimination complaints
• •Conduct fact-finding interviews and hearings for disciplinary cases; manage documentation and disciplinary recommendations
• •Support responses to individual labor disputes (e.g., unfair dismissal claims, labor tribunal proceedings)
• •Intervene early in cases of problematic behavior and advise managers on appropriate actions
• •Drive initiatives to build and maintain trust between employees and management

7. Safety, Health & Well-being Strategy｜5%

• •Develop the center's safety and health policy and annual KPI targets (in collaboration with HR Specialist)
• •Analyze workplace accident and near-miss data trends; report findings and improvement recommendations to leadership
• •Establish early detection and support frameworks for employees experiencing mental health challenges (in coordination with occupational physician and EAP)
• •Plan and promote Well-being initiatives (health management promotion, work-life balance improvements, etc.)

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.