HR Leadership & Workforce Strategy

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Posted:

June 30, 2026

Resume:

CHELSY BRIGGS (PHR, SHRM-CP)

202-***-**** ******.******@*****.*** Washington, DC 20020 linkedin.com/in/chelsy-briggs-phr-shrm-cp Strengthens organizational performance by aligning people strategy, strengthening HR operations, and advancing workforce engagement. Human Resources Leadership Workforce Strategy & Organizational Development Employee Relations & Talent Management Dear Hiring Manager,

As an accomplished human resources leader with 15+ years of experience, I have built and transformed people functions, strengthened workforce programs, and advised executives across government, nonprofit, and consulting environments. Throughout my career, I have led talent acquisition, employee and labor relations, compensation, benefits, policy development, and organizational development initiatives. Additionally, I have combined strategic leadership with hands-on execution to improve employee engagement, workforce readiness, operational consistency, and organizational performance. Here are a few highlights from my career:

● I advance organizational resilience by building scalable HR frameworks: During my time at DLCP, I built the Human Resources (HR) function for the newly established government agency. I created policies, procedures, and systems across talent acquisition, compensation, benefits, payroll, and compliance. I also established workforce practices covering employee and labor relations, performance management, and professional development. In addition, I advised agency leadership on evolving workforce priorities and staffing challenges. By doing this, I strengthened organizational readiness and established a scalable framework that supported sustainable growth.

● I strengthen workforce competitiveness through strategic people practices: At Orr Group, I modernized compensation and benefits by conducting a comprehensive compensation analysis. I established pay bands, clarified position valuation and salary placement, and replaced legacy 401(k) and 403(b) providers with a more competitive retirement partner. I also educated employees on available retirement options and plan features. Through these efforts, I expanded investment opportunities, improved return potential, strengthened employees’ understanding of their benefits, and created a more transparent and competitive total rewards framework.

● I enhance culture and retention through DEI leadership and total rewards alignment: While working at AFTA, I launched a Diversity, Equity, and Inclusion (DEI) committee, employee dialogue sessions, social programming, and affinity groups to create a more inclusive and connected workplace. I also commissioned a compensation analysis, updated pay bands, and revised retirement contributions to better recognize employee longevity and promote fairness. These initiatives deepened workplace belonging, advanced workforce equity, improved employee engagement, aligned culture with total rewards, and supported long-term retention across the organization. With a career defined by building effective people practices, resolving complex workforce challenges, and guiding organizations through growth and change, I am confident in my ability to make meaningful contributions at your organization. I look forward to discussing how my leadership experience aligns with your workforce and organizational priorities. Sincerely,

Chelsy Briggs

Enclosure: Resume

CHELSY BRIGGS (PHR, SHRM-CP)

• DEI Policy & Practice Integration: Advanced inclusion at AFTA by launching a Diversity, Equity, and Inclusion (DEI) committee, dialogue sessions, social programming, and employee affinity groups. Commissioned a compensation analysis, updated pay bands, and revised retirement contributions to better recognize employee longevity and align total rewards with retention goals.

• High-Performance Team Building: Transformed workforce development at DLCP by translating manager input and updated position descriptions into role-specific competency, training, and career-path frameworks. Introduced first-day learning plans and structured 30-, 60-, and 90-day milestones to clarify expectations, strengthen onboarding, and support advancement.

• Compensation & Benefits Governance: Modernized total rewards at Orr Group by conducting a compensation analysis, establishing pay bands, and clarifying position valuation and salary placement. Replaced legacy 401(k) and 403(b) providers with a retirement partner offering broader investment options and improved returns while educating employees on available benefits. Talent Acquisition & Workforce Planning

HR Policy Development & Administration

Payroll Administration & Process Oversight

People Analytics & Executive Reporting

Culture Transformation & Change Leadership

Compensation & Total Rewards Management

Career Growth & Skills Development

Labor Relations & Union Negotiations

Risk Mitigation & Compliance Oversight

PROFESSIONAL EXPERIENCE

DEPARTMENT OF LICENSING & CONSUMER PROTECTION (DLCP) – DC Chief Administrative Officer 02/2024 – Present

Directed enterprise administrative operations across workforce programs, facilities, office services, fleet administration, and employee wellness. Oversaw recruitment, compensation, benefits, payroll, employee relations, and performance management. Led five direct reports, advised agency leadership, and aligned people, workplace, and financial resources with operational priorities.

• Standardized governance for 14 agency vehicles by establishing a formal use policy, maintenance requirements, driver procedures, and reservation documentation. Strengthened accountability and compliance by defining approval criteria.

• Orchestrated a major workplace construction and agency space-separation initiative while maintaining business continuity and employee support. Coordinated building management, facilities teams, IT infrastructure, furniture installation, and Americans with Disabilities Act (ADA) accommodations to deliver functional, accessible, and properly configured workspaces.

