Red Robin Inc., founded in 1969, is a casual dining restaurant chain focused on serving an imaginative selection of high quality Gourmet Burgers in a family-friendly atmosphere. There are few organizations in this industry that have achieved exceeding Wall Street’s expectations with their Q4-2012 results. Red Robin is one of them.
We invite you to explore the opportunity of joining the leadership of this innovative company steeped in traditional values, focused on customer satisfaction and associate empowerment. Red Robin is seeking a Chief People Officer who will lead the company’s human capital management strategy, partnering with business leaders to develop talent and leadership needed to foster innovation and drive sustainable growth. Our client currently has 473 locations across the United States and Canada, including 75% company owned with 5 new concept “Burger Works” sites – 22,000 Team Members and 25% working under franchise agreements – 8,000 associates.
As the Chief People Officer, you will be called to deliver talent practices that are catalysts for driving business results during a time of exponential growth and continued transformation. Heading up the creation and implementation of their new HR Strategy, you will operate with a “solutions mind-set” and think strategically and innovatively to empower accountability and engagement.
The opportunity requires you to be nimble, drive the needed change and consistently pay attention to “best in class”. As part of the Executive Team, you will be a confidant and coach to the CEO and Senior Leadership. It will also provide you the opportunity to take full advantage of your change management and organizational design capabilities.
As CPO, you will define best practices in the talent management strategy at all levels of the organization. You will report to the CEO as a key member of his Executive Team responsible for defining the vision and directing the HR staff of 12 direct reports and a total team of 28 HR professionals, supporting approximately 22,000 team members.
- Define the HR vision, practices, and processes that are catalysts in driving business results. As an active business partner with a strategic, enterprise mindset, ensure well-executed HR functions that advance the company’s goals.
- Advise and constructively challenge the CEO and Executive Team. Provide impactful guidance and feedback. Work collaboratively with peers to ensure seamless integration and execution of HR initiatives.
- Build an engagement, development, and accountability culture. Institute HR best practices that grow individual, team, and organizational capability and effectiveness leveraging the existing pool of talent. Own performance management and the continual upgrading of talent and employee engagement.
- Inspire Confidence in 3rd Party Stakeholders. Demonstrate expertise and effectively communicate to key stakeholders, e.g., Board of Directors, Board Comp Committee, etc.
- Enhance the talent management function to effectively drive transparency and development of innovative high potential leaders.
- Build an HR Team that exceeds the business expectations in assisting them to achieve their desired results.
- Partner with Business Transformation Division to ensure all training has “Best in Class” results and appropriate compliance needed.
- Support and enhance Red Robin’s company values and business initiatives.
- Design and facilitate the talent brand that defines Red Robin as an industry leader in attracting the best talent.
- Align compensation strategy to create a performance driven culture.
- Ensure the leadership and talent drives collaboration and technology that drives innovation and productivity.
- Create a communication strategy that provides clarity of vision and expectations.
- Provide overall leadership to HR shared services.
- Evolve the Organization’s Design to Address Ever Changing Environment. Drive Best in Class Organization Design Strategies and tactics to enable Red Robin to successfully navigate a rapidly changing legal, technological, and macro-economic landscape.
The Individual Must
Bring a Strategic, Disciplined, and Growth Mindset
- Bring strong intellectual horsepower. Be analytical, curious, and intellectually flexible.
- Think critically. Invite and manage complexity. Bring discipline, attention to detail, and rigor to analyses.
- Lead with commercial mindset and growth orientation. Spot human resource issues and opportunities and define the paths to leverage and improve; anticipate and adapt the strategy.
Command Respect of Internal and External Stakeholders
- Demonstrate credibility through deep HR expertise, knowledge, and commercially powerful decisions.
- Execute with precision and completeness. Tenaciously anticipate and address questions.
- Focus on both the short- and long-term to ensure the company’s success and wise use of human capital.
- Persuasively influence diverse audiences. Persist in the face of demanding, skeptical constituents.
Demand Performance and Continuous Improvement
- Hold self and others accountable to metrics of individual, team, and company performance. Ensure rigorous performance management and focus on mission critical business drivers.
- Ensure collaboration and optimization of each function’s capabilities.
- Expect more. Look to external resources, benchmarking, and new ideas.
Lead a People-Driven Company
- Bring top-tier senior team skills: collaboration, enterprise mindset, conflict management, and decision-making.
- Demonstrate emotional maturity, self-awareness, and learning. Build interpersonal trust.
- Engage, motivate, and mobilize team members through authentic passion for the business.
- Bring savvy and diligence to oral and written communication at all levels of the organization.
- Instill a rigorous culture of people development, engagement, and performance; build capacity.
Drive Change: Be Confident, Resilient, and Persistent
- Have the audacity, optimism, and insights to be a catalyst for change and inspires the organization towards a compelling vision.
- Balance urgency and drive with stewardship. Be willing to take calculated risks, keeping in mind the duty to safeguard the business’ assets.
- Bring seasoned confidence while inviting others’ input.
- Ability to partner with the CEO, Executive Leadership and Board to effectively align people practices with the business strategy and support significant change management. Must be able to be persuasive with the Board, winning relationships quickly.
- Solid experience as a CPO/or high level people officer with broad experience, in a publicly held company or major multi-billion dollar company division.
- A talent management philosophy that will drive organizational effectiveness, succession planning, performance management and organizational development that have a high level of accountability and transparency in identifying, developing and retaining high potentials
- Experienced in working with compensation committees and the committee chair, having the ability to strongly influence the process when needed. Partnering with compensation consultants from the company’s and compensation committee’s perspective
- A leader that develops “Best in Class” HR teams and processes.
- Working knowledge of and experience in managing compensation strategies that create a performance driven culture that includes executive compensation, benefits and retirement plans.
- Expertise in providing a talent acquisition function that delivers the right talent with highly efficient and innovative processes.
- Experience working closely and collaboratively with the Legal Department/Compliance and Internal Audit
- 15+ years in Best in Class HR organizations.
- Direct involvement in influencing CEO, Senior Leadership and the Board.
- Leading strategic initiatives that have proven business results, preferably within a multiple division, retail company,
- Bachelor’s degree required, advanced degree in related field preferred.
- A solid understanding of executive compensation, influencing compensation committees and partnering with compensation consultants in publicly traded companies.
- Depth in Talent functions and Organizational Design