HR Generalist - 1st Shift - Waverly, NE

Tyson Foods, Inc.•Waverly, NE

About The Position

The HR Generalist partners with business teams to implement and administer human resources programs, including talent management support, employee relations, performance management, talent development, and employee retention. The role collaborates with People Operations and HR Centers of Expertise and serves as a first point of support for day-to-day team-member inquiries, providing coaching and guidance on routine matters. The position calls for a customer-centric approach, openness to change, and a focus on team success. Under limited direction from HR Business Partners, the HR Generalist supports HR policies and programs across onboarding and orientation, compensation, performance appraisals, benefits administration, affirmative action, equal employment opportunity, complaint investigations, and HRIS. The role advises managers and team members on company policies and compliance with state and federal requirements; supports organizational culture, change management, and talent-development initiatives; and assists with onboarding, performance planning, workplace investigations, reporting, data analysis, exit processes, employee transactions, and retention and engagement efforts. The successful candidate must be willing and able to perform the physical requirements of the job, with or without reasonable accommodation. The position is based in Waverly, Nebraska, and is designated first shift. Relocation assistance is not available.

Requirements

Bachelor’s degree in Human Resources, Organizational Psychology, or a related field is preferred.
Two to four years of previous HR experience in an HR business partner environment is preferred.
Experience with Microsoft Office applications, including Excel, PowerPoint, Word, Visio, and Outlook.
Excellent interpersonal and communication skills.
Experience in conflict resolution and progressive HR project work is preferred.
Experience in administration, performance management, and benefits management is preferred.
Demonstrated 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 information about processes, policies, and procedures accurately and clearly.
Strong analytical and conceptual thinking skills and ability to analyze data.
Ability to manage competing priorities and adapt comfortably to interrupted workflow.
Willingness and ability to perform the physical requirements of the job, with or without reasonable accommodation.
Responsible use of approved AI tools, including safeguarding sensitive information, following company policies, and validating AI-generated outputs; individual contributors should integrate AI into daily work, critically evaluate outputs, and use professional judgment.

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 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 HR Business Partners, perform broad HR responsibilities supporting policies and programs, including onboarding and orientation, compensation, performance appraisals, 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, and talent development, including leadership and career development; deliver classroom presentations and training as needed.
Partner with Talent Acquisition to help lead onboarding for new hires in supported groups.
Work with leaders to develop performance plans, ensure effective documentation, and collaborate with compliance or legal departments.
Conduct workplace investigations and track and respond to claims.
Manage administrative activities, including HR 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.
Serve as a first point of support for day-to-day team-member inquiries and provide coaching and guidance on routine matters.