HR Transformation Manager

Chickasaw Nation Industries, Inc.

8d•$99,000 - $130,000•Hybrid

About The Position

The HR Transformation Manager plays a critical role in modernizing and optimizing the People Experience function through enterprise-wide transformation initiatives, operational improvements, workflow optimization, and strategic change management. This role serves as a catalyst for innovation, helping evolve HR from a primarily transactional function into a scalable, efficient, and strategically aligned business partner. This individual will lead high-impact projects across the full employee lifecycle and all HR disciplines, including HR Operations, Talent Acquisition, HR Business Partnership, Learning & Development, Total Rewards, Engagement, Compliance, Workforce Planning, HRIS, and Organizational Effectiveness. The ideal candidate is both strategic and highly execution-oriented. They must be comfortable building from the ground up, navigating ambiguity, driving accountability, influencing stakeholders at all levels, and rolling up their sleeves to operationalize change. This role will often establish the future-state framework, lead implementation and adoption efforts, and transition sustainable ownership back to functional leaders once stabilized. This role will also help introduce technology-enabled solutions and workflow improvements across HR operations. The ideal candidate does not need to be a technical AI expert but should demonstrate curiosity, adaptability, and a willingness to leverage emerging technologies to improve efficiency, scalability, and the employee experience.

Requirements

Must be able to obtain and maintain the required customer clearance for access to systems, facilities, equipment and property.
Demonstrated experience leading HR transformation initiatives, operational redesign efforts, or large-scale change management projects.
Strong understanding of HR operations, organizational design, employee experience, and workforce processes.
Experience leading cross-functional projects with multiple stakeholders and competing priorities.
Demonstrated ability to build processes, frameworks, and operational structures from the ground up.
Experience managing ambiguity and operating effectively in fast-paced, evolving environments.
Strong communication, facilitation, influence, and executive presentation skills.
Ability to balance strategic leadership with hands-on execution.
Experience with HR systems, workflow optimization, reporting, and process automation.
Bachelor’s degree in Human Resources, Business Administration, Organizational Development, Industrial Psychology, or related field and seven or more (7+) years of progressive HR experience with exposure across multiple HR disciplines.
Experience working within a government contracting environment and understanding the operational, compliance, and workforce complexities that support contract performance and growth preferred.

Nice To Haves

Does not need to be a technical AI expert but should demonstrate curiosity, adaptability, and a willingness to leverage emerging technologies to improve efficiency, scalability, and the employee experience.

Responsibilities

Lead and execute enterprise HR transformation initiatives that improve scalability, efficiency, employee experience, operational consistency, and business alignment.
Identify gaps, inefficiencies, redundancies, and opportunities across HR processes, systems, workflows, and service delivery models.
Design future-state HR processes and operational frameworks that support organizational growth and evolving business needs.
Build project plans, implementation roadmaps, governance structures, success metrics, and operational transition plans.
Drive end-to-end ownership of initiatives from assessment and design through execution, stabilization, adoption, and handoff to operational owners.
Partner closely with HR leadership to prioritize and sequence transformation efforts across the department.
Serve as a thought partner to leaders on organizational effectiveness, process optimization, workforce strategy, and operating model improvements.
Identify opportunities to improve HR workflows, service delivery, and operational efficiency through automation, technology, and emerging capabilities.
Utilize current technology tools and evolving solutions to support process improvement, communication, reporting, documentation, and operational scalability.
Partner with HR leadership, HRIS, IT, and operational stakeholders to explore future workflow enhancements and technology opportunities.
Help build foundational processes, documentation, governance, and operational readiness that support long-term scalability and modernization efforts.
Maintain awareness of emerging HR technology trends and evaluate practical applications that align with business priorities.
Lead organizational change management efforts tied to transformation initiatives, system implementations, restructures, and operational changes.
Develop stakeholder engagement, communication, readiness, training, and adoption strategies.
Assess organizational impact and proactively mitigate resistance and change fatigue.
Facilitate working sessions, process mapping workshops, leadership alignment meetings, and cross-functional collaboration efforts.
Build sustainable operational models that drive long-term adoption and accountability.
Partner with leaders and managers to reinforce change effectiveness and employee engagement throughout transitions.
Collaborate across HR leadership, business leaders, IT, Finance, Legal, Compliance, and Operations teams to drive alignment and execution.
Balance strategic thinking with tactical execution and operational problem-solving.
Manage multiple complex initiatives simultaneously while maintaining strong attention to detail, timelines, and stakeholder expectations.
Establish clear ownership models and ensure smooth transition of responsibilities after implementation.
Create executive-ready materials including presentations, dashboards, project updates, operating models, SOPs, and leadership communications.
Utilize data, metrics, and trends to identify opportunities and measure transformation effectiveness.
Establish governance, controls, documentation standards, and scalable processes across HR operations.
Support HR compliance and operational risk mitigation through standardized practices and improved process discipline.
Leverage HRIS and reporting capabilities to drive informed decision-making and operational insights.