Chris Parrett, PHR, SHRM-CP

• Responsible for the establishment of all civilian HR programs, to include recruitment, classification, workforce performance and recognition
• Budget: Responsible for execution of $750M civilian pay budget across 2 appropriations and 7 personnel systems; FY23 only military department to execute to 100%; FY24 only military department to not receive a congressional mark to civ pay
• Data Integrity: Successful integration of budget, manpower and personnel data to improve accuracy of reporting from 63% to 98%; efforts resulted in support of a $200 million+ repricing to increase the civilian pay budget for FY25
• Reduce Hiring Timelines: Established USSF’s first civilian personnel processing center
• Launched a 4-phase approach to reduce hiring to a 25-day end-to-end average; hit target 1 within 1st 90 days; reducing average from 89.9 days to 50
• Transition: Increased use of Alternative Personnel Systems from 16% to 81% for quicker hiring and meaningful recognition; including Labor Union participation
• Quality of Life: Established the Guardian Family Career Program; one-of-a-kind program to provide long-term career options for spouse and family members
• Legislation: Successfully added USSF to 10 U.S.C
• 9371 for AD enhanced pay authority to hire faculty (FY23); drafting USSF personnel management system (FY25)
• Service Delivery: Spearheading the design of a Space Force-centric Civilian Personnel Management framework to deliver a world-class HR experience
• Key contributor to the Guardian Ideal, the service’s first human capital strategy
• Connection: mentor/senior mentor to 14; Co-Chair of USSF Civilian Force Development Panel (CFDP); Advisor Dept of Air Force CFDP; USSF rep Force Support Development Team; chair of USSF’s Academic Review Panel; selection panel for ROTC Scholarship winners, cadets and served on 23 civilian hiring panels in FY23.

• Explore and develop innovative HR management solutions that are impactful, agile, customer-focused and operationally efficient
• Legislative Reform: Team that developed a HR framework to support major hiring and classification/compensation legislation to streamline more than 60 pay plans and 40 special hiring authorities with a simplified and agile structure
• Hiring Improvement: Supported the development of a DoD-wide standardized Time-to-Hire (TTH) model
• Expanding to full HR Life cycle (Time-to-Fill)
• Chair of Security, Suitability, Staffing Working Group - lead the cross-functional team to re-engineer a solution to improve the information sharing and communication for security and suitability with regards to hiring
• Modernizing HR IT: Supported efforts to bring the Defense Civilian Human Resources Management System (DCHRMS) online for over 900,000 individuals
• Led the review of over 97,000 position titles from across the 6 databases; identified over 450 occupational titling errors
• Developed a proposal for enterprise-wide position titling and standardization.

• Provided seamless cradle-to-grave personnel support to all Presidential Appointees confirmed by Senate, Non-Career SES, Schedule C, Senior Executive Service (SES), Defense Intelligence Senior Executive Service (DISES), Defense Intelligence Senior Level (DISL), Senior Level (SL), Scientific and Professional (ST), Highly Qualified Expert (HQE), Federal Advisory Committees, Consultants and any enhanced pay authorities
• First 60 days: deep-dive review of all programs
• Stripping down programs to their source legal authorities and rebuilding efficient, user-friendly policy, processes, and procedures Developed an agile on-boarding process for short notice, high profile political appointments – down from 2 weeks to 1 day.

• Developed and fostered a positive, proactive strategic communication approach for assigned organizations – becoming their go to person, supporting recruitment, classification, payroll, performance management, conflict resolution, benefits, and training; issues ranged from routine to troubleshooting unusual/complex problems
• Internal promotion to Chief, Senior Leader Services.

• Responsible for Navy-wide policies and processes, audits, regulatory compliance and responses to Congressional inquiries related to Suitability, Non-Traditional/Alternative Personnel Systems (DCIPS, Acquisition Demo, Science & Technology Reinvention Laboratories (STRL), Administratively Determined, Civilian Mariners); Special Retirement Coverage (Air Traffic Controllers, Fire Fighters, Law Enforcement Officers); and Veterans programs.

Senior HR Analyst (GS-0343-12), w/collateral duty as EEO Counselor HQ US Army Europe, G4

Lead HR & Manpower Analyst (GS-0343-12) HQ US Army Europe, G3

Director of Staff (YA-0341-02) HQ US Army Europe, G3 – International Ops

HR Assistant (YB-0203-02) Civilian Personnel Advisory Center, HD Germany
Private Sector – 10 years of experience, mid-management, 24-hour operations; audit and compliance; business acquisition transition lead; recruiter; incentive compensation