Jen McGonigle

Greater Philadelphia Contact Info
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PJW Restaurant Group

About

I am a Human Resource Strategist skilled in the observation and evaluation of workforce…

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Experience & Education

  • PJW Restaurant Group

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Licenses & Certifications

Volunteer Experience

  • National Restaurant Association Graphic

    Chairperson - HR, Safety & Risk Executive Study Group

    National Restaurant Association

    - Present 6 years 6 months

    Education

    Through the NRA, our team develops and implements operational resources and tools for restaurant leaders in the fields of Human Resources, Safety and Risk Management. Our focus is on the development of an annual, 3 day conference providing excellent learning and networking opportunities for peers in our industry, educational webinars and many other opportunities to share and learn within our restaurant network.

Courses

  • Aramark Leadership Series: Advanced Leadership Dev. Program (Team Coach)

    -

  • Aramark Leadership Series: Level 5 Leadership

    -

  • Aramark Leadership Series: Strategic Leadership Institute

    -

Projects

  • System-wide Practice Deployment

    -

    I had the opportunity to support a global transformation of Aramark’s Food Management Team. Standardized processes were developed to reduce operating costs while improving productivity, food quality and safety. My team then designed the training to deploy these processes and disseminate key data points to more than 1800 operations leadership across North America. Training included instructor led, e-learning, learning aids and an operating playbook to equip front-line teams with new process…

    I had the opportunity to support a global transformation of Aramark’s Food Management Team. Standardized processes were developed to reduce operating costs while improving productivity, food quality and safety. My team then designed the training to deploy these processes and disseminate key data points to more than 1800 operations leadership across North America. Training included instructor led, e-learning, learning aids and an operating playbook to equip front-line teams with new process knowledge. Ops leaders then trained their own front-line mgmt. and associates. Over 130,000 employees were trained throughout the 16-month deployment process.

  • Accelerated Development Program

    -

    Recognizing a disproportion number of external hires into district and regional leadership positions, my team worked to reverse the trend. Under my direction, we created an Accelerated Development program to promote internal candidates. In under 5 years, we realized a complete transformation – 70% of new hires were now being sources internally.

  • Interactive Career Pathing Tool

    -

    I worked closely with field operations and the HR business partner project team to develop position profiles for each role within the Higher Education’s Dining, Facilities and Conference Center business units. Once these profiles were in place, I developed an interactive Career pathing tool for all exempt positions, allowing managers in operations and functional roles to autonomously identify career path options and development milestones required to get there.

  • Regional Turnaround

    -

    When promoted to the HR Director role with Toys R Us, I inherited an operational team with historically high turnover amongst the management team. I immediately partnered with corporate and regional leadership to mitigate and stabilize the area, replacing several key leadership roles and focusing on the execution of talent management practices (recruitment, on-boarding, competency development and succession planning). In just three years’ time, we achieved a complete turnaround and our region…

    When promoted to the HR Director role with Toys R Us, I inherited an operational team with historically high turnover amongst the management team. I immediately partnered with corporate and regional leadership to mitigate and stabilize the area, replacing several key leadership roles and focusing on the execution of talent management practices (recruitment, on-boarding, competency development and succession planning). In just three years’ time, we achieved a complete turnaround and our region was of the top performers in the company.

Honors & Awards

  • People Award

    Aramark Corporation

    Recognized by Higher Education division for talent management excellence in development of future regional leaders.

  • One Best Team Award

    Aramark Corporation

    Recognized by Regional VP for excellence in development and retention of Higher Education employees in NE Region.

Organizations

  • Philadelphia Society of People and Strategy

    Member

    - Present

  • Penn State Alumni Association, Southern NJ Chapter

    Member

    - Present

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