Dear HR Executive,

Thanks for your consideration. My professional FORTUNE 200 + general management

multi-unit/state retail operations and HR/recruiting, background follows for you
r review regarding opportunities in the south, southeast or north Texas. I have
been contract recruiting in Starkville, MS (for a high end Dallas, TX search fir
m) having relocated as a result of two catastrophic family health issues that de
manded my personal attention. My circumstances now allow me more flexibility to
pursue much preferred team-oriented initiatives which have been my demonstrated
successful track record.
As my synopsis indicates, my background includes a variety of Retail General Man
agement Operations and Human Capital successes among several leaders in their re
spective hard & soft lines categories and in multi-billion dollar environments.
I am accustomed to a rapid growth pace coupled with superior quality and custome
r service, always in multi-unit/multi-state field or corporate multi-divisional
team building responsibilities. My HR/retail operations background also includes
knowledge of all functional areas including distribution centers/logistics, IT,
Loss Prevention/Safety, Finance, accounting, construction, purchasing and much
more in a variety of Fortune 200 environments. I have also opened/staffed nearly
100 locations in a variety of configurations for industry leaders nationally fr
om Real Estate selection to Grand Openings including start ups, new markets & le
ased departments.
My hands-on Operations results have included an inherent management responsibil
ity for Human Capital, (up to 15 direct reports & over 400 indirectly) award win
ning Sales, Service and P&L team performance, Inventory Control/Logistics, Merch
andising, Marketing, Loss Prevention/Safety, Workforce/Succession Planning, reta
il construction and three field transitional IT rollouts. Additionally, my Human
Resources experience covers executive search and recruiting/staffing in both fi
eld and corporate environments including distribution, light manufacturing & e-c
ommerce. As a part of an aggressive start-up team, (top staffing job in company)
at AutoNation USA, I have also been an effective change management agent for in
tegrating comprehensive HR compensation/benefit programs and compliance policies
/HR among acquired organizations. I was also a member of the PeopleSoft conversi
on team, (from ADP) for this one billion-dollar plus organization.
My Corporate Recruiting/HR history has involved Associate Relations, Compensati
on,
Organizational/Team Development & Effectiveness, Recognition & Rewards, Performa
nce Management, Policy/Procedure development, Federal/Legal Compliance, Targeted
Diversity, Communications & Union avoidance requiring superior client relations
hips at all levels in all functional departments among highly diversified levels
/workforces.
I am interested in contributing to an aggressive, culture driven team with a cle
ar vision and mission. I am confident that my high level references will enthusi
astically validate my successes as a result of my strategic business management
acumen.
Should you determine a potential fit, I would be most interested in discussing h
ow I may potentially contribute to your continuing organizational success.
Thanks for your valued time and consideration!
Sincerely,
Chris H. Hendrick
chrisxx@earthlink.net
662-324-9289
http://www.linkedin.com/pub/chris-hendrick/6/740/900
 CHRIS H. HENDRICK
(662-324-9289)
chrisxx@earthlink.net
http://www.linkedin.com/pub/chris-hendrick/
6/740/900
SKILL
S PROFILE
High performance Fortune 200 retail recruiting & general management multi-unit/s
tate stores operations achiever. Acute ability to identify, attract and retain h
igh caliber performers. Efficacious in all aspects and levels of recruitment & s
election: MBA/college, non-exempt, exempt, professional, technical, healthcare,
logistics, e-business/new media and executive search/professional services. Brea
kthrough long-term organizational development & team building skills via full cy
cle Human Capital on/off-line selection, recruitment and retention.
PROVEN PERFORMANCE RESULTS
EXECUTIVE SEARCH PROFESSIONAL, Dallas, TX 2003 – Pres.
Special project Human Capital search assignments including field market turnarou
nds & high level retained executive search in a variety of field & corporate hig
h volume business arenas. Savvy targeted research skills including utilization o
f Broadlook Technologies software.
BROTHERS TWO RETAIL INVESTMENTS, INC., Tampa, FL 2000 – 2003
A Private firm strategically positioned for secondary business initiative/develo
pment via 4400 Mail Boxes Etc. stores, now a franchised division of United Parce
l Service, (Fortune 100).
Director of Retailing
Maintained full responsibilities for field operations, business development, pro
curement, sales, marketing, merchandising, inventory, logistics, HR, recruitment
& training.
FIERA.com, INC., Miami Beach, FL 1999 – 2000
Pre-IPO start-up, Internet e-commerce site w/focus on Latin & Hispanic North Ame
ricas.
Director of Recruiting & Human Resources
As a business partner to the strategic planning process reporting to the EVP & C
FO, responsibilities included selection & recruitment for start-up international
organizational development. Fully responsible for all functional Human Res
ources Areas as sole HR representation in company, including immigration and H-1
B authorization.
 Developed, executed & maintained organizational job descriptions, Associate Hand
book, Policy & Procedure creation and implementation.
 Conceived successful Associate Referral/Bounty program for rapid attraction of s
tart-up HR capital. Also devised various Human Resources & recruitment metrics/r
eports.
 Created & administered wage/salary parameters/grade level system while experienc
ing a dynamic growth rate averaging one + new hire daily. Also maintained Human
Resources records, federal/state compliance and all external employment inquirie
s.
