Editorial Board   Guest Author

Ms. Bromberg

Becky Bromberg

Vice President, Assistant General Counsel, Maritz Holdings

Becky Bromberg, vice president and associate general counsel for Maritz LLC, serves as the primary counselor for Maritz Travel Company. Ms. Bromberg strives to produce understandable contracts that abide by the “rule world” but also have a “real world” perspective. Over the past eight years, she's helped Maritz teams to navigate contracts while presenting risk management and contract process trainings. Currently, Ms. Bromberg focuses on contract standardization and streamlining the client contracting documentation process throughout the lifecycle of a client's relationship with Maritz. On a day-to-day basis, she helps develop and negotiate individual client and third party client supplier master agreements, supplier template agreements and individual independent contractor agreements. Additionally, she helps with mergers and/or acquisitions and building and negotiating supplier agreements and air charter contracts. Ms. Bromberg graduated from University of Missouri-Columbia with a Bachelor of Science in Business with an emphasis in Finance, and earned her Juris Doctorate from University of Missouri-Columbia Law School. She's currently a member of the Academy of Hospitality Industry Attorneys, Big Brothers Big Sisters of Eastern Missouri, and the Association of Corporate Counsel.

Please visit www.martiz.com for more information.

Ms. Bromberg can be contacted at 636-827-4154 or becky.bromberg@maritz.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.