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Open nowPosted today

HR Partner

Tyson Foods684 open roles

Where
Corporate - Springdale, Arkansas
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Your applicationOpen nowHR PartnerTyson Foods · Corporate - Springdale, Arkansas

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Tyson Foods's own form.

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The clock on this job

Early applications get read.

12.8% of postings close within 7 days. Measured by our own scanner across the market. Tyson Foods postings stay open a median of 8 days.

Share of postings closed within
  1. 2.2%1 day
  2. 4.5%3 days
  3. 12.8%7 days
  4. 20.6%14 days
  5. 35.6%30 days
  6. 58.4%60 days
This job: posted today

Tyson Foods median: 8 days open

The posting

Job Details:

SUMMARY

About the Role

As an HR Partner, you'll be part of a collaborative HR team supporting a diverse portfolio of corporate and business functions. This role offers broad exposure across the organization, from corporate and professional functions to teams closely connected to our operations, as well as opportunities to support work with an international footprint.

You'll build relationships with leaders, learn their businesses, and help translate their needs into practical people solutions. Whether the focus is talent, organizational effectiveness, employee relations, workforce planning, or leadership development, you'll work alongside leaders, fellow HR Partners, People Operations, and our Centers of Excellence to help move the business forward.

This is a great opportunity for someone who enjoys variety, wants to broaden their HR experience, and is comfortable stepping into new and sometimes ambiguous situations. No two client groups are exactly alike, and you'll have the opportunity to work with leaders across a wide range of functions while continuing to grow your own capabilities as an HR professional.

What You'll Do

  • Build strong relationships with leaders, learn their business, 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 as they navigate team effectiveness, performance, employee concerns, and day-to-day people decisions.
  • Support talent and development efforts, including talent discussions, development planning, succession considerations, and opportunities to strengthen leadership capability.
  • Partner on workforce planning by helping leaders understand current and future talent needs and connecting them with the appropriate HR teams and resources to execute solutions.
  • Use data, trends, and team member feedback to identify opportunities to improve retention, engagement, productivity, and the overall team member experience.
  • Support employee relations matters and help identify trends or areas of risk related to employment practices, EEO, affirmative action, policies, and workplace concerns.
  • Partner with Labor Relations, where applicable, to support grievance management and identify potential issues related to collective bargaining agreements.
  • 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 an effective onboarding and orientation experience for new team members.
  • Support the implementation of HR programs and processes, helping ensure they are practical, effective, and responsive to the needs of the business.
  • Identify opportunities to improve how we work by bringing forward ideas that simplify processes, 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 the effectiveness of HR programs and solutions, using available data and feedback to recommend adjustments as business and team member needs evolve.
  • Collaborate across the broader HR team, providing support and coverage across the portfolio as business needs require.

REQUIREMENTS

What You'll Bring

Education: Bachelor's degree in Human Resources, Organizational Psychology, Business, or a related field preferred. Relevant work experience may be considered in lieu of a degree.

Experience: 3+ years of relevant HR or related experience.

Skills & Capabilities:

  • Ability to build credibility and effective working relationships with leaders and team members across different levels of an organization
  • Strong coaching, influencing, and problem-solving skills
  • Ability to balance team member needs with business priorities and exercise sound judgment when navigating sensitive or complex situations
  • Strong written and verbal communication skills, with the ability to adapt your approach to different audiences
  • Ability to recognize trends, connect information, and turn insights into practical actions
  • Working knowledge of HR practices and the ability to effectively partner with specialized HR teams
  • Comfort working through ambiguity, shifting priorities, and a diverse set of business needs
  • Strong analytical and organizational skills
  • High level of discretion and commitment to maintaining confidentiality
  • Proficiency with Microsoft Office tools

Supervisory Responsibility: None

Travel: Up to 25%

All professional team members are expected to demonstrate responsible use of approved AI tools, including safeguarding sensitive information, adhering to company policies, and validating AI-generated outputs. Individual Contributors should demonstrate the ability to integrate AI into daily work, improve efficiency through AI-enabled solutions, evaluate outputs critically, and apply professional judgment when using AI. People Leaders should demonstrate the ability to drive responsible AI adoption, enable effective use of approved solutions, identify opportunities to improve team performance through AI, and ensure accountability for the quality and accuracy of AI-supported outcomes.

Relocation Assistance Eligible:

No

Work Shift:

1ST SHIFT (United States of America)

Certain roles at Tyson require background checks. If you are offered a position that requires a background check you will be provided additional documentation to complete once an offer has been extended.

Hourly Applicants ONLY -You must complete the task after submitting your application to provide additional information to be considered for employment.

The successful candidate(s) must be willing and able to perform the physical requirements of the job with or without a reasonable accommodation.

Tyson is an Equal Opportunity Employer. All qualified applicants will be considered without regard to race, national origin, color, religion, age, genetics, sex, sexual orientation, gender identity, disability or veteran status.

We provide our team members and their families with paid time off; 401(k) plans; affordable health, life, dental, vision and prescription drug benefits; and more.

If you would like to learn more about your data privacy rights and how you may use that information, please read our Job Applicant Privacy Notice here.

Unsolicited Assistance: Tyson Foods and its subsidiaries do not accept unsolicited support from external recruitment vendors for open positions within the United States. Any resumes or candidate profiles submitted by recruitment vendors or headhunters to any employee or applicant tracking system at Tyson Foods or its subsidiaries, without a valid written request and search agreement approved by HR, will be considered the property of Tyson Foods. No fees will be paid if the candidate is hired due to an unsolicited referral.

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