Editorial Board   Guest Author

Mr. Nogal

Mark Nogal

Global Head, Curio Collection by Hilton, Hilton

Mark Nogal is global head of Curio Collection by Hilton, Hilton's first collection brand, in the upper upscale market. He is responsible for the strategic direction and growth of the brand, as well as overseeing brand performance support, global marketing and visual identity.

Mr. Nogal has more than three decades of hospitality and brand experience, and has held multiple leadership roles at Hilton over the last 25+ years, including property-level and corporate positions in operations and marketing.

In 2017, Mr. Nogal helped launch the upscale Tapestry Collection by Hilton brand and served as global head. He was also responsible for pioneering the Hilton Garden Inn brand - from marketing the first hotel to leading the brand's growth throughout Europe - and served as regional head of focused service brand management for Hilton in the Europe, Middle East and Africa region. Based in London, he oversaw the ongoing growth of two award-winning brands: Hilton Garden Inn and Hampton by Hilton.

Prior to that role, Mr. Nogal served in several senior positions for Hilton Garden Inn, including vice president of brand performance and sales support, and vice president of marketing and sales. In those roles, he was responsible for guiding and communicating with hotel owners, management companies and general managers, and overseeing strategic planning, operations management and budgeting for brand sales, marketing, advertising, sales, marketing communications, relationship marketing and research for the brand.

Mr. Nogal studied hotel restaurant and tourism studies at the University of New Orleans and architecture at Louisiana State University in Baton Rouge. An avid cook, traveler and explorer of different cultures, he enjoys visiting Curio Collection properties and learning more about hotels joining the global portfolio of one-of-a-kind hotels and resorts.

Please visit https://www.hilton.com/en/corporate/ for more information.

Mr. Nogal can be contacted at +1 703-883-5311 or mark.nogal@hilton.com

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.