Editorial Board   

Ms. Fenard

Elaine Fenard

Partner & Chief Operating Officer, Europe and U.S., Spatality

Elaine Fenard, recognized as a spa industry visionary, Elaine became an integral partner in Spa Strategy in 2006, joining in the Spa Strategy quest to create innovative and profitable spas, Elaine brought to the team more than 25 years experience in spa development and operations with one of the world's largest hotel companies and the leading international spa operations company. As vice president of spa development and operations for Starwood Hotels & Resorts she oversaw spa development and operations for over 750 properties in more than 80 countries. She championed the Starwood Spa Collection, a group of 38 unique spas, in addition to overseeing the development of many successful individual spas under the Starwood umbrella. Elaine and her team designed several innovative concepts for Starwood, profitable templates for hotel owners and developers to follow from start to finish. At Steiner Leisure, Elaine held the position of senior vice president of operations and later directed development and operations for the highly successful Disney Magic and Wonder Vista spas. She also served as senior vice president of operations for Coiffeur Transocean (later acquired by Steiner Leisure), and was instrumental in the conception, development and operation of the first purposeĀ]built spa at sea in the 1980s. Elaine's vision for this project helped demonstrate the capital potential for spas in the cruise business and set the trend for future cruise ship spa construction. As an industry pioneer and recognized expert, Elaine is a frequent speaker at many conferences including the International Hotel Investment Forum (IHIF) in Berlin; International Spa Convention in London; Spa Resort Expo in New York City; New York Spa Symposium; Turning Point Global Spa Industry Conference in the Philippines and is a regular guest speaker at Cornell University. Spa Strategy is one of the world's leading spa consulting and design firms.

Ms. Fenard can be contacted at 303-573-8100 or Elaine@spastategy.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.