Editorial Board   Guest Author

Mr. Cooper

Jeremy Cooper

Director Global Guest Initiatives / Food & Beverage, Starwood Hotel & Resorts

Jeremy Cooper is the Director of Global Guest Initiatives and Food & Beverage for Starwood Hotels & Resorts' Specialty Select Brands (SSB), including Aloft®, Element® and Four Points® by Sheraton. In this role, Cooper is responsible for leading food and beverage program development and execution in North America and international divisions. Prior to joining the Specialty Select Brand team, Cooper served as Associate Director of Food & Beverage for North America Franchise and Owner Services from 2007-2010, leading food and beverage operational support for 250+ properties across the Sheraton®, Westin®, Le Meridien® and The Luxury Collection® brands. Before his positions at Starwood Hotels & Resorts World, Inc. Mr. Cooper served as Director of Marketing at ARAMARK Corporation, where he developed retail marketing platforms and field training for B&I, Healthcare and Schools in the U.S., Spain and Chile. He has also served in a variety of Food and Beverage management roles with Four Seasons Hotels & Resorts and independent hotels in Texas. Mr. Cooper is a graduate of Cornell University's School of Hotel Administration, honing his interest in wine and culinary at Ecole Hoteliere de Lausanne. He received his Master's in Business Administration from Georgetown University. Jeremy currently resides in New York City.

Mr. Cooper can be contacted at 914-640-8100 or jeremy.cooper@starwoodhotels.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.