Interestingly, HR wasn’t on the Boston native’s radar until after college. Having studied mathematics at Southern Illinois University for his undergrad, and then actuarial science and statistics at DePaul University for his master’s, Bever’s first job was in the retirement outsourcing division of Hewitt Associates (now part of Aon).
After a couple of years, he accepted a position in Hewitt’s executive compensation consulting group. The role requires a strong understanding of business drivers and involves a fair amount of analytical and technical work, which Bever thought would play to his strengths. That experience would later make him the ideal candidate for Dine Brands Global’s head of compensation and benefits.
“I was leading global compensation at AECOM Technology at the time and was intrigued by the opportunity to expand my work experience,” Bever says. “Working for a company with two iconic brands such as IHOP and Applebee’s was also appealing. I’ve had a tremendous amount of career opportunities here and joining Dine has been one of the best career decisions I ever made.”
Despite the challenges that every chief people officer has endured throughout the COVID-19 pandemic, Bever remains steadfast. He’s quick to credit his colleagues for adapting over the past two years and is especially proud that Dine Brands’ recruitment and retention efforts have been strong. The talent acquisition team has been able to fill key roles throughout the organization, such as in IT and the C-suite. Those executives have come from within the restaurant industry, as well as from top brands in other industries.
In 2020, Dine Brands initiated its Talent Acquisition Inclusion Strategy (TAIS) to expand its search for the best applicants. TAIS requires diverse applicant interview panels and candidate
slates composed of people representing different genders, races and ethnicities; expands relationships with organizations devoted to women and to Black, Indigenous, and People of Color (BIPOC); creates and expands relationships with HBCUs (historically black colleges and universities) via career fairs and other activities; and develops a “spotlight campaign” featuring diverse employees and their unique backgrounds on various platforms, such as LinkedIn.
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