HR Partner

Tyson Foods•Springdale, AR

About The Position

As an HR Partner, you will be part of a collaborative HR team supporting a diverse portfolio of corporate and business functions, including teams connected to operations and work with an international footprint. You will build relationships with leaders, learn their businesses, and translate their needs into practical people solutions across areas such as talent, organizational effectiveness, employee relations, workforce planning, and leadership development. You will work with leaders, other HR Partners, People Operations, and Centers of Excellence. The role offers variety and opportunities to broaden HR experience while working with different functions and navigating new or ambiguous situations. The position supports leaders in advancing business and people priorities, contributes to HR programs and processes, and uses data and feedback to improve the team member experience and organizational effectiveness. The role has no supervisory responsibility and requires travel of up to 25%. Relocation assistance is eligible. The listed work shift is first shift in the United States of America.

Requirements

At least 3 years of relevant HR or related experience.
Ability to build credibility and effective working relationships with leaders and team members across organizational levels.
Strong coaching, influencing, and problem-solving skills.
Ability to balance team member needs with business priorities and exercise sound judgment in sensitive or complex situations.
Strong written and verbal communication skills, with the ability to adapt to different audiences.
Ability to recognize trends, connect information, and turn insights into practical actions.
Working knowledge of HR practices and ability to partner effectively with specialized HR teams.
Comfort working through ambiguity, shifting priorities, and diverse business needs.
Strong analytical and organizational skills.
High level of discretion and commitment to confidentiality.
Proficiency with Microsoft Office tools.
Willingness and ability to perform the physical requirements of the job, with or without reasonable accommodation.

Nice To Haves

Bachelor's degree in Human Resources, Organizational Psychology, Business, or a related field; relevant work experience may be considered in lieu of a degree.

Responsibilities

Build relationships with leaders, learn their businesses, and translate their needs into practical people solutions.
Partner with leaders on people priorities that support business goals, organizational needs, and the HR strategy.
Coach and support leaders on team effectiveness, performance, employee concerns, and day-to-day people decisions.
Support talent and development efforts, including talent discussions, development planning, succession considerations, and leadership capability.
Partner on workforce planning by helping leaders understand current and future talent needs and connecting them with appropriate HR teams and resources.
Use data, trends, and team member feedback to identify opportunities to improve retention, engagement, productivity, and the team member experience.
Support employee relations matters and identify trends or risks related to employment practices, EEO, affirmative action, policies, and workplace concerns.
Partner with Labor Relations, where applicable, to support grievance management and identify potential collective bargaining agreement issues.
Champion an inclusive workplace and support initiatives that strengthen belonging and the team member experience.
Partner with Centers of Excellence and People Operations to support onboarding and orientation for new team members.
Support implementation of HR programs and processes, ensuring they are practical, effective, and responsive to business needs.
Identify opportunities to simplify processes, strengthen the team member experience, and prepare the organization for future needs.
Promote a safe and respectful work environment by reinforcing safety and people principles.
Evaluate HR programs and solutions using data and feedback, and recommend adjustments as needs evolve.
Collaborate across the broader HR team and provide portfolio support and coverage as business needs require.
Use approved AI tools responsibly, safeguard sensitive information, follow company policies, validate outputs, and apply professional judgment.