• Managed an $1.8M annual budget by reviewing costs, partnering with procurement to improve value, and reallocating funds to higher-priority operational needs. Ensured compliance with approval processes and regulatory and government standards.

• Elevated agency performance by reducing time to fill from 90 to 75 days, achieving 100% performance-plan completion, and establishing transparent promotion criteria. Standardized performance management, labor relations, and compliance programs. Director of Human Resources 10/2022 – 02/2024

Spearheaded the development and launch of the complete Human Resources (HR) department, building the function from the ground up across talent acquisition, employee and labor relations, and workforce development. Established the structure, policies, systems, and scalable operating framework while advising agency leadership on workforce strategy and organizational growth.

• Accelerated organizational build-out by prioritizing and filling 60+ vacancies for the newly established government agency. Reconstructed outdated position descriptions, assessed divisional staffing risks, sequenced critical IT hires, navigated multilayer government approvals, and built an internal HR team within nine months to support scalable workforce planning.

• Resolved labor concerns without adverse arbitration outcomes by building trust with managers and union representatives. Addressed longstanding grievances through collaborative discussions and established transparent employee relations practices.

• Enhanced the employee experience by formalizing career ladders, promotion pathways, position descriptions, and consistent performance management expectations. Launched a wellness and social committee to expand engagement, strengthen workplace culture, and provide clearer opportunities for development, recognition, connection, and long-term contribution. ORR GROUP

Director of Human Resources 07/2021 – 10/2022

Led HR strategy for a 75-person consulting organization, managing recruitment, payroll, benefits, talent administration, performance management, and people analytics. Supported internal employees and consulting clients while establishing data-informed practices.

• Redesigned onboarding into a structured preboarding and 30-, 60-, and 90-day journey, aligning stakeholder notifications, technology orientation, client education, and progressive performance expectations to accelerate employee integration.

• Instituted a companywide 360-degree feedback mechanism that strengthened employee development. Aligned feedback with development planning and used Human Resources Information System (HRIS) data and workforce analytics to guide decisions. AMERICANS FOR THE ARTS (AFTA)

Director of Human Resources 01/2018 – 07/2021

Oversaw HR and office services functions through two direct reports supporting offices in Washington, DC, and New York. Managed payroll, open enrollment, policy development, and vendor partnerships while providing weekly strategic counsel to the CEO and COO.

• Negotiated sustainable employee benefits by collaborating with insurance carriers, brokers, and retirement partners on coverage, pricing, service issues, and 403(b) compliance testing. Protected budget priorities through proactive vendor discussions.

• Maintained compliance with federal and District of Columbia employment requirements through policy administration and documentation. Ensured adherence to Equal Employment Opportunity (EEO), U.S. Citizenship and Immigration Services (USCIS), Consolidated Omnibus Budget Reconciliation Act (COBRA), workers’ compensation, unemployment, and disability regulations.

• Enabled a seamless transition to virtual operations during COVID-19 by proactively developing a telework policy. Established clear remote-work standards, equipping leaders and employees with the necessary structure, confidence, and operational readiness. Human Resources Manager 01/2014 – 01/2018

Managed employee support programs while administering HR processes, workplace resources, and talent systems. Coordinated employee lifecycle activities and improved the structure, accessibility, and consistency of information provided to applicants.

• Reinforced new-hire learning by creating Orientation 2.0, a follow-up session delivered one week after onboarding. Reviewed timekeeping and organizational practices to reduce information overload, improving knowledge retention and confidence.

• Implemented and upgraded the ADP applicant-tracking environment in partnership with iCIMS, replacing inbox-based applications, manual résumé downloads, and routing activities with standardized digital workflows. Human Resources Coordinator 03/2010 – 12/2013

Administered day-to-day HR operations while reporting to the COO, progressively assuming responsibility for payroll, open enrollment, employment verification, Form I-9 processing, and new-hire reporting. Maintained confidential documentation and supported the compliant administration of employee records, compensation changes, benefits information, and personnel transactions.

• Maintained separate employee, benefits, and payroll files and documented workforce changes. Processed personal information, compensation updates, and performance evaluations while supporting payroll administration and employment verification. Earlier Roles: Benefits Coordinator at Folger Shakespeare Library Human Resources Assistant at Paralyzed Veterans of America. PROFESSIONAL DEVELOPMENT

Master of Arts in Human Resource Management, The Catholic University of America Bachelor of Science in Management Information Systems, North Carolina A&T State University Professional in Human Resources (PHR) Certification Society for Human Resource Management – Certified Professional (SHRM-CP) Technical Skills: ADP, Ceridian, Paylocity, PeopleSoft, Greenhouse, Microsoft Office, Google Workspace, Chelsy Briggs Resume Page 02 202-***-**** ******.******@*****.*** linkedin.com/in/chelsy-briggs-phr-shrm-cp

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