HR Transformation Manager
Chickasaw Nation IndustriesAbout the role
SUMMARY
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 practical 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.
Chickasaw Nation Industries, Inc. serves as a holding company with multiple subsidiaries engaged in several lines of business (Business Services, Health, Infrastructure and Engineering, Mission Optimization, Technology and Transportation) for the federal government and commercial enterprises. A portion of our profits is used to support Chickasaw citizens. We are proud to support the economic development and long-term viability of the Chickasaw Nation and its people. CNI offers premium benefits eligible on the first day of hire to full time employees; (Medical - Dental – Vision), Company Life Insurance, Short-Term and Long-Term Disability Insurance, 401(K) Immediate Vesting, Professional Development Assistance, Legal Aid Assistance Program, Family Planning / Fertility Assistance, Personal Time Off, and Observance of Federal Holidays.
As a federal contractor, CNI is a drug-free workplace and adheres to the Federal Controlled Substance Act.
ESSENTIAL 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.
KEY DUTIES AND RESPONSIBILITIES
Essential Duties and responsibilities include the following. Other duties may be assigned.
HR Transformation & Strategic Initiatives
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 seque
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