Chelsey Lindbloom

• Reporting to CEO • Spearheaded People & Culture strategy for a $100M+ beauty brand, aligning HR initiatives as company scaled and expanded globally in EU, APAC, Canada. • Designed scalable job architecture and compensation frameworks across multiple international markets. • Drove leadership development programs that significantly improved employee engagement and reduced turnover.

• Established modern HR infrastructure during company relaunch, building people programs in a high-growth startup environment, scaling from 40-100 employees across multi-state and multi-modal work setups (hybrid/remote/in-person) • Implemented performance management and succession planning that strengthened leadership pipeline and improved retention of high-potential talent. • Collaborated with CFO and executives to launch compensation strategy tied to growth targets and market benchmarks. • Partnered with department heads to align org design with business scaling, reducing role ambiguity and increasing cross-functional productivity.

• Built HR infrastructure from the ground up across 14 locations spanning LA, OC, and SD. • Developed compensation, bonus, and benefits strategies to attract and retain talent. • Designed and rolled out performance management systems and employee career pathing. • Led training strategy and HRIS implementation to improve employee engagement and compliance. • Oversaw recruitment and collaborated cross-functionally on culture and retention.

• Oversaw the reopening of the Bradbury building location and the grand opening of the Wyman Bar. • Responsible to develop and present financial and sales analysis and conclusions via regular reporting and meetings. • Spearhead cross-functional strategic planning (working with core and cross-functional partners on budgeting, headcount, strategy, and rollout). • Collaborate with our broader Operations, Membership, Sales Teams to develop and deploy operational technological solutions to areas of inefficiency. • Membership Account Management o Audit/Oversee/create new membership contracts, supply membership accounts with accurate information on all member agreements and incidental charges. o Assist with maintenance of membership database to ensure it is up-to-date with current information on all members, including contract agreements, floorplan assignments, access card numbers, etc.

• Advanced through three promotions in under 4 years, reflecting expanded leadership scope across operations and people strategy. • Built and scaled HR and culture frameworks for creative membership-based hospitality group during rapid growth. • Partnered with executive team on DE&I strategy, improving diverse leadership representation. • Designed and launched employee experience initiatives that increased retention and reduced turnover. • Oversaw multi-site, multi-entity operations, blending culture with operational excellence to improve customer and employee satisfaction.

• Supported HR strategy for large-scale real estate and property management portfolio. • Drove employee relations, compliance, and workforce planning for 300 employees across 7 locations. • Implemented HR programs that improved retention and ensured alignment with California and federal labor laws.

• Led operations and people management for one of Marriott’s flagship properties, directly managing a team of 50 employees. • Improved guest satisfaction by 2 points and employee engagement scores by 15% simultaneously through cross-training and workforce development programs. • Reduced turnover through coaching, recognition, and process improvements.

• Partnered with startups and small businesses to design HR strategies that supported growth and compliance. • Developed customized HR manuals, audited wage/hour compliance, and advised on workforce planning. • Helped clients avoid costly penalties and strengthen employee growth pathways, positioning them for scale.

Responsible for recruiting, on-boarding and employee engagement across five sites and 50 employees HR Strategy creation including payroll, benefits, hiring procedures and California compliance. *HR representative for U.S. division *Three new site openings and mass hiring events in 12 months *10% growth in GP in first six months with continued growth month over month *Increase in KPIs following first six months *Budget creation for five new sites *Working to build a strong U.S. team through effective hiring, training and leadership

Responsibilities include: • Oversees 40 associates • Key member of management team responsible for raising Associate Opinion Survey scores • Guided four employees into promotions within company • On-property HR Representative • Reviews performance data to measure productivity and goal achievement • Strives for a culturally diverse work place Co-creator and member of the cultural steering committee for “WOMEN LEADERS OF MARRIOTT”

• Served Courtyard hotels in New York and New Jersey • Responsible for full awareness of brand strategy and position, standards in Human Resources, Finance and Accounting, and Operations • Guided hotels during absence of Operations Manager, Assistant General Manager and/or General Manager through financial practices and owner responsibilities • Provided leadership during renovations • Assisted Courtyard Upper East Side in managing union and associate relations through owner/management transition