Editorial Board   Guest Author

Mr. Suglia

Jesse Suglia

Director of Sales & Marketing, Sheraton New York Times Square Hotel

Jesse Suglia is Director of Sales & Marketing at the Sheraton New York Times Square, Sheraton's flagship hotel. An experienced leader with more than 15 years working in the domestic and international group, business travel and leisure hotel travel segments, Mr. Suglia has held hotel sales positions in major cities including New York, Boston, Chicago and San Francisco. Prior to joining Starwood Hotels & Resorts, Mr. Suglia worked for Omni Hotels & Resorts, Kempinski Hotels and The Global Hotel Alliance and where he was Director, Travel Industry & International Sales and leading the New York Global Sales Center. Mr. Suglia's prior roles with Omni Hotels & Resorts included Area Director of Sales & Marketing, Senior Director, Global Sales and Director, Global Business Travel Sales. Mr. Suglia earned a B.A. in Hotel Management from the Isenberg School of Management at the University of Massachusetts at Amherst and completed the Institute of Business Travel Management, Global Leadership Program at The Wharton School, University of Pennsylvania.

Mr. Suglia can be contacted at 212-841-6577 or jesse.suglia@sheraton.com

Coming up in March 2019...

Human Resources: An Era of Transition

Traditionally, the human resource department administers five key areas within a hotel operation - compliance, compensation and benefits, organizational dynamics, selection and retention, and training and development. However, HR professionals are also presently involved in culture-building activities, as well as implementing new employee on-boarding practices and engagement initiatives. As a result, HR professionals have been elevated to senior leadership status, creating value and profit within their organization. Still, they continue to face some intractable issues, including a shrinking talent pool and the need to recruit top-notch employees who are empowered to provide outstanding customer service. In order to attract top-tier talent, one option is to take advantage of recruitment opportunities offered through colleges and universities, especially if they have a hospitality major. This pool of prospective employees is likely to be better educated and more enthusiastic than walk-in hires. Also, once hired, there could be additional training and development opportunities that stem from an association with a college or university. Continuing education courses, business conferences, seminars and online instruction - all can be a valuable source of employee development opportunities. In addition to meeting recruitment demands in the present, HR professionals must also be forward-thinking, anticipating the skills that will be needed in the future to meet guest expectations. One such skill that is becoming increasingly valued is “resilience”, the ability to “go with the flow” and not become overwhelmed by the disruptive influences  of change and reinvention. In an era of transition—new technologies, expanding markets, consolidation of brands and businesses, and modifications in people's values and lifestyles - the capacity to remain flexible, nimble and resilient is a valuable skill to possess. The March Hotel Business Review will examine some of the strategies that HR professionals are employing to ensure that their hotel operations continue to thrive.