HR Generalist - 1st Shift - Waverly, NE

Tyson•Waverly, NE

About The Position

The HR Generalist partners with business teams to implement and administer human resources programs, including talent management, employee relations, performance management, talent development, and retention. The role collaborates with People Operations and HR Centers of Expertise and serves as a first point of support for team members’ day-to-day inquiries, providing coaching and guidance on routine matters. The position calls for a customer-centric approach, openness to change, and a focus on helping teams succeed. Under limited direction from HRBPs, the HR Generalist supports a broad range of HR policies and programs, including onboarding and orientation, compensation, performance appraisal processes, benefits administration and annual enrollment, affirmative action, equal employment opportunity, complaint investigations, and HRIS. The role advises managers and team members on company policies and applicable state and federal requirements, and supports initiatives in organizational culture, change management, and talent and leadership development. This includes classroom presentations and training. The HR Generalist partners with Talent Acquisition on onboarding for new hires in supported groups, works with leaders on performance plans and documentation, and collaborates with compliance and/or legal departments as appropriate. The role conducts workplace investigations, tracks and responds to claims, handles HR reporting and data analysis, manages exit processes and employee transactions, and supports HRBP leadership with data gathering, presentations, communications, retention, and engagement initiatives.

Requirements

Bachelor’s degree in Human Resources, Organizational Psychology, or a related field is preferred.
2–4 years of previous HR experience in an HR business partner environment is preferred.
Experience with Microsoft Office, including Excel, PowerPoint, Word, Visio, and Outlook.
Excellent interpersonal and communication skills.
Ability to use approved AI tools responsibly, protect sensitive information, follow company policies, and validate AI-generated outputs. Individual contributors should be able to integrate AI into daily work, improve efficiency, critically evaluate outputs, and apply professional judgment.
Ability to build strong relationships vertically and horizontally within an organization.
High standards of ethical behavior, confidentiality, professionalism, and objectivity.
Ability to listen and ascertain people’s needs and concerns, and communicate processes, policies, and procedures accurately and clearly.
Strong analytical and conceptual thinking skills, including the ability to analyze data.
Ability to handle competing priorities and adapt to interrupted workflow.
Willingness and ability to perform the physical requirements of the job, with or without reasonable accommodation.

Nice To Haves

Experience in conflict resolution and progressive HR project work.
Experience in administration, performance management, and benefits management.

Responsibilities

Participate as a member of the Human Resources team and execute organizational business plans.
Under limited direction from HRBPs, perform broad HR responsibilities supporting policies and programs, including onboarding and orientation, compensation, performance appraisals, benefits and annual enrollment, affirmative action, equal employment opportunity, complaint investigations, and HRIS.
Advise managers and team members on the interpretation and application of company policies and help ensure compliance with state and federal requirements.
Support initiatives involving organizational culture, change management, talent development, leadership development, and career development, including classroom presentations and training.
Partner with Talent Acquisition to lead onboarding for new hires in supported groups.
Work with leaders to create performance plans and ensure effective documentation; collaborate with compliance and/or legal departments as needed.
Conduct workplace investigations and ensure effective tracking and responses to claims.
Manage HR administrative activities, including reporting, data analysis, exit processes, and employee transactions.
Support HRBP leadership with data gathering, presentation creation, and communications as needed.
Support retention and engagement initiatives across supported business groups.
Provide first-line support for day-to-day team member inquiries and coach and guide on routine matters.