Editorial Board   Guest Author

Mr. Charbonnet

Chris Charbonnet

Senior Vice President of Operations, Prism Hotels & Resorts

Chris Charbonnet is the Senior Vice President of Operations for Prism Hotels & Resorts, an award-winning full-service hotel management, investment, and advisory services company.

With a quarter century of hotel operations experience in different segments of the hospitality industry, Mr. Charbonnet brings an advanced skillset, an informed perspective, and a depth and diversity of industry expertise that makes him an invaluable asset and an integral member of Prism's executive committee.

Mr. Charbonnet began his hospitality career in management as a Sous Chef at Wyndham Hotel in Los Angeles, California in 1994. Over the course of the last 25 years, Mr. Charbonnet has successfully managed some of the most prominent hotel brands in the business, including familiar names like Hilton, Marriott, Starwood, IHG, Choice, Wyndham, and Carlson.

All told, he spent nearly 10 years with Wyndham International as a Sous Chef, Executive Chef, Food and Beverage Manager and Director, Director of Rooms, Sales Manager, AGM, and General Manager; 9 years with Aimbridge Hospitality as the General Manager, Corporate Director of Food & Beverage and Regional Director of Operations.

Prior to joining Prism, Mr. Charbonnet served for 4 years as the Regional VP of Operations for GF Management, where he was responsible for overseeing more than 60 hotel transitions.

Mr. Charbonnet graduated from The University of Johnson & Wales in Providence, Rhode Island with a degree in Culinary Arts, French Pastry Arts, a B.S. in Management and a B.S. in Marketing.

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

Mr. Charbonnet can be contacted at +1 214-987-9300 or chris.charbonnet@prismhotels.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.