HR Generalist - 2nd Shift - Zeeland Plant

Tyson Foods•Zeeland, MI

1d•Onsite

About The Position

The HR Generalist partners with business teams to implement and administer human resources programs in areas such as 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 contact for team members’ day-to-day inquiries, providing coaching and guidance on routine matters. The successful candidate is customer-centric, adaptable to change, and focused on helping teams succeed. Under limited direction from HR Business Partners (HRBPs), the HR Generalist supports a broad range of HR policies and programs, including onboarding and orientation, compensation, performance appraisals, benefits administration, affirmative action, equal employment opportunity, complaint investigations, and HRIS. The position also supports organizational culture, change management, leadership and career development initiatives, and retention and engagement efforts. It includes administrative responsibilities such as reporting, data analysis, exit processes, and employee transactions. This is a second-shift role at the Zeeland Plant. Candidates must be willing and able to perform the job’s physical requirements, with or without reasonable accommodation. A resume is required for consideration. The requisition does not offer sponsorship.

Requirements

Bachelor’s degree in Human Resources, Organizational Psychology, or a related field is preferred.
Two to four years of prior 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 build strong relationships vertically and horizontally within an organization.
High standards of ethical behavior, confidentiality, professionalism, and objectivity.
Skill in listening to and ascertaining people’s needs and concerns, and communicating processes, policies, and procedures accurately and clearly.
Strong analytical and conceptual thinking skills, including the ability to analyze data.
Ability to manage competing priorities and adapt to interrupted workflow.
Ability to perform the physical requirements of the job, with or without reasonable accommodation.
A resume is required for consideration.
The requisition does not offer sponsorship.

Nice To Haves

Bachelor’s degree in Human Resources, Organizational Psychology, or a related field.
Two to four years of previous HR experience in an HR business partner environment.
Experience in conflict resolution and progressive HR project work.
Experience with 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, support HR policies and programs, including onboarding and orientation, compensation, performance appraisal processes, benefits management and annual enrollment, affirmative action, equal employment opportunity, complaint investigation, and HRIS.
Guide managers and team members in interpreting and applying company policies, ensuring compliance with state and federal requirements.
Support HR initiatives involving organizational culture, change management, leadership development, and career development, including classroom presentations and training.
Partner with Talent Acquisition to assist in leading onboarding for new hires in supported groups.
Work with leaders to create performance plans and ensure effective documentation, collaborating with compliance and/or legal departments as needed.
Conduct workplace investigations and track and respond to claims.
Own 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.
Use approved AI tools responsibly, safeguard sensitive information, follow company policies, validate AI-generated outputs, and apply professional judgment.