Director, Human Resources

Tyson Foods•Springdale, AR

13d

About The Position

The Director, Human Resources leads a group of human resources professionals in executing a strategy to optimize human capital and contribute to business unit objectives. In close partnership with People Operations and the Centers of Excellence (COEs), this position sets the strategy for using workforce skills, strengthening the company’s competitive advantage, and increasing team member engagement. The role oversees a team and promotes an agile, collaborative work environment, implementing innovative programs that prepare the workforce for the future while addressing business needs.

Requirements

Bachelor’s degree in Human Resources, Organizational Psychology, or a related field; equivalent work experience may be considered in lieu of a degree.
10 or more years of relevant work experience.
Standard computer skills and advanced knowledge of the Microsoft Office Suite.
Ability to communicate recommendations and strategically influence a broad range of users, stakeholders, and management.
Excellent written, verbal, and presentation skills, with the ability to adapt communication style for all organizational levels.
Significant knowledge of HR strategy and the ability to implement it at various organizational levels.
Ability to drive improvement and integration of processes, technology, and people through workforce shaping.
Proven ability to manage large-scale, cross-functional change projects using the defined Tyson methodology.
Strong analytical, technical, and strategic skills to drive efficiencies.
Ability to maintain a high level of confidentiality.
Ability and willingness to perform the physical requirements of the job, with or without reasonable accommodation.
Responsible use of approved AI tools, including safeguarding sensitive information, adhering to company policies, and validating AI-generated outputs.

Responsibilities

Design and implement HR strategy to drive the organization’s vision.
Help develop and implement plans and programs that ensure the most effective use of human resources.
Influence team member behavior to promote key safety and HR principles and ensure a consistent team member experience regardless of location.
Identify and correct risk-generating patterns in Equal Employment Opportunity (EEO) and Affirmative Action (AA) using available resources.
Build team member networks that promote feedback for use in corrective scenarios where adverse business conditions exist.
Identify patterns of behavior that may lead to team member dissatisfaction and develop strategies to eliminate them.
Take an active role in talent evaluation and development.
Partner with the Talent COE to review the learning catalog, analyze performance and budget, and drive improvements that inform learning strategies.
Monitor program and policy success against ROI targets, adjusting them as team member experience and business requirements dictate.
Oversee a team and promote an agile, collaborative work environment.
Implement innovative programs that keep the workforce ready for the future while addressing business needs.
As a people leader, drive responsible AI adoption, enable effective use of approved solutions, identify opportunities to improve team performance through AI, and ensure accountability for the quality and accuracy of AI-supported outcomes.