Editorial Board   Guest Author

Mr. Robinson

Bernard Robinson

Director of Security Services, St. Regis Atlanta

Bernard Robinson is currently the Director of Security Services at the St. Regis Atlanta-Buckhead. He has extensive industry knowledge encompassing Safety, Security, Asset Protection, and Risk Management. He has spearheaded operations on property-level oversight of security and loss prevention operations, regional program responsibility for multiple accounts and/or locations, as well, instrumental regarding corporate level program conceptualization, planning, training and implementation. Mr. Robinson is a dynamic, results-oriented executive possessing 25 years of security and safety industry knowledge. Mr. Robinson has 15 years in hospitality in luxury brands including The Ritz Carlton and The St. Regis. His expertise also includes 10 years in law enforcement including investigation and emergency response team (SWAT) specialty. Additionally, Mr. Robinson has broad knowledge of OSHA regulations as well as Six Sigma Green Belt training and certification. Mr. Robinson contributes to the security industry through consulting/advising small businesses and communities through safety training and media dialogue promoting proactive security measures. He is consistently working with industry, local, state and federal agencies in situational awareness, emergency preparedness and technological advancements in security tools (e.g. key access and biometric systems). Mr. Robinson believes in staying informed with newest and latest security technologies and how its application can help daily operations in asset protection, physical security and crime prevention. Mr. Robinson holds a Bachelor's degree in Journalism concentration in Public Relations and Criminal Justice as well as an MBA in Global Business with focus in applications of Human Resources and cultural adaptation in Trans-National corporations.

Mr. Robinson can be contacted at 404-563-7901 or bernard.robinson@stregis.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.