Editorial Board   

Mr. Redington

Neale Redington

Partner, Deloitte

Redington has been an advisor to major real estate firms for more than 17 years in the REIT and hospitality sectors. He brings opportunities for wealth creation to hotel owner/operators and management companies through performance of annual audits, operations reviews, due diligence procedures, and assistance with initial public offerings. Last year, Redington provided accounting advisory assistance to KSL Recreation with its $2.2 billion sale of luxury resorts, including Grand Wailea and La Quinta Resort, to CNL Hospitality. This was the largest US luxury hospitality transaction during 2004 and was recently awarded "Transaction of the Year" at the Americas Lodging Investment Summit. Redington has been instrumental in many REIT formation transactions, dating back to the early 90s with G&L Realty and Alexander Haagen Properties. More recently, he has worked with Casden Properties, CNL Hotels and Resorts, and CB Richard Ellis. During his career, he has provided due diligence assistance in many major real estate transactions, including Southern California deals such as Cendant's acquisition of Coldwell Banker and Century 21 and national transactions such as Blackstone's acquisition of Homestead Group and KKR's disposition of Red Lion Hotels. Redington is co-author of the Hospitality chapter of the Real Estate Accounting Handbook, and has participated in the development of the 10th Edition of the Uniform System of Accounts for the Lodging Industry. He frequently speaks on hospitality issues at trade events and with the media. Redington attended Birmingham University where he received his BCom(Acc)(Hons). He is active in the Manhattan Beach community where he lives with his wife Marissa and three children.

Mr. Redington can be contacted at 213-688-4762 or nredington@deloitte.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.