Chris_Hendrick_cont.{page_2}___________________________________________________
 Managed vendor relationships, recruitment advertising agency account, full-cycle
recruitment & selection process, pre-employment testing, benefits administratio
n, Associate relations, on boarding, Associate orientation and counseling/termin
ations.
 Logistics management of physical offices relocation/consolidation, (3 locations)
including furniture selection, (Hayworth) corporate communications, technical,
Customer Service call center, (50+ seats) office construction project, city fina
ncial incentives & parking fee negotiations, $60k internal/building security sys
tem design & procurement, worldwide web/multi-casting to/from affiliate location
s & design of corporate kitchen facilities.
AUTONATION INC,Ft.Lauderdale,F(Fortune100)1997 – 1999
$20bn subsidiary of Republic Industries, Inc. & largest US new/used auto retaile
r.
Senior Manager, Staffing (top staffing exec in company)
Reported to the VP of HR. Delivered life-cycle recruitment and placement for par
ent & divisional headquarters, national Mega-Big Box stores (400+ in 19 states)
and technical
Reconditioning Centers. Member of Mergers & Acquisitions integration/change tas
k force.
 Supervised pre-employment testing, hiring process and orientation, executive rel
ocation & corporate interim living, tuition reimbursement and career fairs/colle
ge relations.
 Orchestrated corporate recruitment advertising, relationship with national agenc
y account ad copy development/approval, applicant resume tracking and response.
 Maintained search firm relationships and active on-premise temporary agency.
 Directed the activities of 4 HR professionals in a corporate population of 600 +
associates & 63,000 + total population.
LENSCRAFTERS, Dallas Texas (Fortune 200) 1987 – 1997
A $1 bn dollar retail eyewear subsidiary of the Luxottica Group, S.p.A.
Director of West Group Recruiting
Executed selection, recruitment & retention of field management staff, optometry
proprietors and succession/workforce planning for 350 locations in 22 states &
five time zones.
1994 – 1997
 Created this new position supporting field operations for ½ of the USA. Trained/ de
veloped Regional Directors & General Managers on recruitment strategies, tactics
& specific recruitment selection methodology on candidate/organizational standa
rds.
 Developed and authored company's Recruitment Vision Statement designed and imple
mented company’s initial recruitment/press kit with ZERO allocated budget.
 Delivered a 12% Associate turnover rate versus corporate 42% through effective s
election and recruiting initiatives and specific standards.
 Managed group college recruiting, internship programs and technical manufacturin
g recruitment.
 Produced, hosted, authored and occasionally emceed annual black tie Group recogn
ition/rewards performance awards presentations,†Best of the Best†.
CHRIS HENDRICK cont. {page 3}
LENSCRAFTERS (continued)
Regional Director, Sales/Operations 1987 – 1994
Full P & L and organizational effectiveness results-based ownership for 13 store
s, $28 + million annual volume, 15 direct reports and 400 + Associates in the so
uth central United States.
 Opened 13 stores of varying sizes and configurations at least 5% below budget es
tablishing a company budget savings record. Administered all hiring, training, c
ounseling & terminations at all levels among store populations averaging 30 + ma
nagement, optometry professionals and technical Associates per unit.
 Won team Performance Award for “Best Profit Performance†in volume class (deliver
profit margin versus corporate average below 20%).
 Established “Best Practices†training and development program throughout Region,
ng category experts to develop key store Associate’s strengths.
 Created and executed pilot field orientation program for on-boarding new hires c
onsisting of classroom sessions and mentored time with General Managers and othe
r superior category performance experts.
 Assisted start up of Doctors of Optometry and retail stores in establishing offi
ce/business procedures, point of sale & direct mail marketing plans, patient fol
low up marketing, office aesthetics, product merchandising, HR counseling, hirin
g/firing and strategic relationship building among General Managers and fellow D
octors.
 Led Southern Group, (10 Regions-50% of company) consistently in number of “Presiden
ins†received averaging 40+ per quarter. The coveted President’s Pin is awarded to an As
sociate who receives an unsolicited “Thank You†letter for customer/patient recognition
for the quality of service during their store experience.
MAY DEPT. STORES CO., Los Angeles, California (Fortune 200) 1986 – 1987
Manager, Stores Recruiting & Placement (34 Dept. Stores/$1bn)
THE TALON GROUP INC., Dallas, Texas 1984 – 1986
Account Executive (Retained Executive Search)
GAP, INC., California and FL (Fortune 200)1978 – 1984
Corporate Loss Prevention & Safety Manager, CA (550 stores)
Assistant Corporate Recruiting Manager, CA
District Sales/Operations Manager, FL & PR (in- line & big box stores
)
LIMITED BRANDS, INC., Orlando,FL(Fortune 200)1977-1978
District Sales/Operations Manager (Women’s Sportswear)
CHESS KING STORES, INC., Pensacola, FL 1970 – 1977
District Sales/Operations Manager (Young Men’s apparel boutique)
EDUCATION / TRAINING
Pensacola
Jr. College
"The Leadership Challenge", Cincinnati, Ohio
Certified Trainer, Mohr Development Group
Certified Loss Prevention Interviewer, Reid Systems
Member Society for Human Resources Management
Member Gerson Lehrman Retail Advisor’s Council, NY, NY