Human Resources Generalist - Springdale, AR

Tyson Foods•Springdale, AR

About The Position

The Human Resources Generalist partners with business teams to implement and administer HR programs related to talent management, employee relations, performance management, talent development, and employee retention. The role collaborates with People Operations and HR Centers of Expertise and provides first-line support for day-to-day team member inquiries, coaching and guiding managers and team members on routine matters. The position calls for a customer-centric approach, openness to change, and a focus on helping teams succeed. Under limited direction from HR Business Partners, the Generalist supports organizational plans and a broad range of HR policies and programs, including onboarding and orientation, compensation, performance appraisal processes, benefits administration, affirmative action, equal employment opportunity, complaint investigations, and HRIS. The role helps implement culture, change-management, and talent-development initiatives, including leadership and career development, and may deliver classroom presentations and training. The Generalist partners with Talent Acquisition and business leaders on onboarding, performance plans, documentation, investigations, claims tracking, retention, and engagement. Administrative responsibilities include HR reporting, data analysis, exit processes, and employee transactions. The position also supports HRBP leadership with data gathering, presentations, and communications. The role is listed as first shift in the United States and is based in Springdale, Arkansas. Relocation assistance is eligible.

Requirements

Bachelor’s degree in Human Resources, Organizational Psychology, or a related field preferred.
Two to four years of previous HR experience in an HR business partner environment preferred.
Experience with Microsoft Office, including Excel, PowerPoint, Word, Visio, and Outlook.
Excellent interpersonal and communication skills.
Experience in conflict resolution and progressive HR project work preferred.
Experience in administration, performance management, and benefits management 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 processes, policies, and procedures accurately and clearly.
Strong analytical and conceptual thinking skills and ability to analyze data.
Ability to handle competing priorities and adapt to interrupted workflow.
Demonstrate responsible use of approved AI tools, including protecting sensitive information, following company policies, validating AI-generated outputs, integrating AI into daily work, improving efficiency through AI-enabled solutions, critically evaluating outputs, and applying professional judgment.

Nice To Haves

Bachelor’s degree in Human Resources, Organizational Psychology, or a related field.
Two to four years of 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 HRBPs, perform broad HR responsibilities supporting policies and programs, including onboarding and orientation, compensation, performance appraisals, benefits management, affirmative action, equal employment opportunity, complaint investigation, and HRIS.
Guide managers and team members in interpreting and applying company policies while ensuring compliance with state and federal requirements.
Support implementation of initiatives involving organizational culture, change management, leadership development, and career development, including classroom presentations and training.
Partner with Talent Acquisition to help lead onboarding for new hires in supported groups.
Work with leaders to create performance plans, ensure effective documentation, and collaborate with compliance and/or legal departments.
Conduct workplace investigations and track and respond to claims.
Manage HR administrative activities, including 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.