HR Partner

Tyson Foods, Inc.•Springdale, AR

About The Position

As an HR Partner, you will join a collaborative HR team supporting a diverse portfolio of corporate and business functions, including corporate and professional functions, teams connected to operations, and work with an international footprint. You will build relationships with leaders, learn their businesses, and translate business needs into practical people solutions. You will partner with leaders, other HR Partners, People Operations, and Centers of Excellence on talent, organizational effectiveness, employee relations, workforce planning, and leadership development. The role offers variety across multiple client groups and requires comfort with new and sometimes ambiguous situations. The position has no supervisory responsibility and requires travel of up to 25%. The successful candidate must be willing and able to perform the physical requirements of the job, with or without reasonable accommodation. Professional team members are expected to use approved AI tools responsibly, protect sensitive information, follow company policies, validate generated outputs, and apply professional judgment. The specific expectations differ for individual contributors and people leaders. Tyson provides team members and their families with paid time off, 401(k) plans, and affordable health, life, dental, vision, and prescription drug benefits, among other benefits.

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 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, understand their businesses, and translate their needs into practical people solutions.
Partner with leaders on people priorities that support business goals, organizational needs, and the overall 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 effective 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 process-improvement opportunities that simplify work, strengthen the team member experience, and prepare the organization for future needs.
Promote a safe and respectful work environment by reinforcing key safety and people principles.
Evaluate HR program and solution effectiveness using data and feedback, and recommend adjustments as needs evolve.
Collaborate across the broader HR team and provide support and coverage across the portfolio as business needs require.
Use approved AI tools responsibly in accordance with company policies, safeguarding sensitive information and validating outputs.