Vice President of Human Resources

Chickasaw Nation Industries, Inc.

2d•$150,000 - $235,000

About The Position

The Vice President of Human Resources leads the execution and day-to-day effectiveness of CNI’s Human Resources function. Reporting to the Chief People Officer, the role coordinates Employee Experience, Total Rewards, HR Operations, Workforce Engagement, and Learning so they operate as an integrated HR organization and provide consistent, scalable, business-focused support across CNI’s companies and contracts. The Vice President advises executives and business leaders and translates CNI’s people strategy into priorities, coordinated execution, and measurable results. In partnership with the Chief People Officer, this role operationalizes transformation priorities and ensures their adoption and sustainability. Chickasaw Nation Industries, Inc. is a holding company with subsidiaries serving federal government and commercial enterprises across Business Services, Health, Infrastructure and Engineering, Mission Optimization, Technology, and Transportation. A portion of its profits supports Chickasaw citizens and the Chickasaw Nation’s economic development and long-term viability. This role leads HR directors and provides oversight of HR Business Partnerships, Talent Acquisition, Total Rewards, HR Operations, and Engagement and Development. It establishes operating expectations and measures; aligns HR resources with business objectives, workforce needs, contract requirements, and organizational risk; ensures effective systems, policies, compliance, and service delivery; and leads HR transformation, change adoption, and continuous improvement. The position also develops a high-performing, accountable HR leadership team. Work is primarily performed in an office environment. The role involves regular computer and tool use, sitting, speaking, and hearing, and occasional standing, walking, and other movement. It includes frequent lifting or moving of up to 10 pounds and occasional lifting or moving of up to 25 pounds. The estimated pay range is $150,000 to $235,000, with the final offer dependent on location, skillset, and experience.

Requirements

Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field, and 12 years of progressive Human Resources experience, including leadership responsibility across multiple HR disciplines; an equivalent combination of education and relevant experience may be considered.
At least five years leading HR leaders or a complex, enterprise-level HR function.
Experience advising executive leadership on complex workforce and organizational matters.
Experience leading organizational change and implementing new structures, systems, programs, or operating practices.
Significant experience leading multiple HR functions in a complex organization.
Broad knowledge of HR strategy, employment practices, compliance, talent management, compensation and benefits, HR technology, and organizational development.
Strong business and financial acumen and ability to connect workforce priorities to business performance, contract requirements, and organizational growth.
Demonstrated ability to lead senior HR professionals and build an aligned, accountable leadership team.
Ability to translate strategy into clear priorities, operating plans, measures, and sustainable practices.
Ability to advise executives and influence decisions involving complex workforce, organizational, and employee matters.
Strong judgment, analytical capability, executive communication, and change leadership skills.
Ability to manage competing priorities and lead effectively in a geographically dispersed and rapidly evolving organization.

Nice To Haves

Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
SPHR, SHRM-SCP, or comparable professional certification.
Experience in federal government contracting.
Experience supporting multiple companies, business units, contracts, or geographically dispersed workforces.
Experience with Workday and workforce analytics to support business decisions.
Experience in government contracting, a highly regulated industry, or a multi-entity organization.
Experience supporting mergers, acquisitions, integrations, reorganizations, or contract transitions.

Responsibilities

Partner with the Chief People Officer to translate CNI’s people strategy into functional priorities, operating plans, and measurable outcomes.
Lead the directors responsible for Employee Experience, Total Rewards, HR Operations, and Engagement and Development.
Ensure HR functions work as a coordinated team with clear ownership, effective handoffs, and shared accountability.
Establish priorities, service expectations, performance measures, and operating practices for the HR organization.
Align HR programs and resources with business objectives, workforce needs, contract requirements, and organizational risk.
Advise executives and senior leaders on workforce strategy, organizational effectiveness, talent, and complex employee matters.
Represent HR in leadership meetings and enterprise initiatives as appropriate.
Oversee HR Business Partnerships, Talent Acquisition, Total Rewards, HR Operations, and Engagement and Development.
Ensure HR business partnerships provide proactive, consistent, business-focused support and talent acquisition supports growth, contract requirements, critical talent needs, compliance, and quality of hire.
Oversee competitive, equitable, compliant, and financially responsible compensation, benefits, and wellness strategies.
Ensure HR systems, data, processes, policies, and compliance practices provide a scalable and reliable foundation.
Ensure engagement, development, recognition, culture, and employee communication strategies support connection, leadership effectiveness, and organizational performance.
Resolve gaps, competing priorities, duplication, and unclear ownership across HR functions.
Build operating discipline through governance, decision rights, escalation practices, controls, and accountability.
Monitor HR performance, service delivery, workforce trends, compliance obligations, program effectiveness, and operational risk.
Use workforce data and analytics to identify trends, guide decisions, and evaluate HR strategies.
Ensure HR policies, practices, systems, and programs comply with applicable laws, government-contracting requirements, contractual obligations, and CNI standards.
Promote continuous improvement, automation, standardization, and effective use of Workday and other HR technologies.
Partner with stakeholders on workforce matters, compliance, systems, and organizational risk.
Support workforce planning, due diligence, and integration associated with acquisitions, reorganizations, contract transitions, and business growth.
Serve as the Chief People Officer’s primary operational partner in implementing HR and enterprise people transformation.
Translate transformation priorities into operational plans, accountable ownership, resource requirements, and sustainable practices.
Transition new structures, systems, policies, and programs into the appropriate HR functions and identify implementation risks, dependencies, capacity concerns, and adoption barriers.
Equip HR leaders and managers to communicate change, support employees, and reinforce new expectations; monitor adoption and results and recommend adjustments to the Chief People Officer.
Embed completed transformation work into ongoing operations, governance, performance measures, and service delivery.
Lead, coach, and develop a high-performing HR leadership team; set expectations and build leadership depth, functional capability, and succession readiness.
Hold HR leaders accountable for team performance, talent development, resource allocation, and results.
Foster an HR culture grounded in connection, authenticity, inclusion, curiosity, continuous improvement, and shared accountability.
Model CNI’s values of Integrity, Respect, Service, Commitment to Success, Empowerment, Teamwork, and Accountability.