Editorial Board   

Mr. Hill

Roger G. Hill

Chief Executive Officer & Chairman, The Gettys Group Inc.

Roger G. Hill II is CEO & Chairman of Gettys, a leading hospitality design, procurement and development firm he co-founded in 1988. A respected hospitality industry veteran, his expertise and influence have helped place Gettys among the most recognized and published firms in the hospitality design industry. One of the vanguards of a “beautiful design is good business,” philosophy in the hospitality design industry, Roger has led Gettys through over two decades of growth by continually raising the bar. First, he changed the business model of a hospitality design firm by adding an in-house procurement department and later, by creating a property development arm at Gettys. Today, Gettys is an industry leader, known for offering a turn-key development-design-procurement formula to hoteliers but also for consistently creating hotels that deliver profits. Most recently, Roger and his team have pursued global growth with offices in Hong Kong and Dubai. Roger is frequently called upon by hospitality and business industry publications to provide insight into the redevelopment, renovation, and repositioning of hotels and is repeatedly quoted by national media outlets. His role as CEO also includes the strategy and analysis for Gettys' development efforts, including the acquisition and repositioning of assets throughout the United States. Roger's achievements earned him Hospitality Design magazine's prestigious Platinum Circle Award, recognizing exceptional achievement in the hospitality design industry. A graduate of Cornell University, School of Hotel Administration, Roger is a member of the Urban Land Institute, International Society for Hospitality Consultants, and the Young President's Organization.He also serves as a board member of the Lincoln Park Zoo and is past president and past trustee of the Auxiliary Board for the Art Institute of Chicago. Additionally, he has served as an appointed delegate for the White House Conference on Small Business.

Mr. Hill can be contacted at 312-836-1111 or info@gettys.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.