Human Resources Training
Resume:
Roger A. Rendin
Chattanooga, TN 37421
423-***-**** home
423-***-**** mobile
*******@*******.***
****-*******: Human Resources Consultant
. Provide human resources guidance and assistance to clients in restaurant,
retail and financial industries.
1999-2007: The Krystal Company, Vice President of People Development and
Training
. Responsible for all employee relations, training, HR systems, corporate
communications, compensation and benefits functions. Also supervise
operational standards department of this 400 unit and 7,000-employee
restaurant organization.
. Following recent LBO have been a change agent in improving quality HR
programs and company personnel. Have recruited superior upper management
placing new officers and directors in every major department.
. Reorganized HR and Training functions resulting in 20% decrease in G & A.
Outsourced over half of employee relations, communications and meeting
planning departments. Revamped compensation, benefits and relocation
programs resulting in further cost containment of these areas.
Implemented new incentive and 401k programs that reward all levels of the
organization from senior officers to hourly employees, resulting in higher
retention rates of all employees.
Act as legislative representative with the National Council of Chain
Restaurants for the development of legal/political strategies and lobbying
efforts.
1991-1999: Pep Boys, Vice President of Human Resources
Supervised entire human resources and management development functions
(staff of 50) for one of the nation's largest aftermarket automotive
retailers ($2.5 billion sales, 30,000 employees, 645 locations in 37 states
and Puerto Rico, NYSE listing).
Set strategic direction for redefinition of employee contribution to
corporate success. Tactics implemented included introduction of new
compensation systems to field and headquarters personnel, upgrading of
training staff to deliver managerial programs, the creation of an
organizational assessment program that includes succession planning and
rapid development scenarios.
Through an assortment of communication driven programs have maintained 99%
union free environment at all store and distribution center locations.
Have defeated thirteen organization attempts.
Implemented a flexible benefits program aimed at providing quality
healthcare at an expense that was half the medical inflation rate.
Supervised a number of compensation and benefits plans at costs 20% below
the national average.
1976-1991: Burger King Corporation
1987-1991: Human Resources Director-Restaurant Operations
Directed staff of 50, establishing worldwide department budget and annual
objectives for recruitment, turnover, tax credits, AAP/EEO, employee
relations and benefits.
Executed numerous senior level roles during critical acquisition period by
Grand Metropolitan and subsequent restructuring of the entire company.
Reduced headcount, increased span of control and improved service levels of
human resources and operations resulting in $10 million annual savings.
Provided generalist support for 30,000 employees in all areas of human
resources. Additionally, provided consultative services to 2000 franchise
locations in the areas of recruitment, OD, labor and government relations.
Recruited top management positions including International VP Finance,
Regional VP Operations and VP Marketing.
1976-1987: Various Human Resources assignments of increasing responsibility
Education: MA: Temple University, Psychology Major
BA: Rutgers University, Psychology Major
Military: Army National Guard
Rank: Captain
Served in capacities of Executive,
Training, and Recruitment Officer
Professional
Affiliations: National Council of Chain Restaurants (Board
Member)
Tennessee Hospitality Education Council (Board Member)
International Mass Retailers Association (Corporate
Representative)
National Restaurant Association (Corporate
Representative)
Society for Human Resources Management
Featured in Human Resources Executive
Magazine
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