In the dynamic realm of business, where the key to prosperity lies in adept people management, Cheryl Green emerges as an exceptional catalyst of transformation at SSCP Management Inc. Armed with a wealth of experience spanning more than twenty years, Cheryl has become an invaluable presence in reshaping and implementing innovative HR strategies, forever altering the approach of organizations toward their most prized resource—their human capital.

From the corridors of SSCP’s Support Center to its bustling restaurants, Cheryl’s steadfast dedication to empowering individuals has been the driving force behind her remarkable achievements. SSCP Management (sscpmanagement.com) is a multi-award-winning restaurant and real estate company that is family and minority owned and operated. They began operating in 1995 as a Burger King franchise and went on to acquire a significant portion of Applebee’s markets. They have grown immensely since then, and now actively manage a robust portfolio, from fast food to fine dining concepts.  Today, SSCP and/or its affiliates currently own/operate 80 Applebee’s, 43 Sonic Drive-Ins, are the parent company of Roy’s, a fine dining establishment, the Franchise owner of 300 Cicis Pizza, and recently acquired the entire Corner Bakery brand. SSCP is also heavily invested in the real estate market, owning a variety of retail malls, & apartment complexes.

Born out of an innate passion for human connection, Cheryl’s boundless energy and unwavering purpose have propelled her forward. It was her mother, a pillar of strength, who instilled in her the values of resilience and compassion. Witnessing her mother single-handedly raise seven children while caring for her own elderly mother, Cheryl was inspired to make a profound impact on the lives of others.

While Cheryl’s transformative journey began 24 years ago at SSCP, she has also made significant contributions in similar roles at esteemed organizations like the Dallas Department of Health and Human Services. Her professional endeavors seamlessly intertwine with her personal responsibilities as a mother, grandmother, wife, mentor, and church leader. The parallel between these roles is unmistakable, Cheryl’s inherent desire to support and uplift those around her has shaped her career and earned her a well-deserved reputation as a beacon of compassion and leadership.

Commitment to Employee Empowerment

As an organization, SSCP’s primary goal and objective is to maintain success while enabling its employees to reach their full professional potential. The core values of integrity, trust, and transparency serve as foundational pillars, and as leaders, SSCP expects nothing less than being exemplary in upholding these values. When employees across all levels of the company truly believe in the mission and vision, it helps to eliminate obstacles and harness the collective power of the team. SSCP strongly advocates for internal promotions, and they have been fortunate to have numerous team members who have been with the company for decades, showcasing their commitment and dedication.

At SSCP, the open-door policy is of utmost importance, emphasizing that every individual’s voice deserves to be heard. This policy extends to all employees, from full-time salaried workers to part-time hourly employees, and they are not only encouraged but also empowered to reach out to their direct and executive leadership team. This approach ensures that staff members know they have readily available resources within the Support Center.

Equity and inclusion are highly valued at SSCP. The organization recognizes the strength of diversity and actively promotes an environment where teams consist of individuals from various backgrounds and cultures. SSCP firmly believes that this diversity directly contributes to the company’s success.

SSCP places significant emphasis on role clarity and development. All employees have access to engaging materials, tools, and assessments that support their growth and professional advancement. With guiding principles and clear expectations, the organization ensures that team members are well-informed and educated on what needs to be done and how to do it effectively.

Adapting to Change

As the Chief People Officer at SSCP Management, Cheryl acknowledges that one of the biggest challenges faced by their HR team, as well as many other businesses, is retention. The COVID-19 pandemic has significantly impacted the employee-employer relationship, requiring leaders to adapt to the increased need for work-life balance among their talent pool. Fortunately, Cheryl and her team have been able to respond quickly to this shift and have implemented multiple internal initiatives to improve retention, boost morale, and prioritize mental wellness.

One notable initiative implemented by SSCP is a platform that offers a wide range of milestone gifts. When this program was introduced, the organization received profound messages and feedback from employees. By allowing individuals to choose from a diverse selection of options, they felt a sense of connection to their rewards. This, in turn, made them feel individually recognized and appreciated for their hard work. Alongside receiving their paycheck, feeling seen and heard is something all employees hope for, and SSCP strives to fulfill this desire.

Prioritizing people doesn’t come without its challenges, Cheryl states one of her personal challenges was navigating how and when to respond to various situations and circumstances that arise on a daily basis. Given her frequent interactions with people, there are instances that tug at her heartstrings. To navigate these situations effectively, she has learned the importance of dealing with facts first. Active listening plays a crucial role in her approach. Over the course of her career, Cheryl has honed her ability not only to hear what people say but also to be attuned to what is left unspoken, recognizing the significance of nonverbal cues and underlying emotions.

