Editorial Board   Guest Author

Ms. Maurice

Anne-Juliette Maurice

General Manager, Hotel Plaza Athenee, New York

Anne-Juliette Maurice is the General Manager of Hotel Plaza Athenee New York, a 142-room jewel located at 37 E. 64th Street. Combining cosmopolitan luxury with the intimacy and services of a boutique hotel, Hotel Plaza Athenee has created a home away from home for royalty, world leaders, celebrities, executives and sophisticated travelers from all around the world since 1984. With more than 20 years of experience in hotel management, Anne-Juliette Maurice's prior roles include the position of Director of Sales and Marketing at the Langham Place, Fifth Avenue. As such, she oversaw the rebranding of the Setai Fifth Avenue to Langham Place, Fifth Avenue. Ms. Maurice also held the position of Regional Director of Marketing, Miami and Regional Director of Marketing, Northeast, for Morgans Hotel Group, which included opening and launching Mondrian South Beach and Mondrian Soho. Prior to that, she was Director of Sales & Marketing at Swissotel The Drake, New York and Director of Sales at Le Parker Meridien New York. Ms. Maurice also worked for the Essex House under Nikko and Westin and was a member of the opening team of Euro Disney in Marne la Vallee, France.

Please visit www.plaza-athenee.com for more information.

Ms. Maurice can be contacted at 212-734-9100 or ajmaurice@plaza-athenee.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.