Editorial Board   Guest Author

Mr. Pryor

Michael Pryor

Shareholder, Brownstein Hyatt Farber Schreck LLP

Michael Pryor has built an impressive practice representing cable, telecommunications and wireless companies in federal and state regulatory proceedings, litigation and transactions. He has particular expertise in advancing clients' positions in complex rulemakings and regulatory adjudications. He has worked extensively in merger and acquisitions of telecommunications assets, including regulatory due diligence, and the successful prosecution of transfer of control applications at the federal and state level.

Mr. Pryor's substantive background ranges from the arcane regulation of intercarrier compensation to the legal underpinnings of agency decision-making. He is equally adept at negotiating fiber contracts as he is arguing in federal appellate courts. He has also developed an emphasis in privacy regulation and cybersecurity best practices related to the communications sector.

Mr. Pryor's deep understanding of the regulatory process was developed in part while serving as the deputy chief of the policy division in the Federal Communication Commission's Wireline Competition Bureau from 1996 to 1999. While there, he drafted rules implementing local competition provisions of the 1996 Telecommunications Act and spearheaded reviews of major proceedings, such as Worldcom's merger with MCI.

Prior to joining the firm he served as special counsel for Cooley's regulatory communications practice.

Please visit https://www.bhfs.com for more information.

Mr. Pryor can be contacted at 202-383-4706 or mpryor@bhfs.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.