Presented by Symba, #OpenUpTheWorkforce interviews feature executives advancing inclusion, diversity, and equity for the future of work. In these short audio-only episodes, host Ahva Sadeghi speaks with top leaders about what it takes to develop and implement inclusive processes.
In this episode of #OpenUpTheWorkforce, we're joined by David Hawthorne, Chief People Officer for Anchor Point Management Group, LLC. With a portfolio that extends beyond the iconic Taco Bell to include names like Buffalo Wild Wings and European Wax Center, Anchor Point exemplifies diversity in branding and opportunity. Having joined Anchor Point early in his career, David has risen through the ranks, embodying the potential for growth and leadership within the multifaceted world of hospitality and services. In the last two decades, David's expertise has propelled him from HR Manager to Chief People Officer. David's career path isn't a linear climb, but a fascinating journey rich with diverse experiences.
Our discussion with David delved into the complexities of fostering a unified culture within Anchor Point's diverse landscape. He shed light on the crucial role general managers play in shaping the atmosphere at individual locations, and the challenges of integrating macro and microcultures after acquisitions.
Through his insights, David offered valuable lessons in building organizational synergy. However, the true differentiator for Anchor Point lies in its focus on the finer details. As David highlights, the shift from "employees" to "team members" or "associates" reflects Anchor Point's commitment to building a strong sense of community and belonging within its workforce. Let's explore David's approach to leadership at Anchor Point. Here, success goes beyond the menu – it's about serving with passion, purpose, and a unique perspective that David brings to the table. Listen here:
How to Open Up the Workforce
David knows that attracting and retaining talent in the restaurant industry requires a multi-pronged approach. First, he believes in transparency. Setting clear expectations for potential employees, especially when it comes to the physical demands of hospitality work, is crucial. By openly discussing both the rewards and challenges of the job, applicants can make informed decisions about whether the role aligns with their goals.
Second, David tackles the industry's image problem. He actively dispels myths surrounding restaurant work. He highlights the significant leadership opportunities available, like managing multi-million dollar businesses and leading diverse teams. Showcasing the potential for career growth and success can attract talent who might not have considered the restaurant industry as a viable long-term option.
Finally, David emphasizes clear communication about internal growth opportunities. He showcases success stories of individuals who climbed the ladder from entry-level roles to high-level positions, sometimes without a college degree.These stories demonstrate the potential for upward mobility and financial security within the restaurant industry, attracting a wider talent pool with diverse backgrounds.
About David Hawthorne
David Hawthorne is the Chief People Officer for Anchor Point Management Group, LLC, franchisees of Taco Bell, Buffalo Wild Wings, 7 Brew, European Wax Center, and many other brands. David has spent over twenty exciting years with Anchor Point, growing from HR Manager to his current role, which he has held since 2014. As Chief People Officer, David leads human resources, benefits, payroll, and risk management for this restaurant and health/beauty services company exceeding $900MM in revenue and employing more than 12,000 team members across the United States. Prior to Anchor Point, David has more than ten years of HR experience in the restaurant, technology, and insurance industries.
In addition to his work in human resources, David is also an avid reader, baseball fan, whiskey aficionado, and motorcyclist (but not all at the same time). He is proud to be the only (as far as he knows) HR executive with an office full of baseball, Harley, whiskey, and martial arts memorabilia, so a visit to his office is much less like a visit to the “principal’s office” that most folks envision when they go to HR.
