Editorial Board   Guest Author

Ms. Bonanno

Lisa Bonanno

Vice President, Marketing, Knowland

Lisa P. Bonanno is a well-seasoned marketing executive. She is at her best in a B2B SaaS entrepreneurial environment where she is charting the course for an organization with other like-minded leaders. She has built teams, brands, and revenue generation programs from the ground up in a variety of industries, garnering the attention from analysts, press and national business publications.

Ms. Bonanno is currently the VP, Marketing at Knowland, a high-growth SaaS solution company for the hospitality industry, where she is leading their brand evolution and building the demand generation discipline from the ground up. Prior to this role, Lisa started LBP Marketing Consulting after a growing demand for her 20 years of experience in marketing and has helped tech start-ups and other high-growth firms meet their potential.

Prior to consulting, Ms. Bonanno was the VP, Global Brand Marketing at Tahzoo, a digital agency start-up, where she repositioned their brand and drove millions of dollars in opportunity value for the business. Prior to Tahzoo, she was the Senior Director, Global Corporate Marketing at Genesys, which acquired Angel, a MicroStrategy funded company. She led the product marketing integration while simultaneously driving revenue growth for the SaaS business unit.

Ms. Bonanno holds a Bachelor of Science Business Administration (BSBA) degree in marketing from American University and a MBA from Marymount University.  When not working she is helping to advance women in the workplace by supporting nonprofits she believes in, running around town with her two young children, or eating and drinking good food and wine with her husband and friends. Follow her on Twitter and connect with her on LinkedIn.


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

Ms. Bonanno can be contacted at +1 571-429-5772 or lbonanno@knowland.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.