Balancing Efficiency and the Human Touch

Cheryl appreciates the remarkable capabilities of technology and recognizes it as an invaluable tool. Talent acquisition algorithms, for example, streamline the hiring process by identifying qualified candidates, saving valuable time. Mobile onboarding platforms also offer advantages by efficiently collecting and storing necessary compliance, tax, and demographic information, eliminating the need for cumbersome paper filing systems.

However, Cheryl acknowledges that there is a potential downside to relying too heavily on technology. While it brings efficiency, it can also remove the personal touch from essential processes, making them feel impersonal and detached. She believes it is crucial to strike a balance and ensure that the “human” element of HR is not lost amidst the convenience of technology.

Cheryl and her team make it a point to stay informed about new and improved platforms and technologies. SSCP remains committed to maintaining the human touch in their HR function. They understand the importance personal connections and interactions have in building a strong relationship with employees and fostering a positive work environment.

Unveiling the Essence

When Cheryl meets with candidates, two essential qualities she looks for are passion and coachability. Passion is prioritized because it is an intrinsic desire that cannot be taught or trained. It is a natural drive that comes from within. Cheryl seeks individuals who genuinely get excited about their work every day and are committed to the same goals. Their motivation is authentic and unmatched compared to those whose enthusiasm is forced or manufactured.

The second crucial quality is coachability because no one can know everything all the time. Cheryl values individuals who can humbly acknowledge their mistakes, are eager to learn and improve, and are open to feedback and guidance. People with these qualities are incredibly valuable to the organization.

These qualities, however, are not easily visible on a resume or measurable through assessments. It requires taking the time to engage with applicants and delve deeper into their mindset. Cheryl has found that asking meaningful questions, actively listening, and allowing candidates to lead the conversation can provide valuable insights into their passion and coachability. This approach provides a more comprehensive understanding of a potential employee than any algorithm or automated assessment can offer.

The Dynamic Role of an HR Leader

Cheryl encourages anyone entering the field to embrace flexibility and adaptability. The HR environment is constantly evolving, with changes in labor laws and federal compliance necessitating a departure from the “status quo.” Furthermore, the HR function is intricately connected to every department within an organization, meaning that daily tasks and priorities can be influenced by real-time situations. Active engagement in day-to-day operations is essential to providing the right support in such a dynamic environment. While a regular day may not exist, Cheryl finds excitement in the unpredictability of her role.

Compassion and empathy are key qualities for a successful HR leader. Understanding unique perspectives and putting oneself in another person’s shoes can significantly impact how HR professionals navigate the myriad of situations they encounter daily. Continuous learning is also vital to stay current with the times and ensure effective practices.

Cheryl advises those starting out in the field to seek balance. The emotional aspects of the job, particularly during crises or layoffs, can be burdensome. Some days will be more challenging than others, but there will also be numerous days where the positive impact and the knowledge that you have made a difference in the lives of others will make it all worthwhile. It is in those moments that the challenging days become truly meaningful.

Measuring Success

The effectiveness of the company’s HR programs and initiatives are measured through various methods and metrics. Cheryl and her team prioritize being present and visible in the field, regularly visiting hundreds of restaurants each quarter. During these visits, they engage with leadership and team members, actively seeking their thoughts and feedback on their experiences. This direct interaction provides valuable insights into the effectiveness of HR programs.

Cheryl and her team also conduct research on what other organizations are doing. Evaluating and vetting programs that align with the company’s values requires taking into consideration factors such as employee engagement, morale, benefit enrollment and retention rates. Positive changes in these metrics serve as a testament to the success of HR initiatives.

From a reporting standpoint, new trends of poor guest feedback, employee-related incidents, or high turnover rates serve as key metrics that highlight the need to focus on specific restaurants or regions. These indicators signal areas that require attention and improvement.

Specific examples, such as the success of the daily pay program for hourly employees, further demonstrate the impact of HR initiatives on employee satisfaction and retention. By analyzing these metrics and observing positive outcomes, Cheryl and her team can identify areas of success and areas that require further improvement. This iterative process allows them to continuously enhance SSCP’s programs to better meet the needs of their employees and the organization as a whole.

Building a Bright Future

The collective vision for SSCP’s future is to position the company as the foremost restaurant and real estate organization in the communities it serves. With CEO Sunil Dharod and President Chris Dharod, a second-generation operator of SSCP, at the helm, the company is committed to creating limitless career opportunities for its employees, fostering their personal and professional growth.

While the long-term aspiration is for SSCP to become a globally recognized brand, the current focus is on expansion and delivering exceptional service to guests and employees on a national scale. This strategic approach aligns with the company’s mission to establish a strong presence and make a positive impact.

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