HR Partner

Tyson Shared Services•Springdale, AR

About The Position

The HR Partner supports a diverse portfolio of corporate and business functions, building relationships with leaders and translating business needs into practical people solutions. The role works across areas including talent, organizational effectiveness, employee relations, workforce planning, and leadership development, in collaboration with leaders, other HR Partners, People Operations, and Centers of Excellence. It offers broad organizational exposure, including support for teams connected to operations and work with an international footprint, and requires comfort with varied and sometimes ambiguous situations. The HR Partner helps leaders address people priorities in support of business goals and HR strategy; coaches leaders on team effectiveness, performance, employee concerns, and day-to-day decisions; supports talent and development efforts; and contributes to workforce planning. The role uses data and team member feedback to identify opportunities, supports employee relations and applicable labor relations work, champions inclusion and safety, and helps implement and evaluate HR programs and processes. The position also collaborates across the HR team to provide portfolio support as business needs require.

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 communication 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 level of discretion and commitment to maintaining 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 business needs into practical people solutions.
Partner with leaders on people priorities that support business goals, organizational needs, and 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, 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 business and team member needs evolve.
Collaborate across the broader HR team, providing portfolio support and coverage as business needs require.
Use approved AI tools responsibly, protect sensitive information, follow company policies, and validate AI-generated outputs; integrate AI into daily work and evaluate outputs critically.