Editorial Board   Guest Author

Mr. Vance

Robert Vance

Managing Director, Well & Being Spa, Fairmont Scottsdale Princess

Robert Vance is the managing director of the Well & Being Spa at the Fairmont Scottsdale Princess (a spa concept at luxury resorts featuring immersive, fully-customized wellness experiences) where he is responsible for brand and program development and integration. Mr. Vance also has responsibility for financial management, and talent acquisition and development of the 44,000 square-foot facility which features 30 treatment rooms and a diverse menu of fitness, nutrition, wellness, spa and holistic experiences. Prior to joining the Well & Being Spa in January 2016, Mr. Vance was the spa director at Mii amo, an all-inclusive destination spa at the Enchantment Resort in Sedona, Arizona. Before Mii amo, Mr. Vance was the regional vice president of mid-Atlantic operations for Elizabeth Arden Red Door Spas, the spa and fitness Director for the Sanctuary on Camelback Mountain, opened the Golden Door Spa at the Naples Grande as the spa & fitness director, and started his resort-spa career at the Golden Door Spa at the Boulders, working his way from spa concierge to spa operations manager in three years. In addition to his career in spa leadership and operations, Mr. Vance is heavily involved in the spa industry community, serving on the board of directors for the International Spa Association and chair for multiple committees, serving as an active member of the Arizona Spa Association, the Washington Spa Alliance and the Advisory Board for Florida Gulf Coast University's School of Resort and Hospitality Management. Mr. Vance holds a Bachelors of Arts degree from Pepperdine University.

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

Mr. Vance can be contacted at 480-585-2676 or robert.vance@fairmont.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.