[Hiring] Vice President of Human Resources @Chickasaw Nation Industries, Inc.

Role Description

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, this role provides leadership and coordination across Employee Experience, Total Rewards, HR Operations, Workforce Engagement, and Learning. Ensures these functions operate as an integrated HR organization and deliver consistent, scalable, and business-focused support across CNI’s companies and contracts. Serves as a trusted advisor to executives and business leaders. Converts CNI’s people strategy into clear priorities, coordinated execution, and measurable results.

The Vice President partners closely with the Chief People Officer to operationalize transformation priorities and ensures they are effectively adopted and sustained.

Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Organizational Development, or a related field.
• Master’s degree in Human Resources, Business Administration, Organizational Development, or a related field (preferred).
• SPHR, SHRM-SCP, or comparable professional certification (preferred).
• 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 with the 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.
• Experience translating 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.

Requirements

• A minimum of twelve (12) years of progressive Human Resources experience, including leadership responsibility across multiple HR disciplines.
• A minimum of five (5) 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.
• An equivalent combination of education and relevant experience may be considered.

Benefits

• Medical
• Dental
• Vision
• 401(k) Immediate Vesting
• Family Planning/Fertility Assistance
• Short-Term and Long-Term Disability Insurance
• Company Life Insurance
• Legal Aid Assistance Program
• Employee Assistance Program (EAP)
• Paid Time Off (PTO) – (11) Federal Holidays
• Training and Development Opportunities

Key Duties and Responsibilities

• Partners with the Chief People Officer to translate CNI’s people strategy into functional priorities, operating plans, and measurable outcomes.
• Leads the directors responsible for Employee Experience, Total Rewards, HR Operations, and Engagement and Development.
• Ensures the HR functions operate as one coordinated team with clear ownership, effective handoffs, and shared accountability.
• Establishes priorities, service expectations, performance measures, and operating practices for the HR organization.
• Aligns HR programs and resources with business objectives, workforce needs, contract requirements, and organizational risk.
• Serves as a trusted advisor to executives and senior leaders on workforce strategy, organizational effectiveness, talent, and complex employee matters.
• Represents HR in leadership meetings and enterprise initiatives, as appropriate.
• Provides leadership and accountability for HR Business Partnerships, Talent Acquisition, Total Rewards, HR Operations, and Engagement and Development.
• Ensures the HR Business Partner model provides proactive, consistent, and business-focused support across CNI.
• Ensures talent acquisition strategies support business growth, contract requirements, critical talent needs, compliance, and quality of hire.
• Provides oversight of competitive, equitable, compliant, and financially responsible compensation, benefits, and wellness strategies.
• Ensures HR systems, data, processes, policies, and compliance practices provide a scalable and reliable foundation for the organization.
• Ensures engagement, development, recognition, culture, and employee communication strategies support employee connection, leadership effectiveness, and organizational performance.
• Resolves gaps, competing priorities, duplication, and unclear ownership across HR functions.
• Builds operating discipline through clear governance, decision rights, escalation practices, controls, and accountability.
• Monitors HR performance, service delivery, workforce trends, compliance obligations, program effectiveness, and operational risk.
• Uses workforce data and analytics to identify trends, guide decisions, and evaluate the impact of HR strategies.
• Ensures HR policies, practices, systems, and programs comply with applicable laws, government-contracting requirements, contractual obligations, and CNI standards.
• Promotes continuous improvement, automation, standardization, and effective use of Workday and other HR technologies.
• Partners with key stakeholders on workforce matters, compliance, systems, and organizational risk.
• Supports workforce planning, due diligence, and integration activities associated with acquisitions, reorganizations, contract transitions, and business growth.
• Serves as the Chief People Officer’s primary operational partner in implementing HR and enterprise people transformation.
• Translates transformation priorities into operational plans, accountable ownership, resource requirements, and sustainable practices.
• Ensures new structures, systems, policies, and programs are effectively transitioned into the appropriate HR functions.
• Identifies implementation risks, dependencies, capacity concerns, and barriers to adoption.
• Ensures HR leaders and managers are equipped to communicate change, support employees, and reinforce new expectations.
• Monitors adoption and results and recommends adjustments to the Chief People Officer.
• Embeds completed transformation work into ongoing operations, governance, performance measures, and service delivery.
• Leads, coaches, and develops a high-performing HR leadership team.
• Sets clear expectations for business partnership, collaboration, responsiveness, judgment, accountability, and service.
• Builds leadership depth, functional capability, and succession readiness across HR.
• Holds leaders accountable for team performance, talent development, resource allocation, and delivery of results.
• Fosters an HR culture grounded in connection, authenticity, inclusion, curiosity, continuous improvement, and shared accountability.
• Builds a leadership team that can constructively challenge ideas, work through differences, and remain aligned behind decisions.
• Models CNI’s values of Integrity, Respect, Service, Commitment to Success, Empowerment, Teamwork, and Accountability.

Physical Demands

Work is primarily performed in an office environment. Regularly required to sit. Regularly required use hands to finger, handle, or feel, reach with hands and arms to handle objects and operate tools, computer, and/or controls. Required to speak and hear. Occasionally required to stand, walk and stoop, kneel, crouch, or crawl. Must frequently lift and/or move up to 10 pounds and occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, depth perception, and ability to adjust focus. Exposed to general office noise with computers printers and light traffic.

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this job.

EOE including Disability/Vet

The estimated pay range for this role is $150k to $235k, with the final offer contingent on location, skillset, and experience.