• 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. • 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. • 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. • 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. • 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, morale, and a strong sense of belonging across stores. • Ensure adherence to federal, state, and local employment laws, as well as company policies and procedures. • Partner with Legal on employment-related matters, ensuring appropriate documentation and risk mitigation. • Communicate policy updates clearly and consistently to leaders and teams. • Conduct HR audits and reviews to ensure compliance and operational excellence.