Editorial Board   

Ms. Henderson

Cristine Henderson

Associate, Hoefer Wysocki

Cristine Henderson  has nearly 20 years of experience managing projects in the commercial, hospitality, healthcare and civic sectors. She combines her passion for process and efficiency with her love of design to deliver high-performing buildings that enable her clients to achieve their goals.

Based in Kansas City, Ms. Henderson is currently working with major hospitality brands across the country to design new hotels that better articulate the client's brand vision. Seamless integration of her client's brand into the design is among the hallmarks of her portfolio.

Other notable projects in her portfolio include the award-winning, 80,000-sq. ft. SelectQuote Headquarters in Overland Park, Kan., the 92,000-sq. ft. U.S. Air Force Ambulatory Care Center at Lackland Air Force Base, and the 106,000-sq. ft. Leawood Justice Center in Leawood, Kan., as well as several LEED-certified projects.

As a project manager at Hoefer Wysocki, her responsibilities include direct involvement in project design during the schematic design phase through construction document production, submittal review and coordinating with contractors during construction administration, interior finish selection, detailing and coordination, and furniture selection and specification.

Ms. Henderson is a graduate of Texas Tech University where she earned her degree in Architecture. She is licensed by the American Institute of Architects (AIA), and the National Council of Architectural Registration Boards (NCARB).


Please visit http://www.hoeferwysocki.com for more information.

Ms. Henderson can be contacted at 913-307-3700 or Cristine.henderson@hoeferwysocki.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.