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. The role offers variety and exposure to different functions and may involve stepping into new or ambiguous situations. You will work with business leaders, other HR Partners, People Operations, and Centers of Excellence to support business goals and the overall HR strategy. You will also help implement and evaluate HR programs and processes, use data and feedback to recommend improvements, promote an inclusive and respectful workplace, and provide coverage across the HR portfolio as business needs require. The role has no supervisory responsibility and requires travel of up to 25%. It is a first-shift position in the United States of America. Relocation assistance is not eligible.

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 translate 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 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.
Travel up to 25%.

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 business 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 discussions, development planning, succession considerations, and leadership capability development.
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, on grievance management and potential collective bargaining agreement issues.
Champion an inclusive workplace and 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, helping ensure they are practical, effective, and responsive to business needs.
Identify process improvements that simplify work, 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 available 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, protect sensitive information, follow company policies, critically validate outputs, and apply professional judgment.